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SUBMITTED TO IP UNIVERSITY IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR MASTER OF BUSINESS ADMINISTRATION (MBA) SUBMITTED BY MAHIMA MURMU (BATCH 2009-2011)
ARMY INSTITUTE OF MANAGEMENT & TECHNOLOGY, PLOT NO M-l, POCKET P-5, GREATER NOIDA-201306 (UP)
STUDY OF EMPLOYEE SATISFACTION
It gives me great pleasure in acknowledging the invaluable assistance expended to me by various personalities in the successful completion of this report. “STUDY OF EMPLOYEE SATISFACTION for SYMTRONICS AUTOMATION PVT LTD, PUNE” I express my profound gratitude to Mr. Bhagwat (MD. SYMTRONICS AUTOMATION PVT LTD, PUNE), who permitted me to conduct the project in his company. I am very thankful to Mr. Hindurao Jadhav (G.M. SYMTRONICS AUTOMATION PVT LTD, PUNE) Mr. H. V. Chaudhary (HR) who provided me guidance, advice and useful comments that helped me in the successful completion of this report. I am also thankful to Brig (Dr.) M. K. Kushwaha (Retd.) (Hon, Director of Army Institute of Management & Technology, Greater Noida.) and I am thankful to Mrs. Renu Singh (Faculty) whose dynamic guidance made the project possible. The acknowledgement would be incomplete without rendering impartial gratitude to all those who directly or indirectly helped me in completion of this project. The names I am not been able to mention due to space limit shall remain exposed on the page of my mind reminding me of their support and encouragement.
Mahima Murmu AIMT, Greater Noida. Date:
STUDY OF EMPLOYEE SATISFACTION
CERTIFICATE OF ORIGINALITY
I ________________________ Roll No ___________________ class of 2009, a full time bonafide student of first year of Master of Business Administration (MBA) Programme of Army Institute of Management & Technology, Greater Noida. I hereby certify that this project work carried out by me at ................................................................... and the report submitted in partial fulfillment of the requirements of the programme is an original work of mine under the guidance of the industry mentor _______________________. and faculty mentor _____________________, and is not based or reproduced from any existing work of any other person or on any earlier work undertaken at any other time or for any other purpose, and has not been submitted anywhere else at any time.
(Students Signature) Date:
(Faculty Mentors Signature) Date:
Employees are the assets of the company. I am the part of it and start contributing for achieving the goals of the organization. Symtronics has dedicated its major corporate energies for development and manufacture of special control systems for defence applications. SYMTRONICS started as a small firm in 1970. and pioneered this line in the Indian market. These factors lead to the satisfaction of the employees. They are having some demands but company is also trying to take care of it. Expanding from this base. specially the profit making organizations. in Western India. Maximum percentages of employees are happy with their work.  . with a range of transistorized control instruments as its product line. As far back as 1972. The present study is an attempt to study the employee satisfaction with their organization. This project gives the theoretical knowledge about the subject Employee Satisfaction which includes detailed meaning. The performance of the employees depends upon the various factors. This keeps the vital key in the development of any of the organization. we installed one of the first electronic traffic signaling systems in the city of Pune. If all the employees and workers in the organization are satisfied. performance of the company depends up on performance of the employees working there. Symtronics has designed and supplied a large number of electronic systems for the Indian Navy over the past two decades. As the research is carried out I found employees are satisfied in company. The questionnaires based on likert scale were distributed randomly among 40 employees of SYMTRONICS. The tools implemented for the study are the questionnaires and interviews. The output of the organization is exactly related with performance given by the employees. Pune. Employees are the essential part in making the mission of the organization come true. total sample sizes of 12 employees were taken for interview. The major objectives of the project include study of the factors affecting the satisfaction. its benefits and importance Research methodology is the systematic and scientific search for pertinent information on a specific topic.STUDY OF EMPLOYEE SATISFACTION Executive Summary: The subject of the project is study of employee satisfaction. This is followed by conclusion and suggestion. With time development and changes has been observed in the company. The selection of sample was on random basis. the company today is a professionally managed organization with a modern manufacturing factory at Bhosari. they surely work considering that this organization is mine. It includes surveys and fact finding through primary and secondary data. studying the employees and workers view about satisfaction with their organization and finding area for development etc. 6 employee from management level and 6 employees from worker level. So the study of employee satisfaction keeps great importance.
STUDY OF EMPLOYEE SATISFACTION LIST OF CONTENT S.1 INTRODUCTION TO EMPLOYEE SATISFACTION 2.5 COMPANY PROFILE 2.6 PRODUCTS OF SYMTRONICS 3 RESEARCH METHODOLOGY 3.4 IMPORTANCE OF EMPLOYEE SATISFACTION 2.3 SOURCES & TOOLS OF DATA COLLECTION 3.NO 1 2 OBJECTIVE OF STUDY INTRODUCTION 2.4 SAMPLING TECHNIQUE 3.2 EMPLOYEE SATISFACTION ANALYSIS 2.2 STATEMENT OF PROBLEM 3. 7 4 5 6 7 ANALYSIS & INTERPRETATION FINDINGS CONCLUSION & RECOMMENDATIONS BIBLOGRAPHY & ANNEXURE 37-57 58-59 60-62 63-68 LIST OF TABLES & FIGURES  .3 TECHNIQUES USED TO MEASURE EMPLOYEE SATISFACTION 2.5 LIMITATIONS 33 34 34-35 35 36 20-21 22-25 26-32 8-15 16-17 18-19 CONTENT PAGE NO.1 SCOPE OF THE STUDY 3.
Showing No. Page NO. of Respondents satisfied with their roles and responsibilities.8 Table no. of Respondents interested in the extra activities other than work. Showing No.15 Table no.7 Table no.20 TOPIC Showing No. of Respondents for opportunities of advancement. Showing No. of Respondents for lunch breaks. of Respondents for recognition and appreciation. Showing No. Showing No. of Respondents for safe working conditions. Showing No.12 Table no.11 Table no. of Respondents for incentives. Showing No. Showing No. Showing No. Showing No.18 Table no. Showing No. of Respondents for status and prestige in the organization. of Respondents for work Showing No. of Respondents involved in decision making by management. Showing No. of Respondents for job security. rest breaks.16 Table no.9 Table no.1 Table no. Showing No.4 Table no.17 Table no. of Respondents for hygiene in washroom.19 Table no. 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57  .14 Table no.10 Table no. Showing No.3 Table no. of Respondents for adequate medical facilities. of Respondents for receiving support/assistance in the company. of Respondents for salary.13 Table no. Showing No. Showing No.6 Table no. of Respondents desire to be best at their job. of Respondents feel that my work is challenging Showing No.5 Table no.2 Table no. Showing No. of Respondents for administration in the office. of Respondents happy with the working environment.STUDY OF EMPLOYEE SATISFACTION Table/Figures Table no. of Respondents for achieving the best of their potential.
To study the factors affecting the employee satisfaction. To find the reasons for dissatisfaction. Finding area for development through study.STUDY OF EMPLOYEE SATISFACTION 1. Studying the employees view about satisfaction with their organization.  . OBJECTIVE OF THE STUDY Title: Study of employee satisfaction.
motivate and retain hard-working individuals will be better positioned to succeed in a competitive health care environment that demands quality and cost-efficiency. high levels of absenteeism and staff turnover can affect your bottom line. INTRODUCTION 2. HERZBRG’S THEORY: In the late 1950s. as temps. Frederick Hertzberg.1 INTRODUCTION TO EMPLOYEE SATISFACTION Employee satisfaction and retention are always been important issues for any organization. they’ve increased their own job satisfaction as well. few organizations have made job satisfaction a top priority that lies in front of them. But few practices in fact. Think of a time when you felt especially good about your job. considered by many to be a pioneer in motivation theory. Satisfied employees tend to be more productive. Family physicians who can create work environments that attract. What’s more. that there are two dimensions  . recruitment and retraining take their toll. and recent studies have shown a direct correlation between staff satisfaction and patient satisfaction. creative and committed to their employers. Why did you feel that way? 2. physicians may even discover that by creating a positive workplace for their employees. Think of a time when you feel that way? From these interviews Hertzberg went on to develop a theory. After all. He asked the employees essentially two sets of questions: 1. interviewed a group of employees to find out what made them satisfied and dissatisfied on the job.STUDY OF EMPLOYEE SATISFACTION 2.
let’s begin with the hygiene issues. COMPANY AND ADMINISTRATIVE POLICIES An organization’s policies can be the great source of frustration for employees if the policies are unclear and unnecessary or if not everyone is required to follow them. they can only dissatisfy if they are absent or mishandled. soliciting staff input along the way. In other words. create satisfaction by fulfilling individuals needs for meaning and personal growth. said Hertzberg. recognition. Hygiene topics include company policies. the motivators will promote job satisfaction and encourage production. APPLYING THE THEORY: To apply Hertzberg’s theory to real-world practice. Although employees will never feel a great sense of motivation or satisfaction due to your policies. once the hygiene areas are addressed. If you do not have a written manual. salary. you can decrease dissatisfaction in this area by making sure your policies are fair and apply equally to all.STUDY OF EMPLOYEE SATISFACTION to job satisfaction: motivation and “hygiene issues. supervision. the work itself. These issues are such as achievement. motivators on the other hand. create one. Although hygiene issues are not the source of satisfaction these issues must be dealt with first to create an environment in which employee satisfaction and motivation are even possible. These are issues related to the employee’s work environment. interpersonal relations and working conditions. If you might also compare your policies to those of similar practices and ask yourself-whether particular policies are unreasonably strict  . responsibility and advancement. Also. make printed copies of your policies-and-procedures manual so that it will be easily accessible to all members of your staff.
You should teach your supervisors to use positive feedback whenever possible and should establish a set means of employee evaluation and feedback so that no one feels singled out. In addition. If  . If individuals believe they are not compensated well. over lunch. make sure you have clear policies related to salaries. you must begin by making wise decisions when you appoint someone to the role of supervisor.STUDY OF EMPLOYEE SATISFACTION or whether some penalties are too harsh. Be aware that good employees do not always make good supervisors. INTERPERSONAL RELATIONS: Remember that part of the satisfaction of being employed is the social contact it brings. cultural activities).g. Salary is not a motivator for employees. you should crack down on rudeness. SUPERVISION: To decrease dissatisfaction in this area. inappropriate behavior and offensive comments. This will help them to develop a sense of camaraderie and teamwork. they will be unhappy working for you. The role of supervisor is extremely difficult. Consult salary surveys or even your local help-wanted ads to see whether the salaries and benefits you’re offering are comparable to those of other offices in your area. raises and bonuses. but they do want to be paid fairly. It requires leadership skills and the ability to treat all employees fairly. so allow employees a reasonable amount of time for socialization (e. At the same time. SALARY: The old adage “you get what you pay for” tends to be true when it comes to staff members.
whether it is a desk. Share stories of success about how an employee’s actions made a real difference in making a process better. First. a locker.STUDY OF EMPLOYEE SATISFACTION an individual continues to be disruptive. Even a nice chair can make a world of difference to an individual’s psyche. perhaps by dismissing him or her from the practice. If you’ve placed your employees in close quarters with little or no personal space. remember that you cannot neglect the hygiene factors discussed above. Also. Of course employees may not find all their tasks interesting or rewarding. don’t be surprised that there is tension among them. WORKING CONDITIONS: The environment in which people work has a tremendous effect on their level of pride for the work they are doing. but you should show the employee how those tasks are essential to the overall processes that make the practice succeed. So deal with hygiene issues first. while your mediocre employees would stay and compromise your practice’s success. or even just a drawer. Emphasize that their contribution to the practice result in positive outcomes. You may find certain tasks  . Make a big deal out of meaningful tasks that may have become ordinary. if possible. your employees would be generally unhappy. then move on to the motivators: WORK ITSELF: Perhaps most important to employees motivation is helping individuals believe that the work they are doing is important and that their tasks are meaningful. Do everything you can to keep your equipment and facilities up to date. would leave. who can find jobs elsewhere. To do so you need be asking for trouble in more than one way. take charge of the situation. your hardworking employees. avoid overcrowding and allow each employee his or her own personal space. Before you move on to the motivators. second.
and make sure employees know what those goals and standards are. such as “employee of the month. timely feedback on how they are doing and should feel they are being adequately challenged in their jobs. if appropriate. not to overload individuals with challenges that are too difficult or impossible. resulting in greater efficiency and satisfaction. To help them. take the time to acknowledge their good work immediately. Individuals should also receive regular. If you notice employees doing something well. ACHIEVEMENT: One premise inherent in Hertzberg’s theory is that most individuals sincerely want to do a good job. Publicly thank them for handling a situation particularly well. Set clear. achievable goals and standards for each position.STUDY OF EMPLOYEE SATISFACTION that are truly unnecessary and can be eliminated or stream lined. as that can be paralyzing. You may even want to establish a formal recognition program. Write them a kind mote of praise. RECOGNITION: Individuals at all level of organization want to be recognized for their achievements on the job. Be careful.” RESPONSIBILITY: Employees will be more motivated to do their jobs well if they have ownership of their work. This requires giving employees enough freedom and power to carry out their tasks so that  . Or give them a bonus. but your praise should be sincere. make sure you’ve placed them in positions that use their talents and are not set up for failure. however. Their successes don’t have to be monumental before they deserve recognition.
consider giving him or her a new title that reflects the level of work he or she has achieved. this kind of need ceases to be a motivator. As per his theory these needs are: (i) Physiological needs: These are important needs for sustaining the human life. Food. As individuals mature in their jobs. warmth. perhaps giving the employee greater freedom and authority as well. sleep.STUDY OF EMPLOYEE SATISFACTION they feel they “own” the result. however. shelter. ascending from the lowest to the highest. which will make them more valuable to your practice and more fulfilled professionally. support employees by allowing them to pursue further education. ADVANCEMNENT: Reward loyalty and performance with advancement. water. Maslow saw human needs in the form of a hierarchy. medicine and education are the basic physiological needs which fall in the primary list of  . Be careful. that you do not simply add more work. If you do not have an open position to which to promote a valuable employee. find ways to add challenging and meaningful work. Instead. ABRAHAM MASLOW’S “NEED HIERARCHY THEORY”: One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. provide them opportunities for added responsibility. and he concluded that when one set of needs is satisfied. When feasible.
This kind of need produces such satisfaction as power. property. (ii) Security or Safety needs: These are the needs to be free of physical danger and of the fear of losing a job. (iv) Esteem needs: According to Maslow. no other motivating factors can work. autonomy and achievements and external esteem factors such as states. food or shelter. they need to belong and be accepted by others. (iii) Social needs: Since people are social beings. they tend to want to be held in esteem both by themselves and by others. once people begin to satisfy their need to belong. it includes growth. achieving one’s potential and self-fulfillment. It is to maximize one’s potential and to accomplish something. (v) Need for self-actualization: Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming. It also includes protection against any emotional harm. People try to satisfy their need for affection. It includes both internal esteem factors like self-respect. Maslow was of an opinion that until these needs were satisfied to a degree to maintain life. acceptance and friendship. recognition and attention.  .STUDY OF EMPLOYEE SATISFACTION need satisfaction. prestige status and self-confidence.
research does not validate this theory. you need to understand what level of the hierarchy that person is on and focus on satisfying those needs or needs above that level. a substantially satisfied need no longer motivates. So if you want to motivate someone. Maslow’s need theory has received wide recognition. particularly among practicing managers. However. the theory would say that although no need is ever fully gratified. the next need becomes dominant.STUDY OF EMPLOYEE SATISFACTION As each of these needs is substantially satisfied.  . This can be attributed to the theory’s intuitive logic and ease of understanding. Maslow provided no empirical evidence and other several studies that sought to validate the theory found no support for it. From the standpoint of motivation.
If you are assessing the level of job satisfaction of your employees.2 EMPLOYEE SATISFACTION ANALYSIS Employee satisfaction surveys have become the main tool for any entrepreneur to assess the satisfaction of the employees of the company. As all of us know.STUDY OF EMPLOYEE SATISFACTION 2. the satisfaction of the employees is a key factor for the success of any  . To simply measure what employees are most and least satisfied with is not enough. You might find that your employees are quite dissatisfied with some aspect of their jobs. you are probably interested in knowing exactly what matters most to them. as this is done without any names on it. but that the thing they are unhappy with is not really that important to them. Mostly the employee satisfaction surveys are conducted by the human resources departments of the companies. people can vent their feeling out which they don’t do usually. but you also learn that this is the most important thing to them and therefore an area to focus on improving. I think it’s very important. This information is critical to understanding exactly what you need to fix. Or you might find that your employees are moderately satisfied with some other aspect of their jobs.
There should be employee satisfaction survey questions about the payments and perks. Other facilities: There should be specific questions in the employee satisfaction surveys regarding conveyance. Management: It is very important whether the management is efficient or not in their view point.STUDY OF EMPLOYEE SATISFACTION company. There are few factors. Interpersonal relations: The employee satisfaction survey questions about the relations between the employees are very important. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Finally employee satisfaction surveys should find out whether the employees feel that they are integral part of the company. There should be questions based on these factors in the employee satisfaction surveys. It should not be missed in employee satisfaction surveys. medical and canteen facilities. Employee satisfaction is supremely important in an organization because it is what productivity depends on. This only will tell whether they are satisfied fully with the company and its functions. Improvement: The employee satisfaction surveys should ask the employees their suggestions to improve the working of the company. A recent study revealed a high dependence on the success (in terms of profits) of the company with the satisfaction of its staff. Satisfied employees are also more  . Are they enjoying the financial freedom? Working environment: One of the employee satisfaction survey questions should address the sufficiency of the facilities and amnesties in the company. which could not be missed in the employee satisfaction surveys. So there should be employee satisfaction survey questions on it. The best way to get the feelings of the staffs is employee satisfaction survey.
STUDY OF EMPLOYEE SATISFACTION
likely to be creative and innovative and come up with a breakthrough that allows a company to grow and change positively with time and changing market conditions.
2.3 TECHNIQUES USED TO MEASURE EMPLOYEE SATISFACTION
We can conduct employee satisfaction survey by methods as follows: 1. Job in General Scale (JIG) • Job In General Scale is a method of employee satisfaction and developed as a global measure of job satisfaction. • JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified in 1985 by the JDI Research Group.
2. Job Descriptive Index (JDI) 1. Job Descriptive Index is a scale used to measure five major factors associated with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. 2. The JDI was first introduced in 1969 and since then has been used by over 1,000 organizations in many sectors.
STUDY OF EMPLOYEE SATISFACTION
3. Satisfied / dissatisfied method In this method, you just send a question form that include: • What is good thing in our company? • What is not good one in our company? This method is suitable for “emergency events” and you need result in a short time.
4. Interview method This method is used for: • Review all data collected from other method.. • Review key person.
5. Minnesota Satisfaction Questionnaire (MSQ) • The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an employee’s satisfaction with their particular job. • Method includes 100 items measuring 20 facets of job satisfaction. • There are three version are available: two long forms (1977 version and 1967 version) and a short form.
I have used the Interview method and Questionnaire method to measure an employee’s satisfaction level with their particular job in the organization. A set of questionnaire with 20 questions were distributed among all the employees and workers of the SYMTRONICS. An
STUDY OF EMPLOYEE SATISFACTION
interview has been conducted of 12 employees, 6 from management level and 6 from worker level. This method will help in reviewing the data collected from other sources. The most simplistic and most effective is ASK! Most employees will not vent grievances in a one to one or group discussion. Therefore to break the dilemma I used a simple tick box questionnaire where the employee can place an X in a multi-choice box and also use a text box where they can write some comment as an answer. Collate using a spreadsheet and there you have employee feedback which can be used to inform the company business plan without risking false feedback
2.4 IMPORTANCE OF EMPLOYEE SATISFACTION
Employee satisfaction surveys help employers measure and understand their employees' attitude, opinions, motivation, and satisfaction, after getting the results the employer is able to know if people working there are happy or not, what they like most about the organization and area of improvement to control attrition and retain people. Management should know if employees have job satisfaction or not. Why is employee satisfaction important? Purpose / benefits of employee satisfaction include as follows: 1. Importance of employee satisfaction for organization • Enhance employee retention. • Increase productivity. • Increase customer satisfaction
energized employees. Importance of employee satisfaction for employee • Employ will believe that the organization will be satisfying in the long run • They will care about the quality of their work. • Higher quality products and/or services due to more competent. • They will create and deliver superior value to the customer. 2.  . recruiting. • More energetic employees. • Enhance customer satisfaction and loyalty.STUDY OF EMPLOYEE SATISFACTION • Reduce turnover. • Improve teamwork. and training costs. • Their works are more productive. • They are more committed to the organization.
SYMTRONICS started as a small firm in 1970. and pioneered this line in the Indian market.STUDY OF EMPLOYEE SATISFACTION 2.5 COMPANY PROFILE Company: SYMTRONICS AUTOMATION PVT LTD provides end to end solutions for all control applications on-board ships. As far back as 1972. we installed one of the first electronic traffic signaling systems in the city of Pune. From simple on-off control to complex closed loops.  . in Western India. Pune. Symtronics provide reliable. the company today is a professionally managed organization with a modern manufacturing factory at Bhosari. Expanding from this base. appropriate and economical systems solutions. From primary sensor to final control elements. with a range of transistorized control instruments as its product line.
STUDY OF EMPLOYEE SATISFACTION Established in the 1970’s Symtronic has now grown into a professionally managed lectronics manufacturing company with a trained workforce of over 50 people. krivak class frigates and leanders. Technologies are also being applied to army and air-force applications. Strategic Electronics for Defence use. Road Traffic Signaling. DA compartments. Tarantula I missile boats and corvettes. integration and installation. Instrumentation and controls for engine rooms. wheelhose. VME 64 architecture and RTOS. SYMTRONICS has been working to bridge the gap between the user needs and available technological solutions for over twenty years. Feasibility studies are conducted by our engineers to propose the most economical and effective solutions. Symtronics engineers have experience on a variety of ships including Centaur class Aircraft Carriers. linear and digital circuits. Sovremenny and Kashin class destroyers. Symtronics undertakes turn-key contracts for refurbishment and modernization of complete instrumentation on-board ships. bridge.  . Protection Relays and panels. The Symtronics team has diverse skills and specialized experience working on ships during new construction as well as refits. kilo and 209 class submarines etc. Compressors etc. software engineering. Electrical Appliance Testing Systems and Electrical Energy Management Systems. Boilers. Symtronics engineers are very conversant with embedded systems technologies including microprocessors. Our product lines span widely different application areas.
Installation and commissioning of controls. C++ and RTOS for control system.STUDY OF EMPLOYEE SATISFACTION Capabilities and areas of expertise • • • • • • Design and Development of Electronic Control Systems. PLC based systems Instrumentation and controls for various processes and parameters Software design in C.  . Data acquisition and control. VLSI for specific applications. • • • • VME 64 based control systems Design of embedded system. Micro-Processors and PC based control systems. Analogue and Digital circuit design. Cabling on board marine vessels according to marine standards.
STUDY OF EMPLOYEE SATISFACTION • Familiarity and experience with Defence standards for systems such as JSS-55555. LIoyds. Aircraft Carriers. FACs. • Refrigeration and Aircon plant controls • Ship data interface (SDIF) for submarines  . D and E-products tested for MIL STD 461C/D/E • • • • • • Interaction with leading certification bodies-IRS. System integration and project management in a time bound manner. Preventive and fault maintenance of marine systems and complete ship-platforms. • Smoke Density Monitors for Steam ship’s Boilers. missile Boats. Destroyers. LSTLs. MIL-STD 461 C. Feasibility Studies User Training Technical Documentation Marine Control Systems –Product range • DA (Diesel Alternator) Control for Frigates. DGQA etc. Minesweepers LCUs.
STUDY OF EMPLOYEE SATISFACTION • Diesel monitoring system for submarines • Machinery Monitoring systems • HP Air compressor controls • AC chopper box for submarines • Trim and list Indication Systems • Shaft speed indicators • Engine Order Telegraphs  .
STUDY OF EMPLOYEE SATISFACTION 2.6 PRODUCTS OF SYMTRONICS Diesel Engine and Alternator Monitoring Systems Propeller and engine Shaft speed indicating Systems Advanced VME 64 based Diesel Monitoring System for Submarines Chilled Water Plant Power and Temperature Control Systems (Chopper Box)  .
VentilationControls  . Boiler Torch Igniter for Steam Ships Gas Turbine Generator Control Systems.STUDY OF EMPLOYEE SATISFACTION Compressor and Refrigeration Plant Control Panels Boiler Flame Monitors.Turbine Alternator Monitoring Systems.
STUDY OF EMPLOYEE SATISFACTION List and Trim Indicator Systems Smoke Density Indicators for Marine Boilers Diesel Engine and Alternator Monitoring Systems  .
Automation for starting. stopping and protection of DAs is vital for uninterrupted provision of power for ships. Advanced VME 64 based Diesel Monitoring System for Submarines An advanced monitoring system for submarine application. hall-effect and photo-electric pick-ups. using serial bus communication for simplified cabling and increased reliability. level etc.STUDY OF EMPLOYEE SATISFACTION Diesel alternators are the main source of electric power on board ships. Chilled Water Plant Power and Temperature Control Systems (Chopper Box)  . The system. Newer generations of systems are microprocessor-based. A variety of sensors-magnetic. self-diagnostics and system redundancies are some of the highlights Propeller and engine Shaft speed indicating Systems Specially designed systems for measurement and indication of rotational speed of the engines or propeller shafts. and micro-controller based indication and control electronics. Symtronics specializes in designing and installing application-specific DA controls for various classes of ships. is a fully computerized system which monitors the operation of four diesel engines and alternators and all auxiliary equipments on the sub. the electronic logic and sequencing hardware and the local and remote indicating instrumentation. The system monitors these by taking inputs from approximately 300 sensors and displays readings and functions on twin LCD monitors. based on open architecture VME platform. DA monitoring systems include sensors for pressure. temperature. Analogue and digital instrumentation options. Buil-in redundancy and a unique Ethernet data communication network makes the system very reliable. speed.
with a variety of sequencing and protection features. stopping and monitoring of High Pressure Air compressors. Uses chip-based gravity accelerometers and microprocessor controlled system for accurate and reliable indication of ship’s orientation in the control room. Provides local and remote indicators and  . Boiler Flame Monitors.VentilationControls Auto-sequencing and protection systems and panels incorporating audio-viual annunciation and auto-shut-down features. Gas Turbine Generator Control Systems. Boiler Torch Igniter for Steam Ships Photo-electric flame sensing and automatic sequencing of Boiler starting operations. all housed in a compact water-tight. rugged enclosure. List and Trim Indicator Systems Indication of List and Trim angles of the ship-especially for submarines. Hybrid electronic-mechanical portable Torch Ingiters. Interfaces are provided for Integrated Platform Management systems.STUDY OF EMPLOYEE SATISFACTION 28 KW DC-DC converters cum control system which powers and controls three compressors of the chilled water plant for the air conditioning system on board a ship. Compressor and Refrigeration Plant Control Panels Control panels and systems for starting. The design uses IGBTs and a solid-state control and protection system. Soft-starters and auto change-over between main and standby power supplies are built-in features. Turbine Alternator Monitoring Systems. The system operates three compressors in a master-slave hierarchy to achieve and maintain chilled water temperature in the plant.
Symtronics has been doing business with the Indian navy for close to 20 years now. DQA(WP). As a result of this. accolades: • • • • Incorporated as a Private Limited company in 1981. Capability assessments carried out for registrations. 9BRD. approvals.STUDY OF EMPLOYEE SATISFACTION dual analogue and digital display of trim and list angles. The major part of our work has involved Diesel Engine Monitoring system for various classes of ships. symtronics has acquired solid experience and  . For improvement of boiler fuel efficiency and environmental control. minesweepers. Systems being exported. Smoke Density Indicators for Marine Boilers Optical sensing of smoke density across the smoke stack/funnel and remote indication with alarm functions. Registrations. missile Boats etc. including frigates. HVF. CVRDE. We have to date supplied over 200 such systems. ISO 9001-2000 certified company Credit rating of SE-2B accorded by NSIC-CRISIL Member of DEMA (Defence Electronics Manufacturers Association). ARDE. GRSE. SEMCEI (Society of EMC Engineers of India) • • Winner of DEMA excellence awards of 1998 and 2006 Vendor registrations with key Defence and DRDO establishments including MDL.
office equipment etc. RESEARCH METHODOLOGY:  . Our mission is to stay at the forefront of technological innovation and achieve excellence in product design and support. test and calibration equipment. We shall achieve this through a commitment to continual improvement in the effective implementation of our quality policy. Standardized spares are part of the Indian navy’s logistic management system. Vizag and Port Blair are equipped with the necessary tools. We strive to develop better solutions to customers needs at the best possible prices. 3. CAD software packages . Symtronics provides assured quick-support and defect rectification. every time.000 sq ft equipped with all necessary design tools. The navy has gained a considerable advantage in costs and support by buying these from us. INFRASTRUCTURE Symtronics has a modern factory at MIDC Bhosari. on time. software development facility. FAST SUPPORT pport offices at Mumbai. QUALITY POLICY At Symtronics we are committed to deliver high quality electronic control systems to the full satisfaction of customer’s requirements. fabrication machinery. . with a built-up area of 10. near Pune city in the western Indian state of Maharashtra. simulators.STUDY OF EMPLOYEE SATISFACTION reputation as one of the leading suppliers of Engine Russian and British firms. and test equipment for on board work.
It may be understood as science of studying how research is done scientifically. I have collected required data and information from all the departments.STUDY OF EMPLOYEE SATISFACTION Research methodology is a way to systematically solve the research problem. 3. The major purpose of descriptive research is description of the state of affairs as it exists at present. I have carried my project with SYMTRONICS AUTOMATION PVT LTD. using questionnaires and personal interviews.2 STATEMENT OF PROBLEM  . the study on the satisfaction of employees with their organization will bring about the various factors associated with the satisfaction level of the employees and the reason for dissatisfaction. It includes surveys and fact findings. The type of research the researcher gone through for study of employee satisfaction is Descriptive Research. 3. The satisfaction of employees is related to the performance and growth of the organization. The main characteristic of this method is that the researcher has no control over the variables.1 SCOPE OF THE STUDY The scope of this study is to find out the satisfaction level of the employees with their organization and formulate a common hypothesis. Since this is the first time in SYMTRONICS that the satisfaction level of employees will be analyzed.
observation. Secondary Data: The secondary data refers those. which are already stored somewhere for someone’s requirement or reference. personal interviews with the help of designed questionnaire. The primary data is collected through surveys. Collection of data is done with help of designed questionnaires and personal interviews. Primary data is collected through questionnaire and personal interviews of management level and worker level employees. It can be collected from sources like books. Questionnaires are closed end. For my study purpose I have also used various sources of secondary data. I have used sources such  .3 SOURCES & TOOLS OF DATA COLLECTION Data Collections Methods: Primary Data: Primary data is the raw data that is collected by the researcher as first hand information from the sample taken into observation for specific purpose. likert scale method is been used to design the questionnaire. internet etc. 3.STUDY OF EMPLOYEE SATISFACTION Employee Satisfaction Analysis for the various levels of employees and finding the various factors responsible for satisfaction and dissatisfaction of employees which need to be worked on.
etc.. broachers etc. I have selected sample of 12 employees. 3. Secondary data is collected through company periodical. of the company.Employee from each department and each level in the department Sample size : 40 Employees for questionnaire : 12 employees for interview In Symtronics Automation Pvt Ltd. 3. The employees of Symtronics Automation Pvt. Ltd have been randomly given the questionnaires to fill.5 LIMITATIONS  . books.4 SAMPLING TECHNIQUE Random sampling refers to the sampling technique in which each and every sample item has an equal chance of being included in the sample. And the questionnaire is being distributed among 40 employees for their feedback. The selection is free from personal bias and the sample depends entirely on chance. there are 53 employees including management level and worker level employees. Using simple Random sampling method.STUDY OF EMPLOYEE SATISFACTION as Internet. 6 Employees from the management level and 6 Employees from the workers level for the personal interview. discussing with friends. Sample frame: .
Many employees and organization have low awareness about the Study of employee satisfaction and why it is needed in the organization. as well as what benefits will it bring to an individual or group of people and in turn the organization. So could not fill the questionnaire appropriately 4.STUDY OF EMPLOYEE SATISFACTION Every study has got some limitation. DATA ANALYSIS:  . They have been listed as follows: Some employees who were interviewed didn’t share their personal observation or problems they were facing because they didn’t find it important to share because of their personal opinions and views. Ltd. I have also faced some constraints and limitations. Some respondents were not aware of the information asked in the questionnaire. during the project “study of employee satisfaction” in Symtronics Automation Pvt.
4.1 Data Analysis and Interpretation:  . I have interviewed 6 management employees and 6 workers. this helps in giving the conclusion of the study. And 40 questionnaires are being distributed among the management employees.STUDY OF EMPLOYEE SATISFACTION Data analysis is done on the basis of information received with the help of designed questionnaire and through personal interview. The data analysis and interpretation is done by averaging the responses and then its percentage is calculated. Data is tabulated using five variables. While interviewing the employee response is also taken into consideration. I have interviewed management level employees as well as workers.
of Respondents 0 0 36 4 40 percentage 0% 0% 90% 10% 100% Chart no. What types of incentives motivates you more? Table no.1: Showing No.STUDY OF EMPLOYEE SATISFACTION BASIC NEEDS 1. of Respondents for salary. out of 40 respondents 90% agree that the rewards or incentive should be financial as well as non-financial.1: Showing No. Variables A B C D Total Answer Financial Non-financial Both Neutral No. Reference with above table. And 10% are neutral to this question. 2.2: Showing No. I am satisfied with the salary I draw. of Respondents for incentives. Table no. of Respondents for incentives. both.  .
3. rest breaks. of Respondents 2 8 18 10 2 40 percentage 5% 20% 45% 25% 5% 100% Chart No. I am satisfied with the lunch breaks. Variables A B Answer Strongly agree Agree  No. 25% are happy with their salary and 30% are unsatisfied. out of 40 respondents 45% are neutral. rest breaks.3: Showing No. References with above table. of Respondents for salary. Table no.STUDY OF EMPLOYEE SATISFACTION Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.2: Showing No. of Respondents 0 32 percentage 0% 80% . of Respondents for lunch breaks.
rest breaks.STUDY OF EMPLOYEE SATISFACTION C D E Total Neutral Disagree Strongly disagree 2 6 0 40 5% 15% 0% 100% Chart No.3: Showing No. of Respondents 0 26 10 2 2 40  percentage 0% 65% 25% 5% 5% 100% . of Respondents for administration in the office. out of 40 respondents 80% agree that they are satisfied with the lunch breaks and rest breaks. Table no. of Respondents for lunch breaks. 15% of employees disagree with the breaks. 4. References with above table. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.4: Showing No. I am satisfied with the administration in my office.
of Respondents 6 26 6 2 0 40 percentage 15% 65% 15% 5% 0% 100%  .STUDY OF EMPLOYEE SATISFACTION 30 25 20 15 65%Ag ree Strongly Agree Agree Neutral 25%Neutral Disagree Strongly Disagree 5%D ag is ree 5%S trong ly D a ree is g 10 5 0 E mployee R pons es e Chart No. 5. The rest rooms / washrooms are clean. References with above table. And 10% people are not satisfied with the administration.5: Showing No. Table no. out of 40 respondents 65% feel that the administration is good in office and 25% are neutral to this question. of Respondents for hygiene in washroom. of Respondents for administration in the office.4: Showing No. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. hygienic and well ventilated.
of Respondents for work. 6. neither they are satisfied nor they are unsatisfied. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. Table no.6: Showing No. I am satisfied with my work.STUDY OF EMPLOYEE SATISFACTION Chart No. out of 40 respondents 80% are satisfied with hygienic & cleanness of washrooms/rest rooms and 15% employee showing no response. of Respondents for hygiene in washroom. And 5% is disagreeing to the washroom hygienic condition.5: Showing No. of Respondents 12 18 8 2 0 40 percentage 30% 45% 20% 5% 0% 100%  . Reference with above table.
Table no. of Respondents 4 22 12 2 0 40 percentage 10% 55% 30% 5% 0% 100%  . SAFETY NEEDS 7. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. References with above table. of Respondents for work. of Respondents for safe working conditions.6: Showing No. out of 40 respondents 75% are satisfied with their work and 20% are neutral and 5% are not satisfied with their work. There are safe working conditions in the company and I am satisfied with it.STUDY OF EMPLOYEE SATISFACTION Chart No.7: Showing No.
of Respondents 0 36 4 0 0 40 percentage 0% 90% 10% 0% 0% 100%  .8: Showing No. Table no. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. I am satisfied with the job security provided to me in my current job.STUDY OF EMPLOYEE SATISFACTION Chart No. of Respondents for job security. out of 40 respondents 65% are satisfied with working condition of the company and 30% are neutral. . 5% are not satisfied with the working condition of the company. of Respondents for safe working conditions.7: Showing No. Reference with above table. 8.
of Respondents 2 14 12 10 2 40 percentage 5% 35% 30% 25% 5% 100%  . I am satisfied with the medical facilities provided in the company. of Respondents for adequate medical facilities. out of 40 respondents 90% feel that they have job security in their current job and 10% are neutral to this question. 9: Showing No. Table no. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.8: Showing No. 9. of Respondents for job security. Reference with above table.STUDY OF EMPLOYEE SATISFACTION Chart no.
9: Showing No. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. Reference with above table. Table no. of Respondents 4 24 8 4 0 40 percentage 10% 60% 20% 10% 0% 100%  . out of 40 respondents 40% feel that they have got adequate medical facilities in the company and 30% are neutral to it also 30% are disagree to this statement. I am satisfied with the recognition and appreciation given to me for my work efforts. of Respondents for adequate medical facilities. of Respondents for recognition and appreciation.10: Showing No. ESTEEM NEEDS 10.STUDY OF EMPLOYEE SATISFACTION Chart no.
11. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.11: Showing No. To this statement 20% are neutral and 10% are disagreeing to it. out of 40 respondents 70% feel that they receive recognition and appreciation of their work efforts. of Respondents 4 24 6 6 0 40 percentage 10% 60% 15% 15% 0% 100%  . Are you involved by management in decision making of your department? Table no. of Respondents for recognition and appreciation.STUDY OF EMPLOYEE SATISFACTION Chart no. of Respondents involved in decision making by management. Reference with above table.10: Showing No.
Are you satisfied with your roles and responsibilities of the organization? Table no. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. of Respondents 8 18 12 2 0 40 percentage 20% 45% 30% 5% 0% 100%  . Reference with above table. out of 40 respondents 70% says they are involved in decision making by the management and 15% are neutral to it.12: Showing No. 12. And 15% are disagreeing to it.STUDY OF EMPLOYEE SATISFACTION Chart no. of Respondents satisfied with their roles and responsibilities.11: Showing No. of Respondents involved in decision making by management.
13. Reference with above table. out of 40 respondents 65% are happy with their roles and responsibilities towards the organization and 30% are neutral to this question.13: Showing No.STUDY OF EMPLOYEE SATISFACTION 45%a ree g 18 16 14 12 10 8 6 4 2 0 E mployee R pons es e 5%D a ree is g 20%S trong ly Ag ree 30%Neutra l Strongly Agree Agree Neutral Disagree Strongly Disagree Chart no. And 5% are not happy with their role and responsibilities. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.12: Showing No. of Respondents 6 22 8 4 0 40 percentage 15% 55% 20% 10% 0% 100%  . of Respondents satisfied with their roles and responsibilities. of Respondents for status and prestige in the organization. Do you feel your job provides you status and prestige in the organization? Table no.
SOCIAL NEEDS 14. Reference with above table. of Respondents 6 24 8 2 0 40 percentage 15% 60% 20% 5% 0% 100%  . of Respondents satisfied with the working environment. of Respondents for status and prestige in the organization. Table no. I am satisfied with the working environment of the company.13: Showing No. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. out of 40 respondents 70% agree to the statement that their job provides them status and prestige in the organization. And 20% are neutral with 10% are disagree to the statement.STUDY OF EMPLOYEE SATISFACTION Chart no.14: Showing No.
Table no. subordinates and superiors. of Respondents 2 32 4 2 0 40 percentage 5% 80% 10% 5% 0% 100%  . 15. I receive support/assistance in my company from my peers. 75% are happy with the working environment of the company and 20% are neutral. of Respondents satisfied with the working environment. of Respondents for receiving support/assistance in the company. References with above table.14: Showing No.15: Showing No. out of 40 respondents. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. With 5% are disagreeing to this statement.STUDY OF EMPLOYEE SATISFACTION Chart no.
16: Showing No. 16. subordinates and supervisors.15: Showing No. And 10% are neutral to it. of Respondents interested in the extra activities other than work. out of 40 respondents 85% are satisfied with the support and assistance they get from their peers.STUDY OF EMPLOYEE SATISFACTION Chart no. Are you interested in the extra activities other than work. such as games. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. of Respondents 18 14 6 2 0 40 percentage 45% 35% 15% 5% 0% 100%  . with 5% are disagreeing to the statement. of Respondents for receiving support/assistance in the company. cultural? Table no. References with above table.
cultural activities. of Respondents 2 22 12 2 2 40 percentage 5% 55% 30% 5% 5% 100%  . out of 40 respondents 80% are interested in extra activities other than work such as games. of Respondents for opportunities of advancement. And 15% are neutral.16: Showing No. References with above table.17: Showing No.STUDY OF EMPLOYEE SATISFACTION Chart no. I am satisfied with the opportunities offered by the company for my advancement. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No. 5% are not interested. Table no. SELF ACTUALISATION 17. of Respondents interested in the extra activities other than work.
STUDY OF EMPLOYEE SATISFACTION Chart No. References with above table. I feel that my work is challenging.17: Showing No. Table no. of Respondents feel that my work is challenging. of Respondents for opportunities of advancement. 18. out of 40 respondents 60% agree that company offers them opportunity for advancement. of Respondents 10 20 8 2 0 40 percentage 25% 50% 20% 5% 0% 100%  . And 30% are neutral with this statement and 10% disagreeing to it. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.18: Showing No.
of Respondents feel that my work is challenging. Reference with above table. Table no. 5% are disagreeing to it. 18: Showing No. of Respondents 10 30 0 0 0 40 percentage 25% 75% 0% 0% 0% 100%  . of Respondents desire to be best at their job. 19.STUDY OF EMPLOYEE SATISFACTION Chart no. I desire to be the best at my job. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.19: Showing No. out of 40 respondents 75% feels that their work is challenging and 20% are neutral to this statement.
Table no. of Respondents 12 20 6 2 0 40 percentage 30% 50% 15% 5% 0% 100%  . I feel that my job helps me to achieve the best of my potential. of Respondents desire to be best at their job.19: Showing No.20: Showing No. This tells that employees are dedicated to their work responsibilities. of Respondents for achieving the best of their potential. 20. Reference with above table. out of 40 respondents 100% desire to be best at their job.STUDY OF EMPLOYEE SATISFACTION Chart no. Variables A B C D E Total Answer Strongly agree Agree Neutral Disagree Strongly disagree No.
STUDY OF EMPLOYEE SATISFACTION Chart no. 4 Behaviors of superiors are good with employees. of Respondents for achieving the best of their potential. Employees are interested in extra activities other than work such as cultural. 1 2 3 Both workers and management employees are happy with their work. out of 40 respondents 80% feel that their job helps them to achieve best of their potential. And 15% are neutral to this question with 5% disagreeing to the statement. 5. games etc.20: Showing No. FINDINGS: The finding is concluded after the analysis of the responses shown and received in the questionnaire and through interview of employees. Employees are satisfied with management.  . Reference with above table.
This delays the supply of the material and fails to fulfill the commitment. at personal level also. Sometimes there is a bad communication between different departments. which keeps their interest. A learning organization for the employees. Very interesting and knowledgeable process. 7 Employees have good interpersonal relation and respect for each other. 9 Good support from peers. financial terms. They apply their own knowledge and skill and also develop new things from the process. The furniture and equipment should be designed keeping in mind the different department & their work. Growth slow is in terms of promotion. 14.STUDY OF EMPLOYEE SATISFACTION 5 Employees found their job to be challenging and interesting. They found a good work culture in the company. 8 Employees learn so many different things from the process & projects. subordinates. Employees have demand for increase in salary. The safety needs should be taken into consideration. 6 Employees are happy with working environment in the company. Many employees are not happy with the management. Management is not taking care of employee’s suggestion and complains seriously. Employees at least need a positive or negative feedback on their suggestion.  . 11 Employee feel that it is personally very strong organization 12. 10 An employee gets responsibility of their work and some decision power also. Technology should be updated for their safety purpose. 13. 16. 15. supervisor and different departments.
STUDY OF EMPLOYEE SATISFACTION  .
Whatever may be the decision from the higher management either positive or negative. Company should keep encouraging new training for the employees. with that company should also arrange as many extra activities for the employees to keep them fresh and motivated.  . Company have informal work environment and it’s a motivating factor for the employees. The HR department should take care of employee suggestion or complains properly. RECOMMENDATION AND CONCLUSION: 6. This makes them realize that they are recognized by the company and their suggestions are important for the company growth. This is a factor which makes the employee to his work and organization. 60% of employees are dissatisfied with the company medical facilities. Employees feel happy and motivated when they are appreciated by their supervisors or awarded with some monetary rewards for their extra efforts. Company need to take care a bit more for the medical facilities in the company.1 RECOMMENDATION 1. which keeps the interest of their work. Survey says 90% of employees feel motivated when they are awarded with the rewards. And also motivate employees for their valuable suggestion. Employee gets multidisciplinary experience opportunity under this organization. 4. 5. feedback should be given to the employees. 75% employees feel that their work is challenging.STUDY OF EMPLOYEE SATISFACTION 6. 3. 2. As 80% of employee are interested in extra activities than work. So the supervisor should not miss any chance to motivate their employees.
This is a reason that employees of Symtronics Automation Pvt Ltd. and it’s a multi. they get new things to learn. Many employees over here want to be with this organization till they get retired from the company. Pune city. Employees feel satisfied working with this organization as this company is giving them a good work environment and an open culture. The company has given a healthy working environment where employees are happy working with their colleagues. There are some demands by the employees for their welfare and company is also taking care of it. 75% of employees are satisfied with their company “Symtronics Automation Pvt Ltd.disciplinary opportunity for the employees. motivated employees will create higher customer satisfaction and in turn positively influence organizational performance. as an employee’s basic need. stay with their organization for a very longer period. Symtronics is always on the lookout for talented people to join its team.”. The present study has been conducted to study employee satisfaction in the company. Employees over here found their job to be challenging which makes their interest.” situated in Bhosari. The research is carried out in “Symtronics Automation Pvt Ltd. Company offers an informal work atmosphere.2 CONCLUSION: Research shows that satisfied.STUDY OF EMPLOYEE SATISFACTION 6. If people have the desire to work and learn  . Like all other companies Symtonics is also facing some challenges in the market environment. freedom of decisions and a multi-disciplinary experience opportunity.
 . Employees personally feel that it’s a very strong organization and with time it has proved its excellence. Maximum number of employee’s response show that they found the project and process to be very knowledgeable and interesting.STUDY OF EMPLOYEE SATISFACTION new things. this is the destination for those talented people. And with time there are many changes been done and this changes and development are still continue.
www. DAVE ULRICH  . BIBLIOGRAPHY: 1.com 7.google.shrm.com 4. www. CHANDAN 9.com 2. www.symtronicsindia. www.citehr.STUDY OF EMPLOYEE SATISFACTION 7.hrvillage.hrguru. www.com 3. Breaking the chain of organization structure – TODD JICKS.com 5.net 6. Organization Structure and Behaviour – LUTHANS 10.org 8. www. Organizational Structure and Behaviour – Mr. www.hrmguide.
Intranet of Symtronics Automation Pvt.  . Strongly Agree Disagree Agree Neutral Strongly Disagree Q3) I am satisfied with the lunch breaks. Ltd ANNEXURE BASIC NEEDS Q1) what types of incentives motivates you more? Financial Objectives Non Financial Objectives Both Q2) I am satisfied with the salary I draw. rest breaks.STUDY OF EMPLOYEE SATISFACTION 11.
Strongly Agree Disagree Agree Neutral Strongly Disagree Q6) I am satisfied with my work. Strongly Agree Disagree Agree Neutral Strongly Disagree Q9) I am satisfied with the medical facilities provided in the company. hygienic and well ventilated.  . Strongly Agree Disagree Agree Neutral Agree Neutral Strongly Disagree Strongly Disagree Q8) I am satisfied with the job security provided to me in my current job. Strongly Agree Disagree SAFETY NEEDS Q7) There are safe working conditions in the company and I am satisfied with it. Strongly Agree Disagree Agree Neutral Strongly Disagree Q5) The rest rooms / washrooms are clean.STUDY OF EMPLOYEE SATISFACTION Strongly Agree Disagree Agree Neutral Strongly Disagree Q4) I am satisfied with the administration in my office.
STUDY OF EMPLOYEE SATISFACTION Strongly Agree Disagree Agree Neutral Strongly Disagree ESTEEM NEEDS Q10) I am satisfied with the recognition and appreciation given to me for my work efforts? Strongly Agree Disagree Agree Neutral Strongly Disagree Q11) Are you involved by management in decision making of your department? Strongly Agree Disagree Agree Neutral Strongly Disagree Q12) Are you satisfied with your roles and responsibilities of the organization? Strongly Agree Disagree Agree Neutral Strongly Disagree Q13) Do you feel your job provides you status and prestige in the organization? Strongly Agree Disagree Agree Neutral Strongly Disagree SOCIAL NEEDS  .
cultural? Strongly Agree Disagree Agree Neutral Strongly Disagree SELF ACTUALISATION Q17) I am satisfied with the opportunities offered by the company for my advancement.STUDY OF EMPLOYEE SATISFACTION Q14) I am satisfied with the working environment of the company. subordinates and superiors. Strongly Agree Disagree Agree Neutral Strongly Disagree  . Strongly Agree Disagree Agree Neutral Strongly Disagree Q15) I receive support/assistance in my company from my peers. Strongly Agree Disagree Agree Neutral Strongly Disagree Q16) Are you interested in the extra activities other than work. such as games. Strongly Agree Disagree Agree Neutral Strongly Disagree Q18) I feel that my work is challenging.
Since how long you were here with this organization? 3. Strongly Agree Disagree Agree Neutral Strongly Disagree Q20) I feel that my job helps me to achieve the best of my potential.STUDY OF EMPLOYEE SATISFACTION Q19) I desire to be the best at my job. If you get the authority to change any one thing in the company what would you change?  . What makes you with this organization for such a long period? 4. What you don’t like about this company? 6. What do you likes about this company? 5. What is your department and role towards this organization? 2. Strongly Agree Disagree Agree Neutral Strongly Disagree INTERVIEW QUESTIONS FOR THE MANAGEMENT LEVEL EMPLOYEES 1.
What makes you with this organization for such a long period? 4. Since how long you were here with this organization? 3. What you don’t like about this company?  . What is your department and role towards this organization? 2.STUDY OF EMPLOYEE SATISFACTION INTERVIEW QUESTION FOR THE WORKERS LEVEL 1. What do you likes about this company? 5.