2015

BERGER PAINTS PAKISTAN LIMITED

STUDENT NAME: SUHAIB AAMIR

DEGREE PROGRAM: Masters in Human Resource Management
INTERNSHIP ORGANIZATION NAME: BERGER PAINTS PAKISTAN LIMITED
ADDRESS: 36-Industrial Estate, Kotlakhpat, Lahore

INTERNSHIP REPORT
 ACKNOWLEDGEMENT

First of all I am thankful to “ALMIGHTY ALLAH”, who gave me the strength, patience,
courage and enthusiasm needed to write and complete this report. I have completed my
internship in BERGER PAINTS PAKISTAN LIMITED. I am really pleased to have a
professional learning experience in one of well-known reputable organization.

The preparation of this report was a massive undertaking but the highly competent and
experienced staff at BERGER PAINTS PAKISTAN LIMITED provided me with all assistance,
information, advice and suggestions that I needed and which contributed importantly to
this report.

I am also very grateful to my teachers at Institute of Administrative Sciences, University of

the Punjab who provided us the right knowledge of Human Resource Management by
which I am able to do internship at BERGER PAINTS PAKISTAN LIMITED and make this
report successfully.
 Table of Contents
INTRODUCTION TO ORGANIZATION ................................................................................................................................6
HISTORY ....................................................................................................................................................................................6
NATURE OF THE ORGANIZATION:................................................................................................................................7
NUMBER OF EMPLOYEES:.................................................................................................................................................7
VISION: .......................................................................................................................................................................................7
MISSION:....................................................................................................................................................................................7
GOALS & OBJECTIVES OF ORGANIZATION:...............................................................................................................8
BUSINESS OF ORGANIZATION: .......................................................................................................................................8
MANAGEMENT PRACTICES AT BERGER PAINTS PAKISTAN LIMITED .............................................................9
HUMAN RESOURCE DIVISION .........................................................................................................................................9
JOB ANAYSIS ............................................................................................................................................................................9
HUMAN RESOURCE PLANNING:.................................................................................................................................. 10
RECRUITMENT AND SELECTION PROCEDURES:................................................................................................. 10
ORIENTATION OF NEW HIRES:.................................................................................................................................... 11
TRAINING & DEVELOPMENT OF EMPLOYEES: .................................................................................................... 11
APPRAISING & MANAGING PERFORMANCE: ........................................................................................................ 12
COMPENSATION & BENEFIT POLICIES:................................................................................................................... 13
LABOR RELATIONS: .......................................................................................................................................................... 14
PROCEDURES OF RECORD KEEPING OF EMPLOYEES: ..................................................................................... 14
TASK & DUTIES AT INTERNSHIP ..................................................................................................................................... 15
FUNCTION(s)/DEPARTMENTS OF INTERNSHIP: ................................................................................................ 15
TASKs PERFORMED & DUTIES HELD: ...................................................................................................................... 15
LEARNING & ACHIEVEMENTs AT INTERNSHIP: ................................................................................................. 15
SWOT ANALYSES..................................................................................................................................................................... 16
RESEARCH PROJECT .............................................................................................................................................................. 17
INTRODUCTION:................................................................................................................................................................. 17
LITERATURE REVIEW:..................................................................................................................................................... 17
HYPOTHESES:....................................................................................................................................................................... 20
PROBLEM STATEMENT:.................................................................................................................................................. 20
OBJECTIVES: ......................................................................................................................................................................... 20
RESEARCH QUESTIONS:.................................................................................................................................................. 20
METHODOLOGY .................................................................................................................................................................. 20
 EXTENT OF INTERFERENCE & STUDY SETTING: ........................................................................................... 20
RESEARCH STRATEGY: ............................................................................................................................................... 21
UNIT OF ANALYSIS: ...................................................................................................................................................... 21
TIME HORIZON:.............................................................................................................................................................. 21
ELEMENTS:....................................................................................................................................................................... 21
SAMPLE DESIGN:............................................................................................................................................................ 21
SAMPLE SIZE: .................................................................................................................................................................. 21
LIMITATIONS OF RESEARCH:....................................................................................................................................... 22
RESULTS & DATA ANALYSES:....................................................................................................................................... 22
FINDINGS AND CONCLUSION:...................................................................................................................................... 23
RECOMMENDATIONS:...................................................................................................................................................... 24
REFERENCES ............................................................................................................................................................................. 25
APPENDIX ................................................................................................................................................................................... 26
QUESTIONNAIRE:............................................................................................................................................................... 26
INTRODUCTION TO ORGANIZATION

HISTORY
Berger was established two centuries ago and now it has grown to become one of the world’s
largest paints manufacturer. In Pakistan, history of Berger is as old as history of Pakistan. Berger
started its operations in Pakistan in 1950 and was the first organized Paint Company to offer
premium products through import from the United Kingdom.
BERGER PAINTS PAKISTAN LTD. became a public limited company in 1974, when 49.38% of its
shares were acquired by Pakistani investors, while the remaining 50.62% were held by U.K.
parent company, Jenson & Nicholson Limited. In 1991 Slotrapid Limited, a U.K. based company
with diversified business interests, acquiring control of Berger Paints Pakistan Limited by
gaining 50.62% shares of the company.
Berger established its first local manufacturing facility in Karachi in 1955. As the country’s
economic and industrial sector expanded the demand for quality paints also grew and Berger
continued to make extensions in its product range to meet these requirements.
In 2006, Berger established state of the art manufacturing facility in Lahore. This plant has
provided Berger an edge over its competition through enhanced production. It had enabled
Berger to meet the growing demands of its valued customers across Pakistan. Berger Paints
Head office is located in Lahore.
Consistent quality has always been Berger’s trait. This has been the driving force in making it
the leading brand name backed by premium quality across Pakistan. Berger has the most
comprehensive product range for various paint market segments at different price points.
Berger has earned the admiration and trust of customers by virtue of its superior technology,
product quality and a very high level of customized services.
Berger has entered into a number of technical collaboration arrangements with leading
international manufacturers. These include the largest paint company in Japan, which enables
Berger to develop Automotive, Vehicle Refinishes and Industrial Paints conforming to
international standards; a Japanese chemical company, for Bumper Paints; PCS Powders, UK for
Powder Coatings; DPI Sendirian Berhad, Malaysia for Road & Runway Markings; Cerachem for
Construction Chemicals and Asian Paints for Decorative Paints. Recently, Berger acquired
distribution rights of DuPont for Pakistan’s vehicle refinish paint segment.
Berger is also operating Resin manufacturing facility at its Lahore fa ctory. The resin plant has
high production capacity and has enabled Berger to meet its entire resin needs for the
manufacturing of a wide range of quality paints. Berger was the first paint company in Pakistan
to set up its own resin production facility.
The company has regional offices in Karachi, Lahore, Islamabad and Territorial Offices in
Gujranwala, Multan, Faisalabad, Peshawar and Hyderabad. A large team of sales personnel and
a wide network of dealers and distributors serve customers in all urban centers across the
country.

NATURE OF THE ORGANIZATION:

At Berger, we consider PEOPLE as our most precious resource. This belief is gaining importance,
leading to a more structured and focused approach in developing Human Resource as a
competitive strength.
Our journey for excellence is amply supported by developing a learning organization with
continuous capability building and skills enhancement. This is supplemented by wide range of
employee engagement activities and programs which are in-place for morale boosting,
motivation enhancement and inspiring commitment. Specific skills are being developed through
training and coaching in required areas.
Across all layers in the organization, Berger is promoting a culture of acknowledging talent,
nurturing potential and encouraging initiatives. We are maintaining an enabling environment
with fairness and equal opportunity and freedom to perform and excel.
Our ambition for sustainable growth is to be materialized with right kind of people possessing
best skills and unmatched competencies coupled with unflinching commitment.

NUMBER OF EMPLOYEES:
1000-1200

VISION:
We will become the leading paints and associated products manufacturing and
marketing company in Pakistan ensuring best returns to our investors & highest
customer satisfaction.

MISSION:
 We will lead by innovative ideas and technological development in the paints and
associated products in Pakistan ensuring efficient utilization of resources yielding high
returns.
 We will ensure highest level of commitment to achieve best quality products and
services.
 We will vigorously promote and safeguard the interests of employees, shareholders,
business associates & all other stakeholders.
  We will act as a good corporate citizen ensuring service towards community and shall
focus on environment, health and safety.

GOALS & OBJECTIVES OF ORGANIZATION:

Despite many challenges, Berger Paints has succeeded in staying at the forefront of Pakistan’s
paint industry. Innovation and technological development has enabled the company to achieve
corporate success through its commitment to provide products of the highest quality and
ensuring the ultimate satisfaction of customers. The company’s employees are constantly
encouraged to pursue the Corporate Mission Statement.

BUSINESS OF ORGANIZATION:
Berger is the most trusted name in quality paints, coatings and allied products for household,
commercial and industrial sectors. The company has built this proud reputation by not
compromising on quality standards.

As an ISO-9001-2000 certified company, Berger continues to upgrade and improve its range by
introducing innovative products in line with consumer needs.All products are tested at the
company’s own facilities before leaving the factory so that the highest quality control standards
are maintained at all times. The company also follows a continuous process of investment in
new equipments, such as computerized color matching technology, to ensure fast and accurate
testing results at all times.

An on-going training system is also in place so that the most rigorous testing methods and
procedures can be applied at the finished product stage.

A high standard of paints manufacturing is further ensured by using resin produced at Berger’s
own plant.
MANAGEMENT PRACTICES AT BERGER PAINTS PAKISTAN LIMITED

HUMAN RESOURCE DIVISION - A Review

HEAD OF HR
DEPARTMENT

HR BUSINESS HR BUSINESS Sr. OFFICER ADMIN

PARTNER PARTNER COMP & BEN EXECUTIVE
SUPPORT SALES
DEPARTMENTS DEPARTMENTS

ASST. ADMIN
RECEPTION OFFICE OFFICER ADMIN
IST ASSISTANT
DEPUTY
DEPARTMENT
ADMIN OFFICER

ADMIN
DEPARTMENT
REGIONAL
OFFICES

JOB ANAYSIS
Job Analysis is a technical and managerial tool used for gathering or analyzing information
about the jobs and other units of work. It is used to identify the knowledge, skills and expertise
for performing the job assignments in an effective manner. This process is considered by HR
practice leaders for establishing criteria for selection and promotion or to design objectives for
training and development. If we talk in the context of compensation management, it helps to
assist with the determination of pay classification levels.
JOB DESCRIPTION FOR SENIOR-HR OFFICER:
Position: Senior-HR officer

Duties/Responsibilities:

 To prepare employee letters regarding Appointment, Promotion, Transfer,

Resignation, Experience, Internships, and Medical etc
 Conduct performance Appraisal activity.
 Process of Annual increment and promotions.
 Formalities and documentation of Resignation, Clearance and Final settlement.
 To facilitate the employee regarding any queries about HR policies and procedures.
 All other duties assigned by HR manager.

HUMAN RESOURCE PLANNING :

HR planning is an important component of strategic HR Management that guides them to

achieve their goals or meeting their missions. It is done for the success of firm while
meeting the needs of employees and other stakeholders. HR planning also plays an
important role from budgetary point of view so that it can factor the co st of Recruitment,
training etc into an organization’s operating budget.
Firstly skills, knowledge and abilities are to be identified of an individual employee through
skill inventory or through their JD’s in Berger paints. HR requirements are to be forec ast
according to it in which skills are to be identified to achieve goals of an organization. Later
on jobs are to be filled according to it. Individual assessment of an individual employee is
done by internal audit which analyze the gaps in which following things are to be analyzed.
 What new jobs will we need?
 What new skills will be required?
 Do our present employees have the required skills?
 Are employees currently in positions that use their strengths?
 Do we have enough managers/supervisors?
 Are current HR management practices adequate for future needs?

Then such HR strategies are developed which support organizational strategies.

RECRUITMENT AND SELECTION PROCEDURES:

Recruitment process starts after analyzing the gap which is done in HR planning process.
After analyzing the gap, manpower budgeting is done in which prescribed budget is given
to different departments according to which new jobs are created or to be filled. HR
Requisition form provided to managers of different departments in which required
employee criteria is provided to Human resource so that they can target such employees in
effective manner. Later on, it is to be analyzed that for what position we are hiring which is
provided by managerial level. Berger paints is using both formal and informal method to
select pool of candidates according to prescribed criteria given by department heads. After
receiving Curriculum Vitae or Resume’s we shortlist the list of candidates which are
according to required criteria. Later on schedule the interview for the post. Then we
conduct an interview. Rating form is given to manager with their CV or resume so that they
can such person. If a person is selected after getting through this process then we offered
them post.

ORIENTATION OF NEW HIRES:

In Berger paints, orientation is done to prepare employees to do their job in an effective
manner, at the same time help them to learn about the organization and perform work
relationships. Orientation helps them to understand organization’s culture and operations
of an organization. In orientation program factual information is communicated about pay
and benefits, reviewing company rules and policies, and completing paperwork. Managers
of different departments play an important role in orientation plan by giving them an
overview regarding their field which enhances their learning for new job. HR has overall
responsibility for program planning and follow-up and must coordinate with the
immediate supervisor to avoid duplication or omission of important information. After
completing the orientation program, then HR representatives review a checklist of items
with employees to ensure all items have been covered. Feedback from everyone involved in
the process which is done through roundtable discussions with new employees.

TRAINING & DEVELOPMENT OF EMPLOYEES:

Employee development is a shared responsibility which is performed by management and
the individual employee. The role of management is to provide the right resources and such
an environment that supports an employee in his growth and development needs. A well-
crafted job description is the foundation upon which employee training and development
activities are built in Berger Paints. Supervisor’s responsibility is to provide required
training to employees to meet basic competencies for the job. At the same time to look for
the learning opportunities that everyone could learn from which could be an incident with
a client. Identify goals and activities for development and prepare an individual
development plan.

In Berger there are about 2 type of trainings that are undertaken:

 Internal training
 External training
INTERNAL TRAINING:

This is the type of training which is undertaken internally without any assistance from the
external training institutes. In Berger it is done by the following way:

 Workshops
 Job rotation
 Seminars
 Training of the MTEs for one year while placing them in multiple departments to get
them familiar of the business operations of the firms. An induction plan is made for
the various orientations that are to be given o the MTEs.

EXTERNAL TRAINING:
Berger also takes into account the external training programs while seeking help from the
external training institutes. For that matter a TNA (Training need analysis) is prepared by
the end of June and July. Training needs analysis is the primary phase in training process
and comprises of a process to establish whether training will certainly tackle the prob lem,
which has been identified. Training analysis looks at each aspect of an operational domain
so that the initial skills, concepts and attitudes of the human elements of a system can be
effectively identified and appropriate training can be specified.

APPRAISING & MANAGING PERFORMANCE:

Performance appraisals are partly evaluation and partly developmental. Performance
Appraisal ensures that goals of an organization are being met in an effective and efficient or
not. Managing employee or system performance and aligning their objectives facilitates the
effective delivery of strategic and oper ational goals which as a result enhance direct financial
gains, improved management control and motivate workforce by improving employee engagement
and creating transparency in achievement of set goals.

Berger follows two types of performance evaluators. One is the KPI (Key performance indicators)
and other being MBO (management by objectives)

This rating scale has about 8 similar points having varied weightage and against which the
employees are rated and evaluated in accordance to their Job descriptions. Employee with the
maximum compliance gets an increment as an appraisal.

The majors heads have a form named performance appraisal form from which the employees are
evaluated. They observe the employee and give their written observations. And tell at what aspect
and skill the employee lacks and where there is a room for improvement.

Another form of Appraisal system used by Berger is MBOs i.e. Management by Objectives.

It is that management system in which the objectives of an organization are agreed upon so that
management and employees understand a common way forward. The organizational goals are
initially set which are then demarcated into the departmental goals and ultimately individual goals.
The head give a certain time frame to achieve those goals and by the end of that time, performance
is reviewed, and feedback in turn of reward is given if the goals are achieved. Here in Berger, this
holds true for only the head of the departments and has yet not being implemented on the lower
level or the operational managers.

COMPENSATION & BENEFIT POLICIES:

Employee benefits also known as perks comprise of various types of non -wage
compensation provided to employees in addition to their normal wages or salaries. This
actually provides a cornerstone to the employees to work hard to get something over a nd
above their salary and motivates them to work.

Likewise Berger also gives employee benefits and compensations to it’s employees. A few
are mentioned below:

 Intrinsic and extrinsic Benefits

 Provident fund
 Gratuity fund
 Life insurance (for employees having PKR 18000 salary or below)
 Social security (for employees below Grade 6 and above Salary 18000)
 House loan
 Emergency loan
 Car loan
 Children education
 Generator (for grade 11 and above)
 Employee of the month(Appreciation Award)
 Laptops
 Mobile phones and Sims
 Overtime compensations
 Pick and drop facility
 25% product discount
 Bike loan

There are a few things which are mandatory to seek as per law. These are mentioned
below:

 Group life insurance

 EOBI (employee old age benefit Incentives)
 Social security or medical insurance.
LABOR RELATIONS:
The purpose of Labor Relations is to provide support to administrators, managers and
supervisors in the areas of contract administration, grievances, discipline, and performance
management which are done in a best suitable way. A grievance is as any displeasure or
feeling of prejudice having connection with one’s employment situation which is brought to
the attention of management. Speaking broadly, a grievance is any dissatisfaction that
adversely affects organizational relations and productivity.

This is another function which is taken care of by HR department. There is a huge array of
grievances handle by the HR of Berger. It ensures that every employee is accountable for
any of the wrongs that they do. Few of them are mentioned below:

 Top bottom harassment

 Female harassment
 Disrespecting the heads
 Theft

And so on and so forth.

PROCEDURES OF RECORD KEEPING OF EMPLOYEES:

After getting hired as an employee, you'll need to set up records and personnel files for
certain employee information which is maintained on Microsoft excel sheet through which
employee status can be assessed. The information that we keep depends on what the
information is and which law covers the retention of that particular information. Laws may
also dictate that certain information must be kept but that it cannot be kept with other
personnel information for confidentiality and privacy reasons.

 Full name

 Employee number (if you use one)

 Home address, including zip code

 Date of birth

 Gender
 Job title

 Basic payroll records.

TASK & DUTIES AT INTERNSHIP

FUNCTION(s)/DEPARTMENTS OF INTERNSHIP:
I worked in HR department of Berger Paints Pakistan limited where I overse e all the
activities which are being performed in HR.

TASKs PERFORMED & DUTIES HELD:

WEEK 01
Manage Employee data base
WEEK 02
Manage all letters from appointment to Final Settlement according to their departments
and Employee codes.
WEEK 03
Work as an observer in Policy Develop`ment as per requirements .
WEEK 04
Prepare all forms and formats related to Employment.
WEEK 05
Assist in Handling Recruitment & Selection.
WEEK 06
Liaise with candidates & Organize new employee orientations.
WEEK 07 & 08
Other tasks related to compensation and Recruitment given by supervisor.

LEARNING & ACHIEVEMENTs AT INTERNSHIP:

It was a wonderful opportunity for me to work in berger Paints Pakistan Limited. I was
being placed in the HR Department of the very firm. My learning experience has been
amazingly great and varied throughout. Some ambiguities which I had about HR, they got
away and I was able to gain a lot out of it. I worked in the Functions of

 Recruitment and Selection

 Compensation and Benefits

The duties and tasks performed by me are learning activities for me which I tried to
perform in an effective manner and expect that this learning will help me in future.
SWOT ANALYSES

STRENGTH With nearly one-fifth market share and is ranked among one of the top
reputable organization.
Manufactures and markets wide range of decorative and industrial paint
products under various product brands.
It has well established operations & supply chain network spanning
throughout the country. Berger Paints has excellent brand perception and
brand awareness amongst its potential customers.
It provides with high quality products and has very high market space both in
terms of visibility and sales.
The Company has international presence: it has 4 manufacturing facilities
abroad.
Berger Paints is a lone supplier of protective coatings to Nuclear Power Plants.
Its industrial and automotive coating is used by the best automobile
companies like Mercedes.

WEAKNESSES
Dependence on decorative segment where competition is intense.
High levels of lead found leading to negative publicity.
Limited liquidity options.

OPPORTUNITIES New Product launches and innovation with changing trends

Strong growth Potential in India owing to urbanization
Business diversification
Product diversification

THREATS
New entrants in the industry and local companies.
Fluctuations in raw material prices
Stiff competition
RESEARCH PROJECT

INTRODUCTION:
Job satisfaction is a life blood for every employee to work whole heartedly and in best
interest of organization. Similarly, Job satisfaction means that how much you are satisfied
with your job. It describes the level of satisfaction with one’s job. Reward system, working
conditions and work load in the organization is linked with job satisfaction of the
employees. This study determines the impact of reward system (monetary and non -
monetary), work load and working environment on job satisfaction of employee s. This
study focuses on that whether job satisfaction is dependent upon these factors of
organization or not. Organizations can be successful in this ever changing world of business
when employees are more satisfied with their jobs. Employees are the asse ts of
organization and organizations can gain competitive advantage by properly using these
assets. Job satisfaction can leads to overall growth of the company and increased
productivity. When employees are satisfied with their jobs, they will be more motivated
and productivity increases.

LITERATURE REVIEW:
Employee Attitudes and Job Satisfaction article elaborates major gaps between HR practice
and the scientific research on the employee attitudes. Job satisfaction and employee
attitude are correlated and almost the same terminologies. It also explains the causes of
different attitudes of employees, the results of job satisfaction and dissatisfaction and how
to measure and influence employee attitudes.
Employee Attitudes and Job Satisfaction article is helpful in our work for providing
theoretical framework for assessing the factors that affects the job satisfaction. First of all
we have to know what is actually meant by job satisfaction. Job satisfaction is person’s
attitude towards his job. Satisfaction in work and the work environment is the basic
fundamental of employee’s job satisfaction. Employee attitudes and values influence their
behavior.
We must be clear of the concept of job satisfaction, for this purpose, I have studied the
article ofEdwin A. Locke from American Institutes for Research and Department of
Psychology, University of Maryland USA. In his article he has written that
“Despite considerable interest in the study of job satisfaction and dissatisfaction, our
understanding of these phenomena has not advanced at a pace commensurate with
research efforts. It is argued that a major reason for this lack of progress is the implicit
conception of causality accepted by most psychologists. It is called the policy of “correlation
without explanation.” The present approach to the topic of job attitudes emphasizes a more
conceptual approach to the problem. Using Rand's theory of emotions as a starting point,
the concepts of satisfaction, dissatisfaction, value, emotion, and appraisal, and their
interrelationships are discussed. The present theory of job satisfaction is contrasted with
previous theories. Data illustrating an approach to satisfaction based on the present theory
are given. Other issues discussed are: value hierarchies; the dynamic characte r of values;
overall job satisfaction; the Herzberg two-factor theory; the measurement of satisfaction
and values; and rational vs. irrational values”.
It is the objective of my study to identify the factors that are responsible for affecting job
satisfaction, for supporting our study we have studied in detail the above mentioned
article.
In this article, there is a conflict whether happy employees are productive or not. That’s
why this article has information relating to this conflicting statement and it h as tried to
cover the practitioner knowledge gaps. This article provides the review of scientific
research and recommendations for research practitioners in their research works.

In today’s competitive environment organizations survive on their human resou rces.

Values, attitudes, perceptions and behavior of employees influence their performance. It is
an important factor in realizing organizational and individual goals. Working conditions in
which the employee is working highly affects the job satisfaction .Opportunities in
organization and in market to grow also affects job satisfaction level. Sometimes heavy
stress is constructive and leads to the innovation and success but most of the time it goes
against health and mental stability so it creates job dissatisfaction. Most of the times
rewards and incentives are also helpful for creating the job satisfaction, they may be
intrinsic rewards or extrinsic rewards, monetary or non-monetary rewards or both,
depends on the priority and mindset of employees and fairness of rewards system.
Employees seek to be treated with respect by those they work with, so, a hostile work
environment with rude or unpleasant coworkers is one that usually lowers job satisfaction.
The literature review of my study is depicting the factors that are helpful in understanding
the meaning of job satisfaction as well as factors that affect the job satisfaction and are
responsible for increasing and decreasing the job satisfaction.

THEORETICAL FRAMEWORK:

LABEL NAME OF VARIABLES

Dependent variable Job Satisfaction
Independent variable Working conditions
Independent variable Work load
Independent variable Rewards And Incentives
Mediating variable Stress Level
CONCEPTUAL DIAGRAM:

EXPLANATION OF MODEL:
Here I have taken Job Satisfaction as Dependent variable because my study is based on it. I
have taken Working conditions as independent variable, as; it is effecting and causing
change and variation in job satisfaction variable. Working condition means the condition in
which the employee is working, highly effects the job satisfaction, if there are less
opportunities in market and in company to grow and for advancement than automatically
satisfaction for the job will be low and vice versa. A perfect working environment should
have good lighting facility, comfortable seats for employees to sit, comfortable temperature
in winter & summer and minimal distractions & interruptions. In working conditions, we
consider the relationship of employees with their colleagues and coworkers. Favorable and
friendly relations with co-workers lead to the higher job satisfaction.
Rewards and incentives are considered as second independent variable in this model. Most
of the times rewards and incentives are also helpful for creating the job satisfaction. They
may be intrinsic rewards or extrinsic rewards, monetary or non-monetary rewards or both,
depends on the priority and mindset of employees and fairness of rewards system.
Employees seek to be treated with respect by those they work with, so, a hostile work
environment -- with rude or unpleasant coworkers -- is one that usually has lower job
satisfaction. So it is also affecting the job satisfaction variable.
Work load in job is also acting as independent variable that effects the job satisfaction.
Sometimes due to heavy work load all the time, employees start feeling under stress and
the lack job satisfaction and want to get rid of their jobs. Here I have taken Stress level as
mediating/intervening variable due to reason that heavy work load leads to more stress in
work and in minds of employees and it finally leads to low satisfaction level in the job. If
work load is low or normal, it leads to low level of stress and employees feel satisfied with
their jobs, hence, increases job satisfaction.
So the model explains that favorable working conditions and rewards and incentives lead
to high job satisfaction. And less work load leads to low level of stress in employees that
finally results in high level of job satisfaction.

HYPOTHESES:
Alternate Hypotheses:
1) Friendly relations with co-workers lead to job satisfaction.
2) Heavy work load is a cause of job dissatisfaction.
3) There is relationship between provision of incentives and job satisfaction.
4) More rewards result in high job satisfaction.
5) High stress level results in job dissatisfaction.

PROBLEM STATEMENT:
Job Satisfaction of employees “Berger Paints Pakistan Limited”

OBJECTIVES:
To determine the factors that affect job satisfaction of employees “Berger Paints Pakistan
Limited”

RESEARCH QUESTIONS:
What are the factors that affect job satisfaction of employees Berger Paints Pakistan
Limited?

METHODOLOGY
RESEARCH DESIGN:
The purpose of my study is to check the factors that affect job satisfaction so my stud y is
descriptive study. This study is based on defining the factors that effects job. Here I have
collected some qualitative data in order to support my research relating to the job
satisfaction from the employees of different departments of Berger Paints Pakistan Limited
in order to make it more valid, reliable, replicable and generalizable.
EXTENT OF INTERFERENCE & STUDY SETTING:
In my study, the interference of mine as researcher was minimal because my study is co -
relational study and I have conducted field study and have checked the views of employees
of Berger Paints Pakistan Limited relating to job satisfaction. My study is co -relational
because more than one factoris affecting the job satisfaction and I have worked in non -
contrived setting i.e. natural environment. Here my interference is minimal because I have
no control on the employees of Berger Paints Pakistan Limited under consideration and I
have to find the factors that affect job satisfaction while remaining in the natural
environment.
RESEARCH STRATEGY:
In this research I have conducted survey research by conducting survey of Berger Paints
Pakistan Limited and by asking questions from employees. I recorded responses of
employees by distributing questionnaires amongst them and collected response s from
them.
UNIT OF ANALYSIS:
In my research, unit of analysis is individual because I am interested in checking the factors
that affect the job satisfaction of Berger Paints Pakistan Limited, so, my research is based
on employees of Berger Paints Pakistan Limited.
TIME HORIZON:
My research study in terms of time horizon is cross sectional because I have gathered data just
once and then on the basis of responses I have concluded my research.

POPULATION:
Population of my study is the whole number of employees working in the Berger Paints
Pakistan Limited. As I have conducted research on job satisfaction of employees of Berger
Paints Pakistan Limited.

SAMPLE DESCRIPTION:
ELEMENTS:
Here the samples of population are employees of Berger Paints Pakistan Limited. Sample of
population are almost 50 in number.

SAMPLE DESIGN:
My sample design is Probability Sampling, as, each of the employees have equal chances of
being selected as a sample subject.

SAMPLE SIZE:
As my population is small in number (i.e.50 elements in population) that’s why my sample
size is of 25 (n=25)
TOOL/INSTRUMENT OF DATA COLLECTION:
Method used for the collection of information is Questionnaire in which I prepared variety of
questions which helped me out to get an effective finding from research.

LIMITATIONS OF RESEARCH:
There are always some limitations to every research. Similarly, in this case there are
chances that may be the employees have answered the questions with biasness or under
pressure that they might be caught by supervisor if they answer any question negatively.
Moreover, response of every employee cannot be recorded due to time limitations, so there
are chances that we might have missed some responses.

RESULTS & DATA ANALYSES:

SALARY
70% 61%
60%
50%
40%
30%
18%
20% 11% 8%
10% 2%
0%
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Series1
 ORGANIZATIONAL CULTURE
50%
44%
45%
40%
35%
30%
25% 20%
20% 16% Series1
15%
15%
10% 5%
5%
0%
Strongly Agree Neutral Disagree Strongly
Agree Disagree

OPPURTUNITIES
40%
34%
35%
30% 28%

25% 22%
20%
15% 10%
10% 6%
5%
0%
Strongly Agree Agree Neutral Disagree Strongly
Disagree

Strongly Agree Agree Neutral Disagree Strongly Disagree

FINDINGS AND CONCLUSION:

In this research I have certain findings that show my research results. I have found that
employees at Berger Paints Pakistan Limited are motivated to work but they are of view
that they don’t have many opportunities for promotion here. Moreover, some employees
said that sometimes when work load increases, their supervisor gave them incentives and
bonus to enhance motivation, so, this is plus point of Berger Paints Pakistan Limited. The
environment of Berger Paints Pakistan Limited is quite friendly and supportive that helps
in increasing job satisfaction of employees even at low salaries comparatively.
RECOMMENDATIONS:
After this research, I would like to recommend some important points to Berger Paints
Pakistan Limited, which if they consider would help them in maximizing job satisfaction of
its employees that is life blood for every organization to prosper continuously. One of these
points is, they should make proper program for succession planning and promotions of
employees. Secondly, they must add up some more incentives for employees to be given for
their motivation like gain sharing.
 REFERENCES

Saari, L. M. and Judge, T. A. (2004), Employee attitudes and job satisfaction. Hum. Resour. Manage., 43: 395–407.
doi: 10.1002/hrm.20032 http://onlinelibrary.wiley.com/doi/10.1002/hrm.20032/full

Locke, E. A. (1969). What is job satisfaction? Organizational behavior and human performance, 4(4),
pg.309-336.

https://www.google.com.pk/search?q=www.digital+library.edu.pk&oq=www.digital+library.edu.pk&aqs
=chrome..69i57j5.32690j0j4&sourceid=chrome&espv=210&es_sm=93&ie=UTF-
8#es_sm=93&espv=210&q=definition+of+job+satisfaction

Bouchard, T. J., Segal, N. L., & Abraham, L. M. (1989). Job satisfaction: Environmental and genetic
components. Journal of Applied Psychology, 74, pg.187–192.

Edwin A. Locke (1348). Monotony.Journal of Applied Psychology 1955, 39, pg.322-

329.http://www.appliedpsyj.org/paper/other/sfwang/Locke1976%20The%20nature%20and%20causes%
20of%20job%20satisfaction.pdf

Brian Hill, Demand Media. What Are the Factors Affecting Job
Satisfaction? http://smallbusiness.chron.com/factors-affecting-job-satisfaction-20114.html

PMW Associates 232 West AvenidaGaviota San Clemente, California 92672 (949) 498-7085
www.pmwassociates.com e-mail pmw@pmwassociates.com
http://www.pmwassociates.com/data/Job%20Satisfaction-Newsletter%20copy.pdf

http://smallbusiness.chron.com/7-techniques- increasing- motivation-55420.html

 APPENDIX

QUESTIONNAIRE:
General information: (Encircle the option)
Gender:

 Female
 Male

Age:

 15-25
 26-35
 36 and above

Occupation: ________________________

Job title: ___________________________

Encircle the option that closely matches your opinion:

1. I am satisfied with the job, I am doing

2. I feel I am being paid a fair amount for the work I do.

3. When I do a good job, I receive the recognition for it that I should receive.

4. My supervisor is unfair to me.

5. I am satisfied with my chances of being promoted to a better position.

6. I am satisfied with my present salary.

7. I am feeling pressure in meeting the work demands of my job.

8. I have been given challenging tasks in Berger Paints Pakistan Limited.

9. Are there incentive programs in Berger Paints Pakistan Limited?(If yes then respond to
question #10)
a. Yes
b. No
10. Incentive programs increase job satisfaction.

11. I enjoy working with my co-workers.

12. I am satisfied with my status in community.

13. Pay raises are too few and far between, here in this organization.

14. My efforts to do a good job are seldom blocked by red tape.

15. My supervisor shows too little interest in the feelings of subordinates.

16. Will you advise a friend to join this organization?

a. Yes
b. No
17. How job satisfaction can be enhanced in the employees? Write your opinion.
_________________________________________________________________________________
_________________________________________________________________________________
_________________________________________________________________________________
____________

 THANK YOU SO MUCH FOR PARTICIPATION 