A PROJECT REPORT ON THE SATISFACTION LEVEL OF NURSES AT FRONTIER LIFELINE HOSPITAL, CHENNAI

Submitted to

RAJAGIRI SCHOOL OF MANAGEMENT
In Partial Fulfillment of Requirements for the award of the

MASTERS IN HUMAN RESOURCE MANAGEMENT
(2007-2009)

By

Mary Elizabeth James
Roll No: H 386
Rajagiri School of Management
Rajagiri Valley, Kochi-39, Kerala www.rajagiri.edu

ACKNOWLEDGEMENT
The gratification and elation of this project will be incomplete without mentioning all the people who helped me to make it possible, whose guidance and encouragement were valuable to me. First of all I thank the God Almighty for his immense grace and blessings at each and every stage of the project. I am thankful to my Faculty Guide, Prof. Simon Jacob, faculty, MHRM, Rajagiri School Of Management, Kochi, Kerala for giving me his valuable guidance to execute the project as per organization requirements and for trusting me and bringing out in me, qualities that I didn’t know existed. My deep gratitude is due to Mr. Thomas K Abraham, Head HR & Admn., Thejo Engineering Pvt. Ltd. , who guided me at each and every step of this project as the guide, and helped me with his valuable insights. A huge thanks to all the members of the Thejo family especially Mr. Shine James, who extended their whole hearted cooperation and gave valuable guidance in conducting the study and making me feel a part of the family for the duration of my project. Last but not least, I would like to record my deepest sense of gratitude to my dearest parents and my dear friends who encouraged me for making this project a success.

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DECLARATION

I, Mary Elizabeth James, Student of Rajagiri School of Management, Kochi, hereby declare that the organizational internship report on Thejo Engineering Pvt. Ltd., is a bonafide report of the internship done by me at Thejo Engineering Pvt. Ltd. Aysha Building, 41, Whites Road, Chennai – 14, during April 2008.

This study was undertaken in the partial fulfillment of the requirement of the degree in Master in Human Resource Management at Rajagiri School of Management, Kakkanad, Cochin, affiliated to Mahatma Gandhi University, Kottyam, Kerala.

I also declare that this report has not been submitted to any other university/ board for the award of any degree/diploma.

PLACE: Rajagiri valley
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Mary Elizabeth James

Previous structure 12 13 14 15 17 B2.4 Project Process D. Case B1.1 Title C. Recommendations 4 20 21 40 41 19 .1 A. Need for restructuring B3 B4 B5 New structure Departments Change management C. B.2 Industry Profile Company Profile 7 8 Page no.1 Questionnaire tabulation & analysis E. Introduction A.DATE: (Roll No: H386) CONTENTS A. The Project Profile C.3 Scope of the study C. Findings F.2 Objectives of the study C.

. Simon Jacob Faculty.. Cherian Heart Foundation . Bibliography Appendix 42 Report on Organizational Internship Frontier Lifeline & Dr.redefining the lifeline of healthcare ………………... MHRM Mary Elizabeth James Roll No: H-386 MHRM 5 . M. K. Signature Submitted to Prof.G.

EECP (Enhanced External Counter Pulsation). Regular visits from the following international consultants keep us abreast of the latest from their respective centres and lend the benefit of their experiences to our patients. International Visiting Consultants Frontier Lifeline has forged academic and professional links with world-renowned specialists in cardiology and cardio-thoracic surgery. Cherian Heart Foundation has accomplished its mission as a center for cardiac care. Technology Introduction of pioneering technology in Healthcare to India. gene therapy and genetically engineered valves – an area that is normally the territory of highly specialized research centers. Focus There are separate intensive care units at Frontier Lifeline for adults and children. Tissue engineered valves & cardiac substitutes etc. 6 . M. Clinical Application of Stem cells for Failing Hearts in Infants & Adults is another new area in which we have had much success.Rajagiri School of Management A INTRODUCTION Frontier Lifeline has several unique features that set it apart from its peers. Carto Imaging Technology. Research Frontier Lifeline is one of the few hospitals involved in cutting edge research on angiogenesis. an unmatched combination of dedicated human skills. New Areas Frontier Lifeline offers rare capabilities for the assessment of cardiac arrhythmias and electrophysiological studies. Flat panel Cardiac Catheterization lab with spin. advanced technology. Intensivist care (a physician who specializes in the care and treatment of patients in intensive care) and equipments designed to serve different needs of the patients in each category. With unparalleled excellence in cardiac care. Skill The highly skilled and experienced team of surgeons at Frontier Lifeline have performed several breakthrough surgeries for the first time in India being unmatched in their ability and skill. Frontier Lifeline and K. including specialized doctors. Porcelain Operation Suites. world-class infrastructure and compassionate care.

Since HR is a major player in enforcing this change.2 Company Profile A.1 Major tie-ups outside India 7 .1 World Leaders A.2. A.2 Indian Scenario A. had been planning an organizational restructuring which was officially implemented on 1st April 2008.1. In light of this restructuring.1. the company will face certain problems. Ltd. A.1 Industry Profile .Thejo Engineering Pvt. a study has been done on the effectiveness of the HR Department in implementing the change and how this transition can be made a smoother process.

2. 41.2. Chennai – 14 : 7 : 33 8 . Whites Road. of employees : Private Limited Company : 490 (permanent employees) : 400 (casual workers) Head Office No. 3 MAJOR ACTIVITIES OF THEJO Other Details: Constitution No. of Sites : Aysha Building. of branches No.A.2 Vision and Mission Vision: Mission: A.

B.5 CHANGE MANAGEMENT 9 .4 The various departments JOB SATISFACTION THEORY B.3 THE NEW STRUCTURE B.

C.2 Objectives of the study  •  • Primary Objective To study the effectiveness of HR department in change management Secondary Objective To know how the employees view this change C. new structure in a smoother manner.C. 10 .3 Scope of the study The scope of the study is: • • • It finds out if the HR Department has been effective in implementation It gives reasons as to why such a change took place. Chennai”. To give suggestions on how the HRD can make this transition into the of the change.1 Title: “Study on the level of Job Satisfaction of Nurses at Fronteir Lifeline hospital.

Pie Chart . The percentage analysis method describes the relationship and reduces everything to a common base and there by allows meaningful comparison to be made. Induction manual and the internet. These enable a one glance understanding of the data. after the careful analysis of collected data.4 PROJECT PROCESS Data collection: • Primary data: Primary data has been collected through observation and meetings with both top management and employees of Thejo and through the questionnaire distributed.C. The following method is used: Percentage analysis: . and explaining the significance of each finding.Percentage analysis is a simple and easy method of analysis with lot of clarity. The questionnaire was distributed to 40 employees of Thejo HO. It refers to special kind of ratio used in making comparison between two or more series of data. DATA ANALYSIS It involves the task of drawing conclusions or inferences. 11 . • Secondary data: Secondary data has been collected from the HR manual.The data collected has been pictorially represented by a pie chart.

1 Hours worked each week Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 6 28 12 8 6 60 Figure 1 12 .1 A) DATA TABULATION AND ANALYSIS General Working Conditions TABLE 1 Q.D.

2 Flexibility in scheduling TABLE 2 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 28 28 4 0 60 13 . Q.47% of the respondents are satisfied with the hours worked each week. 10 % are highly satisfied and another 10% are highly dissatisfied.

3 Location of work TABLE 3 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 8 32 14 6 0 60 14 . however 47% are neutral on the topic.46% of the respondents are satisfied with regards to the flexibility in scheduling . Q. 7% of the respondents record their dissatisfaction.

4 Amount of paid vacation time/sick leave offered 15 . Q.54% of the respondents are satisfied while 23% are neutral and 13% are dissatisfied regarding the location of work.

TABLE 4 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 16 12 20 12 60 16 .

20% are highly dissatisfied whereas 27% are satisfied.33% of the respondents are dissatisfied about the amount of paid vacation time / sick leave offered. B.5 Salary TABLE 5 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 2 30 18 8 2 60 17 . PAY AND PROMOTION POTENTIAL Q.

50% of the respondents are satisfied with regards to the salary however 30% are neutral on the topic.6 Opportunities for Promotion TABLE 6 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 18 0 26 30 2 2 60 . Q. 14% of the respondents record their dissatisfaction.

) 19 . 44% are satisfied. Q 7. life insurance. etc.50% of the respondents are neutral on the question regarding the opportunities available for promotion. less than 10% are dissatisfied. Benefits (Health insurance.

TABLE 7 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 14 14 22 10 60 20 .

Q 8. Job Security TABLE 8 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 38 16 6 0 60 21 . life insurance.37% of the respondents are dissatisfied while 23% are neutral and 23% are satisfied regarding the Benefits (Health insurance. etc.) that is offered by the hospital.

Recognition for work accomplished TABLE 9 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 18 38 4 0 60 22 .63% of the respondents are satisfied about the feel of job security they have at the hospital. 27% have a neutral opinion and 10% are dissatisfied. however. Q 9.

C. Relationships with your co-workers 23 . 30% are satisfied and 7% are dissatisfied. WORK RELATIONSHIPS Q 10.63% of the respondents feel neutral about the recognition they get for their work done. however.

TABLE 10 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 16 36 6 2 0 60 24 .

Hardly 3 % are dissatisfied regarding the same.60% of the respondents are satisfied & 27% is highly satisfied regarding their relationships with their co-workers. Q 11. Relationship(s) with the supervisor(s) TABLE 11 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 4 36 10 10 0 60 25 .

60% of the respondents are satisfied & 6% is highly satisfied regarding their relationships with their supervisors. Relationships with your subordinates (if applicable) TABLE 12 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 26 18 28 14 0 0 60 . Q12. 17% are dissatisfied with the same.

no one has responded as being dissatisfied with regards to their relationship with their subordinates.47% of the respondents are satisfied and 30% are highly satisfied. USE OF SKILLS AND ABILITIES Q. D.13 Opportunity to utilize your skills and talents: TABLE 13 27 .

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 20 30 8 2 0 60 50% of the respondents are satisfied and 34% are highly dissatisfied with the Opportunity they get at the hospital to utilize your skills and talents. Q.14 Opportunity to learn new skills Table 14 28 . whereas 13% have a neutral opinion and 3 % are dissatisfied.

whereas 13% have a neutral opinion and 3 % are dissatisfied.Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 34 16 8 2 0 60 57% of the respondents are highly satisfied and 27% are satisfied with the Opportunity they get at the hospital to learn new skills.15 Support for additional training and education 29 . Table 15 Q.

WORK ACTIVITIES Q. whereas 27% have a neutral opinion and 7 % are dissatisfied. E. Variety of job responsibilities 30 . for additional training and education.Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 20 20 16 4 0 60 33% of the respondents are highly satisfied and 33% are satisfied with the support they get at the hospital.

Table 17 Q.Table 16 Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 20 34 24 0 2 60 57% of the respondents are satisfied and 3% are highly dissatisfied with the variety of job responsibilities the hospital provides.17 Degree of independence associated with work roles 31 . 40% have a neutral opinion.

Table18 Q. 17% are dissatisfied on this matter.Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 0 26 24 10 0 60 43% of the respondents are satisfied and 40% have a neutral opinion regarding the degree of independence associated with work roles.18 Adequate opportunities for periodic changes in duties 32 .

E. 44% are neutral and 13% record dissatisfaction on this matter. 40% said they are satisfied.1 FINDINGS 33 .Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied TOTAL 2 24 26 8 0 60 When asked if there are adequate opportunities for periodic changes in duties.

 by the HR  respondents are perfectly sure of what their job is. 90% respondents expect a positive change in the work About 80% expect a rise in the job responsibilities and work 90% expect a rise in the overall efficiency of the company.   environment  pressure   success. hence there still exists confusions and discord.  plans provided for those affected by the changes is good.  is.2 Recommendations 34 . 75% of the respondents believe that this new change will be a the employees. E. The new structure has not been properly communicated to all 70% of the respondents believe that this change was absolutely 71% of the respondents feel that the HR has been inefficient in Only about 15% of the respondents believe that the compensation 10% of the respondents believe that sufficient support and advises were given After implementation of the new structure only 22% of Only 47% of the respondents are aware of what their designation Only 32% of the respondents know whom they are supposed to 40 % of the respondents are not sure as to whom all report to them.  necessary.  report to.  communicating the new changes.

BIBLIOGRAPHY • • Thejo HR Manual www. wherein the HR can personally present the new changes to the employees and brief them on what is expected of them.  rights.  that the company doesn’t reach a situation where one department blames another.  department heads. responsibilities and authority should be fixed and written down. so all the new changes.thejo-engg.  Such a step will also give ample opportunity for the employees A comprehensive job description.  The HR manual and the Thejo website should be updated with The specific duty of each department should be clarified. to directly clarify their doubts. including the various duties.  Some sort of an orientation session should be held. Proper communication in writing should be sent to all The communication should not be restricted to only the new employees. It should go to all the staff members under them.com 35 .

com 36 .citehr.• www.

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