Alok Mba

A RESEARCH REPORT
ON
''EMPLOYEE SATISFACTION''
With Special Reference To Sachal Foods India Pvt.Ltd.
Submitted in partial fulfillment of the requirement for
A.P.J ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW

Master Of Business Administration (M.B.A.)
BATCH:- 2018-2020
SUBMITTED TO:- SUBMITTED BY:-

MR.SAURABH SAXENA ALOK RATHOR
ROLL NO:1876070009
LOTUS INSTITUTE OF MANAGEMENT,BAREILLY
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PREFACE
This is to certify that the Report entitled “EMPLOYEE SATISFACTION” with

reference to SACHAL FOODS INDIA PVT LTD, which is submitted by me in
the partial fulfillment of the requirement for the award of degree of Master of
Business Administration to DR.A.P.J ABDUL KALAM TECHNICAL
UNIVERSITY,LUCKNOW comprises only my original work and due
acknowledgement has been made in the text to all other material used.
ALOK RATHOR
Roll No. -1876070009
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ACKNOWLEDGEMENT
I express sincere gratitude to MR.SAURABH SAXENA, worthy Coordinator

(MBA Department, Lotus Institute Of Management, Bareilly) for providing me
this opportunity.
Also a vote of thanks to the employees of the company who were very supportive
and cooperative with me.
Finally, I express my gratitude to all those who have helped me in all ways, in
completing my project successfully.
ALOK RATHOR
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TABLE OF CONTENT
Page No.
Title Page………………………………………………1
Certificate Of Company……………………………….
Preface…………………………………………………2
Acknowledgement…………………………………….3
Table Of Content……………………………………..4-5
Summary………………………………………………6
CHAPTER-1
Objective Of Research Topic…………………………7-8
CHAPTER-2
Introduction Of A Company…………………………9-26
CHAPTER-3
PROJECT TOPIC (EMPLOYEE SATISFACTION).............27-46
CHAPTER-4
Research Methodology…………………………47-52
CHAPTER-5
Data Analysis And Interpretation…………………….53-59
CHAPTER-6
Literature Review……………………………………60-63
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CHAPTER-7
Findings…………………………………64-66
CHAPTER-8
Conclusion……………………………………67-69
CHAPTER-9
Limitation……………………………………70-72
CHAPTER-10
Suggestion…………………………………73-75
CHAPTER-11
Bibliography…………………………………....76-77
CHAPTER-12
Questionnaire…………………………………....78-81
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EXECUTIVE SUMMARY
This Project Report has been prepared in partial fulfilment of the requirement for
the Subject: Practical Studies of the program M.B.A. in Human Resource
Management (Sem.3rd ) in the academic year 2019-20.
The summer training is an integral part of Management programs, As a matter of fact every
management trainee has to undergo practical training in an approved business organization
under the guidance of professional managers, to become aware of real life business situation
and environment.
During the training period as a project trainee, I visited departments of the organization and did
empirical analysis of their inter relationships, during the course of training, the trainee are
expected to use and apply their academic knowledge in the training to gain valuable insight into
real world situation. I visited to various departments of SACHAL FOODS INDIA PVT
LTD. to study their working related to “EMPLOYEE SATISFACTION”.
In this report I have put my best efforts to compile the data to the highest level of accuracy.
This report provides an analysis and overview of all the operations taken place in
the company.
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CHAPTER-1
OBJECTIVE
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OBJECTIVES OF STUDY
To study the employee satisfaction levels among the organisation.
To study the various factors affecting employee satisfaction.
To analyse the current satisfaction level of the employees in the company.
To study the satisfaction level of employees regarding resources provided by

the manager.
To Know whether organisation takes employees suggestions.
To study about sufficient opportunities to improve employees sills.
To know about supportiveness of superiors.
To suggest measures for improvement
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CHAPTER-2
INTRODUCTION
OF
COMPANY
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Welcome to Sachal Foods India Pvt. Ltd.
SACHAL FOODS INDIA PRIVATE LIMITED
is a private company. Its registered address is ADARSH COLONY WARD NO 17
RUDRAPUR Udham Singh ,UR,India,263153. It was incorporated in 21/04/2017.
This company is registered under Registrar of Companies (RoC-Uttarakhand) and

it is classified as the Non-govt company.
Its authorized capital is Rs. 1,000,000 and its paid up capital is Rs. 1,000,000.
SACHAL FOODS INDIA PRIVATE LIMITED Corporate Identification Number

(CIN) is U15549UR2017PTC007749 and its registration No. is 007749.
Current status of SACHAL FOODS INDIA PRIVATE LIMITED is - Active.
SACHAL FOODS INDIA PRIVATE LIMITED industry code is 15549 and its
involved in Beverages n.e.c., non-alcoholic, manufacturing,Manufacture of other
non-alcoholic beverages n.e.c.,Non-alcoholic beverages n.e.c., manufacturing .
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Sachal Foods India Pvt. Ltd. has been at the helm of one
such revolution. It all started in 2015, when we took our love for tea over and
above a regular mundane drink. We understand that tea is much more compared
to a beverage, it is an emotion. People in our society bond and make human
relationships over a cup of tea. We at Mohani strive to give you the finest quality
tea picked from the best gardens throughout the tea growing regions in India. Our
selection of teas infuses energy into your day and help you fulfil all of that you
desire.
So what happens while those who love something come together! They prepare
a imaginative and prescient which enables uplift the society, empowers and
permits human beings to live life to the fullest. They inspire humans to stay, love
and giggle without worry and inhibitions.
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COMPANY INFORMATION
U15549UR2017PTC007749
Active
Company Status
007749
Registration Number
21 April 2017
Date of Incorporation
Uttarakhand
Registration State
Company limited by
Company Category
Shares
Non-govt company
Company Sub-Category
Private
Class of company
Unlisted
Listing status
22 November 2018
Date of Last Annual General Meeting
Date of Latest Balance Sheet 31 March 2018
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Registration Details
Registration Type Company Registration

Registration Number 007749
Registration Year 2017
Activity description Beverages n.e.c., non-alcoholic,

manufacturing,Manufacture of other non-alcoholic
beverages n.e.c.,Non-alcoholic beverages n.e.c.,
Registration authorities RoC-Uttarakhand
Registered for activities 15549
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What our Clients have to say about us
 Its been more than two years I have been buying and drinking Sachal Foods
India Pvt. Ltd. everyday and trust me I couldn't find any better alternative to it
in the Price range it is available. I normally drink 2-3 cups of tea in a day and it
keeps me in tune throughout the day. A Cup of tea in the morning creates
exactly the same impact as is evident from their tag line "Swaad Aisa Jo
Deewana Bana De"
 I just want to say Thank You for making the world's most amazing tea !!.. I
have been a big fan since I first drank your Sachal Foods India Pvt. Ltd.!
Sachal Baggan Tea is So Good in taste that one would fall short of words to
describe it .The Tea just not keeps me fresh through out the day but also
brought happiness to me and my family's life .
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Our Mission
We believe in sharing quality organic products that
you can enjoy with confidence.
We strive to nourish your body and respect the environment by certifying each of
Products organic and gluten free, using pure ingredients that are ethically sourced
from around the world and embracing sustainable, eco-friendly practices, always.
In all that we do, we aim for goodness.
Whether you are dedicated to a wholesome, organic lifestyle, are dabbling in a

gluten free diet or enjoy using the freshest and most expansive variety of spices in
your culinary creations, we want you to empower your creativity and wellness with
quality organic ingredients and help you feel good about your food choices.
Aim / Vision
Our mission is to be a leading company providing superior quality products and

services at competitive prices. We want be a globally innovative and competitive
business providing 100% genuine services to our customers. We are committed to
total customer satisfaction by providing quality products & services.
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Our Promise
At Sachal Foods India Pvt. Ltd., we invest and nurture avenues which help us
achieve sustainable growth right from tea purchase upto delivering a perfect cup of
tea to the consumer. A few of our unique advantages include:
Our distinct 5 layer tea tasting procedure to certify that only the best of the teas
become a part of the Mohani portfolio and every sip of Sachal Foods India Pvt.
Ltd. gives you a perfect sensorial feel of the perfect cup of tea.
A large assortment of Sachal Foods India Pvt. Ltd. brands driven by innovations
and single minded vision to cater to various segments of tea lovers including a
selection of tea bags and specialty teas like Green Tea, Herbal Tea, and Flavoured
teas.
Sachal Foods India Pvt. Ltd. boasts of significant footprints across the country
including an office in Rudrapur.
Our passion and love for teas has helped us reach out to a large cross section of
society and mark our presence in key tea drinking markets of Uttarakahnd and
many more.
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Infrastructure
Eco Friendly High Tech Tea Blending Plant
Sachal Foods India Pvt. Ltd. Garden We possess a fully integrated and self-
sufficient Plant sprawled across 20,000 sq. yards of land, amidst green farmlands.
There is no pollution in our process and even tea waste is used as a fertilizer.
The plant is operated by a team of dedicated workers and skilled professionals who
ensure adherence to our Food Safety and Quality Policy. Strict and total
inspection / verification of incoming tea is done to ensure complete conformity
with the samples, which were meticulously selected during Tasting. A fully
automated storage and reclaiming system, which is at par with the latest standards
in the Food Industry ensures safe keeping and retention of quality.
The Blending unit comprises of fully enclosed, touch free,

stainless steel equipment with on line multi-stage cleaning to render our product as
safe as possible. The packaging unit comprises of machines with latest technology.
We use food grade packing material, solvent free printing, touch free packing of
the best available quality resulting in strong, attractiveand safe packaging which is
our final presentation to the consumer.
Corporate Social Responsibility

Sachal Foods India Pvt. Ltd. Garden has been associated with numerous initiatives
for the social upliftment and well being of the society. Products are a symbol of
warmth, hope and joy to many and we don't miss any circumstance to make our
range of products available to our society in general, whenever an opportunity
presents. We at Sachal Foods India Pvt. Ltd. Garden aspire to reach out to the
people whose love and affection has got us to the respectable place we command in
the market. Our numerous CSR initiatives are just a small testimony of us reaching
out to our society and making a difference where it matters.
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Products
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Tea Racipes
Golden Goddess: Sachal Tea Turmeric Latte
You’re going to fall madly in love with this divine

beauty. Also known as Golden Milk, this smooth and silky turmeric latte is
miraculously easy to make: all you need is Tiger Tea, milk and honey, and a
yearning for blissful tranquility. The Golden Goddess has been brewed since
ancient times to tame the tummy and calm the soul. But don’t be fooled by its
sweet purity: it also combats the nastiest of winter colds. And the taste? Heavenly.
With the warm fall flavours of cinnamon, cloves and cardamom mixed with milk,
you could call this the real pumpkin spice latte (without all those artificial
flavourings!) Pure and delicious. Warm up with one on a chilly morning or cuddle
up with one after dinner or before bed. It’s simply to die for.
Ingredients:
1 t Sachal Tea (any flavour) 1 C boiling water

1 C steamed or boiled milk (nut, soy , hemp or cow)
1 T honey
Health boost: I T coconut oil.
Extra cinnamon to sprinkle on top
Directions:
1. Prep your cup with an infuser filled with your teaspoon of Tiger Tea.
2. Boil water & pour into cup. Let it brew 2 minutes.
3. Add honey & oil if using.
4. Meantime, steam milk (or boil on stovetop on high stirring constantly till it
bubbles and froths—don’t leave it alone or it will burn.)
5. Pour frothy milk into tea, scooping froth on top if you like. Fancy it up with a
sprinkle of cinnamon.
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Autumn Apple Tea
Perfect combination of apples and Sachal Tea ® black tea. Just add a piece of
pumpkin pie and a fork. Enjoy!
Ingredients
3 cups apple juice

6 Lipton® Cup Size Tea Bags
1/4 cup firmly packed brown sugar
1/4 cup brandy (optional)
1/2 tsp. vanilla extract
Directions
In 2-quart saucepan, heat juice just to a boil. Remove from heat and add Lipton®
Cup Size Tea Bags. Cover and brew 5 minutes. Remove Tea Bags and squeeze.
Stir in remaining ingredients. Garnish, if desired, with clove-studded apple slices.
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Plant location
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Quality Policy
 To provide customer delight through continual improvement in Quality,

Reliability, Economy, Delivery, Innovative products, Technology &
Management System.
 To enhance trust and ensure growth of employees, suppliers & shareholders.
 To ensure protection of occupational health, safety & environment by

adopting risk based approach & provision of safe & Environment friendly
workplaces.
 To Ensure compliance to applicable statutory & legislative requirements

related to Products, Environment, Occupational Health & Safety.
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The Concept of 5S:
5S is a methodical way to organize your workplace and your

working practices as well as being an overall philosophy and
way of working. It is split into 5 phases, each named after a
different Japanese term beginning with the letter “S”; (Seiri,
Seiton, Seiso, Seiketsu, Shitsuke) hence the name 5 S.
5S Seiri; Sort, Clearing, Classify
5S Seiton; Straighten, Simplify, Set in order, Configure
5S Seiso; Sweep, shine, Scrub, Clean and Check
5S Seiketsu; Standardize, stabilize, Conformity
5S Shitsuke; Sustain, self discipline, custom and practice
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5S Seiri or Sort :
5S Seiri removing Clutte
5S Seiri or Sort is the first step in 5S, it refers to the sorting of

the clutter from the other items within the work area that are
actually needed. This stage requires the team to remove all items
that clearly do not belong in the working area and only leave
those that are required for the processes in question. 5S Seiton or
Straighten / Set in order:
5S Seiton organized workspace
5S Seiton or Straighten is the process of taking the required

items that are remaining after the removal of clutter and
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arranging them in an efficient manner through the use of
ergonomic principles and ensuring that every item “has a place
and that everythingis in its place.
5S Seiso or Sweep / shine:
5S Seiso Cleaning or S
5S Seisoor Sweep is the thorough cleaning of the area, tools, machines

and other equipment to ensure that everything is returned to a “nearly
new” status. This will ensure that any non-conformity stands out; such as
an oil leak from a machine onto a bright, newly painted clean floor.
5S Seiketsu or Standardize
5S Standardize – Seiketsu
5S Seiketsu or standardize is the process of ensuring that what

we have done within the first three stages of 5S become
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standardized; that is we ensure that we have common standards
and ways of working. Standard work is one of the most
important principles of Lean manufacturing.
5S Shitsuke or Sustain:
5S Sustain – Shitsuke
The final stage is 5S Shitsuke or sustain, ensuring that the

company continue to continually improve using the previous
stages of 5S, maintain housekeeping, and conduct audits and so
forth. 5S should become part of the culture of the business and
the responsibility of everyone in the organization.
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CHAPTER-3
EMPLOYEE
SATISFACTION
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Employee satisfaction
Employee satisfaction is the terminology used to describe whether employees are
happy, contended and fulfilling their desires and needs at work. Many measures
support that employee satisfaction is a factor in employee motivation, employee
goal achievement and positive employee morale in the work place.‟Susan M.
Heath field (About.Com). Cranny, Smith & stone (1992) defined ES as the
combination of affective reactions to the differential perceptions of what he/she
wants to receive compared with he/she actually receives. According to Moyes,
Shao & Newsome (2008) the employee satisfaction may be described as how
pleased an employee is with his or her position of employment. As Spector (1997)
defined job satisfaction as all thefeelings that a given individual has about his/her
job and its various aspects. Employee satisfaction is a comprehensive term that
comprises job satisfaction of employees and their satisfaction overall with
companies‟policies, company environment etc.
Employee Satisfaction Survey: Employee satisfaction surveys help
employers measure and understand their employees' attitude, opinions, motivation
and satisfaction. It’s a study to understand employee engagement, leadership
abilities keeping in mind the work culture, organizational structure and general
work environment.It helps in the interest of building a relationship of honesty,
integrity, trust and team bonding in the organization, which results in effective
communication and smooth work operations at all levels. It also results in bringing
out the “Best Work Practices” which lead to setting up of better professional
standards of work ethics and taking up new initiatives programs.The surveys are
conducted with extreme confidential procedures, created and analyzed by business
psychologists and HR strategists. These surveys evaluate the comfort areas,
successful areas and help the organization to understand the scope of
improvements in the work atmosphere.
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The purpose of the survey is to:
Measure employee perceptions of the work environmentIdentify job satisfaction
levels
Identify areas of strength and opportunities for improvement
he survey gathers information about employee satisfaction in the
following main areas:
We offer the below mentioned programs:

Silver Program:Our silver program involves specialized employee engagement
research of your organization.
 Custom designed questionnaire is prepared by our psychologists and HR
strategists.
 We work with you to make changes to the questionnaire, including the addition
of attributes/benefits. We rework and reformat the questionnaire to accommodate
these changes
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. You invite the participants to do the online survey we program.We receive the
employees' responses.We issue you report highlighting the tables and graphs of
your results
Gold Program:
Our gold program includes everything from the silver program + Face2face
interview with the employees / managers of employees highlighting the strengths
and weaknesses, and recommendations for areas of focus to improve employee
satisfaction.
Employee satisfaction in these terms:-

Work EnvironmentA positive working environment for employees is the
common goal of all good owners and managers. Such an environment
encompasses favorable working conditions, good air quality, timely management
feedback and an understanding of job goals and priorities. Studies have shown that
employees are also willing to make some wage concessions in order to work in
better environments and in a job they enjoy.
CommunicationCommunication may be understood as the process of
exchanging information and understanding among employees. It’s a transmission
and reception of messages.
Compensation & WelfareCompensation is a primary motivator for
employees. People look for jobs that not only suit their creativity and talents, but
compensate them-both in terms of salary and other benefits-accordingly.
Compensation is also one of the fastest changing fields in Human Resources, as
companies continue to investigate various ways of rewarding employees for
performance.
Training & DevelopmentTraining & development may be understood as any
attempt to improve current or future performance by increasing an employee’s
ability to perform through learning, usually by changing the employee’s attitude or
increasing their skills and knowledge. The need of training & development is
determined by the employee’s performance deficiency.
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MotivationMotivation is nothing but an effort by the managers to help people
focus their minds and capabilities on doing their work as effectively and efficiently
as possible. Trust is another key to motivate people to perform at their best.
Effective interpersonal communication also helps to develop an environment. A
truly motivating environment is one where employees feel that their opinions are
valued and where they can experience a sense of belongingness
Career DevelopmentCareer development is not a mere management
responsibility. It is a composite organizational process which involves people,
addresses their ambitions, assigns them roles & responsibilities commensurate with
their potential, evaluates their performance, and creates Job positions to
accommodate growth ambitions of employees. In the career development cycle, a
number of actions have to take place at different levels.
Work Safety“Every 20 seconds of every working minute of every hour
throughout the world, someone dies as a result of an industrial accident”. Work
safety in simple terms, means freedom from the occurrence or risk of injury or
loss. Industrial safety or employees work safety refers to the protection of workers
from the danger of industrial accidents.
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Measuring Employee Satisfaction
Employee satisfaction is often measured by anonymous employee satisfaction
surveys that are administered periodically to gauge employee satisfaction.
In an employee satisfaction survey, employee satisfaction is looked at in areas such

as:
 Management
 understanding of mission and vision
 empowerment
 teamwork
 communication
 coworker interaction
The facets of employee satisfaction measured vary from company to company.
A second method used to measure employee satisfaction is meeting with small

groups of employees and asking the same questions verbally. Depending on the
culture of the company, and whether employees feel free to provide feedback,
either method can contribute knowledge about the degree of employee satisfaction
to managers and employees.
Exit interviews are another way to assess employee satisfaction, in that satisfied
employees rarely leave companies.
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Why is employee satisfaction a potential problem?
The problem with employee satisfaction is that it does not focus on the things that
are important to your most talented staff. A happy or content employee might be
quite satisfied with a job that requires very little effort. This employee might be
perfectly content doing the bare minimum required to keep his or her job. These
employees are likely "very satisfied" with their jobs. They usually lack leadership
and purpose. Their performance might be "good enough". They are unlikely to
leave the company, but they are not necessarily adding value.
As opposed to satisfied employees, engaged employees add value by pushing

limits, driving growth and innovation. Organizations that embrace a value-centric,
engagement focus, too, have to push limits, Companies with an engagement
strategy provide informal and formal learning experiences in order to create
significant opportunities for employees so employees feel valued and recognized
for their work. Engaged employees will often snatch up these opportunities,
satisfied employees often will not.
Employee satisfaction surveys can lead an organization down the wrong path. As a
company, if you focus on increasing the wrong kind of employee satisfaction, you
risk entrenching those employees who are adding the least value while driving
your most talented employees out.
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Satisfaction and Engagement Semantics
Many people use the terms "satisfaction" and "engagement" to refer to not just
the basic core needs of job satisfaction, but also the added meaning, motivation,
and commitment of "engagement". There is nothing wrong with that. As long as
your company measures and understands the importance of striving for the
factors that we include in our definition of engagement, it really does not matter
what you call it.
By employing an engagement survey, asking the right questions, measuring the

right factors with benchmarked results, questions and results backed by statistics,
your organization can construct a strategic plan to improve employee
engagement and, in turn, performance. If this is what you're doing, call it what
you like.
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How to Make Employee Satisfaction Surveys
Successful
A satisfaction survey is used by an organization or a business to measure the liking

and approval of a particular group of stakeholders for its services, work
environment, culture, or employment. Specifically, an employee satisfaction
survey is the survey most frequently noted.
A satisfaction survey is a series of questions that employees answer to inform the

employer about how they feel about or how they experience their work
environment and culture.
The questionnaire usually offers both questions that ask employees to rate a
particular aspect of the work environment and open-ended questions that allow
them to express opinions.
With carefully chosen questions that do not lead to particular answers, an employer
can get a feel for the happiness, satisfaction, and engagement of employees. When
a satisfaction survey is used at specific intervals, such as annually, an employer can
track employee satisfaction over time to see if it is improving.
Effective Satisfaction Surveys Require Employer

Actions
If an employer decides to use a satisfaction survey, the employer must commit to

making changes in the work environment based on the employee responses to the
survey. It is the bottom line for employers who are considering administering a
survey to employees.
The employer who chooses to use a satisfaction survey with employees must be
committed to reporting the results to employees. Additionally, the employer should
be committed to making changes to the work environment, with the help and
involvement of employees and teams of employees.
Communicating transparently about the changes, their impact, and future plans, are
all part of a positive satisfaction survey process.
Without transparent communication, results reporting, and employee updates,

employees will not trust the employer's motives in collecting survey data. Over
time, employees will cease to respond or respond only with answers that they
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believe the employer wants to hear. It makes the data collected on the survey
useless.
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Imployee Satisfaction Improvement Process
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Importance of Employee Satisfaction
Employee satisfaction is of utmost importance for employees to

remain happy and also deliver their level best. Satisfied employees
are the ones who are extremely loyal towards their organization and
stick to it even in the worst scenario.They do not work out of any
compulsion but because they dream of taking their organization to a new level.
Employees need to be passionate towards their work and passion comes only when
employees are satisfied with their job and organization on the whole. Employee
satisfaction leads to a positive ambience at the workplace. People seldom crib or
complain and concentrate more on their work.
The first benefit of employee satisfaction is that individuals hardly

think of leaving their current jobs. Employee satisfaction in a way is
essential for employee retention. Organizations need to retain deserving and
talented employees for long term growth and guaranteed success. If people just
leave you after being trained, trust me, your organization would be in a big mess.
Agreed you can hire new individuals but no one can deny the importance of
experienced professionals. It is essential for organizations to have experienced
people around who can guide freshers or individuals who have just joined.
Employee attrition is one of the major problems faced by organizations. I don’t

think an individual who is treated well at the workplace, has ample opportunities to
grow, is appreciated by his superiors, gets his salary on time ever thinks of
changing his job. Retaining talented employees definitely gives your organization
an edge over your competitors as they contribute more effectively than new
joinees. Moreover, no new individual likes to join an organization which has a high
employee attrition rate. Employees who are not satisfied with their jobs often
badmouth their organization and also warn friends and acquaintances to join the
same.
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Employee satisfaction is essential to ensure higher revenues for the
organization. No amount of trainings or motivation would help, unless and until
individuals develop a feeling of attachment and loyalty towards their organization.
Employees waste half of their time fighting with their counter parts or sorting out
issues with them. Trust me; employees who are satisfied with their jobs seldom
have the time to indulge in nasty office politics. They tend to ignore things and do
not even have the time to crib or fight with others. Satisfied employees are the
happy employees who willingly help their fellow workers and cooperate with the
organization even during emergency situations. Such employees do not think of
leaving their jobs during crisis but work hard together as a single unit to overcome
challenges and come out of the situation as soon as possible. For them, their
organization comes first, everything else later. They do not come to office just for
money but because they really feel for the organization and believe in its goals and
objectives. Satisfied employees also spread positive word of mouth and always
stand by each other. Instead of wasting their time in gossiping and loitering around
they believe in doing productive work eventually benefitting the organization.
They take pride in representing their respective organizations and work hard to
ensure higher revenues for the organization
Satisfied employees tend to adjust more and handle pressure with

ease as compared to frustrated ones. Employees who are not satisfied with
their jobs would find a problem in every small thing and be too rigid. They find it
extremely difficult to compromise or cope up with the changing times. On the
other hand, employees who are happy with their jobs willing participate in training
programs and are eager to learn new technologies, softwares which would
eventually help them in their professional career. Satisfied employees accept
challenges with a big smile and deliver even in the worst of circumstances.
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Need of Employee Satisfaction
In today’s scenario where there is no dearth of competitors
in the market, it is essential that employees work with dedication and sincerity.
How do you expect a new joinee to develop a sense of loyalty and attachment
towards the organization all of a sudden? The poor fellow does not know much
about your company and it does take time for everyone to adjust in the system.
Respect towards the organization comes with due course of time only when the
employee is treated well by his superiors.
Employee satisfaction is a state where individuals are not only

happy with their current profiles but also look forward towards a
long term association with the organization. No individual wants to quit
his/her job after every six months. But the moment monotony creeps in, people
start looking for better opportunities. Most of the times, employees treat their jobs
just as a mere source of earning their bread and butter. They come to office not
because they enjoy their work but because they need their salaries to ensure a
comfortable living
Employees would never be satisfied with their jobs unless and until
they have something interesting and challenging to work on. “Monday
morning blues” is a common term used by professionals as an excuse for not
coming to work and feeling lazy on the first day of the week. I personally do not
agree with this. Trust me, if you really enjoy your work, you would feel like
coming to office every day. Do we ever crib when we have a holiday or are at
home? NO. Why? Just because we feel comfortable at our home. Why do we then
always complain at work? Understand, there is a difference between your personal
and professional life. Think logically. The moment you have unrealistic
expectations at workplace, problems are bound to arise and you can never be
happy and contended at workplace.
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Both management and employees have an important role to play in
ensuring a positive ambience at the workplace and eventually job
satisfaction. Employees should not be created as mere robots that simply start
working just at the click of a button and neither express themselves nor create
problems for others. Management needs to stand by their employees and constantly
mentor them. Employees are indispensable for the organization but in no way,
pride and ego should get into their heads. Do not be under the impression that
superiors would treat you with respect even if you do not perform. Such a thing is
practically impossible in the professional scenario. Be positive and learn to adjust.
Try to be happy and satisfied with what all you have got rather than cribbing over
small issues.
It is crucial for the employees to be satisfied with their jobs, else neither they
would be able to deliver as per expectations nor feel comfortable at the workplace.
Believe me; satisfaction is all in our minds. Sometimes, we are satisfied with small
things also and sometimes we find a problem even in the best of situations. How
many jobs would you change? Believe me, there is a problem everywhere, only the
nature of problem would vary. The idea is not to run away from problems but face
them with a smile. Satisfied employees willingly work towards the fulfilment of
organization’s goals and objectives, eventually assuring profits and higher
revenues. Unsatisfied employees often badmouth their organization which has a
serious impact on the image of the particular brand. Employees who are satisfied
with their jobs stick around for a long time, benefitting the organization with their
expertise and experience.
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Ways to Improve Employee Satisfaction
Employee satisfaction plays an essential role in motivating the
employees to deliver their level best and also leads to a positive
ambience at the workplace.
Employee satisfaction is no rocket science and trust me; it does not take much to
satisfy your employees. Small but sincere efforts are enough to satisfy employees
so that they not only enjoy their current roles and responsibilities but also stick to
the organization for a long time.
Let us go through ways which improve employee satisfaction.
Individuals should be assigned work as per their expertise, interest

area and specialization. If you expect a marketing guy to do justice in an
accounts profile, he is bound to get demotivated, which would eventually affect his
performance. Discuss with the employees at the time of their joining only as to
what profile would suit them the most to avoid confusions later on. Key
responsibility areas should be communicated to the employees very clearly from
day one. If employees work on something which they are best at, not only they
would be happy and satisfied but also yield better results.
No employee should be overburdened. Work has to be equally

distributed among all. Why should only one employee do everything while
others just come, enjoy and go back home? Favouritsm and partialities have no
place in the professional world. Please do not give less work to someone just
because he is your friend and you like him. This way, others who actually end up
doing more work eventually lose interest and start looking for better opportunities.
Promote a healthy work culture.
Encourage employees to talk to each other, discuss among

themselves and work as a single unit not for themselves but for the
organization. It is indeed the responsibility of the management to make their
employees realize that they all are a part of a single family and it is foolish to fight
amongst themselves and create unnecessary problems for each other. Let them
have their lunch together or go out for small get togethers once in a while. This
way, they seldom find office monotonous, are satisfied with their jobs and also
work with full dedication.
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Employees are unsatisfied the most when their voices are not heard. It might be a
small problem for you but for the other person, it can be a major cause of concern.
Grievances need to be addressed on an immediate basis. It is the responsibility of
the human resource professionals to sit with their employees on a regular basis and
find out whether they are satisfied with their jobs or not? Let them come out with
their problems.
Give Eample growth opportunities to employees. Employees lose

interest in work, the moment they have nothing new to do. Give them new
assignements, new challenges, new roles so that they get to learn something
interesting every day. Do not unnecessarily pressurize them for unrealistic targets.
Do not interfere much and let them work in their own way. Guide them whenever
required.
Not appreciating the employees when they have performed well leads to
dissatisfaction and negativity in them. The credit should not always go to the top
management and team leaders but to the employees as well.
Bosses should not forget that their role is not to shout on their subordinates but to
handhold them and stand by them even in the worst situations. Majority of the
employees are frustrated because they do not have an understanding BOSS.
Nothing works better than rewarding employees suitably and

releasing their salaries on time. Most of the times, employees have a
problem because they do not get their incentives and payments when they require
the most. Why would an individual slog for an entire day if he does not require
money? Do not create too much of a problem in clearing their bills.
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Factors Influencing Employee Satisfaction
Employee satisfaction ensures employees are happy with their jobs and also give
their heart and soul to the organization. Such people seldom think of changing their
jobs and motivate not only themselves but also others to work hard for the
betterment of the organization.
Let us go through few factors influencing employee satisfaction:
Working conditions of an organization play an important role in

influencing employee satisfaction. Employees who do not have a proper
workstation and are not comfortable at their workplaces are the ones who are the
most frustrated and unhappy with their job. Appoint people who are responsible for
the cleanliness of the office and most importantly the rest rooms. Assign drawers
and proper space to employees where they can keep their important documents,
files and also personal belongings. Encourage the employees to keep their drawers
and desk clean. Make sure your office building is fire resistant.
Management has no right to treat its employees as slaves just because they are
being paid. Employees need to be treated with utmost respect and care. They need
to feel protected at the workplace for them to develop a feeling of job satisfaction.
Encourage healthy ambience at the workplace and also motivate employees not to
participate in nasty office politics.
The second most important factor influencing employee satisfaction

is employee benefits. Employees need to be paid well as per their designation
and roles and responsibilities in the organization. The moment an employee is
underpaid, he/she would create problems for the entire organization. Do not favour
any employee. Make sure incentives and monetary benefits are directly
proportional to the efforts an individual puts in. Do not unnecessary hold their
payments and salaries if you want your employees to stick around for a long time.
Another reason as to why employees are not satisfied with their job is that their
hard work is not acknowledged. Give them their due credit. If they have performed
something extraordinarily, do not forget to appreciate them in front of their
colleagues. Give them additional responsibilities. Give them an opportunity to
handle teams. You need to trust them and guide them accordingly. If you expect an
individual to work on entry level projects for next five years, you are sadly
mistaken. He/she would definitely move on. Make sure deserving employees get
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decent hikes and benefits. Do not put a full stop on their career growth citing lame
excuses that the individual concerned is not performing up to the mark or the
organization is at loss. If the employee is not performing well then what is the
management doing? In such a case he should not be in the system and if at all, he is
there, what are seniors doing to improve his performance? Be transparent with
your employees. An employee becomes frustrated the moment he has nothing
challenging to work on. Constant upgradation of skills is essential for every
employee to survive the cut throat competition. Make sure employees are a part of
regular training programs.
Make employees feel as an indispensable resource for the

organization. A sense of loyalty towards the organization does not come out of
compulsion. It has to come from within. Give employees space and freedom to
take their own decisions. If they have to depend on you for every small thing, trust
me they would soon end up quitting their jobs. Give them the budget and ask them
to perform and deliver within the stipulated time frame. Do not interfere in their
way of handling teams.
Be reasonable with your employees. Trust me; being too strict with them does not
help. If you expect them to work on every Sunday, do not be surprised if they
resign all of a sudden.
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Role of Communication in Employee Satisfaction
Employee satisfaction is of utmost importance for organizations to grow and also
survive the cut throat competition. Remember, employees are your true assets and
it is essential that they remain happy and satisfied with their jobs for them to strive
hard and deliver their level best.
Communication plays a crucial role in employee satisfaction.

Most of the problems arise when employees are not happy with their bosses. On
top of it, rather than discussing the issue face to face with their immediate
reporting bosses, they prefer to badmouth them behind their backs. Understand that
this is not the solution. Bosses need to realize one thing that there are very few
individuals who really have the courage to come up with their grievances in front
of their superiors. For them, the easiest solution is to sit quietly and do nothing or
simply look for another job. You need to motivate your employees to open up in
front of you. You need to make the employees feel that you are always there with
him irrespective of the circumstances and situations.
Communicate with your team members effectively. Sit with them,

talk to them and find out what extra you can do for them to ensure
hundred percent dedication and cooperation from their end. Do not
allow the employees to keep everything within themselves. Employees are the
most satisfied when they share a great rapport with their bosses. Communicating
with them on a regular basis helps you know whether they are really happy with
their jobs or not. If they are enjoying their work, you are doing a good work and if
they are not, you really should look into the matter on an urgent basis if you really
want to retain your employee.
Do an exercise tomorrow and you will find an answer yourself as to why

communication is so important.
For two days, do not speak to anyone and work in isolation. Trust me, at the end of
the day, you will not feel like coming back to work again. That is the power of
communication. Work would become a burden for employees if you do not allow
them to interact with each other. Not only the employees would be frustrated but
also develop a feeling of hatred towards superiors as well as their organization. Let
employees talk to each other and sort out problems among themselves.
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Employees are dissatisfied when information does not reach them
correctly. Make them a part of important discussions where they
can also share their ideas and opinions. Healthy communication ensures
accurate information reaches all employees and no one feels left out within the
system. Do not set targets for your team members unless and until you discuss with
them. How can you set goals for your team without knowing whether your team is
really capable of achieving targets within the stipulated time frame or not? If you
decide the job responsibilities of an individual on his/her behalf; very soon, he
would be frustrated and decide to move on. Appraisals and promotions need to be
discussed in the presence of employees. Trust me, if you do so, employees would
work because they want to take their organization to a new level and not because
their Bosses have asked them to do so.
Healthy work culture leads to satisfied employees who not only deliver their level
best but also stick around for a long time. Half of the problems evaporate if
discussed. Effective communication also goes a long way in reducing negativity at
the workplace which eventually leads to satisfied and happy employees. Won’t you
feel good if your boss walks up to your cubicle, gives a pat on your back and
praises you for your performance in front of others? Would you ever think of
quitting your job? I don’t think so.
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CHAPTER-4
RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
4.1 RESEARCH
Research in common place refers to a search for knowledge. Research is
defined as systematic and scientific search for pertinent information on specific
topic or area of study.
4.2 METHODOLOGY
Methodology is a plan of action for a research project and explains in detail
how data are collected analyzed and presented, so that they will provide meaning
information.
4.3 RESEARCH DESIGN

A Research design is purely and simply the framework or plan for the guides
the collection and analysis of data.
It is the overall operational pattern or framework of the project that
stipulated the information to be collected, from which source and what procedures.
A Research design might be described as a series of advance decision that taken
together from a specific master plan or the model for f the investigation.
Descriptive research is used in this project.
4.4 DESCRIPTIVE RESEARCH

This type of research design is undertaken in many circumstances. When the
researcher is interested in knowing the characteristics of certain groups such as
age, sex, education level, Occupation or income etc. The Objective of such study is
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to answer the “Who, What, When, Where, and How” of the subject under
investigation, so in this project study comes under descriptive research design.
4.5 RESEARCH INSTRUMENT USED

The questionnaire was found to be the most suitable type of research
instrument to collect data. It is important tool of the research; it is used to generate
the raw data on which findings were based.
4.6 QUESTIONNAIRE CONSTRUCTION

A questionnaire is an assembly of carefully formulated questions, designed
to collect facts and options from the respondents. It’s an important tool of the
research; it is used to generate the raw data on which findings were based.
4.7 AIM OF THE QUESTIONNAIRE

 To obtain accurate data.
 To make interview as interesting and stimulating.
 To be easily analysis.
 To facilitate efficient administration of information.
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4.8 SOURCE AND COLLECTION OF DATA
The task of data collection begins after research problems have been defined
and research design chalked out. Data is the foundation for all marketing research.
The researchers can obtain data form.
 Primary Data
Questionnaires are prepared and personal interview was conducted. Most of

the questions are consist of multiple choices. The structured interview method was
undertaken. The interview was conducted in English as well as in hindi . Proper
care was taken to frame the interview schedule in such a manner it should be easily
understood in view of educational level of the consumers. Generally 22 questions
are prepared and asked to the consumers of the in the Rudrapur.
 Secondary Data
Secondary data was collected from Internets, various books, Journals, and
Company Records.
4.9 SAMPLING PLAN

Due to cost and time involved in collecting the data from all the respondents,
it becomes a compulsion to choose representation. Sampling plan explains as
under,
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 Sampling Unit:
The sampling unit is who is to be surveyed? That is sampling unit is
who are all the respondent is called sampling unit. The sampling units for this
study are customers of Rudrapur, U.S.NAGAR.
 Sampling Size:
The sample size for this study is 50.
 Sampling Method:
Different types of sampling methods are available. In this study the
convenience sampling was selected for this research. This sampling method
used the principles of non-probability technique.
 Area Of Sampling:
The area of sampling was taken in Rudrapur City.
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5.4.2 STATISTICAL TOOLS USED
The main statistical tools used for collection and analysis of data in this project
was:-
Microsoft Excel package, pie charts, percentage.
A closed questionnaire was designed and used in order to obtain feedback.
The responses were coded in Likert’s 5 Point Scale ranging from
*STRONGLY AGREE; *MODERATELY AGREE;

*NEUTRAL; *MODERATELY DISAGREE;
*STRONGLY DISGREE
A total of 22 questions were included in the questionnaire.

Since the time period of the study was less, the reliability of the questionnaire
could not be ascertained. However, the questions were made keeping in mind the
objectives of the study and were finalized only after the assent of my project guide.
A copy of the same is attached in the annexure.
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CHAPTER-5
DATA ANALYSIS
AND
INTERPRETATION
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DATA ANALYSIS
1) Do you enjoy your work ?

1) Highly Satisfied 8% 2) Satisfied 40%
3) Neutral 30% 4) Dissatisfied 12%
5) Highly Dissatisfied 10%
HIG
HLY
DIS HIG
DIS SATHLY
SAT ISFISAT
ISFI ED ISFI
ED 10 ED
12 % 8%
% SAT
ISFI
ED
40
NE %
UTR
AL
30%
HIGHLY SATISFIED SATISFIED NEUTRAL

DISSATISFIED HIGHLY DISSATISFIED
Interpretation:4% were highly satisfied or enjoy their work, 20% were

satisfied, 15% were neutral regarding their response, 6% were dissatisfied whereas
5% were highly dissatisfied. 'majority of respondents were satisfied with the nature
of work assigned to them.
2) are you satisfied with the infrastructure provided by your company ?
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60
50
40
30
20
10
0
HIGHLY SATISFIED NEUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

satisfied, 50% were neutral regarding their response, 6% were dissatisfied whereas
4% were highly dissatisfied. 'majority of respondents were satisfied with the nature
of work assigned to them
3) do you find your superior as being helping and supporting?

HIGHLY
SATISFIED
4%
SATISFIED
15%
DISSATISFIED NEUTRAL
60% 21%
HIGHLY SATISFIED SATISFIED

NEUTRAL DISSATISFIED
Interpretation: 4% were highly satisfied or enjoy their work, 14% were

satisfied, 20% were neutral regarding their response, 58% were dissatisfied
whereas 4% were highly dissatisfied. 'majority of respondents were satisfied with
the nature of work assigned to them.
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4) Do you get sufficient opportunities to improve your skill ?

HIGHLY12%
HIGHLY DISSATISFIED; SATISFIED; 10%
DISSATISFIED; 18% SATISFIED; 20%
HIGHLY SATISFIED SATISFIED NUTRAL DISSATISFIED

HIGHLY DISSATISFIED NUTRAL; 40%

5) do you get regular feedback from your superior regarding your

performance?

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35
30
25
20
15
10
0
HIGHLY SATISFIED NUTRAL DISSATISFIED HIGHLY
SATISFIED DISSATISFIED

whereas 6% were highly dissatisfied.
6) weather your organization take your suggestion seriously ?
1) frequently 6% 2) regular 30%

3) occasionally 64%
4.5
3.5
2.5
1.5
0.5
0
FREQUENTLY REGULAR OCcaSIONALLY
Interpretation:organization take suggestions seriously to their employee on

64% occasionally and 30% on regular basis or 6% frequently.
7) does the mission and vision of the organization related to your

individual mission and goal ?
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1) always 6% 2) mostly 24%
3) sometime 40% 4) rarely 30%
5) not at all 0%
45
40
35
30
25
20
15
10
5
0
ALWAYS MOSTLY SOMETIME RARELY NOT AT ALL
Interpretation 6% and 40% sometimes said their mission and vision of

organization is always related to their individual mission and goal.
8) does your manager promote innovation at job ?

10
16
30 40
HIGHLY SATISFied SATISFIED NEUTRAL

DISSATISFIED HIGHLY DISSATISFiED
Interpretation10% were highly satisfied or and said that manager promote the
innovation, 40% were satisfied, 30% were neutral regarding their response, 16%
were dissatisfied whereas 0% were highly dissatisfied.
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9) do you fatigue while performing your job ?
1) yes 42% 2) no 58%
60
50
40
30
20
10
0
YES NO
Interpretation; 42% said yes they get fatigue while performing their job and
58% don‘t get fatigue.
10) are you satisfied with the level of trust the manager show towards
the team ?

HIGHL
Y HIGHL
DISSA
Y
DISSA TISFIE
SATIS
TISFIE D FIED
D 2%10%
16%
NEUT
RAL
26% SATIS
FIED
46%
HIGHLY SATISFIED SATISFIED NEUTRAL

DISSATISFIED HIGHLY DISSATISFIED
Interpretation:10% were highly satisfied with the level of trust , 46% were
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CHAPTER-6
REVIEW OF
LITERATURE
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Review of literature:
chapter is based on the conceptual and non conceptual background, empirical and
non empirical literature available at national (India) and international level having
direct and indirect bearing on the objectives of the present study. Chronological
approach is adopted in review of literature for human resource
management/development/practices and E-HRM separately.
Pre –1991 studies on human resource management/development/practices:
The key element alongwith profit maximization for industry is that the value,
attitudes, general orientation and quality of the people determine the industrial
development. The shift from manufacturing to service and the increasing pace of
technological change are making human resources the ingredient to the nation’s
well-being and growth and in a service-oriented industry like banks, hospitals,
railways, pharmasetc, the quality, quantity and utilization of human resources
become all the more important observed by Sar, Garth and Ray (1972)1.
Dick and Carey (1978)2 designed training model based on ADDIE model,
consisting of following steps.
1. Instructional goals,
2. Instructional analysis,
3. Behaviors and learner characteristics,
4. Performance objectives stage,
5. Criterion-referenced test item’
6. Instructional strategy,
7. Instructional materials,
8. Formative evaluation, and
9. Summative evaluation.
Nadler (1979)3 made a distinction between human resource utilization and human
resource development. He state that human resource utilization covers traditional
functions of personnel administrations, whereas human resource development
includes mainly training, education and development. He further identifies three
main roles for the human resource development managers with some sub roles.
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Rao (1982)4 studied and assessed 45 organizations’ HRD practices and observed
that:
1. Performance appraisal system is for regulatory purpose mostly and less
for HRD development;
2. Salary increment used as a reward mechanism,
3. Potential appraisal system is not well practiced, and
4. Training is well attended by employees.
Keye (1984)5 studied relationship between performance appraisal and career
development and shown that both performance appraisal and career development
have potential for developing human resources; potential that can be increased by
linked them together to meet the needs of the both individual employees and the
organizations.
Pereira (1985)6 studied Larsen and Tourbo’s (L & T), human resource
development system. L & T introduced an integrated human resource development
system before 1985. He traced process and history of human resource development
system (HADS) and changes in it. They covers performance appraisal, training and
organizational development. He pointed out that HRD department is now separated
from the personnel department, critical attributes required for the job have been
identified and the organization is heading towards the establishment of potential
appraisal system
.John Keller (1987)14 developed ARCS model for motivational purpose.
Attention, relevance, confidence and satisfaction (ARCS) is must be adopted in
motivational design. Thus training most introduced this model for the benefit of
employee, stated by John Keller
Abrahm studied banks’ HRD climate based on 38 items of HRD climate
(1988)15. A questionnaire was developed and administered. He found out certain
gap between belief of the top management and their practice with regard to human
resource development, promotions was time-bound practiced and seniority
principle was used. Bank employees think job rotation as facilitator for them.
Jindal and Jindal (1989)20 deal with the potentialities of the use of computer in
hospital to ensure optimization of resources. They have critically assessed the use
of computers in maintenance of hospital records, medical research and analysis.
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They concluded that computerization is the need of the present, but a compulsion
of the future. On the other hand, Goel (1989)21 discusses the nature, meaning and
ingredients of manpower planning to ensure optimum performance and satisfaction
among the hospital personnel. He has pointed out that an important operational
objective for the future is, therefore, to improve personnel systems, develop
manpower planning and expand the opportunity for education and training of
personnel in the hospitals to achieve the goals of hospitals, as it is the human
capacities which transform the resources into active agent of production.
Singh (1989)22 examined Indian management culture using Hofstede’s model
based upon 176 senior level managers belonging to 56 organizations spread over
the country. He shown that the Indian managers are low on all four dimensions like
power distance, ascertaining avoidance, individualism and masculinity,
accordingly he suggested the human resource development practice.
Rao (1992)26 studied HRD practices introduced in Voltas Ltd. And observed that
Volta believe on people’s strength.Companies conduct/adopted performance
appraisal, management development programmes, counseling, communication
policy, potential appraisal, trining etc. through it, Voltas HRD experience brought
out by Rao. He also studied Bharat Earth Movers Ltd. (BEML) and brought out
their experiences on HRD practices (1992)27.
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CHAPTER-7
FINDING
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FINDINGS
1)4% were highly satisfied or enjoy their work, 20% were satisfied, 15% were
neutral regarding their response, 6% were dissatisfied whereas 5% were highly
dissatisfied. 'majority of respondents were satisfied with the nature of work
assigned to them.
assigned to them.
assigned to them.
assigned to them.
dissatisfied.
6) organization take suggestions seriously to their employee on 64% occasionally

and 30% on regular basis or 6% frequently
7)6% and 40% sometimes said their mission and vision of organization is always
related to their individual mission and goal.
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8)10% were highly satisfied or and said that manager promote the innovation, 40%
were satisfied, 30% were neutral regarding their response, 16% were dissatisfied
whereas 4% were highly dissatisfied
9)42% said yes they get fatigue while performing their job and 58% don‘t get
fatigue.
10)10% were highly satisfied with the level of trust , 46% were satisfied, 26%
were neutral regarding their response, 16% were dissatisfied whereas 2% were
highly dissatisfied. 'majority of respondents were satisfied with the nature of work
assigned to them.
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CHAPTER-8
CONCLUSIONS
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Conclusion:
In the today’s completive world it becomes very important for a company to

be ahead than its competitors as much as possible. A company can have
advantage and be ahead of its competitors by having best & talented
employees working with them. This alone can make lot of difference and
will help the company in long run. It becomes very important for the
company to keep all employees satisfied, as with the increase in
employees satisfaction, level of productivity also increases. The primary
objective of the study is to understand impact employees satisfaction on
productivity in textile industry. Textile industry in India is very important and
it has major contribution in the economy of the country. Indian Textile
industry contributes 11% from exports and it contributes 4% to GDP of the
country. Textile industry in India is second largest employer after
agriculture. It generates employment for more than 40 million people and it
is expected that by year 2022 it will have employment demand of more
than 60 million. Under such circumstances it is very essential to study
employee satisfaction of the people working intextile industry and its impact
on productivity as this industry provides employment to a larger section of
the society.
The research and the survey conducted in various
factories indicate that there is positive and significant relationship between
employee satisfaction and productivity. It indicates that if the employees
are satisfied then the production will increase and if the employees are not
satisfied then the production will decrease. Study indicates the factors like
age, sex, qualification, designation and working tenure has positive impact
on employee satisfaction and it affects his / her satisfaction level. Survey
indicates that majority of employees are happy with the monetary and non-
monetary benefits they get.
Employees are not happy with the social working environment, training
facilities, feedback system, employees feels that management
discrimination on the bases of religion, gender and age there is
communication gap in the factory, team meetings are not useful looking at
this a model (open forum) has been suggested which will improve
communication between all the hirechary levels, it helps to reduce wastage,
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motivates employees , encourages employees to be participative in
improving operations of the factory. On the bases of findings necessary
recommendations has been made which will help management of the
factories to improve satisfaction level of their employees. It has been
observed that overall employees are happy working in their current factory
they also believes that they have an opportunity for personal growth and
development.
The scope of this study is it will help to understand
exactly what matters most to your employees. The study on employee
satisfaction will help the textile industry to understand what are major
factors which lead to satisfaction and dissatisfaction of employees in an
organization. The industry will also understand how employee satisfaction
has a direct and positive impact on productivity which in turn leads to
organization profits. The study will help management of textile factories to
understand where their employees are satisfied and dissatisfied what are
the reasons for dissatisfaction and what can be done to improve their
employee satisfaction level, also help them in making required changes in
their policies & procedures. This study will help academicians & research
students to explore more deeply the relationship between employee
satisfaction and productivity and will give them an view of what are the
difficulties faced by textile industry work force in India and what is there
satisfaction level.
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CHAPTER-9
LIMITATION
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Limitation of the research:-
There is no research work without any limitations. This research is

also not an exception to the said law. There are five main limitations of the study.
First,data was collected from only manufacturing sector and the majority of the
respondents were supervisors or middle managers. The findings and conclusion of
the study therefore, may not be applicable to other industries. Thus,
generalizability of the results of the study is limited. Future research could avoid
this limitation by collecting data from multiple sectors and industries which could
allow for investigation of validity across different work contexts.
Second, data were collected at a single time point, which hindered the
investigation of possibility of reverse causality between fit and individual
outcomes. For instance, it is possible that organizational commitment can cause
employees to alter their values towards better fit. However, there are theoretical
reasons to believe that similarity in personal and organizational values can result in
changes in attitude and behaviour. As noted by Rokeach(1973),values and beliefs
influence attitudes and behavioural intentions since they are more general and
stable when compared to attitudes andbehavioural intentions, which are more time
specific and directed more toward particular objects.
Third,the present study relied on supervisory judgments for measures of task and
contextual performance. Although it is presumed that supervisory judgments are
good measures of performance there is always the potential for bias in perceptual
processes. Therefore, future research might address this issue by including both
supervisors andpeer ratings in their studies or using more objective performance
measures if available.
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Fourth,common method variance is a potential limitation of the study. Since data
regarding personal values and organizational values were collected from the same
source, results obtained about the relationship between Person organization fit
measures and outcome variables could be a reflection of this. Future research could
address this limitation by collecting data on personal and organizational values
separately from different groups of organization members. For instance, data on
organizational values could have been collected from employees with relatively
high tenures or top managers who were presumed to have a satisfactory level of
knowledge on organizational culture, whereas, another group of employees could
be asked only to provide data on their personal values. The present study was
limited to managers and supervisors of selected manufacturing sector organization,
thus the findings of the study couldn’t be generalized.
Fifth, the data was collected from the same source which had been studied so the
results may be biased and also because of the time horizon cross-sectional study
was done. A longitudinal study may refine the results in future.
73 | P a g e
CHAPTER-10
SUGGESTIONS
74 | P a g e
SUGGESTIONS
On the basis of analysis of data and on the basis of views expressed by the
professionals, the following suggestions are made for improving motivation and
enhance job satisfaction of employees in Public Libraries, in order to increase the
organizational effectiveness.
• The library authorities should pay much attention over the present laxity in
enhancing the pay to the employees.
• In service training increases employee’s knowledge of the job responsibilities,
promotes high morale, aids to perform effectively and demonstrate the ability for
future professional growth, the sum total of which results in an increment in both
quantity and quality of library services. Hence, public library professionals of all
cadres should also be encouraged to participate in continuing education program
like short-term courses, workshops, and training program. The technology oriented
aspects must be given priority over traditional and outmoded subjects while
conducting training programs.
• Attending seminars, conferences improve the individual librarian’s professional
background, knowledge and skills, enhancing the value to their services. Thus
public library professionals should also be allowed to attend professional
conferences, seminars on deputation and must be allowed to visit other libraries,
information centers, documentation centers and public libraries of other states.
This would be highly motivating and conducive to increase their efficiency.
• It is noticed in the present study, the working conditions are worse in the public
libraries, it contributes more in determining the job satisfaction. Therefore, efforts
are to be imperatively initiated to improve the working conditions to make job
more interesting, so that it enhances the job satisfaction of the employee and also
satisfy the user community.
• The appreciation of performance and personal recognition of employees by the
superiors have proved to be a very powerful tool in building their morale and
motivation. So, there is need to plan an effective recognition program in the
75 | P a g e
department and creative ways to reward top performing employees, which are
more worthy than cash.
• In order to overcome the digital divide among the various strata of users there is
immediate need to automate and network the public libraries in the state.
• The Government of Andhra Pradesh should take immediate steps to implement
the recommendations of Ek bote Committee report in letter and spirit.
• The authorities should review the manpower needs of the public libraries and fill
up the vacant positions for smooth running of libraries in the state and also
improve the promotional prospects for the lower grade professionals.
• The library authorities should properly counsel the employees and guide them in
their career advancement. In this context State Institute of Library Education
Research and Training (SILRET) should strengthen to offer effective periodical
and up to date training programs.
• Creation of Job Satisfaction is not an easy job for the management. It requires
efforts and arrangement. So, the Organization should conduct a job satisfaction
survey of their employees at least once a year for continuous improvement and
according that they should take necessary steps to improve because motivated
employees work with pride deriving a sense of the satisfaction in their work to
contribute to the success of the Organization.
76 | P a g e
CHAPTER-11
BIBLIOGRAPHY
77 | P a g e
Bibliography
Nadler, L. & Nadler, Z (1989) Developing Human Resources. San Francisco:

Jossey-Bass Publishers.
Rigney, Donna (1998) Training as a core business activity, in Performance in
Practice. Virginia: American Society for Training and Development, Spring, 6-8.
Robinson, Dana Gaines & Robinson,
James C. (1996) Performance Consulting. Moving beyond training. San Francisco:
Berrett-Koehler Publishers. Rogers, Carl (1983) Freedom to learn for the 80’s.
Columbus: Charles E. Merrill Publishing Company.
Rylatt, Alastair (1994) Learning Unlimited. Sydney: Business & Professional
Publishing. (New edition to be release in September 2000) Schön, Donald A
(1987) Educating the reflective practitioner. Towards a new design for teaching
and learning in the professions. San Francisco: Jossey-Bass Publishers.
Senge, Peter (1990) The fifth discipline: the art and practice of the learning
organisation., Sydney: Random House.
Smith, Andrew (1996) Training and development in Australia. Sydney:
Butterworths. Sofo,
Francesco (1999) Human Resource Development: perspectives, roles and practice
choices. Sydney: Business and Professional Publishing.
78 | P a g e
CHAPTER-12
QUESTIONNAIRE
79 | P a g e
QUESTIONNAIRE
Date:…………….
Dear Respondent
Hello and thank you for agreeing to participate in this survey.
I am ALOK RATHOR a student of M.B.A. Programme, Semester 3rd. As a
part of my study, I have to prepare project report on “A STUDY ON
EMPLOYEE SATISFACTION AT SACHAL INDIA FOODS PVT LTD,
RUDRAPUR “. We would be grateful if you could spare a few minutes to
complete this short questionnaire. We assure you that we will maintain the
privacy of your information.
Thanking you, ALOK RATHOR.
1. Name :………………………………………….
2. Gender: M F
3. Contact no. : ……………………….. 4. E-mail:

…………………………………
1) Do you enjoy your work ?

1) Highly Satisfied 2) Satisfied
3) Neutral 4) Dissatisfied
5) Highly Dissatisfied
2) are you satisfied with the infrastructure provided by your company ?

80 | P a g e
3) do you find your superior as being helping and supporting?
4) Do you get sufficient opportunities to improve your skill ?

5) do you get regular feedback from your superior regarding your

performance?

6) weather your organization take your suggestion seriously ?
1) frequently 2) regular
3) occasionally
7) does the mission and vision of the organization related to your

individual mission and goal ?
1) always 2) mostly
3) sometime 4) rarely
5) not at all
81 | P a g e
8) does your manager promote innovation at job ?
9) do you fatigue while performing your job ?

1) yes 2) no
10) are you satisfied with the level of trust the manager show towards
the team ?

Employee Suggestion:-
……………………………………………………………
……………………………………………………………
……………………………………………………………
……………………………………………………………
82 | P a g e

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A RESEARCH REPORT

A.P.J ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW

SUBMITTED TO:- SUBMITTED BY:-

LOTUS INSTITUTE OF MANAGEMENT,BAREILLY

This is to certify that the Report entitled “EMPLOYEE SATISFACTION” with

I express sincere gratitude to MR.SAURABH SAXENA, worthy Coordinator

To study the employee satisfaction levels among the organisation.

To study the various factors affecting employee satisfaction.

To analyse the current satisfaction level of the employees in the company.

To study the satisfaction level of employees regarding resources provided by

To Know whether organisation takes employees suggestions.

To study about sufficient opportunities to improve employees sills.

To know about supportiveness of superiors.

To suggest measures for improvement

This company is registered under Registrar of Companies (RoC-Uttarakhand) and

SACHAL FOODS INDIA PRIVATE LIMITED Corporate Identification Number

Current status of SACHAL FOODS INDIA PRIVATE LIMITED is - Active.

Registration Type Company Registration

Registration Year 2017

Activity description Beverages n.e.c., non-alcoholic,

Registration authorities RoC-Uttarakhand

Registered for activities 15549

In all that we do, we aim for goodness.

Whether you are dedicated to a wholesome, organic lifestyle, are dabbling in a

Our mission is to be a leading company providing superior quality products and

The Blending unit comprises of fully enclosed, touch free,

Corporate Social Responsibility

You’re going to fall madly in love with this divine

1 t Sachal Tea (any flavour) 1 C boiling water

3 cups apple juice

 To provide customer delight through continual improvement in Quality,

 To enhance trust and ensure growth of employees, suppliers & shareholders.

 To ensure protection of occupational health, safety & environment by

 To Ensure compliance to applicable statutory & legislative requirements

5S is a methodical way to organize your workplace and your

5S Seiri; Sort, Clearing, Classify

5S Seiton; Straighten, Simplify, Set in order, Configure

5S Seiso; Sweep, shine, Scrub, Clean and Check

5S Seiketsu; Standardize, stabilize, Conformity

5S Shitsuke; Sustain, self discipline, custom and practice

5S Seiri removing Clutte

5S Seiri or Sort is the first step in 5S, it refers to the sorting of

5S Seiton organized workspace

5S Seiton or Straighten is the process of taking the required

5S Seiso or Sweep / shine:

5S Seisoor Sweep is the thorough cleaning of the area, tools, machines

5S Seiketsu or Standardize

5S Seiketsu or standardize is the process of ensuring that what

The final stage is 5S Shitsuke or sustain, ensuring that the

We offer the below mentioned programs:

Employee satisfaction in these terms:-

In an employee satisfaction survey, employee satisfaction is looked at in areas such

The facets of employee satisfaction measured vary from company to company.

A second method used to measure employee satisfaction is meeting with small

As opposed to satisfied employees, engaged employees add value by pushing

By employing an engagement survey, asking the right questions, measuring the

A satisfaction survey is used by an organization or a business to measure the liking

A satisfaction survey is a series of questions that employees answer to inform the

Effective Satisfaction Surveys Require Employer

If an employer decides to use a satisfaction survey, the employer must commit to

Without transparent communication, results reporting, and employee updates,

Employee satisfaction is of utmost importance for employees to

The first benefit of employee satisfaction is that individuals hardly

STRONGLY AGREE; MODERATELY AGREE;