Jothi 15-05-18 Edited

Executive summary
As per the curriculum of Visvesvaraiah Technological University Belgavi, for the Post
Graduate Degree, Master of Business Administration, I had undertaken Summer
Internship Project on of established and growing business organisation.
I have undertaken the Summer Internship Project work Company name, I had access to
meet the employees and the remaining staff for the considerable time duration of 10
weeks which helped me to gain insight about the type of work they do and study the
functions and role of each employee. I had the chance to be part of the Company Name
as their employee and worked till end of project.
This report covers the problem Company Name is undergoing Job Satisfaction issues
this is solved through some alternative strategies which I had listed in this report. Also,
this report covers the overall organisation structure, procedures, and functions of
Company Name. And also gives an inside view about Managerial functions, towards the
services offered by Company Name and employees.
This report features with reference to Company Name I had made SWOT analysis, in
the present scenario. As result of this study, i had been able to obtain information on
understanding of the work culture at Company Name.
A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd
CHAPTER-1
INTRODUCTION
Human Resource Is An Intangible Asset Of Organization Which Includes All The

Employees Of The Company Either Working As Executives Or Managers. The Skill,
Experience And Aptitude Of Individual Prove Out To Be Most Valuable For
Organisation To Grow And Make Continuous Improvement For Betterment Of
Organization Goal.
The Zeal Of Working For Betterment Of Organization Without Any External Motivation
And Regret Describes The Job Satisfaction Of An Employee. A Satisfaction Cannot Be
Measured As It Is A Feeling Of An Individual Which Varies Depending On Need And
Self Goal Of An Individual.
Though It Cannot Be Measured, It Reflects On Individual Behaviour Towards
Organization And Peers.
Every Company Have To Behavior Studies To Survey The Employee Expectations And
Call For Against The Deliveries Made To Worker.
A Survey Record Can Be Key Device To Measure Pride Level Of Personnel And
Facilitates In Taking Measures To Enhance The Atmosphere And Work Way Of Life By
Filling Gap Between Worker Expectancies And Actual Situations, Either In Terms Of
Appreciation, Work Timing, Body Of Workers Behaviour, Gossips, Rumour, Profits,
Feelings, And So On.
Definition :-
Job Satisfaction Is A State Of Mind Where Person Does Not Regret For Being In Role
Assigned By Organization, Completing Assigned Tasks Assigned By An Organisation
By Comparing It To The Rewards, Salary, Work Pressure, Work Life Balance And
Appreciation He Is Receiving.
Job Satisfaction Can Be Defined As Happy State Of Mind Of An Individual For The
Rewards And Appraisal One Receives Against The Value Addition To Company
Fulfilling His Roles And Responsibilities.
Objective:
The Objective Of This Study Is To Collect Data Regarding Job Satisfaction Level Of
Employees Working At Konstelec Engineers Pvt. Ltd , Study The Data, Analyse To
Understand The Gap Between Organisation And Employee Requirement And Design
Measures To Reduce The Disagreeable Terms And Increase Satisfaction Level.
The specific objective is as follows:-
 To understand the company profile, its vision and mission

 To conduct a survey for employee views and opinions to understand if they are
completely satisfied, partially satisfied and unsatisfied with their role and
company
 To analyse the effect on work against their satisfaction level
 To analyse the gap which causes negative attitude towards work
 To analyse the cause of dissatisfaction in terms of monetary gains and

appreciation
 To design the action plan and measures to reduce dissatisfaction among
employees favouring both employee and organisation and create win-win
situation
Scope:
This study attempts to understand satisfaction level of employees working for Konstelec
Engineers Pvt,Ltd Bellary.
Listed are factors considered while analysing employee satisfaction for job:
 Payables And Appraisals In Terms Of Money
 Job Assurance
 Work Culture
 Proper Equipments And Tool To Complete The Work
 Policy Relating To Promotion
 Proper Bonus And Other Incentives

 Medical Expenses And Workers Insurance
 Supervisors Interest
 Conveyance
 Good Flow Of Communication
 Employees Participation In Management

Hypothesis:
For betterment and growth of organization, policy is always made to keep employees
motivated and happy considering organization benefits and individual’s performance on
work.
Though company policy always supports high employee satisfaction level, it cannot
control individual perception and feelings towards company.
 Satisfaction at job keeps the employee self motivated with high morale.
 It increases the positive perception of the employees in the organization.
 It reduces the resistance from employees for the new implementation .
 It also results in building relation among employees for strong team work.
Methodology.
Research Methodology: Empirical Research.
Sample Unit:
KPCL EMPLOYEES
Sampling Size : 50
While Preparing This Report , Data Is Collected By Two Ways As Listed Below
 Primary Data: Direct Interaction With Personnel And Providing Them

Questionnaire To Fill It.
 Secondary Data: Data is collected from websites where employees share job
reviews and experience ( Glass door)
Literature review :-
Bradley And Brain In Their Study Have Quoted “ Employee’s Task Satisfaction
Is Pride That An Worker Derives From His/Her Task” In 2003
“ Job Pride Is Determined By The Balance Among Inputs And Outputs” Became
Counselled By Way Of Souse-Poza
Data processing and studying technique:-
This Records Is Collected Via Questionnaire And Tabulated To Broaden Graph

For Analysing And Designing Measures.
Hindrances Faced Whilst Amassing Information As Few Employees Have Been

Both Least Stricken Concerning Feedback Survey Or Afraid As Records Might
Not Be Saved Personal.
CHAPTER-2
Industry profile and
company profile.
INTRODUCTION ABOUT THE PROJECT
Konstelec Engineers Pvt. Ltd. (KEPL) is a business which takes contracts for obtainment,
designing and progress or charging. It additionally offers solutioIn any industry activity ,
essentially the most extreme tricky mission is to perceive the consultant conduct and
select rules to preserve expert upbeat holding boss pursuits in situation. Each man or lady
maintains up exact wishes for e.G. One wishes extra money to fulfill household wishes
and ready to remain extend periods of time, distinguished wishes additional of character
time hence cannot work past due for association, few members does by no means once
more like more outstanding obligation or inquiring for occasions and favors repeating
canvases, meanwhile as few inclines toward asking for situations, few are self affected,
others require proposal and thankfulness and many others.
To see man or young lady direct as huge industry and survey venture regular
propensities, diagram must be performed to seize character choices and requirements to
hold up exchange attempt creations with quandary free condition. There are various
productions proposed to propensities see, in any case here we have now moved by means
of techniques for character association and overview.
Perfect appropriate here we have accomplished be prepared for worker

charm get ready, works behind disillusionment and attempted to plot a way to deal with
shrivel the master terrible viewpoint holding endeavor and worker energy for judgment.
To coordinate outline, Konstelec Engineers non-open controlled at Bellary progressed
toward fitting chosen.N for joined organizations for electric, instrumentation and
motorization of structures.
Its undertaking includes fifty seven% in Hydrocarbon/Oil and gas

organizations, 9% in essentialness verdure, 16% in Cement and steel associations, 5% in
Switchyard and Sub-station, 3% in Chemical endeavors, four% in Pharmacy and surface
ventures, 1% faraway spots and 5% others organizations. The business headquarter is
headquartered at Mumbai.
TITLE :
“A study for employee job satisfaction at Konstelec Engineers Private Limited
Bellary”
. Destinations :
To comfortable strolling of more than a few offices within the business challenge
To inquire concerning the method of destroying endeavor system
To take a gander at the expertise coast machine from first-class to posterior and the
wrong way round for normal leadership
To understand the gap amongst hypothesis and apply.
Process Adopted to gather data:
Primary Data: Primary Data is collected through interaction with company officials and
employees and people working over there.
Secondary Data: Secondary Data is obtained from company manuals, websites and
newspapers and their magazines.
Direct observation is used to understand various processes.
SNAGS : -
o The watch is confined excellent to Bellary zone i.E. JSW metal Ltd.
Wherein it can be far working in an assertion in development of the
ventures.
o Time factor did not permit to head for in-vigour reflect on.
o The investigate is restricted to a few fascinating school.

Theoretical Background of the study
Meaning of enterprise shape:
Authoritative structure can be characterised as a tree graph where crest is top

administration and furthermore isolates into various workplaces characterizing its parts
and commitments with executive as decline most branch who executes the request and
stories to instant extra elevated quantity.
Principles of organization:
Principle of objective:
Organizations are born to achieve some objectives. The factors of production are pooled
with a purpose. The objectives are the end results sought by the organization (organizers).
Objectives are goals, they are aims which management and administration strive to
achieve. It answers the end points to be reached by every management. Such objectives
may be for long term or short term but they should be realistic, practical, consistent and
qualifiable.
Principle of specialization:
The term specialization states that the right person should perform the right job. An
expert should perform a particular job. The organization should be so divided that the
jobs are allocated among individuals based on their experience, knowledge, skill,
expertise about the work. He should perform the same work repetitively so that he can
find new ways of performing it with cost reduction.
Principle of co-ordination:
There should be a co-ordination among men, departments, sub-systems, machines and

process. It means all should work in a harmonious manner for the common object of the
management. This bringing together is brought by some agencies called supervisors of
various departments.
Principles of authority and responsibility:
The total work is distributed among various individuals in the organization. They are
accountable i.e., answerable to the assigned work called responsibility. The authority
follows from top level and responsibility flows from bottom level. Every individual is
also given some authority to get work done from subordinates. Hence, authority and
responsibility go hand in hand.
Principle of definiteness:
The term definiteness stands for definition. The scope of authority and responsibility is to
be defined in clear cut terms. No room should be there for ambiguity or confusion. The
clarity in defining duties and responsibilities ensures smooth performance. It should also
state who is responsible to whom and what extent. The department’s relations are also
defined in clear terms. So, that departmental co-operation can be ensured.
Principle of span of control:
The term span spells the total number of persons to be controlled by an officer. The
subordinates are accountable to their supervisors. Each officer should know how many
subordinates are working under him. This number should be kept within manageable
limits. If number is too much, the work cannot be extracted properly.
Principle of balance:
It states that the various factors should be adjusted properly. The factors are centralization
and decentralization, authority and responsibility, delegation of authority among various
departments, supervision, control etc. The people in the organization should feel fine to
undertake the work assigned. They can contribute to the maximum extent or justify to the
work.
Principle of continuity:
The organization will continue to exist for longer period. It continues for long period. It
has to make adjustment to the changing situations and go ahead. Its flexibility adds to the
life span of the organization. No one creates the organization with a purpose to close
down shortly. It has a perpetual succession. It is dynamic in nature and not static.
Principle of communication:
The flow of information should be scientific. The giver and receiver of the information
should be clear. There should be two way communications with defined channels. The
flow of orders, commands from top to bottom are to be routed properly.
Principle of unity of command:
It indicated that, a subordinate receive orders and reports to only one boss. No
subordinate should receive orders and commands from multiple authorities at a time. If
one is answerable to more than one at a time, he is put under confusion and escapes from
responsibilities. A subordinate cannot be accountable for the dual contradictory
commands at a time. Hence, unity of command should be followed.
Principle of exception:
It is also called management by exception. Accordingly the management is placed at a

top position. It interferes only under the exceptional conditions. It means, in the routine
matters management will not take any part. Hence, the routine matters are the
responsibility of lower level management. By doing this the top management can
concentrate on complex planning and policy matters.
Principle of efficiency:
It is the ability of the organization to conquer the goals as per their strength of mind. In
order to measure the efficiency, actual results are compared with established standards;
organization should be efficient in all the fronts.
Principle of scalar:
The term scalar means the chain of command or line of authority. It establishes the
channel of authority and responsibility. The flow is routed and defined. The well defined
flow of authority makes an organization well-organized.
Importance of organization:-
Specialization in Job:
Association Is Regularly Partitioned Into Sub Workplaces To Separate Work Into Sub
Works For Higher And Informed Usefulness. Sub Division Of Responsibilities Lessens
Work Stack For Representatives Work And Increment Talent In Separate Work Territory.
An Person Working For Unique And Indicated Employment Can Core Round Centred
Territory And Accomplishes Specialization
Readability in art work :
Group Is Equipped In Hierarchical Order Wherein Sub Ordinate Reports To Boss, And
Boss Reports To His Evolved And Many Others. Executives File Any Style Of
Drawback, Ambiguity Or Details To His Advanced And Subsequently The
Understanding Flows From Backside To High. For Any Organizational Option, Chief
Executive Or Board Communicates To Mangers As Strategic Determination, Whilst
Supervisor’s Converts The Data Useful To Govt In Taking Selections In Line To Group
Wants. As A End Result, Information Flows With Right Amendment In Keeping With
Choice Taking Authorities In Favour Of Company And Gets Rid Of Any Type Of
Misunderstanding To Convey Readability While Taking Decision.
Principle of simplicity:
It Refers To The Nature Of Structure Of Organization. The Simplicity Expects That The
Complexities Should Not Take Part In Establishing Levels, Departments, Fixing
Responsibilities, Defining Authority Etc. The Participants In The Organization Should Be
Clear About The Statements. The Factors Should Be Self Explainable To Concerned
Parties.
Simplicity Is Always Best Form Of Organization.
Flexibility to change:-
Change is only permanent in business world. An organization must adapt to change as

per market requirements. For an organization to be flexible, its employees must be
flexible and comfortable to change. The proper allocation of work and defined roles,
allows an organization to change as per market requirement in organized way and shows
the way for smooth transition for organization survival and continuous growth and keeps
business sustainable.
.
Most Worthy Usage Of Advantages:
he suitable and inexperienced utilize property in an group is the important thing section
for significant industry increment. Sources might be uncooked fabric, cash, fellow vigour
or laptop. Probably the most suitable utilization of advantages for acquire favored yield
with negligible wastage lessens silly endeavors and reductions redecorate. Essentially the
most right designation work to employees diminishes overheads and conveys sketches
carelessly to stay away from further canvases strain.
Effective administration:
The clarity in roles and responsibilities avoids confusion and helps employee to executive
work in organized manner. Organizing work and distributing helps in easy and effective
management for organization growth.
Development of personnel:
Organizing Is An Art Which Every Manager Must Posses To Get The Work Done
Effectively From Their Sub Ordinates. Allocating Work To Sub Ordinates Allows A
Manager To Think On Higher Perspective Rather Than Engaging In Routine Work. The
Primary Skill Of Manager Is To Delegate The Work To Its Sub Ordinate And Design
System To Achieve Higher Efficiency From Employees. An Organized Form Of Work
Helps Manager To Develop The Skill Of Delegating And Designing System For
Continuous Improvement In Respective Areas To Utilize Maximum Potential Of
Employees.
ORGANISATIONAL PROFILE
Konstelec Engineers Pvt. Ltd. (KEPL):- Is A Service Provider With Effective Track
Document Of Finishing Initiatives In More Than A Few Fields Corresponding To Built-
In Methods For Electrical, Instrumentation And Automation Of Programs With Required
High-Quality, On Time Supply And Rate Aggressive Resolution.
Its Client List Involves Vivid Sectors As Oil And Gas, Refinery, Metal, Cement,
Prescription Drugs, Hospitals And So Forth Across India And Overseas.
With Team Of 600 Technical Employees On Payroll With Specialization In Various

Disciplines And Informed Employees For Industrial Safeguard Requisites, KEPL Has
Earned Reputation Amongst Leading Consultants.
The Great Contact With Nearby Workman And Acquaintances And With Experienced
Personnel, KEPL Has Been Able To Carry Out Projects In India And Overseas In
Various Field Complying With All Authorized And Regulatory Standards.
With Goal Of Providing Excessive High-Quality Offerings, KEPL Staff Together With
Engineers, Technicians And Aid Staff Has Competent To Satisfy Consumer Delight
Using Present Day Amenities And New Equipments In Electrical And Instrumentation
Process.
The Main Capabilities Of The Organization For His Or Her Purchasers Are:
• Pleasant Safeguard Compliance.
• Pleasant Offerings.
• Decreased Lead Times.
• Sustainability And Experiences.
• Confidentiality.
• Optimised Rate.
• Shut Monitoring Of Assignment.
HISTORY
KEPL End Up Snared On 05 December 1995 As Non-Official Gathering, Selected At

Registrar Of Working Environments, Mumbai. Its Legitimate Degree Capital Is Rs.
10,000,000 And Its Paid Up Capital Is Rs. 10,000,000.
KEPL's Annual General Party (AGM) Changed Over Into Last Held Tight 30 September
2015 And According To Information From Ministry Of Organization Affairs (MCA), Its
Bookkeeping Record Altered Into Closing Reported On 31 March 2015.
Chiefs Of KEPL Are
Biharilal Ravilal Shah – Adapting To Director
Bharat Ravilal Shah - Director
Amish Biharilal Shah – Extra Director
KEPL's Corporate Persona Vast Assortment Is (CIN) Is U45203MH1995PTC095011

And Its Enlistment Amount Is 95011.
E-Mail Manipulate Is Kepl@Bom5.Vsnl.Internet.In R
Enlisted Address : 308, Inventive INDUSRIAL Bequest,
SUNDER NAGAR LANE NO.2, MUMBAI MH 400098 INDIA.
Current Status : Active.

THE KEY FACTORS BEHIND THIS UPSWING
With Point Of Giving Fantastic Administrations, Kepl Staff Comprising Of Architects,

Professionals And Care Staff Has Ready To Meet Client Charm By Satisfying Its Desires
And Request Utilizing Present Day Offices And New Types Of Gear In Electrical And
Instrumentation Framework.
There Are Pre Characterized Vision, Mission, Values, Quality Articulations And Hse
Responsibility.
VISION STATEMENT :
To Be Globally Recognised EPC Company Offering Comprehensive Solution In

Electrical,
Instrumentation & Automation Systems.
MISSION STATEMENT
To exceed customer expectations by providing excellent services in all areas of project
execution.
VALUES
 Trust And Integrity .
 Cooperation .
 Clients Satisfaction .
 Duty .
 Quality Assurance.
Respectable Statement: "We Are Committed To Fulfill And Surpass Our Anticipations
With Palatable,
Transport And Rate"
Hse Statements: "We Concur With That Each One Wounds Are Prey.
SERVICES
KEPL offers services to various sectors as listed:
ENGINEERING:-
• Survey Of Building Bundle .
• Arrangement Of Outline Premise.
• Nitty Gritty Building .
• Age Of Bill Of Material .
• Consistence Of Administrative Necessities.
PROCUREMENT
 Evaluation Of Suppliers.
 Issuing Tenders.
 Techno-Commercial Bid Analysis.
 Purchase Order Release.
 Quality Inspection.
 Expediting The Process.
PROJECT MANAGEMENT
 Plan And Calendar Exercises
 Overseeing Of Assets
 Control On Cost
 Participation With Customer And Administrative Bodies
 Guaranteeing Customers Quality And HSE Strategies.
OPERATION AND MAINTENANCE:-

• Refreshing Of Site And Core Interests .
• Upkeep Of Gives .
• Preventive Assurance .
• Crisis Shutdown .
• Booked Exams .
• Task Of Electrical And Instrumentation Contraption.
Development AND COMMISSIONING :-
• Planning And Organizing The Calendar
• Managing Material
• Allotment Of Talented/Incompetent Administrations

• Subcontracting .
• Safety .
• Testing And Charging .
• Project Hand Over.
KEPL handles Electrical work, Instrumentation and Automation work. KEPL is

committed to ensure safety, continuous improvement in processes and result oriented
complying with legal requirements.
ELECTRICAL
Design and execution of switch yard.

Design and execution of substation and power distribution for HV / MV systems.
Design of power protection systems.
INSTRUMRNTATION AND AUTOMATION
Distribution control system, PLC, SCADA and complete control and Automation
package.
Itprovides solution for office automation system, Wire rod mill, cement plants, CCTV,
Fire alarms, Integrated design for green building with efficient solution, Management
system for boiler, burner, security, power plant etc
PROJECTS:-
KEPL Has An Extended Standing Recognition Of Giving Satisfactory Administrations

To Our Customers. Hardly Any Capabilities Of The Lofty Responsibilities Completed
For Our Customers Crosswise Over Unique Segments Are Enrolled Underneath.
Listed are the few projects carried out by KEPL

PROJECT OWNER PROJECT NAME PROJECT SITE
Mangalore refinery and Construction power supply Manglore, Karnataka
petrochemicals ltd. system for Phase III
refinery projects
Brahmapurta Cracker and Electrical works foe offsites Lepetkata, Assam
polymer ltd. and utilities for complex of
BCPL
Hindustan Petroleum Supply of HT and LT Mahul, Mumbai,
corporation ltd. panels for 22 KV substation Maharashtra
, electrical work of Railway
tank wagon loading gantry
revamping projects
Essar Projects ltd. Instrumentation installation work Thermal power plant,

in BTG area for 2*600MW Salaya, Jamnagar, Gujarat
thermal power plant
JSW Steel ltd. Electrical , Automation and Ballary, Karnataka
Instrumentation work for SMS II
Gujarat energy 66 KV equipment and associated Moti paneli, Gujarat

transmission civil wpok on turnkey basas
corporation ltd.
Benu cement company Ekectrical and Instrumentation Benu state, Nigeria
PLC equipments for Rehabilitation,
balancing and modernisation.
CLIENTS
Since 1995, KEPL has connected to various clients, few are listed beow
 Hindustan Petroleum Corp. Ltd., Maharashtra
 Hindustan Petroleum Corp. Ltd., Andhra Pradesh
 Indian Oil Corp. Ltd.
 Bharat Petroleum corp. Ltd., Cochi
 Essar Power Ltd., Gujarat
 Gujarat Energy Transmission Corp. Ltd. (GETCO), Gujarat

 Bridge and Roof Co. Ltd.
 Leighton Contractors Pvt. Ltd.
 Larsen and Toubro ltd
 Engineers India Ltd.
 UHDE India Ltd.
 Toyo Engg. India Ltd.
 Tata Consultants
 Aker Solutions
 ACC Ltd., Uttar Pradesh
 Benue Cement Company PLC., Nigeria
 Obajana Cement PLC., Nigeria
 Jindal Saw Ltd., Gujarat Reliance Industries Ltd., Gujarat
 Bharat Oman Refineries Ltd., Gujarat.

Assets
Group with specialization, delight in and skill in different fields like building, top notch,
programming and so on is basic vitality of KEPL
Labour STRENGTH :-
Representatives of KEPL fills in as a group with sole target of customer amuse

considering beginning has became out to be most noteworthy satisfactory of corporation.
With Strength of 500 Engineers, in excess of 200 experts and round three hundred
specialized workforce, with assist of agreement work force KEPL has possessed the
capacity to give opportune and talented administrations.
KEPL makes use of programming, as an instance, Microsoft mission, auto lowlife, Eco
dial and so forth to fulfill programming competency and mission conveyances
KEPL labor asset incorporates Resident Construction Manager, Engineers Design and Projects , Safety
Engineers, Supervisors, Site-in-control, Technicians ,Store-in-control, Electricians and Guards.
KEPL CONTRIBUTION TOWARDS GREENER INDIA
DETAIL LOCATION CONSULTANT

Electric work for solar Greentech power Pvt. Ltd. Waaree Engineers Pvt. Ltd.
Photovoltaic Power Plant Rajasthan
Switch yard erection and Tata Power, Jamnagar, Tata BP Solar India Ltd.
installation with 11 kV Gujarat
pooling station
Eerection, testing and Gujarat Minerals Tata BP Solar Ltd.
commissioning of Power development corporation
plant (GMDC), Gujarat
Board of directors of KEPL are:
Position Personnel
Chairman Bhirilal Ravilal Shah
Managing Director and CEO Bhirilal Ravilal Shah

Senior Joint Managing Director
Joint Managing Director Bharat Ravilal Shah
Director (Marketing and Sales)
Additional Directors Amish Biharilal Shah
Future Growth
KEPL confident of 10% growth till 2020, to make 2 million in a year

ET Bureau May 10, 2016, 05.34AM IST.
Progress And Increment:-
Enhancement Of Giant Business Via Approaches For Taking On

Challenges Encourages In Blast Of An Organization, That's Feasible
Handiest By Making Use Of Setting Up. Enhancement Of Giant Trade
Will Build Conceivable Outcomes For Work, New Object And
Expanding Of Trade Task Over Land Domains. Growing And
Arranged Industry Venture Expands Supporter Base, Beneficial
Properties More Pay And Creates Brand Title.
It Moreover Encourages Administrators To Name Differentiate The

Places Of Work Within Association To Partition Constituents And
Responsibilities Involving Bigger Manage For Legitimately
Collaboration.
Michael Porter’s 5 Forces Model for Industry Competitiveness

Establishing Danger From New Rivalry:
After Globalization, And New Govt Requirements, Every Single Multinational Trade
Have Proposal About Indian Market As Intemperate Limit Business Center And Started
Contributing. Subsequently Rivalry Will Build Step By Step With Development In
Contenders, As A Result To Preserve Up In Promote, Organization Need To Be Flexible
And All Set For Fresh Out Of The Plastic New Requesting Circumstances To Preserve Its
Budgetary Power, Construct Capacity For Purchaser Transport And Bring Adequate
Working Capital.
High industrial competition:
There Is Huge competition In Selection Of Different Projects And Its Cost

Implementation With Present Market Rates.
New Service Providers Enters The Market.
Low market strength of suppliers:
Most Of The Suppliers Or Service Players Of Electrical Component Are Rationalizing

Their Their Vendors To Achieve Consistent Quality And Delivery.
Increasing Market Strength of Consumers:
The Paradigm Has Shifted From Supplier Monopoly To Consumer Market. Due To High
Competition And Challenging Price, Pricing Power Has Reduced For Manufacturers. To
Sustain In Market, An Organization Must Continuously Improve, Innovate, Give Product
Or Service Worth For Money For Customer Delight Within Shortest Time.
Risk from competitors: Low to Medium:
Customer delight concept has changed the scenario; it expects completion of project in
shortest possible time with minimal costs. To accomplish the same, huge capital
investment is required for setting up manufacturing facilities. Thus many competitors are
ready to grab the opportunity which one organization may miss.
Major Restructuring Activity:
A company must focus on developing new customer relations at regular intervals by

entering into new business of civil, mechanical, designing and maintenance, With use
information technology and upgrading its technical skills, a company must improve
operational efficiency to complete projects on time with minimum efforts.
New Strategy:
Strategy To Meet Customer Expectation And Retain Them Is Providing Best Services To
Them Throughout Geographical Region By Upgrading Service Facilities, Broaden
Service Portfolio, Expand Network, Promotions, New Association And Cost
Competitive Prices.
Industry rivalry: This Is Also One Of The Factor To Concern Rivalry Between
Industry.
High Fixed Costs:

High fixed costs of company pulls the company back to earn high profits by adding to
total cost. Thus company must reduce unit costs by producing a high volume and fight
for major market share. The market share fight and urge for huge profits develops rivalry
among competitors, which can be won by producing high volumes in case of high fixed
costs.
Slow Market Growth:
All firms can earn profits and sustain if market is continuously growing, but in case of
slow growth of market, a company must aggressively work towards decreasing prices to
sustain in market for growth and profit.
Switching Costs:
Shifting from one product industry to other product industry makes difficult to retain
customer trust. The Project commissioning involves huge amount of money and rigid
decision, which is earned by experience and thus getting customers after switching is
very difficult.
Threat of substitutes
With increase in work load, to complete project on committed time, a company must hire
multiple contractors. KEPL is target oriented company which contacts with different
service categories contractors and provide quality service to customers. High availability
of services, low cost and timely delivery has earned customer satisfaction for KEPL.
Buyer Power
In present situation, market is customer driven due to more service provider, thus
customer decides the price at which company has to deliver. For KEPL, with increasing
trend in service volumes, they are able to keep prices low and retain customers.
When buyer power is strong, the buyer is the one who sets the price in the market. For
KEPL, the service volumes have shown increasing trend over past so many years.
Customers get incentives in terms of cost discounts and service after delivery for free to
stay connected to KEPL
Barriers:-
Government Policies:
To avoid monopoly market and encourage the competition, new policies are
implemented.
To create cost competitive market liberal policies are created for expansion of
industries and foreign investment in india.
Patents / Copyright and intellectual property:
Over the period, KEPL has developed its potential in Research and development.
This all lead to recognition of its global projects for power plant and steel plants. Further
KEPL has been able to maintain its rank one in customer satisfaction for six years in as
row. All developments and rating are earned in other sectors too i.e. services, safety
norms, quality services etc
Economies of Scale:
As competition is increasing, market value for product is decreasing day by

day. This causes company to see products with lesser margin level .Being capital
serve industry, Economies of scale has become very important factor to keep
sustaining in market.
Suppliers Power
CRITICAL SERVICES AND FEW SUPPLIERS.

GENER
SERVI
VARIO
SUPPL
HIGH SUPPLIER.
LOW SUPPLIER POWER.
Shared values:
client passion
Quick, Flexible and First movr
Improvement and Innovation
Agreements and Joint ventures
Honesty and continuous Learning

MC KINSEY’S 7S FRAME WORK: -

Structure:-
Structure defines the ways of assigning tasks and dividing responsibilities as per
specialization for achieved desire.
Strategy
o Emotional appeal created contacts and confidence with the audience.
o Advertising strategy.
o Advertising prior to launch.
o Advertisement on TV, Magazines, newspaper, Hoardings, radio
o Sponsor of events.
o Promotions.
SWOT Analysis:
Strengths:
Brand Name in showcase .
Extended dissemination arrange.
Weaknesses:
Lack of research and development within organisation.
Hold over previous companies (JSW, REFINERIES ETC.).
Opportunities:
Rise of Small scale industries
A booming economy.
The Rising industrial products demand.
Threats:
More competition for one product.
Arising of new competitors.
Fight over product selling by hook or crook.

Variety of products at different Prices
Cost competitive cars in corresponding segment

CHAPTER -3
THEORETICAL BACKGROUND
OF THE STUDY
Theoretical aspect :
Any organisation progress depend on the effective utilization and motivation of available
human resources
Job satisfaction is derived from the Latin words “satis” and “facere” which means
enough and to do “respectively. It refers to an employee attitude towards his job.
 Conditional factor
 Personnel features
 Social relationship with the job
Challenge enchant are not able to be idea about as one surprise nonetheless aggregate
vigor of individual circumstance fiscally or inwardly, private alternatives over occasions
ans dangers or repetitive creative creations in lesser Dedication.
MEANING:-
Job satisfaction is a state of mind where person does not regret for being in role assigned
by organization, completing assigned tasks assigned by an organisation by comparing it
to the rewards, salary, work pressure, work life balance and appreciation he is receiving.
Job satisfaction can be defined as happy state of mind of an individual for the rewards
and appraisal one receives against the value addition to company fulfilling his roles and
responsibilities.
Job Satisfaction:
• Motivates Closer To Better Execution .
• Ends In Extensively Much Less Carrying Down Cost .
• Works With Radiant Outlook Finally Of Emergency .
• Flexible To Changes With Negligible Contradict.
Theories:-
There are different sentiments about employment fulfilment and

contention between specialists over occupation fulfilment
hypothesis, however here we have recorded down four ways to
deal with contemplate which thought to be the nuts and bolts:-
 Fulfilment theory.
 Discrepancy theory.
 Equity theory.
 Two-factor theory.
Fulfilment theory:-
This speculation plans to observe and measure work achievement stage through
the representative financial increases from association towards his needs. This
hypothesis alone are not able to remain regular as individual's want or purpose is
numerous .
Discrepancy Theory:-
The error speculation states fulfilment as potential of character's affect of

accepting and what he rather will get. This technique does now not clear up if
disappointment is a section of success or it varies.
Equity Theory:-
This hypothesis tries to from connection between person's yield towards work and
what he gets for the work he does as info. It is controlled by his apparent Equity,
by input – yield adjust by contrasting a man's additions with his commitment
Two factor theory:-
. This hypothesis tries to from connection between individual's yield closer to

work and what he will get for the work he does as data. It is managed via his
obvious equity, through enter – yield alter via contrasting a person's additions
along with his dedication
Determinants of job satisfaction
Job satisfaction can be determined by two variables as per Abraham A Kumar, as

follows
association variables:-
 Organisation cadre.
 Job profile .
 kind leadership.
 Salary and sponsorship opportunities.
 communication with peers.
special variables:-
 Age.
 tutoring level.
 position perception.
 sexual category
CHAPTER -4
DATA ANALYSIS AND
INTERPRETATION.
The Tenure Of Respondents Working For KEPL Is Tabulate In Table 1 And

Graphical Representation In Graph 1.
TABLE: 1
TENURE (in years) PERCENTAGE (%)

<3 10
3-5 10
5-7 20
>7 60
TOTAL 100
SOURCE:- PRIMARY DATA.
diagram:1
TENURE OF RESPONDENTS
80
60
40 TENURE
20
0
LESS THAN 3 YRS 3-5 YRS 5-7 YRS MORE THAN 7 YRS
Analysis: - From The Above Graph, We can see than people with more experience i.e.
more than 7 years covers majority of employees and employee with least experience
contributes only 10 % of total employees.
INTERPRETATION:-. We are able to likewise say that, as members decide on up

stumble upon they tend to remain in group for longer period and become extra devoted to
organizations. Steady loss expense is extra for new staff with lesser involvement with
association.
Availability of required resources to perform the job:

Study was conducted to verify if employees are not happy with available
resources to perform their task efficiently. Table 2 , reflects the result
TABLE : 2
RESOURCE REQUIRED TO PERFORM (%)

THR JOB
EXTREMELY AGREE 80
AGREE 10
NEUTRAL 6
DO NOT AGREE 4
EXTREMELY DISAGREE -
TOTAL 100
SOURCE: PRIMARY DATA.
diagram:2
90
80
70
60
50
40
30
20
10
0
STRONGLY AGREE AGREE NEUTRAL DO NOT AGREE STRONGLY
DISAGREE
ANALYSIS: From above graph, it is clearly seen that majority of employees are
satisfied with available resources i.e. 80% and 10% agrees, neutral and don not agree
together comprises of 10%
INTERPRETATION: We can conclude than majority of people are happy with
availability of resources required to perform task.
Table and chart showing relationship among colleagues.
Relationship With Colleagues Percentage

Very Good 32
Good 58
Neutral 04
Poor 06
Very Poor 00
Total 100
CHART: 3
60
50
40
30
20
10
0
very good GOOD NEUTRAL POOR VERY POOR
ANALYSIS :-
32% of the workers have very good Relationship with their employees, fifty eight% Of
them suppose just correct, which makes total of 90 % have as a minimum just right
relationship, four % of them suppose neutral and 6% of them think dangerous, none of
them have unhealthy relationships
INTERPRETATION:-
90 % of employees feel they have at least good relation with peers, which clearly
indicated that there is positive work environment and good team spirit among employees.
slab shows estimation of employee for Company guidelines and

Practices:-
OPINION FOR COMPANY POLICY AND PRACTICES %

VERY GOOD 52
GOOD 38
NEUTRAL 6
POOR 4
VERY POOR 00
TOTAL 100
CHART:4
60
50
40
30
20
10
0
VERY GOOD GOOD NEUTRAL POOR VERY POOR
ANALYSIS:- More than Table , We Will Say That Ninety% Of Workers Are Joyful
With Enterprise Policy , 6% Does No Longer Share Opinion And 4% Are Not
Comfortable.
Interpretation:-
.
As Ninety% Of People Are Pleased With Policy, We Can Conclude That Policies And
Practices Are In Favour Of Company And Workers.
Table Indicates Data Regarding Possibilities To Be Taught And Develop In

Corporation.
Table: 5
TAUGHT AND DEVELOPMENT IN COMPANY. %

sturdily agree 10
Agree 34
Neutral 40
Do not agree 10
sturdily disagree 6
Total 100
Source : primary data
diagram:5
Opportunities to learn and grow.
45
40
35
30
25
20
15
10
0
strongly agree agree neutral do not agree strongly
disagree
Analysis:-. The graph suggests that forty% think they've opportunity to be

trained and grow, 34% agree and 10% of them don't agree,6% strongly
disagree.
Interpretation:-. 44% persons consents to opportunity while 16%

disagrees, and forty% are impartial, which makes interpretation complex as
neutral can bend on any side. Though dividing neutral to both the sides, we
are able to say that manufacturer provides possibilities for growth and
studying however it need to be made more seen and transparent to broaden
pleasure level
Table records data for involvement in decision making.

Table: 6
Involvement in decision making Percentage

Every time 10
Most of the times 30
Often 18
Rarely 26
Never 16
Total 100
Source: primary data
chart:6
35
30
25
20
15
10
0
every time most of the often rerely never
time
Analysis:- The Above graph clearly says that 10% of employee Involvement and 26% Of
employee rarely involve in decision making,30% of employees involve most of the
times,18% says they often they involve, 16% says they get never involved, and 26% for
rare involvement
Interpretation:
We are able to say that fifty eight% believes they get worried and forty two% does now
not suppose so, here it ties up, thus institution have to make more seen involvement and
give an explanation for the place involvement will not be wanted for preserving
employee in self assurance.
Table Showing pressure At Work.

Table:7
Stress At Work ( no. of days a week) Percentage
Everyday 10
2-3 days 14
1day 42
No stress 34
Total 100
Source: primary data.

Graph :7
Pressure At Work
everyday
2-3 days
1 day
no stress
Analysis :- The Above graph says that forty two% of them feel confused as soon as in
every week,34% of them consider no stress.
Interpretation: We can say that stress level is low in organisation.
Desk for input of job towards felling of pride and accomplishment.
Table:8
Contribution of job towards feeling of Pride and Percentage

Accomplishment.
Extremely effective 4
Effective 46
Neutral 32
Not very effective 18
Does not contribute 0
Total 100
Source: primary data.
Graph:8
50
45
40
35
30
25
20
15
10
5
0
highly effective effective neutral not very does not
effective contribute
Analysis:-The graph shows that 46% and 4% agrees for pride and
accomplishment feeling, 32% are neutral.
Interpretation:-
50% of employees agree and closing are both neutral of disagree, thus
institution must provide an explanation for workers involving work and their
confident outcomes or benefits to enterprise and development of country to
make them believe proud for what they work for.
Table Shows Satisfaction Level of Reward and Recognition programme.
Table No:9
Rewards And Recognition Programme %

Extremely SATISFIED 12
Satisfied 36
Neutral 40
Not Satisfied 12
extremely Unsatisfied 00
100
Source: Primary Data.

GRAPH:9
Rewards And Recognition Programme
highly satisfied
satisfied
neutral
not satisfied
highly unsatisfied
Analysis:-
.
From The above graph clearly shows that forty% are neutral to rewards, 36% satisfied
and 12% highly satisfied, 12% not blissful.
Interpretation:-
Majority are at least satisfied, thus problem can be solved by motivating employees to
perform better to gain better rewards and make them satisfied.
Desk showing pride level Of Pay Scale .
TABLE :10
Satisfaction level of pay scale Percentage

Satisfied 34
Neutral 50
Not satisfied 16
Highly unsatisfied 0
Total 100
Source: Primary Data.

Graph :10
SATISFACTION LEVEL OF PAY SCALE.
50
45
40
35
30
25
20
15
10
5
0
satisfied neutral not satisfied highly unsatisfied
ANALYSIS: From the graph that 50% are happy with the pay Scale, 34% are satisfied
and 16% are not satisfied.
INTERPRETATION:-
The above gain knowledge of says that each one employees are paid simply enough to
fulfill their wants and demands. Though close to half of are impartial to this question, we
are able to say that worker is well paid and few circumstances aren't glad with their pay
scale.
CHAPTER-5
FINDINGS
SUGESSTIONS
CONCLUSION
FINDINGS
KEPL has finite recruiting and training procedures.
There are quality circles which can motivate employee and employer relationship.
KEPL conducts R & D, in developing marketing strategies and products, which

are near to customer preferences and Industrial standards.
This segment is the initial cause for the sustainability of KEPL as a leader in the
market of Service provider.
As KEPL is a company which consists of Indian government’s capital, it follows

lawful and ethical practices impractically in accounting its finance.
This company at most reaches the standard ratio in every ratio every year.
With reference to Job pleasure of employees, it is determined that in lots of the

circumstances corporation policy and work tradition is in favour of employees and they
are pleased with it.
As satisfaction is a sense and varies from one to other, few dropouts have got to be taken
care to extra make stronger the work environment for worker delight.
SUGGESTIONS
KEPL should improve it’s after execution or commission of the plant service because
its hits badly in Industries wise reputation.
KEPL has to advertise also in other industries like Government Firm, and other
private industries. It has its common clients. KEPL has to demonstrate his skill
with others industries in India and as well in abroad.
To influence more grounded employment to amuse degree, couple of proposals are

recorded under:
1. For 20% of representatives who feels assets are typically not accessible to
perform mission me be assessed in detail to take movement for advancement.
2. Recommendation for chances to create and be prepared is more nonpartisan,

therefore reasonable training and potential must acknowledge to empower and
enhance positive point.
3. As most specialist figure, they aren't respected in the meantime settling on

decision, both they can be incorporated or clarified with respect to decisions taken
for big business advance. Scarcely any choices don't should be imparted to
representatives, yet they canbe fulfilled to lessen varieties in their brain.
Four, Rewards, evaluations and gratefulness must be additional straightforward for

representatives to take amend inspiration in the event of low ranked.
CONCLUSION
My pleasure is to express an opinion on these economic statements situated on analysis

these requirements an evaluation entails examining, on a test basis, proof aiding the
amounts and disclosures within the monetary statements. An analysis additionally
involves assessing the accounting concepts used and enormous estimates, Executing
approaches, HRM methods, fiscal function of the Kontelec Engineers Pvt. Ltd.,.
The manufacturer analysis accomplished with the aid of me on Kontelec Engineers Pvt.
Ltd.,, sorted out that it is likely one of the fine service provider enterprise in India is
prosperous and growing with innovating science.
Its services in growing industries by means of one of a kind technical knowledge

comparable to use of cutting-edge instruments and tackles, execution of projects in a
given time period, offerings and consultancies with correct pricing and many others.
Eventually “Kontelec Engineers Pvt. Ltd.,” has its fiscal development in ascending order
from earlier 4 years.
Hence, Kontelec Engineers Pvt. Ltd., is counting its profits, and enjoyable the Social
accountability, through making its tag line to be carried out i.E subculture…
BIBLIOGRAPHY
BOOKS
MY KHAN PK JAIN (7th EDITION) “ORGANISATION BEHAVIOUR” TATA
Mc GRAW HILL Publishing company Ltd., New Delhi- page 11.6 to 11.9 and page 15.1
to 15.5.
IM PANDEY (10th EDITION) “BEHAVIOURS OFMANAGERS”, VIKASH Publishing

House Pvt. Ltd., New Delhi.
WEBSITES
 www.konstelec.com
 www.wikipedia.com
 www.jksolution.com
 www.prenhall.com
 www.ibef.org

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Executive summary

Human Resource Is An Intangible Asset Of Organization Which Includes All The

The specific objective is as follows:-

 To understand the company profile, its vision and mission

 To analyse the cause of dissatisfaction in terms of monetary gains and

 Payables And Appraisals In Terms Of Money

 Proper Equipments And Tool To Complete The Work

 Policy Relating To Promotion

 Proper Bonus And Other Incentives

 Medical Expenses And Workers Insurance

 Good Flow Of Communication

 Employees Participation In Management

A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd

 It increases the positive perception of the employees in the organization.

 It reduces the resistance from employees for the new implementation .

Research Methodology: Empirical Research.

 Primary Data: Direct Interaction With Personnel And Providing Them

A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd

Data processing and studying technique:-

This Records Is Collected Via Questionnaire And Tabulated To Broaden Graph

Hindrances Faced Whilst Amassing Information As Few Employees Have Been

INTRODUCTION ABOUT THE PROJECT

Perfect appropriate here we have accomplished be prepared for worker

Its undertaking includes fifty seven% in Hydrocarbon/Oil and gas

To inquire concerning the method of destroying endeavor system

To understand the gap amongst hypothesis and apply.

Process Adopted to gather data:

o The investigate is restricted to a few fascinating school.

Theoretical Background of the study

Meaning of enterprise shape:

Authoritative structure can be characterised as a tree graph where crest is top

There should be a co-ordination among men, departments, sub-systems, machines and

Principles of authority and responsibility:

Principle of span of control:

Principle of unity of command:

It is also called management by exception. Accordingly the management is placed at a

Readability in art work :

Change is only permanent in business world. An organization must adapt to change as

With Team Of 600 Technical Employees On Payroll With Specialization In Various

KEPL End Up Snared On 05 December 1995 As Non-Official Gathering, Selected At

Chiefs Of KEPL Are

Biharilal Ravilal Shah – Adapting To Director

Bharat Ravilal Shah - Director

Amish Biharilal Shah – Extra Director

KEPL's Corporate Persona Vast Assortment Is (CIN) Is U45203MH1995PTC095011

E-Mail Manipulate Is Kepl@Bom5.Vsnl.Internet.In R

Enlisted Address : 308, Inventive INDUSRIAL Bequest,

SUNDER NAGAR LANE NO.2, MUMBAI MH 400098 INDIA.

Current Status : Active.

THE KEY FACTORS BEHIND THIS UPSWING

With Point Of Giving Fantastic Administrations, Kepl Staff Comprising Of Architects,

To Be Globally Recognised EPC Company Offering Comprehensive Solution In

Instrumentation & Automation Systems.

To exceed customer expectations by providing excellent services in all areas of project

 Trust And Integrity .

Transport And Rate"

KEPL offers services to various sectors as listed:

• Arrangement Of Outline Premise.

• Nitty Gritty Building .

• Age Of Bill Of Material .

• Consistence Of Administrative Necessities.

 Plan And Calendar Exercises

 Participation With Customer And Administrative Bodies