LIST OF TABLE

1
 A
PROJEECT REPORT
ON
A STUDY ON EMPLOYEE WELFARE AND JOB SATISFACTION IN
BSNL AT HAMIRPUR DISTRICT
Submitted in the partial fulfillment for the requirement for the Degree Of
Master of Business Administration

GAUTAM INSTITUTE OF
MANAGEMENT AND TECHNOLOGY
HAMIRPUR (HP)
(Session 2017-2019)

SUBMITTED TO: SUBIMTTED BY:

HIMACHAL PRADESH TECHNICAL DEEPIKA SHARMA

UNIVERSITY HAMIRPUR (H.P) Univ. Roll no -17MBA0486

MBA4th Sem

HIMACHAL PRADESH TECHNICAL UNIVERSITY

HAMIRPUR

2
 DECLARATION

I hereby, Miss Deepika Sharma Uni.Roll – 17mba0486 declare that I have done on the project
report on “ A STUDY ON EMPLOYEES WELFARE AND JOB SATISFACTION IN
BSNL AT HAMIRPUR ” which is submitted in partial fulfillment of the requirement for the
degree of Master of Business Administration. The data presented in the report is pure. The
assistance and help that received during the course of this investigation has been duly
acknowledged. It is further, declared that it has an original piece of work and it is worthy of the
considration for the degree of M.B.A.

Date: deepika sharma

Place:

3
 CERTIFICATE
This is to certify that the major training report entitled, has been carried out by Deepika Sharma
D/o Sh. Vinod Sharma having examination Roll No.17MBA0486, bonafide student of Master
of Business Administration, 4thSemester, Department of Master of Business Administration,
Gautam Group of Colleges, Hamirpur.

This major project report is a record of his work accomplished during 3rd Semester of Master of
Business Administration, as a partial fulfillment of the requirement of the Degree of MBA for
the successful completion of the 4th semester, under my guidance.

I wish happiness and success in his endeavor.

Place: Hamirpur

Mr.ARVIND KUMAR

Date

4
 ACKNOWLEDGEMENT

At this point, I would like to place a record my deep sincere sense of gratitude to all those
esteemed persons whose direct and indirect co-operation and efforts have led to the completion
of this report.

It is my proud on record my sincere thanks to my esteemed advisor Mr.Arvind kumar for his
continuous keen interest and providing me expert guidance; invaluable suggestions as well as
constructive criticism and inspiration from the inception to the completion of this study, without
it would not have been successfully completed.

I would also like to thank all the respondents who honestly answered the questions asked to
them.

Date: Thanking you

Place: DEEPIKA SHARMA

5
 TABLE OF CONTENT

Sr.NO PARTICULAR PAGE NO

Certificate I.
Declaration II
Acknowledgment III
CHAPTER-1 Introduction 1-22
1.1 Meaning of employees welfare and job 1
satisfaction
1.2 Feature of employees welfare
1.3 importance , benefits of employees welfare
1.4 Meaning job satisfaction
1.5 objective, importance of job satisfaction
1.6 causes, factors determine of job satisfaction
1.7 theories of job satisfaction
CHAPTER-2 Literature Review
CHAPTER-3 Data Analysis &Research Methodology
3.1 Research methodology
3.2 Need of study
3.3 Scope of study
3.4 Objective of study
3.5 Research design
3.6 Limitation of study
CHAPTER-4 Analysis &Interpretation
CHAPTER-5 Summary, Finding, Conclusion &
Suggestions
BIBLIOGRAPHY
Questionnaire

6
TABLE PARTICULARS PAGE
NO. NO.
4.1 Classification of data on the bases of GENDER
4.2 Classification of the respondents according to their AGE 31
4.3 Classification of the respondents according to their EDUCATION 32
LEVEL
4.4 Classification of the respondents according to their MARTIAL 33
STATUS
4.5 Classification of the respondents according to their ANNUAL 34
INCOME
4.6 Responses of the respondents towards the FUNCTIONING WITH 35
THIS ORGANIZATION awareness of employees welfare
4.7 Responses of the respondents towards the “ WORKING 36
ENVIRONMENT ” factor of job satisfaction
4.8 Responses of the respondents towards the “HEALTH ADVANTAGES 37
” awareness of employees welfare
4.9 Responses of the respondents towards the “MATERNITY LEAVE 38
FACILITY FOR FEMALE” awareness of employees welfare
4.10 Responses of the respondents towards the “WORKING HOURS 39
WITH THR ORGANIZATION” awareness of employees welfare
4.11 Responses of the respondents towards the “LEAVE APPROACH TO 40
THE ORGANIZATION” awareness of employees welfare
4.12 Responses of the respondents towards the “RESTROOM AND 41
LOUNGE OFFICE ” awareness of employees welfare
4.13 Responses of the respondents towards the “WELLBEING 42
MEASURES FOR REPRESENTATIVE SECURITY ” awareness of
employees welfare
4.14 Responses of the respondents towards the “WELFARE FACILITY ” 43
factor of job atisfaction
4.15 Responses of the respondents towards the “DRINKING WATER ” 44
awareness of employees welfare
4.16 Responses of the respondents towards the “SUFFICIENT , LATRINE 45
AND URINAL FACILITY” awareness of employees welfare
4.17 Responses of the respondents towards the “MEDICAL FACILITY 46
FOR SELF AND FOR FAMILY MEMBERS” awareness of employee
welfare
4.18 Responses of the respondents towards the “SPORTS AND 47
RECREATIONAL FACILITY” factor of job satisfaction

4.19 Responses of the respondents towards the “BONUS” factor of job 48

satisfaction
4.20 Responses of the respondents towards the “SOCIAL SECURITY” 49
factor of job satisfaction
4.21 Responses of the respondents towards the “PROMOTION” factor of 50
job satisfaction
4.21 51
7
4.22 52
4.23 53
4.24 54
4.25 55

8
 Company History

PAN India Telecom operator BSNL refers to Bharat Sanchar Nigam Limited which is a 100%
government owned Communications Corporation. It’s a public telecommunication service in
India launched on 15th September 2000 and celebrating the formation day by starting the
operations from 01.10.2000 having operational headquarters in New Delhi.

BSNL is India’s oldest communication service provider whose history has a trace back to the
British era in the 19th century. It was the first telegraph line during the British period that got
established in 1851. Earlier it was connected to a part of erstwhile Postal and Telegraph
Department. In 1854 the public started accessing the telegraph services. In 1885, The Indian
Telegraph Act passed by the British Legislative Counsel. In 1975, it got separated from Postal
Telegraph and in 1980’s a telegraph department was created due to the need for telegraph
services in the country.

The Government of India made telecom and telegraph services into a corporation in October
2000 and named it Bharat Sanchar Nigam Limited which now operated as a fully owned
government public sector in the economy. After the formation, PSU has run the BSNL telegraph
services in India until the facilities were shut down in July 2015.

Services provided by BSNL

Bharat Sanchar Nigam Limited, one of the Asia’s largest telecommunications company provides
a wide variety of telecom services in India as follows

o CDMA Mobile
o Landline Services (Basic Wireline)
o GSM Mobile
o Prepaid
o Postpaid
o GPRS, 2G, 3G and 4G Data Services
o Carrier Services
o BSNL Broadband (DSL and FTTH)
o MPLS VPN
o VSAT
o IN services
o VoIP services (BSNL WINGS)

9
Installation of the quality network in the country by BSNL is the best service offered to
customers in every nook and corner of Rural and Urban / Metro cities in India. The interface is
now centering on improving and expanding the network and introducing it in villages to win
customers confidence.

Its known as the most extensive network provider and broadband services with more than 60% in
the market share and BSNL provides internet access service through dial-up connections as
prepaid, Netone at the starting stage and later as BSNL Broadband as DATA ONE, and now
moves on to GIGA Speed Fiber to the home network as BSNL FTTH.

Management of BSNL
Bharat Sanchar Nigam Limited has divided entire India into Twenty Four Administrative units
and with Two metro districts named as BSNL LSA’s and Telecom Circles, Project cycles, and
Five telecom factories, 4 specialized telecom units, 4 maintenance regions, and Three training
institutions. Each circle having a head named as Chief General Manager (CGM) and every circle
operated with Secondary Switching Areas (SSAs) with SSA heads named PGM/GM.

CMD of BSNL and the Board Members

o Indian Government appointed Dr. D.P.S. Seth, a 1965 batch Indian Telecom Service
officer, as first chairman and managing director (CMD) for newly created Bharat Sanchar
Nigam limited (BSNL).
o Mr. Rakesh Kumar Upadhyay from 30th April 2011.
o Shri Anupam Shrivastava took over the charge as CMD BSNL from 15th of January 2015
to till date.

Present BSNL Board

At present the BSNL board comprise of 12 Directors, of which 5 [including the CMD] are whole
time Directors and Two Government Nominee Directors . The present composition of BSNL
board is as under

BSNL Board Name of Board Member

Chairman and Managing Director and Director

Shri. Anupam Shrivastava
Consumer Mobility

10
Director Consumer Fixed Access (CFA) Shri. Vivek Banzal

Director Enterprise Shri. N.K.Mehta

Director HRD and Finance Smt. Sujata Ray

Shri R. K. Khandelwal Joint Secretary (Admn) and

DG (C&A) DoT
Govt. Director

Smt. Padma Iyer Kaul

Smt. Kanuru Sujatha Rao

Dr. Santosh R.Dastane

Non Official Independent Director

Prof. Jasbir Singh

Shri. V.Venkateshwar Bhat

BSNL Market Performance

Upto 2009, Bharat Sanchar Nigam Limited, earns a net profit in crores of rupees to Government.
Due to unworthful policies and without an approval from government for expansion, in 2009
2010 financial year, BSNL was amongst the loss-making companies. They reported a net loss of
Rs. 182.3 Million in 2009 against Rs. 57.5 Million net profit in the previous year.

BSNL mobile usually provides a GSM cellular mobile service under the name Cell one. It offers
excellent telecom services to enterprise customers like MPLS, P2P and internet leased lines.
Highly provides fixed line services and a landline that uses CMDA technology and its fiber
network. The performance had increased due to BSNL value-added offers such as Fee phone
service, India telephone card, Virtual private network.

It also offered Customers an internet that enabled them to watch televisions and voice through
IPTV and the public Sector Enterprise also provides the fastest broadband service to home-based

11
users. In February 2016, BSNL market share was 14.54.AS a wireless provider they were 6th
with an 8.16% share in the market.

Reasons for Profit Loss in BSNL and Solutions

BSNL report on their financial loss came up as a big issue which needed resolutions
immediately. The company promised to improve their service and customer interface to eradicate
the companies decline. The significant loss had come from failure in the customer service, IT
and HR sector hence they had to begin with innovative ideas on how to improve on the same.
Pitfalls got identified from political pressures which included the BSNL tenders and all their
prestigious projects getting delayed or canceled.

The company later had to improvise implementation procedures for their expenditures and
expenses. The company commenced Retendering, improved efficiency from the top to bottom
level employees to turn their company’s losses to profits in the future.

The newspaper and articles took all the information vital to the public. The profit and loss
account of 2009 2020 got identified from several communication channels like the newspapers,
news, internet in the phone, video conferencing. Published articles and meetings. All these
channels identified why the company was lagging through a vast profit and loss analysis. BSNL
took note of all methods used and suggested to have a survey done to have a more unobstructed
view of the loopholes of the company.

The survey revealed BSNL was delivering poor customer service compared to their competitors,
no consideration of existing customers, poor network connectivity in many regions and lack of
giving feedback to customers query. And for this, the company had no option than to recruit
good candidates who added value to the company in all their departments.

In 2017 a cyber-attack happened which shook South India badly affecting Telkom’s broadband
networks. The virus blocked thousands of modems hence the company advised users to change
their default router username and passwords.

Conclusion
Many companies have made financial losses due to the problem that arises from the HR and IT
department. It is a clear indication that all departments in an organization are linked to each other
which means one issue in a department will spread to all other departments.

BSNL is now commissioning a multi-gigabit multi-protocol, IP infrastructure through the

National Internet Backbone that will provide broadband access network. The broadband service
will be seen on digital line technology, which used the old telephone services. The service is
going to come with Quality Service Guarantee. All these developments are a clear indication of
the improved performance of the company. It is a clear sign the company is undertaking different
methods to tackle their problems. The objectives and performance issue of the company is
repositioning themselves day by day in the markets.

12
The booming domestic telecom market boasts enormous amounts of investment which will
accelerate the entry of new customers in the launch of new services. The telecommunication
sector attracted Foreign Direct Investment. The company has witnessed merger and acquisition
deals that generated huge profits. The production equipment of ISBL are expected to rise in
value if favorable factors like government policies, incentives are given, Talent pool research
and development and low labor cost is introduced in the industry.

BSNL is determined to shift from fixed-mobile services, have a severe competition around
telecom operators, entry of foreign players in the industry, the transition from technology-led
business to consumer business and improve price competition leading to falling of tariffs. Hence
the growth of BSNL will transform immensely.

13
14
15
16
 Employee welfare

INTRODUCTION

Welfare is comfortable living and working conditions. Employee welfare means the efforts to
make life worth living for workman. Welfare is comfortable living and working conditions
People are the most important asset of an organization, and the accounting profession has to
assess and record the value and cost of people of an organization. Once this is accepted, the need
for measuring the value for recording it in the books of accounts arises. The value of human
assets can be increased substantially by making investment in their training and welfare activities
in the same way as the value of repairs/overhauling, etc.While the cost on training, development,
etc., can be recorded separately and to be within the eventual, the expenditure on welfare
activities can be added to the µinvestment and the returns judged. Unlike other assets which have
depreciation value as year’s passes by, value of human assets appreciates with passing years. The
value can depreciate by aging process which is generally hastened up by worries, unhealthy
conditions, etc. once this process is slowed down, or at least if the employee is made to feel
µyoung in spirits the value of this asset appreciates considerably .Any investment constitutes the
assets of a company and therefore, any investment for welfare of labor would constitute an extra
investment in an asset. Industrial progress depends on a satisfied labor force and the importance
of labor welfare measures was stressed as early as1931, when the Royal Commission on labor
stated µthe benefits which go under this nomenclature, are of great importance to the worker and
which he is unable to secure by himself. The schemes of labor welfare may be regarded as a
wise investment´ which should and usually does bring a profitable return in the form of greater
efficiency.

The basic objective of the Staff Welfare Scheme Management is to uplift the physical, mental
and economic conditions of its employees in order to get the best out of them in addition to
fulfilling the social responsibility cast upon the organization. It is a fact that the Industrial
progress of the country depends on its committed labor. In order to get the best out of a worker in
the matter of reduction working conditions require to be improved to a greater extent to achieve
the objective of maximization of utilization resources the workers should at least have the means
and facilities to keep him in a state of health and efficiency. The work place should provide

17
reasonable amenities for the essential needs and worker should also be equipped with the
necessary technical training and a certain level of education. Labor welfare is broad term
covering social security and such other activities as medical aid, crèche, canteens, recreation, and
housing, adult education arrangements for the transport of labor to and from the place of
workplace.

DEFINITIONS OF ‘EMPLOYEE WELFARE’

The Oxford Dictionary defines employee Welfare as ‘Efforts to make life worth living for
workmen’. The concept of ‘Labor welfare’ us flexible elastic and differs widely with time
region, industry social values, customers’ degree of industrialization, the general socio –
development of the people and the political ideologies prevailing at a particular moments.
The International Employee Organization defined Employee Welfare as such services, facilities
and amenities as may be established in or in the vicinity of undertakings to enable the persons
employed in them to perform their work in healthy, congenial surroundings and provided with
amenities conducive to good health and high morale”.
The Encyclopedia of Social Science defines Employee Welfare as “The voluntary efforts of the
employers to establish, within the existing industrial system, working and sometimes, living and
cultural conditions of the employees beyond what is required by law, the custom of the country
and the conditions of the market”.
The basic features of labor welfare measures are as follows:.
1. Labor welfare includes various facilities, services and amenities provided to workers for
improving their health, efficiency, economic betterment and social status..
2. Welfare measures are in addition to regular wages and other economic benefits available
to workers due to legal provisions and collective bargaining.
3. Labor welfare schemes are flexible and ever-changing. New welfare measures are added
to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or by
any social or charitable agency.

18
Importance of Employee Welfare

As a business, you have to provide various benefits to ensure your employees' welfare. While
this may increase your business expense and negatively affect your bottom line, looking after
your employees will benefit you in other ways. In fact, in this day and age, it's almost impossible
to operate a business without offering a basic set of benefits for the employees' welfare.

Compliance

As a business owner, you are required by law to provide certain benefits for the welfare of your
employees. You have to match the Social Security taxes your employees pay and obtain a
worker's compensation insurance policy. If you terminate an employee, you have to provide
Consolidated Omnibus Budget Reconciliation Act (COBRA) funds to extend his health
insurance.

Recruitment and Retention

The benefits an employee receives from his employer for his welfare are often a significant
reason why he decides to accept a job offer. As such, providing employee benefits allows you to
compete with other businesses to recruit and retain qualify employees. If other employers offer
better benefits , good employees may choose to go there. Employees Well-Being .

By providing a plan that's good for employees' welfare, you show them that you value them. This
can help make them feel welcome and happy in your company, motivating them to work harder.
If your health plan has wellness coverage and preventative care, employees are more likely to
stay healthy, cutting down on absenteeism and sick days.

19
Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a employee

welfare service:

 The service should satisfy real needs of the workers. This means that the manager must
first determine what the employee’s real needs are with the active participation of
workers.
 The service should such as can be handled by cafeteria approach. Due to the difference
in Sex, age, marital status, number of children, type of job and the income level of
employees there are large differences in their choice of a particular benefit. This is
known as the cafeteria approach. Such an approach individualizes the benefit system
though it may be difficult to operate and administer.
 The employer should not assume a benevolent posture.
 The cost of the service should be calculate and its financing established on a sound basis.
 There should be periodical assessment or evaluation of the service and necessary timely
on the basis of feedback.

BENEFITS OF WELFARE SERVICES

 1. Services like housing schemes, medical benefits and education and recreation
facilities for the worker’s family’s help to create better good will. This will help them
devote mind towards their work to gain in terms of productivity and quality of work.
 2. Welfare facilities provide better physical better physical and mental health to the
employees.
 3. Employee’s services serve to maintain some degree of peace with the employee
union.
 4. Employees secure the benefits of high efficiency, cordial industrial relations and low
lab our absenteeism and turnover.
 5. Employee welfare measures rate lab our productivity and bring industrial peace and
cordial lab our absenteeism relation.
 6. An employee is able to abstract talented works from the employee market by
providing attractive welfare facilities.

20
JOB SATISFECTION

Introduction:
Job satisfaction is all about how one feels about (or towards) one’s job. An employee who
expresses satisfaction is said to have a positive attitude towards the job, unlike a dissatisfied
employee who has a negative attitude towards the job. A person having negative attitude shows a
personality disposition which is inclined to experience nervousness, tension, worry, upset and
distress, where as those with positive attitude will feel happy with themselves, others, and with
their work. Job satisfaction reflects the extent to which people find gratification or fulfillment in
their work. Job satisfaction shows that personal factors such as an individual needs and
aspirations determine his/her attitude, along with group and organizational factors such as
relationships with co-workers and supervisors and working conditions, work policies, and
compensation.
The effect of job satisfaction goes beyond organizational setting. Satisfied employees are more
likely to be satisfied citizens. These people will hold a more positive attitude towards life in
general and make for a society of more psychologically healthy.
Job satisfaction has been considered as state of condition where people are:
1) Induced to do work efficiently and effectively;
2) Convinced to remain in the enterprise;
3) Prepared to act efficiently during contingences;
4) prepared to welcome the changes without resistance;
5) Interested in promoting the image of the organization.
6) More happy and satisfied with their job. The level of job determines the job satisfaction.
People in higher level jobs find most of their needs satisfied than those in lower level. The job
satisfaction is a collection of attitudes about specific factors of the job. Employee can be satisfied
with some elements of the job while simultaneously dissatisfied with others. The relationship
between man and work has attracted the attention of philosophers, scientists and novelists. A
major part of man’s life is spent at the place of work. The nature and significance of work is
important as it occupies so much of man’s life span. A persons’ job is more than just the obvious
activities of shuffling papers, waiting on customers or driving a truck. Jobs require interaction

21
with co-performers and bosses; following organization rules and policies; meeting performance
standards; living with working conditions that are often less than ideal and the like. Job to an
individual is not only a means of earning a living but also serves other functions of individuals’
expectations of job and rewards that the job provides. This means that an employee’s assessment
of how satisfied or dissatisfied he or she with his or her job is complex summation of number of
discrete job elements.

This assessment of employees is very important to management because they affect

organizational behavior. Specific employee attitudes relating to job satisfaction and also towards
organizational commitment are of major interest to the field of organizational behavior.
Therefore, in simple words job satisfaction is how people feel about their jobs and different
aspects of their jobs. It is the extent to which people like (satisfaction) or dislike (dissatisfaction)
their jobs.

A major part of man’s life is spent in work, which is a social reality and social expectation. Even
then, only economic motive has never satisfied man. It is always of greater interest to know why
man works and at which level and how he or she is satisfied with job.

Definitions of Job Satisfaction

1. Job satisfaction is defined as “a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experience”.
2. “job satisfaction” is defined as the amount of overall positive effect or feelings that individuals
have towards their jobs”.
3. “Job satisfaction is the amount of pleasure or contentment associated with a job. If you like
your job intensely you will experience high job satisfaction. If you dislike your job intensely,
you will experience job dissatisfaction”.
4. “Job satisfaction is the favorableness or un favorableness with which employees view their
work”.
Job satisfaction can be measured based on morale, opinion, attitude, work clement, and quality of
work life.

22
 The objectives of Job Satisfaction

 To access of the satisfaction of employees.

 To identify the factor which influence the job satisfaction of employees.
 To identify the factor which improve the satisfaction level of employees.
 To know the employee satisfaction towards the facilities.
 To offer valuable suggestion to improve the satisfaction level of employees.
.
The Importance of Job Satisfaction

1) Challenging Job: Job must have scope for application of skill, knowledge and initiative.
Herzberg’s Satisfiers and Characteristic Theory are relevant here.

2) Equitable Rewards: More than the rewards, equity and fairness of reward is equally
important. Equity theory of motivation is relevant.

3) Supportive Working Conditions: Supportive working conditions are equally important

as the condition of work itself improves job satisfaction. Persons are interested to accept even a
lower pay if the work place is near to their home.

4) Supportive Colleagues/Supervisors: This is yet another aspect which satisfy an

employee. Herzberg’s absence of dissatisfies, McClelland’s affiliation needs theory and Social
Information Processing Model, etc. are relevant13.
Causes of Job Satisfaction
Organizational Factors Group Factors Individual Factors
Organizational Factors: There are six major organizational factors which contribute to an
employee’s attitude towards his or her job: pay, opportunities for promotion, the nature of work,
policies of the organization and working conditions.

23
Wages: Wages play a significant role in influencing job satisfaction. This is because of two
reasons. First, money is an important instrument in fulfilling one’s needs. Secondly, employees
often see pay as a reflection of management’s concern for them. Employees want a pay system
which is simple, fair, and in line with their expectations. When pay is seen as fair, based on job
demands, individual skill level, and community pay standards, satisfaction is likely to result.
What needs emphasis is that it is not the absolute amount paid that matters, rather it is one’s
perception of fairness.

Promotions: Promotional opportunities affect job satisfaction considerably. The desire for
promotion is generally strong among employees as it involves change in job content, pay,
responsibility, independence, status and the like. An average employee in a typical government
organization can hope to get two or three promotions in his entire service, though chances of
promotion are better in the private

Nature of work: Most employees crave intellectual challenges on jobs. They tend to prefer
being given opportunities to use their skills and abilities and being offered a variety of tasks,
freedom, and feedback on how well they are doing. These characteristics make jobs mentally
challenging. Jobs that have too little challenge create boredom. But too much challenge creates
frustration and a feeling of failure. Under condition of moderate challenge, employees
experience pleasure and satisfaction.

Organizational policies and procedures: Organizational policies include the basis for
effecting promotions (seniority versus merit), transfer of people, foreign assignments, lay-off and
retrenchment, appraisal and reward systems, motivational methods, skill based versus job based
pay, and the like.
Working Conditions: Working conditions that are compatible with an employee’s physical
comfort facilitates doing a good job which contributes in turn to job satisfaction. Temperature,
humidity, ventilation, lighting and noise, hours of work, cleanliness of the work place, and
adequate tools and equipment are the features which affect job satisfaction.

24
Reward System: Individual can be motivated for good performance by proper design of the
rewards for good performance, which itself depends on design of their work environment and
praise for their performance. Punishment for poor performance can also reduce the negative
performance. Only thing, which is required, is the analysis of work situation to determine what
causes workers to act the way they do and then initiate changes required eliminating troublesome
areas and obstructions to performance. Specific goals are to set with workers participation and
assistance. Prompt and regular feedback of results should be made available and performance
improvements should be rewarded with recognition and pries. Even when performance does not
equal goals, ways should be founded to help people and pries them for the good things they do.
The psychologist B.F Skinner of Harvard developed theory called reinforcement Theory having
positive and negative reinforcement. Perhaps the strength of the Skinner approach is that it is
closely akin to requirements of good managing. It emphasizes removal of obstructions to
performance, careful planning and organizing, control through feedback and the expansion of
Communication. Clear contingencies between performance and rewards are describable in the
resent scenario.

Group Factors:
Group factors wielding influence on job satisfaction include group size and supervision.

Size: The size of the group, larger the size of the group, lower the level of satisfaction. As size
increases, opportunities for participation and social interaction decrease, so the ability of
members to identify with the group’s performance. More members mean dissension, conflict,
and groups and within groups. All these don not augur well for satisfaction of members.

Supervision: Perceived quality of supervision is another determinant of job satisfaction.

Satisfaction tends to be high when people believe that their supervisors are more competent,
have their best interests in mind, and treat them with dignity and respect. Communication is
another aspect of supervision. Satisfaction of members tends to be high when they are able to
communicate easily with their supervisor.

25
Respect: When it’s lacking the respect level varies widely throughout the organization. Rules
and policies have a patronizing tone. Employees are often told what to do—instead of being free
to figure things out for themselves. When it’s thriving Employees show respect for one another
regardless of rank and title. When decision are made, there’s a thoughtful assessment of how
each option may affect people are treated like adults. The golden rule is an implicit working
principle throughout the organization.

INDIVIDUAL FACTOR

Relevance: When it’s lacking people often find themselves going through the motions of
meetings, protocol, and tradition. The organization is infested with valueless rules and policies.
There’s a constant struggle between employees and the organizational bureaucracy. When it’s
thriving the system allows employees to use their time efficiently; they can spend it on any
activities that are relevant to the mission. Rules and red tape are kept to absolute minimum.

Self Identity: when it’s lacking great importance is placed on fitting insaneness rules.
Requests for an “away” space are routinely turned down, even when the request is well justified.
Differences are viewed as something to “deal with” – as opposed to something to value and
“capitalize on”. When it’s thriving individuality is encouraged. People are comfortable being
themselves. The organization respects the fact that people sometimes need their own space (even
in this era of teams).In addition to organizational factors, there are certain personal variables that
have a bearing on job satisfaction.

First, several personality variables have been linked to job satisfaction among these are self-
esteem, TYPE A behavior pattern and the ability to withstand job stress. Stronger an individual
is on these traits. More satisfied employee tends to be on his or her job.

Secondly, status tends to influence one’s job satisfaction. Generally speaking, the higher the
position of an individual is in an organizational hierarchy, the more satisfied the individual tends

26
to be. Dissatisfied employee may not stay at one place to reach higher positions in organizational
hierarchy.

Thirdly, job satisfaction is related to the extent to which people perform jobs congruent with
their interests.

Finally, job satisfaction has been found to be related to one’s general life satisfaction. The more
the people are satisfied with aspects of their lives unrelated to their jobs, the more they also tend
to be satisfied with their jobs. This effect has been explained in part, in terms of tendency for one
type of satisfaction to “spill over” into other. For example, an individual experiencing happy
family life tends to be satisfied in his or her job at work place too.

There are number of factors which effect job satisfaction.

Factors Determining Job Satisfaction

There are number of factors which effect job satisfaction. Value system possessed by an individual
and the culture supporting the value system in the organization can be called as an important and
basic for job satisfaction. However, some of the important factors that determine job satisfaction of
the employees in the organization are as under:

JOB SATISFECTION

 Work
 Promotion chances
 Supervision
 Work group
 Work condition
 Wages

27
1) Work Content: Content of the work itself is a major source of satisfaction. The work must
be challenging. It should lend itself opportunities to use employee skills, ability and experience.
The content of the work should be encouraging and interesting and have variety inbuilt in it so
that it is not boring. Positive feedback from the job and autonomy has been considered to be
important for motivation of employees. Too tough or job having two little challenge brings
frustration and feeling of failure. Hence, the job should be moderately tough so that the
individual has to stretch his ability, imagination and skills. Once such job is completed
successfully, the workers get a great sense of satisfaction.

2) Pay and promotion policy: Salary and wages play decisive part in the study of job
satisfaction. Equitable rewards are multi-dimensional in nature. The benefits are varied in nature
namely; pay, perks and rewards are associated with motivation of employees. Pay system and
promotion policy of the organization must be just, unambiguous and in line with the prevalent
industry norms and employee expectations. Employee wages and salary must ensure him the
social status and should be able to fulfill the expectations. Individual must perceive salary
administration and promotion policy as being fair. Organization should ensure that their policies
are growth oriented and incremental in nature so that employees take additional responsibility
voluntarily. Apart from financial benefits, organization must provide adequate perks and non-
financial benefits so that they are motivated and display high level of satisfaction.

3) Supportive Working Conditions: Working conditions have a modest but lasting effect
on job satisfaction. Due to fast development of technology, it is necessary that the organizations
are operating on upgraded technology, latest systems and procedures. The layout of workplace
must be ideally suited form operational point of view and the employee should display great
degree of satisfaction. The place should be neat and clean with necessary facilities as per
Factories Act. Light, ventilation, cleanliness, enough space for work, immediate availability of
supervision, adequate tools and generally good surrounding will definitely add to job
satisfaction. If the work place were closer to home, it would add to employee retention.

28
4) Work group: The concept of work group and work teams is more prevalent today. Work
group of multi-skilled persons with one goal will be able to function effectively if they are
friendly and co-operative. The work group serves as a source of support, comfort, advice and
assistance to individual worker. A good work group makes the job more enjoyable. The factor of
workgroup support is essential for job satisfaction. If the reverse conditions prevail,
the people may not be able to get along with each other and the level of job satisfaction will be
reduced.

5) Supervision: Supervision is one of the moderate factors, which effect job satisfaction.
Qualified supervisors should be available for advice, guidance and problem solving. Supervisors
should be placed close to the place of work and should be available. They should take personal
interest in the affairs of employees both on personal and at official level. Supervision is related to
leadership. Such supervision improves the morale and job satisfaction of employees. The concept
supervision has changed, and what is vogue in practice today is self-serviced teams and work
group. The group prefer more freedom of work in relation to working hours, time management,
frequent breaks and autonomy as long as job is completed in time. Flatter organizational
structure has come into practice and the step-in command structure has reduced. There is a
participative management and work has to meet the established standards in terms of quality and
quantity. The levels might have been reduced but not the value of supervision as factor of job
satisfaction.

6) Promotion Chances: Promotional opportunities affect job satisfaction considerably. The

desire for promotion is generally strong among employees as it involves change in job content,
pay, responsibility, independence, status and the like. An average employee in a typical
government organization can hope to get two or three promotions in his/her entire service,
though chances of promotion are better in the private sector. It is no surprise that the employee
takes promotion as the ultimate achievement in his/her career and when it is realized, he/she feels
extremely satisfied.

29
Theories of Job-Satisfaction:

Herzberg's Motivation - Hygiene Theory:

This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study of 200
engineers and accountants of the Pittsburgh area in the USA, he established that there are two
separate sets of conditions (and not one) which are responsible for the motivation
&dissatisfaction of workers. When one set of conditions (called 'motivator') is present in the
organization, workers feel motivated but its absence does not dissatisfy them. Similarly, when
another set of conditions (called hygiene factors) is absent in the organization, the workers feel
dissatisfied but its presence does not motivate them. The two sets are unidirectional, that is, their
effect can be seen in one direction only.

According to Herzberg following factors acts as motivators:

Achievement, Recognition, Advancement, Work itself, Possibility of growth & Responsibility.

Hygiene factors are : Company policy & administration, Technical supervision, Inter-personal
relations with supervisors, peers & Subordinates, Salary. Job security, Personal life, Working
Conditions & Status.

Herzberg used semi-structured interviews (the method is called critical incident method). In this
technique subjects were asked to describe those events on the job which had made them
extremely satisfied or dissatisfied. Herzberg found that events which led people to extreme
satisfaction were generally characterized by 'motivators' & those which led people to extreme
dissatisfaction were generally characterized by a totally different set of factors which were called
'hygiene factors'.

Hygiene factors are those factors which remove pain from the environment. Hence, they are also
known as job - environment or job - context factors. Motivators are factors which result in
psychological growth. They are mostly job - centered. Hence they are also known as job -
content factors.

30
MASLOW’S HIERARCHY OF NEEDS: Maslow’s hierarchy of needs is a theory in
psychology proposed by Abraham Maslow in his 1943 paper A theory of human motivation.
Maslow subsequently extended the idea to include his observations of human’s innate curiosity.

Maslow’s hierarchy of needs is most often displayed as a pyramid. The lowest levels of the
pyramid are made up of the most basic needs, while the more complex needs are located at the
top of the pyramid. Needs at the bottom of the pyramid are basic physical requirements including
the need for food, water, sleep and warmth. Once these lower-level needs have been met people
can move on to the next level of needs, while are for safety and security.

There are five different levels in Maslow’s hierarchy of needs:

1. Physiological needs: These includes the most basic needs that are vital to survival,
such as the needs for water, air, food and sleep. Maslow believed that these needs are the
most basic and instinctive needs in the hierarchy because all needs become secondary
until these physiological needs are met.
2. Security needs: These include needs for safety and security. Security needs are
important for survival, but they are not as demanding as the physiological needs.
Examples of security needs include desire for steady employment, health insurance, safe
neighborhoods and shelter from the environment.
3. Social needs: After the first three needs for belonging, love and affection. Maslow
considered these needs to be less basic than physiological and security needs.
Relationship such as friendship, romantic attachments and families helps fulfill this needs
for championship and acceptance, as does involvement in social community or religious
groups.

4. Esteem needs: After the first three needs have been satisfied, esteem needs becomes
increasingly important. These include the need for things that reflect on self-esteem,
personal worth, social recognition and accomplishment.

31
 5. Self-actualizing: This is the highest level of Maslow’s hierarchy of needs. Self-
actualizing people are self-aware, concerned with personal growth, less concerned with
the opinion of others and interested fulfilling their potential.

3. McClelland’s Need Theory:

Another well-known need-based theory of motivation, as opposed to hierarchy of needs of

satisfaction-dissatisfaction, is the theory developed by McClelland and his associates’.
McClelland developed his theory based on Henry Murray’s developed long list of motives and
manifest needs used in his early studies of personality. McClelland’s need-theory is closely
associated with learning theory, because he believed that needs are learned or acquired by the
kinds of events people experienced in their environment and culture.

He found that people who acquire a particular need behave differently from those who do not
have. His theory focuses on Murray’s three needs; achievement, power and affiliation. In the
literature, these three needs are abbreviated “n Ach”, “n Pow”, and “n Aff” respectively’.

They are defined as follows:

Need for Achievement:

This is the drive to excel, to achieve in relation to a set of standard, and to strive to succeed. In
other words, need for achievement is a behavior directed toward competition with a standard of
excellence. McClelland found that people with a high need for achievement perform better than
those with a moderate or low need for achievement, and noted regional / national differences in
achievement motivation.

Through his research, McClelland identified the following three

characteristics of high-need achievers:

1. High-need achievers have a strong desire to assume personal responsibility for performing a
task for finding a solution to a problem.

32
2. High-need achievers tend to set moderately difficult goals and take calculated risks.

3. High-need achievers have a strong desire for performance feedback.

Need for Power:

The need for power is concerned with making an impact on others, the desire to influence others,
the urge to change people, and the desire to make a difference in life. People with a high need for
power are people who like to be in control of people and events. This results in ultimate
satisfaction to man.

People who have a high need for power are characterized by:

1. A desire to influence and direct somebody else.

2. A desire to exercise control over others.

3. A concern for maintaining leader-follower relations.

Need for Affiliation:

The need for affiliation is defined as a desire to establish and maintain friendly and warm
relations with other people’. The need for affiliation, in many ways, is similar to Maslow’s social
needs.

The people with high need for affiliation have these characteristics:

1. They have a strong desire for acceptance and approval from others.

2. They tend to conform to the wishes of those people whose friendship and companionship they
value.

3. They value the feelings of others.

33
5. McGregor’s Participation Theory:

Douglas McGregor formulated two distinct views of human being based on participation of
workers. The first basically negative, labeled Theory X, and the other basically positive,
labeled Theory Y.

Theory X is based on the following assumptions:

1. People are by nature indolent. That is, they like to work as little as possible.

2. People lack ambition, dislike responsibility, and prefer to be directed by others.

3. People are inherently self-centered and indifferent to organizational needs and goals.

4. People are generally gullible and not very sharp and bright.

On the contrary, Theory Y assumes that:

1. People are not by nature passive or resistant to organizational goals.

2. They want to assume responsibility.

3. They want their organization to succeed.

4. People are capable of directing their own behavior.

5. They have need for achievement.

What McGregor tried to dramatize through his theory X and Y is to outline the extremes to draw
the fencing within which the organizational man is usually seen to behave. The fact remains that
no organizational man would actually belong either to theory X or theory Y. In reality, he/she
shares the traits of both. What actually happens is that man swings from one set or properties to
the other with changes in his mood and motives in changing .environment.

34
Urwick’s Theory Z:

Much after the propositions of theories X and Y by McGregor, the three theorists Urwick,
Rangnekar, and Ouchi-propounded the third theory labeled as Z theory.

The two propositions in Urwicks’s theory are that:

1. Each individual should know the organizational goals precisely and the amount of contribution
through his efforts towards these goals.

2. Each individual should also know that the relation of organizational goals is going to satisfy
his/her needs positively.

In Urwick’s view, the above two make people ready to behave positively to accomplish both
organizational and individual goals.

However, Ouchi’s Theory Z has attracted the lot of attention of management practitioners as well
as researchers. It must be noted that Z does not stand for anything, is merely the last alphabet in
the English Language.

Theory Z is based on the following four postulates:

1. Strong Bond between Organization and Employees

2. Employee Participation and Involvement

3. No Formal Organization Structure

4. Human Resource Development

Ouchi’s Theory Z represents the adoption of Japanese management practices (group decision
making, social cohesion, job security, holistic concern for employees, etc.)by the American
companies. In India, Maruti-Suzuki, Hero-Honda, etc., apply the postulates of theory Z.
Employee satisfaction is a multi-variable and indescribable concept. There are number of factors
that influence employee satisfaction. These factors can be classified into two categories.

35
A) Organizational Variables: The organizational determinants of employee satisfaction
play a very important role. The employees spend major part of their time in organization so there
are number of organizational factors that determine employee satisfaction of the employees. The
employee satisfaction in the organizations can be increased by organizing and managing the
organization.
1) Overall Individual satisfaction: Employees be should satisfy with the organization as a
great work.

2) Compensation and Benefits: This is the most important variable for employee
satisfaction. Compensation can be described as the amount of reward that a worker expects from
the job. Employees should be provided with competitive salary packages and they should be
satisfied with it when comparing their pay packets with those of the outsiders who are working in
the same industry. A feeling of employee satisfaction is felt by attaining fair and equitable
rewards.

3) Nature of Work: The nature of work has significant impact on the employee satisfaction.
Employee satisfaction is highly influenced by the nature of work. Employees are satisfied with
job that involves intelligence, skills, abilities, challenges and scope for greater freedom. Job
dissatisfaction arises with a feeling of boredom, poor variety of tasks, frustrations and failures.

4) Work Environment and Conditions: Employees are highly motivated with good
working conditions as they provide a feeling of safety, comfort and motivation. On contrary,
poor working conditions brings out a fear of bad health in employees. Employees spend 6 to 8
hours at their workplace every day which makes a workplace their second home. It is up to the
employers to see and make sure that the office is fully facilitated and is in good working order. It
must be well lit and well ventilated with the right amount of lights, fans, air-conditioning.
Cleanliness is of utmost importance as there are a huge number of workers working at a job
place. The offices, cubicles, rest area, washrooms, kitchen & serving area must be neat and
clean.

36
5) Job Content: Factors like recognition, responsibility, advancement, achievement etc can be
referred to as job content. A job that involves variety of tasks and less monotonous results
delivers greater employee satisfaction. A job that involves poor content produces job
dissatisfaction.

6) Job Satisfaction: Job satisfaction is the favorableness or un-favorableness with which

employees view their work. As with motivation, it is affected by the environment. Job
satisfaction is impacted by job design. Jobs that are rich in positive behavioral elements – such as
autonomy, task identity, task significance and feedback contribute to employee’s satisfaction.
Likewise, orientation is important because the employee’s acceptance by the work group
contributes to satisfaction.

7) Opportunities for Promotion: Promotion can be reciprocated as a significant

achievement in the life. It promises and delivers more pay, responsibility, authority,
independence and status. So, the opportunities for promotion determine the degree of satisfaction
to the employees.

8) Work Group: There is a natural desire of human beings to interact with others and so
existence of groups in organizations is a common observable fact. This characteristic results in
formation of work groups at the work place. Isolated workers dislike their jobs. The work groups
make use of a remarkable influence on the satisfaction of employees.

9) Leadership Styles: The satisfaction level on the job can be determined by the leadership
styles. Employee satisfaction is greatly enhanced by democratic style of leadership. It is because
democratic leaders promote friendship, respect and warmth relationships among the employees.

10) Communication Methods: When administrative policies and all important announcements
are communicated to the employees, it boosts their morale. The methods chosen for
communication also play an integral role. Some of the methods that could be used are intranet,
monthly newsletters, weekly meetings etc.

37
11) Safety measures: An employer must make sure that he provides a safe environment to
his/her employee. The security measures outside office include security guards and parking
facility. While inside the office, there must be introduced a safe environment for male and
female employees to work so that if an employee has to work late hours she/he should feel safe
and comfortable working in his/her office. There must be no discrimination or harassment
practiced and the employee should be given equal opportunity to grow as an individual despite.

B) Personal variables: The personal determinants also help a lot in maintaining the
motivation and personal factors of the employees to work effectively and efficiently. Employee
satisfaction can be related to psychological factors and so numbers of personal factors determine
the employee satisfaction of the employees.

1) Personality: the personality of an individual can be determined by observing his individual

psychological conditions. The factors that determine the satisfaction of individuals and his
psychological conditions is perception, attitudes and learning.

2) Age: Age can be described as a noteworthy determinant of employee satisfaction. It is

because younger age employees possessing higher energy levels are likely to be having more
employee satisfaction. In older age, the aspiration levels in employees increase. They feel
completely dissatisfied in a state where they are unable to find their aspiration fulfilled.

3) Education: Education plays a significant determinant of employee satisfaction as it

provides an opportunity for developing one’s personality. Education develops and improvises
individual wisdom and evaluation process. The highly educated employee can understand the
situation and asses it positively as they possess persistence, rationality and thinking power.

4) Gender Differences: The gender and race of the employees plays important determinants
of Employee satisfaction. Women, the fairer sex, are more likely to be satisfied than their male
counterpart even if they are employed in small jobs. The employee satisfaction can also be
determined by other factors like learning, skill autonomy, job characteristics, unbiased attitude of
management, social status etc. It is important for managers to consider all these factors in
assessing the satisfaction of the employees and increasing their level of employee satisfaction.

38
Conclusion

In this chapter discuss about the meaning, definitions, importance, objective, factors, benefits, theories
which affected study employee welfare and job satisfaction. In the next chapter there are number of
research who have studied the same phenomenon in different time period. It is also evident from the
above literature that this aspect is studied in India as well as foreign countries.

39
 REVIEW OF LITERATURE

K.K. Chaudhuri, in his “Human Resources: this study sample size was considered as
80 employees. A Relook to the Workplace”, states that HR policies are being made flexible.
From leaves to compensations, perks to office facilities, many companies are willing to
customize policies to suit different employee segments.

Tang and Talpade (1999) in this study sample size was considered as 165 employees of an IT
organization. carried their research to investigate factors affecting job satisfaction. They found
that there is a significant difference between males and females in terms of job dimensions
impacting on job satisfaction. It was observed that men tend to have higher satisfaction with
remuneration in comparison to females, while females tend to have higher satisfaction with co-
workers than males.

Kumar and Yadav (2002) examined the satisfaction level of workers from labor welfare
schemes implemented in eight state government and private sector sugar factories of the
Gorakhpur division in Uttar Pradesh. 240 workers were selected on the basis of random sampling
method for data collection. The results revealed that satisfaction level of workers to the welfare
schemes was very low in both private and state sugar factories. It was observed that satisfaction
level of workers from social security schemes, housing, medical schemes, and education
schemes was higher in case of private sector sugar factories than the state government sugar
factories.

Srimannarayan and Srinivas (2005) examined the awareness, utilization and satisfaction of the
employees to the welfare facilities provided in a private cement plant located in rural India. A
random sample of 100 workers was selected for the study. The findings of the study revealed that
respondents were aware to the welfare facilities applicable in the plant. Employees were satisfied
with most of the statutory welfare facilities. Majority of the respondents was happy with the
housing facility, cooperative stores and recreational facilities. The study also revealed significant
association between satisfaction to labour welfare facilities with age and categories of
employment.

40
Micheal Armstrong (2006)31 in his book, “A Hand Book of Human Resource Management”
discussed the various welfare services provided to employees in detail.170 respondents were
considered as the sample size of the study. He stated that the provision of welfare services in
terms of individual services, group services and employment assistance programs help in
improving the identification of employees with the companies.

Chaudhay and Iqbal8 (2011) explored the effect of welfare measures on employees’ satisfaction
in Indian Railways. A sample size of 500 employees was chosen for the study. There was overall
job satisfaction found in the employees regarding fringe benefits and human resource policies in
Indian Railways. The study suggested that Railway administration should encourage the
formulation of co-operative housing societies. Improvements should be done in the field of
hospital, canteen and educational facilities. The Indian Railways should focus more on human
resource development programmes for enhancing the competitiveness of the Railway organizations
in the context of internal and external changes in the organizational environment.

Jayanthi, Kumar and Manju9 (2012) studied labour welfare measures provided to the
employees in Salem Steel Plant in Tamil Nadu and its impact on the productivity of the industry.
The sample size was 105 respondents. On the basis of findings, it was found that majority of the
respondents were satisfied with the personnel policy, present scale of pay, leaves and advances,
sitting facilities, service of children education, housing facilities, uniform facilities, gratuity,
provident fund and first aid medical provisions. The study suggested that management should
help the employees in solving their personal problems and also concentrate on welfare facilities
provided by them. There should also be provision of awards for improving safety standards and
employee state insurance plans to the workers to promote industrial relations and to reduce the
labour turnover in the industry.

Shallu Sehgal (2012) carried out a research to measure the influence of socio-economic
variables on job satisfaction in private and public sector banks employees in Shimla district of
Himachal Pradesh on a sample of 60 respondents. She reported that socio-economic variables
which include age, sex, and income, are significantly correlated with job satisfaction of
employees. The scholar also mentioned that employees in older age group were more satisfied
than the employees in younger age group.

41
Conclusion

In sum it can be said that there are number of research who have studied the same phenomenon in
different time period. It is also evident from the above literature that this aspect is studied in India as well
as foreign countries. Many of scholars explored this concept. In the present study efforts has been made to
study the same aspect in the higher education.

42
 RESEARCH METHODOLOGY

Research methodology is way to systematically solve the problems. I may be understand as a

science of how research is done scientifically we studies the various sets that are generally
adopted by researcher in study his research problem along with the logic behind them. It is
necessary for the researcher to know not only the research method or techniques but also
research methodology. Research methodology is referring to a search for knowledge for its
advancement. It is persuade of truth with the help of study.

According to C R Kothari, Methodology is the systematic, theoretical analysis of the methods

applied to the field study. It comprises the theoretical analysis of the body of methods and
principles associated with a branch of knowledge.

OBJECTIVES OF THE STUDY:

 To know the employee job satisfaction with relation to the welfare facilities.
 To offer suggestions for improving the employee job satisfaction.

Scope of the Study

The scope of the study is conducted in BSNL OFFICE.

Variables of the study: For the present study purpose dependent as well as independent,
variables were considered. The description of these is given as below

Independent variables: age, education, gender, marital status.

Dependent Variables: Working Environment. Benefits, maternity leave, Overtime, policy,

increments

DATA COLLECTION:
Data collection is the process to gather information about the relevant topic of research, which is
being done by researcher.
43
Data collection usually takes place early in an improvement project, and is often formalized
through data collection plan which often contains the following activity:

 Pre collection activity on goals, target data, definitions and methods

 Collection of data
 Presenting finding involving some form of sorting analysis.
For the present the data collect two sources internal and external.

CLASSIFICATION OF DATA:

The correct information is key to success. Data information is of two types; primary data and
secondary data. Primary data is information collected by researcher or person himself where
is secondary data is collected by other but utilized or used by the researcher. Data can be
classified under two categories depending upon source utilized. These categories are:

(1) PRIMARY DATA

(2) SECONDARY DATA
Methods of collection of Primary Data

1.) Questionnaire Method

2.) Observation Method

3.) Interview Method

4.) Scheduling Method

For the present study purpose questionnaire method is used to collect the primary data. This
questionnaire is self administrated questionnaire & it is divided into two sections- Section A and
Section B

Secondary Data: These are collected from published or unpublished sources. Such data are
also known as second hand data.

Methods of Collection of Secondary Data

1.) Books

44
2.) Journal

3.) Thesis

4.) Other records

5.) Magazines

Sample design: - Sample design consist the decisions regarding universe if the study sample
size, sample Technique, sample unit.

Universe of the study: -For the present study purpose BSNL OFFICE is considered as a
universe of the study.

Sample Size:

This refers to the number of items to be selected from the universe to constitute a sample in this
study the sample size has been consisting of 50 respondents

Sample Unit: - The sample unit consist manager &Clerical staff of the Company.

RESEARCH INSTRUMENT:

QUESTIONNAIRE:

A questionnaire is a research instrument consisting of a series of questions & other prompts for
the purpose of gathering information from respondents. Although they are often designed for
statistical analysis of the responses.

RESEARCH PLAN:

Data source : primary data & secondary data

Research approach : Survey

Research instrument : Questionnaire

45
Method of contact : Personal

Sample size : 50 Respondents

Analysis Instrument:

Techniques used for data analysis and interpretation are Pie-chart and Percentage method.

Percentage method:

It was used to draw specific inferences from the collected data that fulfill the objective of
findings out the awareness, satisfaction among employees towards performance appraisal.

The formula used was:

P = Q/R×100

P = Reading in percentage

Q = Number of respondents falling in specific category to be measured.

R = Total number of respondents or it is the population as a whole or labor who are not satisfied
with welfare activities

Limitation of the study

During the working of the project, I faced some problems which have led to the limitation of
the work:-

• The study was confined to limited period.

• Accuracy of the study was purely based on the information as given by the respondents.
• Data collection cannot be asserted to the free from area, as the sample size restricted to
the employees.

46
DATA ANALYSIS AND INTERPRETATION

Data collective from various respondents has to be analyzed for drawing conclusion. So in this
chapter efforts have been made to analyze and interpret the collected data.

First of all, the collected data has been present in tabular form and thereafter, it is analyzed with
the help of percentage and pie chart. A brief description of analysis and interpretation is given
below.

In table 4.1 an attempt has been made to classify the respondents on the basis of their gender For
this study purpose respondent of the respondents has been divide into 2 categories such as male
and female. The description as below:-

TABLE NO. 4.1

Classification of the Respondents Gender

S. No. Gender No. of respondents Percentage

1 Male 32 64
2 Female 18 36
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Gender

36%
Male
64%
Female

Fig. No. 1

Interpretation:-Hence it is concluded that the majority of respondents belongs to the male

categories 64% of respondent are male and rest 36% of respondent are female category.

47
In table 4.2 an attempt has been made to classify the respondents on the basis of their age. For
this study purpose age of the respondents has been divide into 5 categories such as 16-25, 25-35,
35-45, 45-55, 55 above. The description as below:

TABLE NO. 4.2

Classification of the Respondents According To Their Age Group

S. No. Age group (in No. Of respondents Percentage

years)
1 Below25 5 10
2 26-35 3 6
3 36-45 6 12
4 46-55 15 30
5 Above55 21 42
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Age
6%
10%
Below25
42%
12%
26-35
36-45
30% 46-55
Above55

Fig.No. 2

Interpretation:-Hence it is concluded that the majority of respondents belongs to the age group
42% of respondent 55Above, 30% of respondent46-55, 12% of respondent 36-45, 10% of
respondent Below25, 6% of respondent 26-35.

48
In table 4.3 an attempt has been made to classify the respondents on the basis of their education
level. For this study purpose age of the respondents has been divide into 4 categories such as
matriculation, senior secondary, graduate, postgraduate studies . The description as below:-

TABLE NO. 4.3

Classification of the Respondents According To Their Education level

S. No. Education level No. Of respondents Percentage

1 Matriculation 3 6
2 Senior Secondary 23 46
3 Graduate 13 26
4 Post graduate 11 22
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Education Level

6%
22%

Matriculation
46% Senior Secondary
26% Graduate
Post Graduate

Fig. No. 3

Interpretation:-Hence it is concluded that the majority of respondents belongs to the education

level 46% of respondent senior secondary, 26% of respondent graduate, 6% of respondent
matriculation, 22% of respondent post graduation studies.

49
In table 4.4 an attempt has been made to classify the respondents on the basis of their marital
status. For this study purpose response of the respondents has been divide into 2 categories such
as strongly married and unmarried. The description as below:-

TABLE NO. 4.4

Classification of the Respondents According To Their Marital Status

S. No. Response No. Of respondents Percentage

1 Married 36 72
2 Unmarried 14 28
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Marital Status

28%

Married
72% Unmarried

Fig. No. 4

Interpretation:-Hence it is concluded that the majority of respondents belongs to the Married

72% of respondent are married and rest 28% of respondent are unmarried.

50
In table 4.5 an attempt has been made to classify the respondents on the basis of their Income
level. For this study purpose income of the respondents has been divide into 4 categories . The
description as below:-

TABLE NO. 4.5

Classification of the Respondents According To Annual Income

S. No. Annual Income No. Of respondents Percentage

1 1 Lakh 4 8
2 1-3 Lakh 4 8
3 3-5 Lakh 32 64
4 Above 5 Lakh 10 20
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Annual Income

8%
20% 8%

1 Lakh
1-3 Lakh
3-5 Lakh
Above 5 Lakh
64%

Fig. No. 4.5

Interpretation:-Hence it is concluded that the majority of respondents belongs to the income

64% of respondent 3-5 Lakh, 20% of respondent above 5 lakh,8% of respondent 1-3 lakh,8% of
respondent 1 lakh .

51
In table 4.6 an attempt has been made to classify the respondents on the basis of their functioning
with this organization. For this study purpose working year of the respondents has been divide
into 4 categories such as 0-5 yrs, 5-10 yrs, 10-15 yrs, above 15 yrs . The description as below:-

TABLE NO. 4.6

Classification of the Respondents According To Their functioning with this organization

S. No. Working Yr No. Of respondents Percentage

1 0-5 20 40
2 5-10 15 30
3 10-15 10 20
4 Above 15 5 10
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Working Yrs

10%

20% 40%

0-5
5-10 ..
10-15..
Above15
30%

Fig. No. 6

Interpretation:-Hence it is concluded that the majority of respondents i.e. 40% belongs to

working years 0-5, 30% of respondent 10-15 yrs, 20% of respondent 5-10 yrs, 10% of
respondent Above 15 yrs.

52
In table 4.7 an attempt has been made to classify the respondents on the basis of their Working
environment of the organization. For this study purpose response of the respondents has been
divide into 5 categories such as exceptionally satisfactory, Satisfactory, Undecided,
Dissatisfactory, Exceptionally dissatisfied. The description as below:-

TABLE NO. 4.7

Classification of the Respondents According To Their Working Environment

S. No. Response No.of respondent Percentage

1 Exceptionally satisfactory 15 30
2 Satisfactory 26 52
3 Undecided 5 10
4 Dissatisfactory 4 8
5 Exceptionally dissatisfactory 0 0
TOTAL 50 100

SOURCE: Data collected through questionnaire method.

Working Environment
0%
10%
8% Exceptionally satisfactory
30%
Satisfactory
Undecided
52%
Dissatisfactory
Exceptionally dissatisfactory

Fig. No.7

Interpretation: table 4.7 observed that the majority of respondents belongs to the working
environment 52% of respondent satisfactory, 30% of respondent exceptionally satisfied, 10% of
respondent neutral or undecided, 8% of respondent dissatisfactory.

In table 4.8 an attempt has been made to classify the respondents on the basis of their health
advantage gave by the organization to their workers and family members. For this study purpose

53
response of the respondents has been divide into 5 categories such as exceedingly satisfactory,
tasteful, normal, dissatisfactory, exceedingly dissatisfactory. The description as below:-

TABLE NO. 4.8

Classification of the Respondents According To Their Health advantages

S. No. Response No.of Percentage

respondents

1 Exceedingly satisfactory 15 30

2 Tasteful 30 60

3 Normal 3 6

4 Dissatisfactory 1 2

5 Exceedingly dissatisfactory 1 2

TOTAL 50 100

SOURCE: Data collected through questionnaire method.

2%
Health Advantage
6% 2%
30% Exceedingly satisfactory
Tasteful

60% Normal

Fig. No. 8

Interpretation:-Hence it is concluded that the majority of respondents belongs to the Health

advantage 60% of respondent agree, 30% of respondent exceedingly satisfied, 6% of respondent
neutral or normal and 2%-2% of respondent are dissatisfactory and exceedingly dissatisfied.

54
In table 4.9 an attempt has been made to classify the respondents on the basis of their maternity
leave to female employees. For this study purpose response of the respondents has been divide
into 2 categories such as Yes, No. The description as below:-

TABLE NO. 4.9

Classification of the Respondents According To Their Maternity leave facility for female
employees

S. No. Response No. Of respondents Percentage

1 Yes 43 86
2 No 7 14
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Maternity leave to female employees

14%

Yes
No
86%

Fig. No. 9

Interpretation:-Hence it is concluded that the majority of respondents belongs to the maternity

leave for female employees 86% of respondent are agree and rest 14% of respondent are
disagree.

55
In table 4.10 an attempt has been made to classify the respondents on the basis of working hrs of
the organization. For this study purpose working hrs of the respondents has been divide into 5
categories such as highly Satisfactory, Satisfactory, undecided, dissatisfied, highly dissatisfied.
The description as below:-

TABLE NO. 4.10

Classification of the Respondents According To Their Working hrs with the organization

S. No. Response No. Of respondents Percentage

1 highly Satisfactory 10 20
2 Satisfactory 25 50
3 Undecided 10 20
4 Dissatisfied 3 6
5 Highly dissatisfied 2 4
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Response
6% 4%

20% highly Satisfactory

20%
Satisfactory
Undecided
50% Dissatisfied
highly dissatisfied

Fig. No. 10

Interpretation:-Hence it is concluded that the majority of respondents belongs to the response

of 50% of respondent satisfied, 20% of respondent highly satisfied,20% of respondent
undecided,6%&4% of respondent dissatisfied and highly dissatisfied.

56
In table 4.11 an attempt has been made to classify the respondents on the basis of their leave
facility. For this study purpose leave facility of the respondents has been divide into 5 categories
such as exceptionally satisfied, satisfied, normal, dissatisfied, exceptionally dissatisfied. The
description as below:-

TABLE NO. 4.11

Classification of the Respondents According To Their Leave approach to the organization

S. No. Response No. Of Percentage

respondents
1 Exceptionally Satisfied 10 20
2 Satisfied 20 40
3 Normal 15 30
4 Dissatisfied 3 6
5 Exceptionally Dissatisfied 2 4
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Leave Facility
6% 4%

20% Exceptionally Satisfied

30% Satisfied
Normal
40%
Dissatisfied
Exceptionally dissatisfied

Fig. No. 11

Interpretation:-Hence it is concluded that the majority of respondents belongs to the leave

facility 40% of respondent satisfied, 30% of respondent normal,20% of respondent exceptionally
satisfied,6% of respondent dissatisfied, 4% of respondent strongly dissatisfied.

57
In table 4.12 an attempt has been made to classify the respondents on the basis of restroom and
lounge office to the representatives. For this study purpose response of the respondents has been
divide into 5 categories such as profoundly satisfactory, satisfactory, normal, Dissatisfactory,
Profoundly dissatisfactory . The description as below:-

TABLE NO. 4.12

Classification of the Respondents According To Their restroom and lounge office

S. No. Response No. Of Percentage

respondents
1 Profoundly satisfactory 15 30
2 Satisfactory 20 40
3 Normal 12 24
4 Dissatisfactory 2 4
5 Profoundly Dissatisfactory 1 2
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Restroom and lounge facility

4% 2%
Profoundly Satisfactory
24% 30%
Satisfactory
Normal
40% Dissatisfactory
Profoundly dissatisfactory

Fig. No. 12

Interpretation:-Hence it is concluded that the majority of respondents belongs to the restroom

and lounge facility during work 40% of respondent satisfied,30 % of respondent profoundly
satisfied,24% of respondent normal, 4% of the respondent dissatisfied and2% of the respondent
profoundly dissatisfied.

58
In table 4.13 an attempt has been made to classify the respondents on the basis of their wellbeing
measures for representative security. For this study purpose response of the respondents has
been divide into 2 categories such as Yes, No. The description as below:-

TABLE NO. 4.13

Classification of the Respondents According To Their wellbeing measures for

representative security

S. No. Response No. Of respondents Percentage

1 Yes 40 80
2 No 10 20
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Wellbeing measures for representative security

20%

Yes
No
80%

Fig. No. 13

Interpretation:-Hence it is concluded that the majority of respondents belongs to wellbeing

measures for representative security facility 80% of respondent agree, 10% of respondent are
disagree.

59
In table 4.14 an attempt has been made to classify the respondents on the basis of their welfare
facility of the employee. For this study purpose response of the respondents has been divide into
5 categories such as Exceedingly Satisfactory, Satisfactory, neutral, Dissatisfactory, Exceedingly
Dissatisfactory. The description as below:-

TABLE NO. 4.14

Classification of the Respondents According To Their Welfare facility

S. No. Response No. Of Percentage

respondents
1 Exceedingly Satisfactory 14 28
2 Satisfactory 20 40
3 Neutral 14 28
4 Dissatisfactory 2 4
5 Exceedingly Dissatisfactory 0 0
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Welfare Facility
4% 0%
Exceedingly Satisfactory
28% 28%
Satisfactory
Neutral
40% Dissatisfactory
Exceedingly dissatisfactory

Fig. No. 14

Interpretation:-Hence it is concluded that the majority of respondents belongs to the welfare

facility 40% of respondent Satisfactory, 28% of respondent Exceedingly Satisfactory, 28% of
respondent neutral, 4% of respondent Dissatisfied,0% of respondent Exceedingly Dissatisfied.

60
In table 4.15 an attempt has been made to classify the respondents on the basis of their drinking
water facility. For this study purpose response of the respondents has been divide into 5
categories such as Strongly agree, Agree, Moderate, Disagree, Strongly disagree . The
description as below:-

TABLE NO. 4.15

Classification of the Respondents According To Their Drinking water facility

S. No. Response No. Of respondents Percentage

1 Strongly agree 9 18
2 Agree 22 44
3 Moderate 15 30
4 Disagree 3 6
5 Strongly disagree 1 2
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Drinking Water Facility

2%
6% 18% Strongly agree
30% Agree
Moderate
44% Disagree
Strongly disagree

Fig. No. 15

Interpretation:-Hence it is concluded that the majority of respondents belongs to the drinking

water facility facility 44% of respondent agree, 30% of respondent strongly agree, 18% of
respondent moderate, 6% of respondent disagree, 2% of respondent strongly disagree.

61
In table 4.16 an attempt has been made to classify the respondents on the basis of their sufficient
latrine and urinal facility. For this study purpose response of the respondents has been divide
into 5 categories such as highly satisfied, satisfied, undecided, dissatisfied, highly dissatisfied.
The description as below:-

TABLE NO. 4.16

Classification of the Respondents According To Their sufficient latrine and urinal facility

S. No. Response No. Of Percentage

respondents
1 Highly satisfied 7 14
2 Satisfied 26 52
3 Undecided 10 20
4 Dissatisfied 5 10
5 Highly dissatisfied 2 4
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Latrine and Urinal Facility

4%

10% 14% Highly satisfied

20% Satisfied
Undecided
52%
Dissatisfied
Highly dissatisfied

Fig. No. 16

Interpretation:-Hence it is concluded that the majority of respondents belongs to the sufficient

latrine and urinal facility 52% of respondent satisfied, 20% of respondent undecided, 14% of
highly satisfied, 10% of respondent dissatisfied, 4% of respondent highly dissatisfied.

62
In table 4.17 an attempt has been made to classify the respondents on the basis of their medical
facility for self and for members also. For this study purpose age of the respondents has been
divide into 2 categories such as Yes, No. The description as below:-

TABLE NO. 4.17

Classification of the Respondents According To Their medical facility for self and for
family members

S. No. Response No. Of respondents Percentage

1 Yes 25 50
2 No 25 50
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Medical facility for self and for family

members

50%
50%
Yes
No

Fig. No. 17

Interpretation:-Hence it is concluded that the majority of respondents belongs to the medical

facility for self and for family members also 50% of respondent agree and rest 50% of
respondent are disagree.

63
In table 4.18 an attempt has been made to classify the respondents on the basis of sports and
recreational facility for their employees. For this study purpose response of the respondents has
been divide into 2 categories such as Yes, No. The description as below:-

TABLE NO. 4.18

Classification of the Respondents According To sports and recreational facility

S. No. Response No. Of respondents Percentage

1 Yes 31 62
2 No 19 38
TOTAL 50 100
SOURCE: Data collected through questionnaire method.

Sports and recreational facility

38%

Yes
62%
No

Fig. No. 18

Interpretation:-Hence it is concluded that the majority of respondents belongs to the sports and
recreational facility 62% of respondent strongly agree and rest of 38% of respondent are
disagree.

64
In table 4.19 an attempt has been made to classify the respondents on the basis of their bonus
facility. For this study purpose response of the respondents has been divide into 4 categories
such as festival bonus, work performance bonus, profit sharing bonus, all the above . The
description as below:-

TABLE NO. 4.19

Classification of the Respondents According To Their bonus facility

S. No. Response No. Of Percentage

respondents
1 Festival bonus 15 30
2 Work performance bonus 7 14
3 Profit sharing bonus 7 14
4 All the above 21 42
TOTAL 50 100

SOURCE: Data collected through questionnaire method.

Bonus Facility

42% 30% Festival Bonus

Work performance bonus
14% Profit sharing bonus
14%
All the above

Fig. No. 19

Interpretation:-Hence it is concluded that the majority of respondents belongs to the bonus

facility 42% of respondent agree the organization provide all bonuses i.e. (work performance
bonus, festival bonus & profit sharing bonus), 14% &14%of respondent are agree that the
organization provide profit sharing bonus and work performance bonus, 30% of respondent
agree that the organization provide festival bonus .

65
In table 4.20 an attempt has been made to classify the respondents on the basis of their social
security. For this study purpose response of the respondents has been divide into 2 categories
such as Yes, No. The description as below:-

TABLE NO. 4.20

Classification of the Respondents According To Their Social Security

S. No. Response No. Of respondents Percentage

1 Yes 40 80

2 No 10 20

TOTAL 50 100

SOURCE: Data collected through questionnaire method.

Social Security

20%

Yes
No
80%

Fig. No. 20

Interpretation:-Hence it is concluded that the majority of respondents belongs to the social

security 80% of respondent are strongly agree and rest 20% of respondent are disagree.

66
In table 4.21 an attempt has been made to classify the respondents on the basis of their promotion
facility. For this study purpose response of the respondents has been divide into 5 categories
such as highly satisfied, satisfied, moderate, dissatisfied, highly dissatisfied. The description as
below:-

TABLE NO. 4.21

Classification of the Respondents According To Their promotion facility

S. No. Response No. Of respondents Percentage

1 Highly satisfied 10 20
2 Satisfied 15 30
3 Moderate 10 20
4 Dissatisfied 10 20
5 Highly Dissatisfied 5 10
TOTAL 50 100

SOURCE: Data collected through questionnaire method.

Promotion Facility
10%
Highly satisfied
20%
20% Satisfied

30% Moderate
20%
Dissatisfied
Highly dissatisfied

Fig. No. 21

Interpretation:-Hence it is concluded that the majority of respondents belongs to the promotion

facility 30% of respondent satisfied, neutral, 20%-20%&20% of respondent highly satisfied,
moderate & dissatisfied, 10% of respondent highly dissatisfied.

67
 SUMMARY

The research entitled is EMPOYEES WELFARE AND JOB SATISFACTION is divided into
five parts. There are introduction, literature review, research methodology, data analysis
interpretation, finding, suggestions and conclusion.

First chapter: covers the introduction of employees welfare and job satisfaction meaning of
employees welfare, definitions, feature, importance, benefits of employees welfare and meaning
of job satisfaction, definition, objectives, importance, cause, factors and theories of job
satisfaction and conclusion.

Second chapter: Cover the literature review.

In third chapter: i.e. research methodology highlights the scope of the study , need of the
study, objective of the study, research design and limitation of the study.

In fourth chapter i.e. data analysis and interpretation, efforts have been made to analyses the
data with the help of percentage method, mean, median, mode, standard deviation.

After analysis of the data follow finding were emerged.

FINDINGS

In my present research study following are the findings that:

 Majority of respondents belongs to the male category i.e.64%.

 Majority of respondents belongs to the age group above 55years above i.e.42%.
 Majority of respondents are senior secondary educated i.e.46%.
 Majority of respondents i.e. 72% are married.

68
 Majority of respondent i.e. 64% have an annual income Rs 3-5 lakh.
 Majority of the respondent i.e.40% are satisfied with their functioning with this
organization (0-5yrs).
 Majority of respondents i.e. 52% are satisfied with the working environment.
 Majority of respondents i.e. 60%are satisfied with the health advantage.
 Majority of respondents i.e. 86% are satisfied with maternity leave (only for female
employees).
 Maximum respondents 50% are satisfied with their working hrs.
 Majority of respondents i.e. 40% are satisfied with their leave facility.
 Majority of respondents i.e. 40% are satisfied with the facility of restroom and lounge
office for their representatives.
 Majority of respondents i.e. 80% are satisfied with the facility of wellbeing measures for
their security.
 Majority of respondents i.e. 40% are satisfied with the welfare facility.
 Majority of respondents i.e. 44% are satisfied with the drinking water facility.
 Majority of respondent i.e.52% are satisfied with the facility of latrine and urinal.
 Majority of respondent i.e.50% are satisfied with the medical facility for self and their
family.
 Majority of respondent i.e.62% are satisfied with the sports and recreational facility.
 Majority of respondent i.e.42% are satisfied with the facility of bonus.
 Majority of respondent i.e.80% are satisfied with their social security.
 Majority of respondent i.e.30% are satisfied with the promotion facility which plays an
important role of the employees welfare and job satisfaction.

SUGGESSION

 Proper facility should be provide to the employees.

 Recreation facility should be improved in organization.
 Motivation training should be given to the employees at regular period of time.
 Promotion have to be given to the employees for their excellent performance.

69
  The organization should provide proper transportation facility.
 There personal problem should be through counseling.
 The work load given to them should be minimized.
Every worker should be the member of the trade union to organize them through a legal body to
expose their problem to the organization.

CONCLUSION

The conclusion is drawn from the study and survey of the company regarding the importance of
training carried out there. There is more importance of training at BSNL OFFICE.

70
Most of the employees were aware of the various factors that results in employees welfare and
job satisfaction. Moreover, most of them agree that the various factors should importantly be
considered to achieve welfare and defend satisfaction. So that main objective of this study is to
find the awareness level of the employees working in BSNL OFFICE the various factors that
leads to their employees welfare and job satisfaction.

In this project while identifying the importance of in BSNL OFFICE got an opportunity to
interact with employees to observe their behavior and attitude.

I would once again like to thank the people of BSNL OFFICE which is helped me in
accomplishing the project and boosting my morale by appreciating and recognizing my efforts.

After analyzing the research study and visualizing it we find that “AWARENESS” is factor that
plays most important role in success and lack of “lack of talent” is factor that is mostly
responsible for failure.

Bibliography

 www.wikipedia.com

71
 www.google.com
 www.humanresource.about.com
 http://allprojectsmba.com/Project-Report-on- employee welfare and their
satisifaction.htm
 www.managementparadise.com
 Kothari, C.R. (2004), “Research Methodology Methods & Techniques”, wily eastern
ltd.

 Aswathappa, K. (2004) Human Resource & Personnel Management, T.M.H., New

Delhi.
 Rao. V.S.P. (2000), Human Resource Management excel book, New Delhi

72
 Questionnaire
I Deepika Sharma a student of MBA fourth sem. of Gautam Institute of Management and
Technology, Hamirpur. I am preparing report on “A study on Employees Welfare and Job
Satisfaction” in “BSNL at Hamirpur District” for the partial fulfillment of the MBA in HR. I
request you to please support me by filling this questionnaire and help me in my research work.
The information provided by you will be kept confidential and it will be use only for research
work.

Section- A
1) Name: ………………….

2) Designation: …………………………………

3) Gender:

a) Male b) Female

4) Age:

a) below 25 b)26 to 35 c)36 to 45 d) 46 to 55 e

e)Above 55

5) Educational Qualification:

a) Matriculation b) Senior Secondary

d) Graduate d) Post graduate

6) Marital Status:

a) Married b) unmarried

7) Annual Income:

a) Upto 1 Lakh b) 1 Lakh to 3 Lakh

c) 3 Lakh to 5 Lakh d) Above 5 Lakh

73
Section- B
1. From how long you are functioning with this Organization?

a. 0-5 Years b. 5-10 Years

c. 10 to 15 Years d. Over 15 Years

2. How do you rate the Working Environment of the Organization?

a. Exceptionally Satisfactory b. Satisfactory

c. Undecided d. Dissatisfactory

e. Exceptionally Dissatisfactory

3. How do you rate the health advantages gave by the Organization to the workers and their
families?

a. Exceedingly Satisfactory b. Tasteful

c. Normal d. Dissatisfactory

e. Profoundly Dissatisfactory

4. Does the organization give maternity leave to Female Employees?

a. Yes b. No

5. How do you rate the working Hours of the Organization?

a. Highly Satisfactory b. Satisfactory

c. undecided c. Dissatisfied

d. Highly Dissatisfied

6. How do you rate leave approach of the Organization?

a. Exceptionally Satisfactory b. Satisfactory

c. Normal d. Dissatisfactory

e. Exceptionally Dissatisfactory

7. Rate the Restroom and lounge office to the representatives?

a. Profoundly Satisfactory b. Satisfactory

c. Normal d. Dissatisfactory

e. Profoundly Dissatisfactory

74
8. Does the organization take wellbeing measures for representative security?

a. Yes b. No

9. Rate the general fulfillment with representative welfare exercises of the Organization?

a. Exceedingly Satisfactory b. Satisfactory

c. Normal d. Dissatisfactory

e. Exceedingly Dissatisfactory

Health Measures:
10. Does your Organization provide with sufficient drinking water facility with legibly marked
points?

a. Strongly agree b. Agree

c. Moderate d. Disagree e. Strongly disagree

11. Is the organization providing with sufficient latrine and urinal accommodations of prescribed
types conveniently situated and accessible to workers?

a. Highly Satisfied b. Satisfied

c. Undecided d. Dissatisfied e. Highly dissatisfied

12. Does the company provide medical facility for self and for family members also?

a. Yes b. No

Allowance:
13. Does your organization provide sports and recreational facilities to the employee?

a. Yes b. No

14. What are the types of bonus given by the company to their employees?

a. Festival Bonus c. Profit sharing bonus.

b. Work performance bonus d. All the above

75
15. Are you satisfied by the social security provided by the company (Insurance, Pension, Post
retirement)?

a. Yes b. No

16. Are you satisfied with promotion facility?

a. Highly Satisfied b. Satisfied

c. Moderate c. Dissatisfied d. Highly dissatisfied

17. Would you like to suggest any changes/ improvement in services/ feature of your bank?

______________________________________________________________________________
_______________________________________________________________________

Signature: ………………………….

76