Employee Satisfaction (Madhu Sharma) PDF

A
PROJECT REPORT
On
Employee Satisfaction in “Making

Ways Automobile”
BACHELOR OF BUSINESS ADMINISTRATION
(2016-2019)
MAHARAJA RANJIT SINGH PUNJAB TECHNICAL
UNIVERSITY, BATHINDA
SUBMITTED TO: SUBMITTED BY:

MADHU SHARMA
160590442
BBA
LALA LAJPAT RAI INSTITUTE OF ENGINEERING AND TECHNOLOGY (MOGA)

DECLARATION
I, MADHU SHARMA certify that the work embodied in this project report is my own bona fide
work carried out by me under the of Prof MRS. SWATI CHHABRA ( H.O.D.) and prof MS..ASHU
CHHABRA(ADVISER) .
I declare that I have faithfully acknowledged, given credit to and referred to the research work
wherever their works have been cited in the text and the body of the project report. I further
certify that I have not will fully lifted up some other’s work, Text, data, results, etc. reported in
the journals, books, magazines, reports, dissertations, theses, etc., or available at web-site and
included them in this project report and cited as my own work. I also declare that I have
adhered to all principles of academic honesty and integrity and have not misrepresented or
fabricated or falsified any idea/data/fact/source in my submission. I understand that any
violation of the above will be cause for disciplinary action by the college .
MADHU SHARMA
160590442
2
ACKNOWLEDGEMENT
It is with gratitude I acknowledge my heartiest & sincere feeling of indebtedness to Miss ASHU
CHHABRA my project guide for valuable guidance & whole hearted support in carrying out
completion of my project Employee Satisfaction in “Making Ways Automobile” throughout my
report ,I have tried my level best to be original & present my own findings.
I would also like to owe special thanks to all my friends for the efforts they have put in for
making this project a reality & giving its present shape. Whole experience was an eye opener
for me.
I accept the sole responsibility for any possible error of omission & commission.
MADHU SHARMA
160590442
3
PREFACE
Bachelor of Business Administration is a stepping stone to the Management Career. It has great
pleasure in presenting this research project which is essential in partial Fulfilment of BBA
programmer. Research Report is an integral part of curriculum and its purpose is to provide the
Student with the practical exposure of the today’s changing scenario. It helps in the
development of practical skills and analytical thinking process about the investment methods of
different people in the present environment. It provides with basic skills required to perform
the survey and statistical tool needed to analyses the data. Thus it helps in moulding the
students according to the requirement of actual world. Simple language has been used
throughout the report. Report is illustrated with figures, charts and diagrams as and when
required.
MADHU SHARMA
160590442
4
CONTENTS
Sr. No. Particulars Page No.

Executive Summary 6
Chapter 1. Company Profile 7-10
About HRM 11
Employee satisfaction 12-15
Chapter 2. Review of literature 16
Chapter 3. Research 17-20

Data Analysis and Interpretation 21-53
Findings 54
Managerial Implication 56-57
Conclusion 58
Questionnaire for Consumers 59-63
Bibliography 64
5
EXECUTIVE SUMMARY
Managing human resources in today’s dynamic environment is becoming more and more complex as
well as important. Recognition of people as a valuable resource in the organization has led to increases
trends in employee maintenance, job security, etc. My research project deals with “Employee
Satisfaction In Company ”. In this report, I have studied &evaluated the performance appraisal process
as it is carried out in the company.
The first section of my report deals with a detailed company profile. It includes the company’s history:
its activities and operations, organizational structure, etc. this section attempts to give detailed
information about the company and the nature of it’s functioning.
The second section deals with Employee Satisfaction. In this section, a brief conceptual explanation to
performance appraisal is given. It contains the definition, process and significance of Employee
satisfaction.
In the third section of my report, I have conducted a research study to evaluate the process of Employee
Satisfaction InMaking Ways Automobile.; this section also contains my findings, conclusions, suggestions
and feedback.
The fourth and final section of this report consists of extra information that I related to the main
contents of the report. These annexure includes the Questionnaire on the basis of which the primary
data was collected and research study was conducted.
6
Making Ways
Automobile
7
Chapter-1
MAKING WAYS AUTOMOBILE
COMPANY PROFILE
MAKING WAYS AUTOMOBILE is one of the leading manufacturers and machining contractors
for tractor parts, tractor spare parts, other automotive parts and components. Since 1983, we
are also providing solutions to OEM(Original Equipment Manufacturer) companies regarding
agricultural implements and machinery, heavy earth moving machinery and automobiles. Our
products in multiple profiles meet all requirements of our customers including simple and
complex components. In addition to this, customization can be achieved at any level right from
the raw materials used to the designs or finishing.
Our flexibility of entertaining low volume to high volume quantity of parts further strengthens
our position over competitors. Working in tandem with OEMs, we manufacture just the right
kind of products like tractor spare parts, tractor replacement parts and other automotive parts
according to given specifics. In the two decades, we have achieved tremendous growth in terms
of both size and volume as an exporter. Major portion of our supplies is dedicated to export
(84%) and lesser to domestic market (only 16%). We are exporting maximum share of our
production (65%) to OEM companies in Europe, specially in Germany followed by USA & South
America.
Supported with the in-house, state-of-the-art production facilities, we have been

manufacturing zero defect products on OEM specifications. Our products are made by the
latest manufacturing techniques interlaced with the supervision of our highly competent and
experienced production, QA and QC staff. UNISPARES is an ISO 9001:2000 certified company
and it continues to invest in high-end technologies and compatible human resources to
confront the future challenges. Serving the markets for decades, we have developed an
efficient supply chain management to better serve the international trade in least downtime.
We are engaged in manufacturing tractor parts, tractor spare parts, tractor replacement parts,
tractor linkage parts, automobile components and other automoive parts. We are also
supplying agriculture machine parts and components like top link assemblies, hitch balls,
8
drawer hooks etc. also exporting construction machine parts and components like hydraulic
cylinder parts, pivot pins, bushings and sleeves etc.
Organizational Structure
At MAKING WAYS AUTOMOBILE, we believe to set up a definite structure with right people at
the right place in order to achieve success on common goals. This also ensures better
networking and exactitude services. The hierarchy of the organization is as follow: Chart
Top Link Assembly
Our precision engineered top link assemblies are made from high grade steel. Easy to assemble,
these link parts possess high tensile strength and long service life. Due to special plating with
yellow zinc chromate, these assemblies are highly resistant to corrosion caused in the form of
rust & abrasion. As per the specific requirements of the customer, we can manufacture top link
assemblies in different pinhole sizes, body lengths and closed lengths.
9
Weld On End
Weld on end is a critical link in the machine assembly. We specialize in manufacturing quality
weld on ball end for top links, lift arm straight parts; lift arm bent parts and more. These ends
are made from highest grade of metals and alloys. Every weld-on ends are tested in the
laboratory on different parameters like dimensional accuracy, tensile strength, resistance
property, etc. Our range of weld-on ends is available in different designs such as
Bushing Parts
We manufacture high quality bushing parts that are extensively used in automobiles,
engineering equipment, electro-motive tools, etc. These mechanical bushing are designed to
reduce friction and wear inside a hole, or constrict and restrain motion of mechanical parts.
Engineered to precision, our bushing parts provide better weight distribution as well as lofty
speed stability. We can manufacture bushing parts in different configuration including
• cylindrical bushings or bearings
• flanged bushings
• thrust washers
• wear plates
Tractor Safety Pins
We offer high quality safety pins fabricated from powder coated steel spring. These pins have
unique design that ensure smooth operation of the machines. Tested on different parameters,
our safety pins have a high tolerance and strength. We can manufacture safety pins in variety of
specifications to meet the specific application requirements of the clients.
Draw Bars
We offer high quality draw bars for safe and comfortable towing. These bars are basically a
solid coupling between a hauling vehicle and its hauled load. Our range of drawbars are made
from highest grade of metal and alloys that ensures a long life performance. We specialize in
manufacturing both cross type as well as swinging draw bars in diverse specifications.
10
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human Resource (or personnel) management, in the sense of getting things done
through people, is an essential part of every manager’s responsibility, but many
organizations find it advantageous to establish a specialist division to provide an
expert service dedicated to ensuring that the human resource function is
performed efficiently.
“People are our most valuable asset” is a cliché, which no member of any senior
management team would disagree with. Yet, the reality for many organizations is
that their people remain undervalued, under trained and underutilized.
The market place for talented, skilled people is competitive and expensive. Taking
on new staff can be disruptive to existing employees. Also, it takes time to
develop ‘cultural awareness’, product / process / organization knowledge and
experience for new staff members.
FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

Following are the various functions of Human Resource Management that are
essential for the effective functioning of the organization:
1. Recruitment
2. Selection
3. Induction
4. Performance Appraisal
5. Training & Development
Recruitment
The process of recruitment begins after manpower requirements are determined
in terms of quality through job analysis and quantity through forecasting and
planning.
Selection
The selection is the process of ascertaining whether or not candidates possess the
requisite qualifications, training and experience required.
11
EMPLOYEE SATISFACTION
IN
“MAKING WAYS AUTOMOBILES”
12
INTRODUCTION
The project consists of the topic called “A study on Employee satisfaction to

enhance the present working conditions a Making Ways Automobile.”.
It is a great opportunity for me to do the project a such good organization which

grew very fast in just one and half year and it is presently booming in the
Chandigarh district.
As employees are the most valuable asset, who are responsible for the growth
and prosperity of the organization. Management wants to know the level of
satisfaction of the employees towards the organization and wants to enhance the
present working Condition if any improvements are to be made.
So keeping the objective in mind a questionnaire was framed which covered most
of the questions which would provide valuable inputs to the managements, to
enhance the working conditions and the make any improvements if needed.
TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction surveys can cover as many or as few topics as are required
by your organization. Some of these topics include:
• Job satisfaction
• The company as a place to work
• Organization direction, strategy and goals
• Employee morale
• Organizational relationships
• Supervision
• Management
• Leadership
• Culture, values and behaviors
13
• Company image
• Benefits
• Compensation and rewards/incentives
• Recognition and promotion
• Training and development
• Career opportunities
• Quality products and services
• Internal/external communications
• Organizational change
• Any other topics of interest to managers
Discrepancy Theories
Two-Factor Theory
Motivators
➢ Responsibility
➢ Challenge
➢ Job control
Hygiene factors
➢ Pay
➢ Benefits
➢ Coworkers
Employee satisfaction has two components

1.Hygeiene issues
2.Motivation issues
The hygiene issues are:

1.Company and Administration Policy: They should be updated and accessible to
all the employees so that the employees are aware of all policies of the
organization.
14
2.Supervision: The supervisor should have the good leadership qualities and
should give positive feedback at regular interval.
3.Salary: Employees want to be paid according to their competence and hard
work.
4.Interpersonal Relations: It is the relation with the superior ,peer and
subordinate .The employees should be given time for socialization .i.e. during
lunch, tea break, etc.
5.Working conditions: The working environment should be good so that the
employees will have sense of pride in working for the organization and should be
provided with the necessary facilities and adequate space to work efficiently.
The motivation issues are :
1.Work: The work should make employees believe that the work they are doing is
important.
2.Achievement: All employees want to do a good job and make use of their
talent .
3.Recognition:Employees should be rewarded for high performance by bonus or

at least praising their efforts.
4.Responsibilty:Employees should be given enough freedom or power to carry
out their task .They should have ownership of work and be given challenging
work.
5.Advancement:Loyalty and performance should be rewarded by providing
opportunities for career development .
The absence of hygiene issues is a source of dissatisfaction. While increase in the
motivation factors ,will increase in employee satisfaction .the hygiene issues
should be dealt first and then the motivation issues should be given
considerations .Bigger pay checks rarely equate with higher job satisfaction .
15
CHAPTER-2
LITERATURE REVIEW
It is realising the direct relationship between happy employees

The key measures to employee satisfaction are
➢ Employee retention
➢ Productivity
➢ Customer satisfaction
➢ Profitability
All the above mentioned factors are obtained only if the employees are satisfied
.This is because satisfied employees tend to be more creative ,tend to accept
challenging jobs which is an promotional opportunity to them .They tend to be
more productive .
Employees with higher job satisfaction: believe that the organization will be
satisfying in the long run .care about the quality of their work are more
committed to the organization have higher retention rates, and are more
productive.
16
CHAPTER 3
RESEARCH
“A study on employee satisfaction to enhance the present working conditions”
Retaining the employees in the long run has become an destructive problem to
any organization nowadays the organization which takes keen interest to satisfy
their employees before the customers are able to retain their employees in the
long run. So having this objective in mind the managements wants to know the
satisfaction level of the employees towards Making Ways Automobile.
Research Problem:
A study to know the satisfaction level of the employees towards the organization
to enhance the present working conditions for organizational growth and
prosperity at Making Ways Automobile.
Purpose of the study:

➢ To know the employee satisfaction level towards the organization.
➢ To understand the relationship within the organization.
➢ To study the communication flow within the organization.
➢ To determine the worker’s participation in decision-making.
➢ To find whether there is scope for improvement within the organization.
➢ To learn the practical aspects of the business.
17
Scope of the study:
Keeping the purpose of the study in mind which is to know the employee
satisfaction level towards the organization. I have conducted the study within the
organization i.e. employees of Making Ways Automobile.
Objective of the study:
➢ To know the employee satisfaction level towards the organization

regarding the infrastructure working condition compensation and other
facilities.
➢ To understand the relationship within the organization
➢ To know the communication flow within the organization
➢ To know the level of worker’s participation in decision making.
➢ To find whether there is scope for improvement.
DEPARTMENTS
Sales Department:
This department consists of the ales manager under whom are sales executives.
The sale executives are the people who help the customers to provide the
necessary information regarding their product. They are the key people who
convince the customers to buy their product. This department is responsible for
the sales of their product.
Counseling Department:
Counseling department consist of a manager who looks after all the transaction
carried out in the counsel and admission of the students. This department holds
and increase the admissions.
Accounts Department:
This department also consists of manager under whom there are other
accountants working. This department is responsible for maintaining the financial
transactions carried out within the organization. Maintaining the financial
transactions, during the day are to be recorded by the accounts department.
18
Pre-Delivery Inspection:
This department consists of a PDI in charge under whom there are technician
working. The department is responsible for checking.
SAMPLING:
Sampling is the one techniques which allows us to concentrate and give attention
upon relativity.(i.e. Employees o f Making Ways Automobile) here the sample size
is 50.
In other words, representation of a particular population. And is the subset of the

population.
For conducting this survey it is required to concentrate on employees ofMaking

Ways Automobile within the organization. For this purpose the questionnaire
was incorporated and the employees were selected and the size was 50.
Stages in selection of sampling:
➢ Define the target population:

According to my project my target population is employees ofMaking Ways
Automobile.
➢ Specify the sampling frame:

Concerned to the project sampling frame is all the department employees
ofMaking Ways Automobile
➢ Specify sampling unit:
Sampling unit consisting of selected sample.
➢ Specify sampling Method;
Unstratified probability sampling
➢ Determine sample size:
Concerned to my project my sample size is 50.
19
➢ Specify sampling plan:
Sampling plan is done according to the stages in the sampling process.
➢ Select the sample;
It includes the actual selection of the sample element at Tata Motors as I am using
questionnaire for my research.
Research Methodology:
Data Source: Primary Data ( From questionnaire and personal interaction )
Secondary data –Internet
Research approach: Survey method.
Research Instrument: Questionnaire.
Sample plan: Personal Interview
Sample unit: Employees ofMaking Ways Automobile.
Sampling method: Unstratified probability sampling
Sample Size: 25 employees
MEASUREMENT TECHNIQUES
Questionnaire:
This is most easy techniques that is sought after and one of the easy method to
gather primary information and is a core source for primary data and this type of
data collection techniques is being incorporated by me through the
questionnaire.
➢ Graphical method using pie charts with percentage:
20
ANALYSIS AND INTERPRETATION
Question No.1 Response

Strongly agree 35
Agree 11
Neither agree nor disagree 3
Disagree 1
Strongly disagree 0
The infrastructure provided by the

organization enables me to do my job
better.
6% 2%
0%
22% SA
A
NA/DA
D
70% SD
Interpretation:
➢ 70% of the employees strongly agree that the infrastructure
provided to them enables them to do their job better.
➢ 22% of the employees agree to the same.
➢ 6% of the employees neither agree nor disagree.
➢ 2% of the employees disagree with this statement.
This question was asked to know whether the infrastructure provided to the
employees helps them to do their job with enthusiasm and to their satisfaction or
not. From the graph we can infer that the infrastructure provided to the
employees is good and helps them to do their job better.
21
Question No.2a Response
Excellent 37
Good 12
Fair 0
Poor 1
Lighting conditions provided by the

organization
Excellent
2%
0% Good
Fair
24% Poor
74%
Interpretation:
➢ 74% of the employees say that the lighting conditions provided

by the organization are excellent.
➢ 24% of the employees say good to the same.
➢ 2% of the employees say that it is poor.
The graph shows that the lighting conditions provided by the organization are
excellent. The organization should continue to maintain the same conditions in
future also.
22
Question No.2b Response
Excellent 38
Good 7
Fair 2
Poor 3
Sanitation
4% 6% Excellent
14%
Good
Fair
76% Poor
Interpretation:
.
➢ 76% of the employees say that the sanitation in the organization
is excellent.
➢ 14% of the employees say good.
➢ 4% of the employees say fair.
➢ 6% of the employees say poor.
The graph shows that the sanitation in the organization is well maintained. The
organization should continue to maintain the same in future also.
23
Question No.2c Response
Excellent 37
Good 9
Fair 1
Poor 3
Cleanliness
2% 6% Excellent
18%
Good
Fair
74% Poor
Interpretation:
➢ 74% of the employees say that the cleanliness maintained in the

organization is excellent.
The graph shows that excellent cleanliness is maintained in the organization. The
organization should continue to maintain the same conditions in future also.
24
Question No.2dResponse
Excellent 40
Good 7
Fair 2
Poor 1
Ventilation.
4% 2% Excellent
14%
Good
Fair
80% Poor
Interpretation:
➢ 80% of the employees say that the ventilation in the organization

is excellent.
The graph shows that ventilation in the organization is excellent.
25
Question No.2e Response
Excellent 29
Good 8
Fair 8
Poor 5
Space.
10%
Excellent
16%
Good
58%
Fair
16% Poor
Interpretation:
➢ 58% of the employees say that the space at work provided by the
The graph shows that most of the employees are satisfied with the space
provided by the organization to work. But we can also find that there are
employees who are not satisfied with the space at work. accordingly so that the
employees get enough space to perform their job perfectly and flexibly.
26
Question No.2f Response
Excellent 29
Good 9
Fair 8
poor 4
Working culture
8% Excellent
16%
Good
58% Fair
18%
Poor
Interpretation:
➢ 58% of the employees say that the working culture in the
From the graph we can see that most of the employees are happy with the
working culture of the organization. Management should continue to maintain
the same in future and should regularly enhance the working culture with
innovativeness and also with good values and beliefs. This can be an influencing
factor for the management to retain the employees in the long run.
27
Strongly agree 36
Agree 11
Disagree 1
Strongly disagree 1
The task entrusted to me lies within my

cababilities.
2%
2% 2% SA
22% A
72% NA/DA
D
SD
Interpretation:
➢ 72% of the employees strongly agree that the task provided to
them lies within their capabilities.
➢ 2% of the employees neither agree nor disagree to this
statement.
➢ 2% of the employees disagree.
➢ 2% of the employees strongly disagree.
This question was asked to know whether the employees are really capable of
doing the given job or not. From the graph we can see that maximum number of
employees claim that the given job lies within their capabilities which is a good
thing for the organization for its progress.
28
More work less pay 15
Less work more pay 1
Equal work equal pay 34
Opinion about the task provided and the

compensation.
30% More work less pay
Less work more pay
68% 2% Equal work equal pay
Interpretation:
➢ 68% of the employees say that they are paid equally for the job
which they are doing and it is fair.
➢ 30% of the employees say that they are paid less compared to
the job which they are doing.
➢ 2% of the employees say that they are paid more for the job they
are doing.
This question was asked to know the employees opinion about the compensation
paid to them for the work they are doing. From the graph we can see that
maximum number of employees saying that they are paid fairly but also we can
see that most of the employees are not satisfied by the compensation paid. This
can be a problem for the management to retain their employees in the long run.
So the management must look in to this problem seriously and must pay
accordingly to the work assigned.
29
Strongly agree 50
Agree 0
Disagree 0
Strongly disagree 0
I like to accept responsibilities and more

challenging tasks given to me by the
organization.
SA
0%
0%
A
NA/DA
D
100%
SD
Interpretation:
➢ 100% of the employees strongly agree to the statement that they like to
accept responsibilities and more challenging tasks given to them by the
organization.
This question was asked to know what do the employees feel about themselves.
The graph reveals that the employees are more optimistic and confident. This
feeling of the employees will definitely help the organization for its growth and
prosperity.
30
Strongly agree 26
Agree 19
Disagree 2
Strongly disagree 1
I am satisfied with the task provided by the

organization.
SA
4% 2% A
4%
52% NA/DA
38%
D
SD
Interpretation:
➢ 52% of the employees strongly agree that they are satisfied with
the task provided by the organization.
This question was asked to know the satisfaction level of the employees towards
the task provided.
31
Completely satisfied 5
Satisfied 29
N S/ND 8
Dissatisfied 3
Completely dissatisfied 5
Level of satisfaction towards wages/salary paid.
CS
10% 10%
6% S
16%
NS/ND
D
58%
CD
Interpretation:
➢ 10% of the employees are completely satisfied with the salary
paid.
➢ 58% of the employees are satisfied with the salary paid.
➢ 16% of the employees are neither satisfied nor dissatisfied.
➢ 6% of the employees are dissatisfied.
➢ 10% of the employees are completely dissatisfied.
This question was asked to know the satisfaction level of the employees towards
the salary paid to them by the organization. From the graph we can see that most
number of employees are satisfied with the salary paid but also the number of
employees who are not satisfied is also not negligible. The management must
think of revising the salary structure accordingly to satisfy the unsatisfied
employees.
32
Excellent 4
Good 18
Fair 10
Poor 18
Opinion about the incentive scheme.
8% Excellent
36% Good
36%
Fair
Poor
20%
Interpretation:
➢ 8% of the employees say that the incentive scheme is
excellent.
➢ 36% of the employees say that the incentive scheme is good.
➢ 20& of the employees say that the incentive scheme is fair.
➢ 36% of the employees say that the incentive scheme is poor.
This question was asked to know the opinion about the incentive scheme
followed in the organization.
33
Strongly agree 24
Agree 15
Disagree 6
Strongly disagree 1
My grievances and complaints are handled in time and to my

satisfaction.
SA
12% 2%
8% A
48% NA/ND
D
30%
SD
Interpretation:
➢ 48% of the employees strongly agree to the statement that their

grievances and complaints are handled in time and to their
satisfaction.
This question was asked to know whether the employees problems are solved
fairly or not by the management. From the graph we can infer that the employees
are satisfied with the management’s problem solving.
34
Cordial 45
Fair 05
Uncordial 0
Employee-Employer relations.
0%
10%
Cordial
Fair
Uncordial
90%
Interpretation:
➢ 90% of the employees say that their relations with the employer
are cordial.
➢ 10% of the employees say that the relations are fair.
This question was asked to understand the relationship within the organization.
From the graph we can find that the relations within the organization are very
good. Management must continue to maintain such relations in future for smooth
running.
35
Cordial 44
Fair 06
Uncordial 0
Emloyee-Supervisor relations
12% 0%
Cordial
Fair
Uncordial
88%
Interpretation:
➢ 88% of the employees say that their relations with the

supervisor’s/manager’s are cordial.
36
Cordial 46
Fair 4
Uncordial 0
employee- employee relations.
8% 0%
Cordial
Fair
Uncordial
92%
Interpretation:
➢ 92% of the employees say that their relations with the

subordinates are cordial.
37
Strongly agree 14
Agree 22
Disagree 7
Strongly disagree 5
Management encourages worker's participation in

decision making.
SA
10% 28% A
14%
4% NA/DA
D
44%
SD
Interpretation:
➢ 28% of the employees strongly agree that the management
encourages worker’s participation in decision making.
➢ 14% of them disagree.
➢ 10% of them strongly disagree.
This question was asked to know whether the management encourages worker’s
participation in decision-making. By encouraging the worker’s participation in
decision-making the management makes the employees feel that they are
important to the organization. This feeling helps the employees to bond
themselves strongly with their organization.
38
Strongly agree 16
Agree 30
Disagree 3
Strongly disagree 0
My manager/supervisor clearly communicates what is

expected of me.
0%
SA
2% 6% A
32%
NA/DA
60% D
SD
Interpretation:
➢ 32% of the employees strongly agree to the statement that the

manager/supervisor clearly communicates what is expected of
them.
From the graph we can find that the manager/supervisor is performing his job
very well. This will help the employees to stay motivated and focused on their
tasks.
39
Strongly agree 20
Agree 20
Disagree 5
Strongly disagree 1
My manager/supervisor encourages high achievement

by reducing the fear of failure.
SA
10% 2% A
8%
40% NA/DA
D
40%
SD
Interpretation:
➢ 40% of the employees strongly agree that their

manager/supervisor encourages high achievement by reducing
the fear of failure.
This question was asked to know whether the manager’s/supervisors reduce the
fear of failure within the employees while performing any tasks. From the graph it
is clear that the employees are motivated and made to think positive by the
supervisor/manager. This will help the employees to perform their job even more
confidently and effectively.
40
Top to Bottom 0
Bottom to top 0
Both 50
None 0
Flow of communication in the organization.
0% Top to bottom
Bottom to top
Both
100% None
Interpretation:
➢ 100% of the employees say that the communication flow is both

ways.
The graph shows that the management is transparent enough and behaves fairly
with the employees. The management must continue to maintain the same
always.
41
Yes 45
No 05
Do you get clear communication from the management.
10%
Yes
No
90%
Interpretation:
➢ 90%of the employees say that they get clear communication from
the management.
➢ 10% of the employees say that they don’t get clear communication
from the management.
From this question we can know whether the employees are receiving clear
communication from the management or not. From the graph it is clear that the
management provides all the necessary information to the employees.
42
Strongly agree 6
Agree 29
Disagree 11
Strongly disagree 4
Timely training is provided to you by the organization.
0%
SA
22% 12% A
8% NA/DA
D
58%
SD
Interpretation:
➢ 12% of employees strongly agree that timely training is provided

to them by the organization.
➢ 22% of the employees disagree.
From the graph we find that maximum number of employees are satisfied with
the training provided. Training equips the employees with the necessary skills to
perform his job better. Management must periodically provide training to the
employees to enhance their skills for better and improved performance.
43
Transportation 2
Coffee machine 5
Hot / cold water 3
Loan facilities 3
Others 37
Which welfare facilities are you looking for?
Transportation
4% 10%
6%
Coffee machine
6%
Hot/cold water
74% Loan
Others
Interpretation:
➢ 4% of the employees are looking for transportation facilities.

➢ 10% of the employees are looking for coffee machine.
➢ 6% for hot/cold water.
➢ 6% for loan facilities
➢ 74% of the employees for other facilities.
This question was asked to know the employees needs regarding welfare
facilities. Most of the employees are looking for other facilities such as tea,
lunchroom, rest room etc.
44
Question No.20a Response
Good place to work in 42
Poor place to work in 0
What do you feel about jagajampi bajaj?
0%
Good place to work in
Poor place to work in
100%
Interpretation:
From the graph we can see that almost all the employees feel that their
organization is a good place to work in. This shows that the employees are happy
to work in Tata Motors.
45
Question No.20b Response
Place for career growth 35
opportunities
No career growth 8
opportunities
19% Place for career growth

opportunities
Poor place for career growth

opportunities
81%
Interpretation:
➢ 81% of the employees feel that they have good career growth
opportunities in their organization.
➢ 19% of the employees feel just the opposite.
46
Question No.20c Response
Excellent working culture 37
Poor working culture 8
What do you feel about jagajampi bajaj.
18%
Excellent working culture
Poor working culture
82%
Interpretation:
➢ 82% of the employees feel that the working culture in the organization is
excellent.
➢ 18% of the employees feel just the opposite.
47
Question No.20d Response
Good Management 26
Poor Management 16
38%
Good management
Poor management
62%
Interpretation:
➢ 62% of the employees feel that the management atMaking Ways

Automobile is good.
➢ 38% of the employees feel that the management is poor.
From the graph we can see that most number of employees say that the
management inMaking Ways Automobile is good. The management must
continue to maintain this quality and also improve in respective streams wherever
needed. So that the employees who say that the management is poor, change
their saying to good management. And feel proud to work inMaking Ways
Automobile.
48
Question No.20e Response
Ethical Organization 36
Unethical Organization 6
What do you feel about INFOWIZ?
14%
Ethical organization
Unethical organization
86%
From the graph we can infer that 86% of the employees feel thatMaking Ways
Automobile is an ethical organization. Management must continue to maintain
this quality.
49
Because of financial problem 6
Because you have good career growth opportunities 30
here
Because you don’t have any other job 1
Only for experience 16
Others 2
Why are you working here?
B'coz of financial
problems
B'coz you have good

career growth
4% 11%
29% opportunities
B'coz you don’t have
any other job
2% 54% Only for experience
Others
➢ 11% of the employees say that they are working here because of financial
problems.
➢ 54% of the employees because they feel that they have good career growth
opportunities.
➢ 29% of the employees say that they are working here just for experience.
This question was asked to know the reasons why are they working in this
organization. From the graph we can see that most of the employees say that
they have good career growth opportunities but also good percent of employees
are working here just for experience. So this is not good for the organization in
the future because this may increase the employee turnover ratio in future. So
management must take steps to retain these employees by providing them good
career growth opportunities and benefits so that they continue to do the job for
the long run.
50
Welfar
e
Rank Communicatio Relationshi Workloa facilitie Infrastructur Trainin
s n flow p mgmt d s e g
rank
1 1 1 1 40 2 3
rank
2 1 1 2 10 1 35
rank
3 1 1 33 10 3 2
rank
4 2 3 5 5 30 5
rank
5 25 1 1 10 3 10
rank
6 20 2 5 10 5 8
51
45 40
40 33 35
35 30
30 25
25 20
20
15 10
1010
10 10
5 2 3 35 3 25 8
rank 1
10 55
5 1112 111312 12 1 1 rank 2
0
rank 3
rank 4
rank 5
rank 6
Scope for improvement.
52
From the above graph we can see that welfare facilities are ranked 1 by maximum
number of employees. Training is ranked 2 and workload is ranked 3 from the
given options.
This question was asked to find where there is scope for improvement in the
organization. From the graph we infer that welfare facilities, training and
workload are the three things which should be given top priority and must be
revised and improved and must be provided if it is not provided.
53
Findings:
➢ 92% of the employees agree that the infrastructure provided by the

organization enables them to do their job better.
➢ 98% of the employees are satisfied with the lighting conditions, 90% of the
employees are satisfied with the sanitation, 92% of the employees are
satisfied with cleanliness, 94% of the employees are satisfied with
ventilation conditions, 74% of the employees are satisfied with the space
and 76% of the employees are satisfied with the working culture provided
by the organization.
➢ 94% of the employees believe that the task entrusted to them lies within
their capabilities.
➢ 68% of the employees feel that the pay is equal to the work they do and is
fair, and 30% of the employees feel that they are paid less for the work
they do which is not fair.
➢ 100% of the employees believe that they like to accept responsibilities and
more challenging tasks provided to them by the organization.
➢ 90% of the employees are satisfied with the task provided to them by the
organization.
➢ 68% of the employees are satisfied with the salary paid whereas 32% of the
employees are not satisfied.
➢ 64% of the employees are satisfied with the incentive scheme followed by
the organization whereas 36% are not satisfied with the same.
➢ 78% of the employees are satisfied by the way their grievances and
complaints are handled and solved.
➢ 90% of the employee-employer,88% of the worker-supervisor and 92% of
the worker-worker relations in the organization are cordial.
➢ 72% of the employees agree that the management encourages the
employees participation in decision-making.
➢ 80% of the employees agree that manager/supervisor clearly
communicates what is expected of them.
➢ 100% of the employees say that the communication flow is both ways that
is top to bottom as well as bottom to top.
54
➢ 90% of the employees say that they get clear communication from the
management.
➢ 70% of the employees agree that timely training is provided to them by the
organization.
➢ 74% of the employees are looking for other welfare facilities such as tea,
lunch room, change room, provident fund etc.
➢ 100% of the employees say that their organization is a good place to work
in, 70% of the employees feel that they have good career growth
opportunities here,74% of the employees feel that the working culture in
the organization is excellent,52% of the employees feel that the
management is good and 72% of the employees feel that their organization
is an ethical organization.
➢ 60% of the employees are working in Tata Motors because they feel they
have good career growth opportunities here whereas 32% of the
employees are working just to gain experience.
➢ According to the rankings given by the employees for the options given to
them to find whether there is any scope for improvement, they have
ranked 1 for welfare facilities, then ranked 2 for training and ranked 3 for
workload, giving these three options the top priority.
55
RECOMMENDATIONS
➢ The supervisor/manager should give regular feedback on performance by
holding informal meetings with each individual. Supervisor/manager should
appreciate and encourage employees to work hard.
➢ If the top management is not able to keep any promises it should give the
reason why it has not been able to keep promises .This information
should be communicated to all employees.
➢ All the employees should be treated equally and there should not be any
bias treatment.
➢ Management must revise the salary administration system to satisfy the
employees who are not satisfied with the salary paid. Management must
follow a system which measures the employees performance at regular
intervals and should be paid accordingly. Management must design salary
slabs for particular posts so as to distinguish the mechanics from the
supervisor’s. This will create a sense of respect towards the respective
posts.
➢ The administration policies should be updated so that all the employees
are aware of the policies.
➢ The training needs of the employees should be reviewed at least twice a
year.Based on that, training programs should be conducted for all the
employees.
➢ Day to day work related training should be provided that is 80% job related
and 20% on management skills.
➢ Conduct the workshop on team development. So that all employees are
aware of the benefits of teamwork.
➢ Maximum employees are looking for welfare facilities such as tea to be
provided twice a day to keep them fresh and active at work. So the
management must arrange for it so that they feel good and enjoy
themselves in the lunch hours. By providing such welfare facilities the
employees will develop a feeling of secure ness which in turn will bound
them with the organization.
➢ Job related training should be given once in 6 months. This will help the
employees to enhance the present skills and perform their tasks more
effectively and efficiently.
56
➢ Facilities which are important and which are needed such as computer
systems in the service section which will help the employees to maintain
certain records of the customer’s for the benefits of the customer’s, should
be provided.
➢ The incentive scheme which is followed presently is good but the incentives
are to be provided monthly rather than yearly. Or the management can
follow a performance based incentive scheme where the employee who
works hard will get more incentives than the employees who is not up to
the mark. The performance of all the employees should be recorded and
depending on the extra efforts put by the employee should be paid
accordingly by the means of incentives.
➢ Cultural activities should be held to further motivate the employees to
attain the goal.
57
CONCLUSION
Employee satisfaction is realizing the direct relationship between happy and

unhappy employees.
Following are the dimensions of employee satisfaction
➢ Employee retention
➢ Productivity
➢ Customer satisfaction
➢ Profitability.
All the above mentioned factors are obtained only if the employees are satisfied
.This is because satisfied employees tend to be more creative ,tend to accept
challenging jobs which is an promotional opportunity to them .They tend to be
more productive.
Employees with higher job satisfaction: believe that the organization will be
satisfying in the long run care about the quality of their work
• are more committed to the organization
• Have higher retention rates, and
• are more productive.
58
To attain the long run goal employees should be treated equally , and should
have opportunity to express their views, ideas and opinions. They should be
updated and accessible to all the employees so that the employees are aware of
all policies of the organization. The supervisor should have the good leadership
qualities and should give positive feedback at regular interval. The working
environment should be good so that the employees will have sense of pride in
working for the organization and should be provided with the necessary facilities
and adequate space work efficiently. Loyalty and performance should be
rewarded by providing opportunities for career development .
59
Questionnaire for Employee Satisfaction Survey
Dear Sir/Madam
Employee Name:
Designation:
1. The infrastructure provided by the organization enables me to do my job

better.
Strongly agree Agree Neither agree not disagree
Disagree Strongly disagree
2. What is your opinion about the working conditions provided to you by the
organization?
Excellent Good Fair Poor
a) Lighting [ ] [ ] [ ] [ ]
b) Sanitation [ ] [ ] [ ] [ ]
c) Cleanliness [ ] [ ] [ ] [ ]
d) Ventilation [ ] [ ] [ ] [ ]
e) Space [ ] [ ] [ ] [ ]
f) Working culture [ ] [ ] [ ] [ ]
3. The task entrusted to me lies within my capabilities.

4. What is your opinion about the task provided and the compensation?
More work less pay Less work more pay Equal work equal pay
60
5. I like to accept responsibilities and more challenging tasks given to me by the
organization.
6. I am satisfied with the tasks provided to me by the organization.

7. State the level of satisfaction towards the wages/salary paid.

Completely Satisfied Satisfied Neither satisfied nor dissatisfied
Dissatisfied Completely dissatisfied
61
8. What is your opinion about the incentive scheme?
Excellent Good Fair Poor
9. My grievances & complaints are handled in time and to my satisfaction?

10. How is the employee - employer relation in your organization?

Cordial Fair Un-cordial
11. How is the employee - supervisor relation in your organization?

Cordial Fair Uncordial
12. How is the employee- employee relations?

Cordial Fair Uncordial
13. Management encourages worker’s participation in decision-making.

14. My manager/supervisor clearly communicates what is expected of me.

15. My manager/supervisor encourages high achievement by reducing the fear of

failure.
62
16. How is the flow of communication in your organization?

Top to bottom Bottom to top Both None
17. Do you get clear communication from the management?
Yes No
18.Timely training is provided to you by the organization.
19.Which welfare facilities are you looking for?

Transportation Coffee machine Hot/cold water
Loan facilities
Any other specify?
20. What do you feel aboutMaking Ways Automobile?

Good place to work in Poor place to work in
Place for career growth opportunities No career growth opportunities
Excellent working culture Poor working culture
Good management Poor management
Ethical organization Unethical organization
Any other specify?
63
21. Why are you working here?
Because of financial problems.
Because you have good career growth opportunities here.
Because you don’t have any other job.
Only for experience.
Any other specify?
22. Where according to you is the scope for improvement atMaking Ways
Automobile?
Communication flow.
Relationship management.
Workload.
Welfare facilities.
Infrastructure.
Training programs.
Any other specify?
23. What do you think about Making Ways Automobile?
THANK YOU
64
BIBLIOGRAPHY
Text books:
Personal Management & Industrial Relations
By: Subbarao
Websites: www.bajajauto.com
www.google.com
65
INTRODUCTION
1.Title of the project: A study on Employee satisfaction to enhace the present

working conditions at Making Ways Automobile.
2.Statement of the problem: This particular topic is selected because Employee

satisfaction is a very important element necessary for the smooth functioning of
an organization .Employee surveys provide a channel for employee to
communicate their views on a wide range of issues in total confidence .They help
management to build up an accurate picture of how employees perceive the
organization and highlight the causes of employee dissatisfaction.
3.Purpose of the study: The study has been conducted for enhancing the present
working conditions of the employees at Tata Motors and for gaining practical
knowledge about HR practices.
4.Scope of the study:The survey was conducted on entire employees of Tata

Motors.The questionnaire for this survey was framed considering those factors
where corrective action can be taken at Jagajampi. From the result of the survey
the HR department can take the corrective action to increase employee
satisfaction and thereby increase productivity.
Survey Objectives:
➢ To know the employee satisfaction level towards the organization
regarding the infrastructure, working conditions, compensation and other
facilities.
66
➢ To understand the relationship within the organization.
➢ To know the communication flow within the organization.
➢ To know the level of worker’s participation in decision-making.
➢ To find whether there is scope for improvement.
67
68

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A

Employee Satisfaction in “Making

SUBMITTED TO: SUBMITTED BY:

LALA LAJPAT RAI INSTITUTE OF ENGINEERING AND TECHNOLOGY (MOGA)

Sr. No. Particulars Page No.

Chapter 3. Research 17-20

Supported with the in-house, state-of-the-art production facilities, we have been

Top Link Assembly

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The project consists of the topic called “A study on Employee satisfaction to

It is a great opportunity for me to do the project a such good organization which

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction has two components

The hygiene issues are:

The motivation issues are :

3.Recognition:Employees should be rewarded for high performance by bonus or

It is realising the direct relationship between happy employees

“A study on employee satisfaction to enhance the present working conditions”

Purpose of the study:

Objective of the study:

➢ To know the employee satisfaction level towards the organization

In other words, representation of a particular population. And is the subset of the

For conducting this survey it is required to concentrate on employees ofMaking

Stages in selection of sampling:

➢ Define the target population:

➢ Specify the sampling frame:

➢ Graphical method using pie charts with percentage:

Question No.1 Response

The infrastructure provided by the

Lighting conditions provided by the

➢ 74% of the employees say that the lighting conditions provided

➢ 74% of the employees say that the cleanliness maintained in the

➢ 80% of the employees say that the ventilation in the organization

The task entrusted to me lies within my

Opinion about the task provided and the

30% More work less pay

Less work more pay

68% 2% Equal work equal pay

I like to accept responsibilities and more

I am satisfied with the task provided by the

Level of satisfaction towards wages/salary paid.

Opinion about the incentive scheme.

My grievances and complaints are handled in time and to my

➢ 48% of the employees strongly agree to the statement that their

➢ 88% of the employees say that their relations with the

employee- employee relations.

➢ 92% of the employees say that their relations with the

Management encourages worker's participation in

My manager/supervisor clearly communicates what is

➢ 32% of the employees strongly agree to the statement that the

My manager/supervisor encourages high achievement

➢ 40% of the employees strongly agree that their

Flow of communication in the organization.

➢ 100% of the employees say that the communication flow is both

Do you get clear communication from the management.

Timely training is provided to you by the organization.

➢ 12% of employees strongly agree that timely training is provided

Which welfare facilities are you looking for?

➢ 4% of the employees are looking for transportation facilities.

What do you feel about jagajampi bajaj?

Poor place to work in

What do you feel about jagajampi bajaj?

19% Place for career growth