SIP Report by Dilip Gajipara On Job Satisfaction and Performance

“Relationship between job satisfaction and performance”
A SUMMER INTERNSHIP REPORT
ON
“RELATIONSHIP BETWEEN JOB SATISFACTION AND

PERFORMANCE”
Submitted to:
L.J. Institute of Computer Application
In requirement of partial fulfilment of
Master’s of Business Administration (MBA)
2 year full time Program of Gujarat Technological University
Submitted on 14th July 2010
Submitted By:
DILIP V GAJIPARA
STUDENT DECLARATION
“Summer Internship Report – LJICA” Page 1

I undersigned, Mr.Dilip Gajipara the student of M.B.A. SEM-2 of L.J.institute of

Computer Application, hereby declare that this report is my own work and has been
carried out under the guidance and supervision of Prof. Bilva Desai. This work has
not been previously submitted for any other university for any examination.
Date: 24/07/2010
Place: Ahmedabad
Signature
(Dilip Gajipara)
It is certified that the work mentioned above is carried out under my guidance.
Date:
Place: Signature of the faculty guide
(Bilva Desai)
ACKNOWLEDGEMENTS

It has been great privilege to carry out the project work at a prestigious company
like “G.M.Exports Pvt.Ltd.”
I take this opportunity to express my deep sense of gratitude and sincere thanks
to the “G.M.Exports Pvt.Ltd.”
I would like to thank Mr.Dilip Patel Asst. Manager (HR) of G.M.Exports Pvt.Ltd.
for his continuous support throughout my project work. I would also like to thank
all the managers and staff of the company for their complete support and providing
facilities during the study.
I wish to express my sincere thanks to Mr. P.K.Mehta Director of LJ Institute of

Management Studies and Prof. Bilva Desai- Internal Guide throughout my project
work.
Last but not least; I would like to thank my family, teachers and friends for their
valuable support during my study.
PLACE: Ahmedabad
DATE: 24th July 2010
(Dilip Gajipara)
TABLE OF CONTENTS
CHAP PARTICULARS PAGE

TER NO.
Executive Summary 1
CHAPTER-1 General Introduction

1 Industry profile 5
2 Company profile 6
2.1 Background and inception of company 6
2.2 Vision and mission and quality policy 6
2.3 Products Profile 7
2.4 Clientele 10
2.5 Ownership Pattern 11
2.6 Competitors Information 12
2.7 Infrastructural Facilities 12
2.8 Work flow model 12
2.9 Strategy 12
2.10 Structure 13
3 Departmental Information 14
3.1 Finance department 14
3.2 HR Department 16
3.3 Production Department 21
3.4 Sales and Marketing Department 30
CHAPTER-2 Literature Review
2.1 Review of similar Studies 39
CHAPTER-3 Details about the study
3.1 Formulation of problem 43
3.2 Objective 43
3.3 Scope 44
CHAPTER-4 Method/Methodology adopted for the study
4.1 Research type 70
4.2 Sampling Method 70
4.3 Sampling Size 70
4.4 Instrument 71
4.5 Limitation 72
CHAPTER-5 Analysis and conclusions
5.1 Benefit to the employee 74
5.2 Benefit to the organization 74
CHAPTER-6
Contribution and learning from the project 85
Bibliography 86
Findings 86
Conclusion 87

Executive Summary
Satisfaction is important for the employee as well company also, because most of
the manager believes that “Happy employees are productive employees”. This is
the only reason why the manager spends thousand behind the satisfaction of an
employee.
In the first chapter of the report there is a primary introduction of the company. By
which you can know the basic things like the rules, products, organization type,
department, competitor details and other necessary details also. So this will help
you to understand the company.
In the second chapter it contains the details about the past similar studies and what
is the relationship between the satisfaction and performance it contains all the
details regarding this. The relationship between these two is approximately 37% in
past studies.
In the third chapter of the report there is a details of the report in which what this
whole report is about. And also the problem statement in which what is the main
issue in the company and what is the main objective of this research. This type of
detail you can know after finishing this chapter. And according to our research
there is approximately 50% relationship between these two.

In the fourth chapter of the report there is a discussion about what is the
methodology used for gathering the details. And as well as what is sample size how
the sample had been chosen this type of details is given there.
In the fifth chapter of the report there is a discussion about the analysis and
conclusion of the report in which what is the benefit to the organization from this
project. And as well as what are the conclusion by this report about your whole
study is made there.
And in the last chapter of the report there is a discussion about the learning and
contribution from the project. What are the skills developed in you after completing
this project that have been discussed there.
CHAPTER-1: GENERAL INTRODUCTION
ʘ Location
The location of industry plays an important role in success of failure of the

organization.
The plant Of G.M.Exports Pvt. Ltd. is locate at Veraval in the taluka Kotada
sangani about 18 km away from the city Rajkot. The corporate office of
G.M.Exports Pvt. Ltd. is situated at nr. Anand Bunglow chowk, Mavdi, Rajkot-4.
G.M.Exports Pvt. Ltd. is working very successfully which directly implies that the
location of company is an ideal one. This means raw material required by the
company is really available. It is also has all best infrastructural facilities such as
communication, transportations, water supply, and electricity supply etc.
ʘ Time keeping system
The time keeping system in G.M.Exports Pvt. Ltd. is as follows.
 The working hours for both workers and administrative and staff are 12
hours.

General Shift: 8:00 am to 8:00 pm
 The employs have a lunch break in between these 12 hours.
Lunch Break: 1:00 to 2:00
 Generally there is only one shift for the employees. But if there is overload of
work then there is extra shift.
Extra shift: 9:00 pm to 8 am
ʘ other facility
 The company has a Wi-Fi in whole the building of the company.

 The company provides the three time tea to the employee.
9:30 AM
3:15 PM
5:30 PM
 Company Provide the pass of dinner when there is overnight and also provide
two times tea to all the operators.
ʘ Welfare and Social Activity
 Company distribute the books every year to the entire employee whose
children are studying.
 Company also have its own blood bank and it will give anyone who needs a
blood.
 Company also celebrate the “INDEPENDENT DAY” as well as “REPUBLIC

DAY”. On this day company has a grand celebration in which there is a

different activity like blood donation camp, Rangoli, etc,. By all these
activities company spread a social message of also a spirit towards nation.
ʘ Rules of the company
 The entire employee has to register at 7:50 am.
 At 7:55 Am all the employees have to go for a prayer.
 After the Prayer all takes a “SHAPATH” as follows.
“ME APNE DES KE PRATI VAFADARI NIBHAUGA”
“ME APNE KARM KE PRATI VAFADARI NIBHAUGA”
“ME APNE DHARM KE PRATI VAFADARI NIBHAUGA”
ʘ Contact Details
Regd. Office Work
"PARTH" 3, Umakant Pandit Udhyog NAgar,

9-Mani Nagar, Mavdi Plot, Mavdi plot, Rajkot (Gujarat) India.
Rajkot - 360 004 (Gujarat) India.
Phone : +91-281-2364720

Phone : +91-281-2368513 / 2373671 Fax : +91-281-2368363

Fax : +91-281-2363965

Email : gm@gmexports.com Nr. Western Pipe,
Veraval (Shapar),
Ta: Kotda Sangani
Dist: Rajkot.(Gujarat)
Log on to www.gmepl.com
(1) Industry profile:
De-licensing in 1991 put the Indian automobile industry on a new growth

trajectory, which attracted foreign auto giants to set up their production facilities in
the country to take advantage of various benefits it offers. Large middle class
population, growing earning power and strong technological capability have been
boosting automobile demand for past few years. Despite economic slowdown, the
Indian automobile sector is expected to see high growth in coming years, especially
in passenger cars segment, says many new research reports.
The passenger vehicle market, which constitutes around 80% of automobile sales,
has immense growth potential as passenger car stock standing at around 11 per
1,000 people in 2008. Anticipating the future market potential, the production of
passenger vehicle is forecasted to grow at a CAGR of around 10% from 2009-10 to
2012-13.
The recent launch of Tata Nano has brought about a new revolution in the country's
small car segment. Seeing the good initial response from consumers, many other
players in the industry are chalking out their plans to launch cars in this segment in
the next few years. Many a research foresees a CAGR growth of around 14.5% in
domestic volume sales of passenger vehicles during the forecast period. Other
segments, such as two-wheelers, multi-purpose vehicle and light commercial
vehicle, are also expected to witness fast growth in coming years. Resultantly, there

are immense opportunities for various industry players including automobile
manufacturers and players of automobile components.
Automobiles today resemble “computers on wheels” because of the increasing

number of digital systems under the hood and inside the passenger cabin. With
each model year, vehicle manufacturers offer more sophisticated electronic systems
addressing vehicle safety, telematics, and infotainment. The costs associated with
these sophisticated systems are also rising. Automotive electronics now account for
22 percent of a vehicle's cost and are projected to increase to up to 40 percent by
2010.
(2) COMPANY’S PROFILE:
2.1) Background & Inception of the company:
G.M Exports Pvt. Ltd. was established in 1983, with the aim to cater the increasing
demand of OEM & EXPORT MARKETS for precision components with
consistent Quality and at competitive Rate.
They are manufactures and exports of Cam Followers, Tappets, Hydraulic Valve
Lifters, push Rod, Rocker Arm Shaft, Rocker Arm Support, Rocker Arm
Assembly, Valve Guide, Adapter, and Bush.
Constant Improvement in Quality, Cost & productivity towards meeting customer’s

objectives, being the key object of working and with the unique team spirit, G.M.
rapidly acquired reorganization with the Customers as quality supplier. The
company has targeted to grow double by Entering to business with new buyers
having regular bulk requirements of Precision components.
2.2) Vision and mission and quality policy:

2.2.1) Vision: “Consistent Quality at Competitive Rates”
2.2.2) Mission: “Constant improvement in Quality, Cost and productivity

towards meeting customer’s objectives being the key object of working and
with the unique team spirit.”
2.2.3) Quality Policy:
To achieving total customer satisfaction by meeting or exceeding their

requirements on time for the first time and every time. Use customer feedback to
guide continual improvement. Be guided by principal “Do it right the first time”.
To achieve this company has developed and implemented effectively the quality
management system complying to international standard ISO/TS 16949:2002 and
continually improve its effectiveness.
2.3) Products Profile:
Cam Follower

Tappets
Hydraulic Valve Lifter
Push Rod

Rocker Arm Shaft
Rocker Arm Support
Rocker Arm Assembly
Valve

Adapter
Bush
2.4) Clientele:
Domestic:
Alidhra Machines Ltd.
Audco India Ltd.
Bajaj Tempo Ltd.
Eicher DEMM Ltd.
FAG Precision Bearings Ltd.

Himson Textiles Ltd.
Indofarm Tractors & Motors

Ltd.
International Tractor Ltd.
Intricast Pvt. Ltd.
Lombardini India Pvt. Ltd.
Mahindra & Mahindra Ltd.
Mahindra Gujarat Tractor

Ltd.
Ministry Of Defence
Standard Tractors
Swaraj Engines Ltd.
Overseas:

Gestra Gmbh Germany
Brevini Fluid Power S.P.A. Italy
Bucher Hydraulics Italy
Comer Industries Italy
Euro Trading S.R.L. Italy
Lombardini S.R.L. Italy
Ruggerini Motori S.P.A. Italy
S. A. M. Hydraulic S. P. A. Italy

Yanmar Cagiva S.P.A. Italy
NAF-AB Sweden
Edward Vogt Valve Co. U.S.A.

2.5) Ownership Pattern:
G. M. Exports Pvt. Ltd. Is a Private Limited company, whereby the shares are held
by the owner Mr. Vasantbhai Magrolia and the other two partners. All have equal
share of the company.
2.6) Competitors Information:
2.6.1) Which location: The company is into auto/engine parts manufacturer

and Rajkot is HUB in same business so in Rajkot there are so many competitors.
They have to face competition in terms of Quality & Quantity, Cost, Delivery
timing, Costumer Specific requirements, and technology.
2.6.2) Companies potential: Producing very critical components, for that

they have latest technology and ready to introduce new products in advance.
2.7) Infrastructural Facilities:
2.7.1) Premises: Around 50000 square feet, manufacturing facilities at

Veraval (Shapar) plant.
2.7.2) Area: Having single plant at Veraval ( Shapar )

2.8) Work flow model:
Future growth & Prospects
 To be able to Produce more Quantities of Steel
 To develop & utilize World Class System & technology
 To develop Forging Plant inside the campus through the means of Backward
Integration
2.9) Strategy:
The main strategy of the company is to introduce “Automation” in every aspect of

its manufacturing, in fact daily working. This means to introduce automated
systems for every small & big task so that time, labour & energy can be saved,
which ultimately leads to productive utilization of resources
2.10) Structure:
M. D.
DIRECTOR
DIRECTOR FINANCE/COM/ADM
MFG/R & D
G. M. WORKS
M. R Finance manager HR & A Manager ERP Manager

Commercial Manager
Q.A. Manager Assistant Assistant

Production Manager Maintenance manager Clerk Assistant
Clerk
“SummerSupervisor
Internship Report – LJICA” Page 17
Supervisor Supervisor
Internal Auditor
Fitters/ Ele. /CNC SYSTEM
3) Departmental information:
Department is necessary for every company to divide the work properly. If the
company has not a department then it will become hard to decide the
responsibilities for particular task and the work will not be completed in to the
time.
So for determining the responsibilities of everyone and proper allocation of work it

is necessary for all the company to have a necessary department. Otherwise we
can’t access the necessary information and we can’t know the work status. So head
of the department give the necessary information to the head of the company.
In this company there are four main departments as in the most of the company.
We can discuss them as following.
3.1) Finance Department
3.2) HR Department
3.3) Production Department
3.4) Sales and Marketing Department
We can discuss them in detail as follows. The detail study of this entire department
provides the overall view of the company.

3.1) Finance department:
The finance function consists of the people, technology, processes, and policies
that dictate tasks and decisions related to financial resources of a company.
Depending on the organization and the industry in which it operates, this function
may be simple or complex. Some finance functions are overstaffed that is, they rely
on individuals to perform both advanced and simple tasks while others are highly
automated relying on people for decision making and policy setting exclusively.
Regardless of the ratio of people to technology, the goal of the finance function is
to serve the organization's financial/accounting needs while laying a platform for
the future. This means handling clerical tasks, providing information to the
organization, and setting financial policies and strategies that will serve the
company in the future. To succeed in these three broad areas, the small and
emerging business must be prepared to develop a finance function that both suits its
needs and can adapt to the growth and changes of the business. The first step is to
develop an adequate finance function. To do this, it is important to understand the
component parts.
The Finance Department is responsible for the financial functions and activities of
the Council and for the administration of the Council's fiscal policy. It is also
responsible for the financial activities of the Appalachian Development
Corporation.
Financial Functions:
 Budget preparation
 Budget administration
 Cost allocation
 Accounts payable
 Payroll
 Fringe benefits
 Grants administration
 Monitoring service providers

 Technical assistance to service providers
 Contract administration
 Billing
 Property inventory
 General accounting records
 Fixed assets records
 Custody of funds
 Distribution of pass-through funds
 Cash flow
 Investments
 Debt administration
 Risk management
 Internal financial reports
 External financial reports
 Statutory reports
 Tax reports
3.2) HR Department:
The Human Resource Department deals with management of people within the
organisation. There are a number of responsibilities that come with this title. First
of all, the Department is responsible for hiring members of staff; this will involve
attracting employees, keeping them in their positions and ensuring that they
perform to expectation. Besides, the Human Resource Department also clarifies
and sets day to day goals for the organisation. It is responsible for organisation of
people in the entire Company and plans for future ventures and objectives
involving people in the Company. (Handy, 1999)
Research has shown that the human aspect of resources within an organisation
contributes approximately eighty percent of the organisation’s value. This implies
that if people are not managed properly, the organisation faces a serious chance of
falling apart. The Human Resource Department’s main objective is to bring out the
best in their employees and thus contribute to the success of the Company.

These roles come with certain positive and negative aspects. However, the negative
aspects can be minimised by improvements to their roles and functions.
We all know that the main task of HR department is to recruit, compensate and
retain an employee in the organization according to the requirement of the
organization.
In this company this department is doing very efficiently. HR department is

connected with the entire department. The other department send their requirement
of personnel and specify for which post they want the personnel. So, this
department consider it. And decide which types of quality and skill should be
recruited for this post. Then however they manage to attract the employees for this
sometime they used news paper for advertisement and sometime inner sources also.
After receiving the candidates they process for an interview. In interview there are
rounds and if the candidate is able to pass all the stages then and then he will be
choose as an employee of an organization.
There is many other task of HR department also. They give time to time training to
the entire employees according to the requirement. They are giving the general
training which is very useful to the employee as well as organization. For example
they give the training of “what to do if the fire is in the factory. They give in a
practical way so in the real situation like fire employee can control the situation and
losses by fire can be reduced by doing so.
There are many daily task of this department also. In whole the company there are
many motivational pamphlets which changes daily. And thus this will helpful in
increasing the motivation inside an employee.
They are giving the training of how to use the tools and what can increase the
productivity. This type of training is given to the new as well as existing employee
also. Orientation is also for one to two days to the new employee.

They are providing the other compensation also. For example in night ship they
arrange of dinner for an employee. Company gives every year free books to the
children of an employee. Company has one trust also in which they are keeping the
bloods also, which is totally condition free.
3.2.1) Hiring System:
The Sales Hiring System™ is a complete end-to-end solution for HR departments

and senior management to search, qualify, test, interview and hire top-producing
sales professionals.
FULLY CUSTOMIZED TO YOUR ORGANIZATION
 Six-step process
 Reduces hiring errors
 Creates a more rich candidate pool
 Finds more candidates who fit your corporate profile
 Weeds out under-performers and hire top-producers
 Shortens hiring cycle
 System is industry specific
 Customized to your business
 Offers objective and subjective interviewing methods
 Researched processes

 Completely scalable to meet client's needs
 Accessible via internet, CD-Rom, or client server
3.2.2) Performance appraisal system:
Strategic change especially challenges businesses that face high investment needs
or direct international competition. A worldwide perspective is an essential starting
point. Mendhurst has the skills and experience in international marketing and
global economics to make strategic change successful for manufacturers and
exporters. We apply practical approaches that tailor change programs to the special
individual circumstances of manufacturers and exporters and help our clients
achieve enduring benefits.
Mendhurst’s manufacturing and export clients include public companies, large

cooperatives and privately owned businesses. The descriptions below outline a
range of our projects:
Facilitated planning and governance processes for a nationally dominant energy

supplier facing new competition and shareholder disunity.
Outcome: clear directions for development and investment to realize re-aligned
shareholder objectives
Work with a publicly listed company to clarify product and market priorities for its
rapidly growing export business in natural health products. Advise on Board and
management capability requirements to support the agreed strategic priorities.
Outcome: clear strategic choices based on realistic supporting capabilities
Developed a comprehensive strategic action plan to improve effectiveness,

rationalize operations and regain industry leadership. Reconfigured all senior roles
to support strategic change. Provided technical inputs to support key projects,
improve management processes and overcome information weaknesses.
Outcome: a profitable business, integration between strategic and operational

initiatives, company-wide support for change programs, better management
information
Guide to development of a consistent set of tools, systems and processes for more
effective people management. Develop outcome-based job descriptions, better
profitability and performance measures, and a more consistent appraisal process.
Provide training and coaching to enhance performance management,
communication and teamwork.
Outcome: a more integrated approach to people management, clearer and more
relevant job roles, practical and relevant performance management tools
Advise on a range of strategic and technical issues. Assessed issues and set
strategic goals in information and communications technology, management
information and
business planning. Plan commercial development of offshore marine farming.

Outcome: plans, systems and processes to build a globally competitive operation
applying innovative technology
Helped plan and implement a cultural change program to incorporate staff diversity
concepts into management of a large United States utility after major litigation
Outcome: clear problem analysis, litigation issues resolved, defused staff tensions,
improved staff-management relations, integrated and successful
Change program
Conducted market review and prepared financial plan for a manufacturer of

engineering products threatened by tariff changes
Outcome: secured overseas shareholder support for operations focused on products
and customers with long-term profitability
Developed an innovative framework for joint R&D projects in a major export

industry
Outcome: robust and practical processes for competitors to selectively collaborate

Other services performed for a range of clients include:
Programs and workshops to improve Board/management strategy development and

review
Outcome: clearer strategic thinking, better deployment of strategy, improved
teamwork
Design of senior management structures, contracts, goals, remuneration and

performance appraisal
Outcome: effective and defensible role definition and performance management
Facilitation of staff focus groups and problem-solving workshops

Outcome: more constructive and creative staff, specific and widely owned
solutions
To protect commercial interests, we do not publish client lists. Confidential

referees can be made available to prospective clients.
3.3) Production Department:
Production in an organized activity of converting raw material into useful products

by money, materials, machines etc. Production system consists of inputs at one end
and output at other. The inputs and outputs are connected by a series of operation
or processes, storages and inspection.
We all know that the main task of the production department is that it is concerned
with the production. Timely fulfil the order of the customer is core competency of
this company and work in a very critical components is also a core competency of
this company. So in this activity this department plays a great role.
Production department is connected with all the department. After getting the
customer order and drawings of those products this department starts its activity
and give the date when they can finish the work.

For supporting their activity they have divided the department in to some sub
departments. So their activity can become very easy. That can be defined as
follows.
3.3.1) CNC-1
3.3.2) Quality control
3.3.3) GM – Operation
3.3.4) Store
3.3.5) CNC-2
3.3.6) Material movement
3.3.7) Work shop
3.3.8) Packing
3.3.9) Grinding
3.3.10) VMC
3.3.11) Calibration

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Production system:
3.3.1) CNC -1:

INPUTS
PRODUCTION
PROCESS
OUTPUTS
In this department all types of raw material are being processed according to the
requirements of customer and according to the design made by products
development department. In this department all types of work can be done.

The processes can be defined as a boring, plaining, and tapping etc. So this
department is processing department. In this there are 8 operators and 8 machines.
Two inspectors are working and also there is a supervisor who give the target them
and also supervise their activity. And supervisor has also to solve the problem
when the machine breaks up. The entire operator supports one another and helps
one another.
In this department proper sanitation is also available here. This whole the
department has air conditioner so it is help to maintain the temperature of the
department. Also the machines are of PUMA Company; in each machine there are
three different colours light which indicate the different messages. So the operator
can know the process inner that machine. In all the machines there are different
types of part are been working. Before they allocated new work to the worker
company gave the training to them. This department is working under the guidance
of Production manager.
3.3.2) Quality control:
Quality means producing that type of components which exactly met the
customer’s requirement. So we can say that it is necessary for the sustainment of
every company that to provide the goods or services that has greater quality. In this
competitive environment quality plays a very important role for the company for
attracting the customer. In this company this department had been done very
efficiently. Each and every department is connected with this department because
during the process after each stage the part has been checked by the QC inspector.
There are seven different types of inspection for each and every lot, which can be
describing as follows. So we can say that quality plays a very big role in the
products development. They are using different types of the tools for the checking
of quality.
 Incoming inspection: When company buy a raw material from another

company. Then checking of that raw material is necessary, whether material had

enough quality of not? So this is the primary inspection done when the raw material
is received in the company.
 Vendor inspection: In this inspection one person from the purchasing company
goes to the place from where the company want to purchase the raw material and
check the quality of that material whether it had quality according to the
requirement or not? If yes, then company will buy that raw material.
 Setting approval inspection: In this inspection inspector will check the five
to ten pieces from all machinery with the use of Vanier, Micrometer and gauge. So
they can confirm that the pieces are according to the requirement. And there is no
deviation in quality. And if the pieces are okay then the production will be
continued and if not then they will make a change in program.
 Patrolling inspection: In this inspection inspector will check the pieces in

every hour. An inspector will go to the each machine and check the pieces
producing by them randomly. So the quality can be confirmed. So the advantage of
this inspection is that deviation can be known and can be controlled.
 Final inspection: In this inspection the inspector will check the pieces
whichever is ready, that is call as a final inspection. So purpose of this inspection is
to check whether the pieces can be ready to send the customer or not?
 Final inspection 100%: In this inspection the purpose of this inspection is to

check that the quality of the load is according to the requirements of the customer.
So the inspector will check the pieces from every load by taking a random sample.
So they can confirm that the quality is ready to send.
 Pre dispatched inspection: This inspection is final inspection. This inspection

is done before to send the ready material to customer and before packing. So after
this inspection the pieces will be packed in the box. So, if by mistake there is a
deviation in the quality in checking in hurry then it will be known to here.

3.3.3) GM –Operation:
This department’s main task is that it co ordinate all the department. Each and
every department is connected with this department. In this department all types of
information regarding production keeps here. There are seven persons working
over here. In this department there is first they get the customer requirement and
then they started planning for that.
They give the date also to the customer that when they can finish the order.
3.3.4) Store:
The main task of this department is that it keeps all the necessary tools for
production including insert, and other necessary things which is useful for health
including all types of tablets. So this department helps the company in keeping all
the tools for production. There are two persons supporting this activity. Their main
task is that they give the order of the material if it there is in not a stock.
They check the raw material available in the stock by ERP software. And this
department is also receiving that material and thus maintain all types of records
regarding this. They also keep a stationary also. And thus it helps in keeping the
necessary material with them.
For supporting all these activities they have ERP software, by which they can know
details about the all the raw material as well as finish material in hand.
3.3.5) CNC -2:
This department’s almost task is same as cnc-1 department. Boring, tapper turning,
plaining, thread, tampering, etc. this department is located near the calibration and
quality department. This department has also two inspectors who go to the each and
every machine and solve the problem if operator feel any difficulty as well as they
check the parts produced by them and feel the hourly report which they have to
submit the quality manager.

And one supervisor is also working on this. If the problem is not solved by the
inspector then they have to inform the supervisor he will solve this problem.
This department has almost same machinery as PUMA shop, but they are of
different company. They are of MAZAK Company that is why this department is
also called as MAZAK shop. In this shop there are 8 machines and 8 operators. All
the machines would not have the same parts but they have different part to perform.
Company provided all the necessary tools and equipments for production. So they
not to have go to other machines for tools and unnecessary movements can be
reduced.
The operators of MAZAK shop or PUMA shop are not fixed. They are change to
one department to another department according to the requirements. So one good
thing is that operator has to utilize their skills. Their skill level is also be increased.
3.3.6) Material Movement:
Raw material is necessary for the every company. Raw is the main input of
every company. After inputs you can make some outputs. Without proper material
movement machines has to be an idle and it is not good for company.
This department’s main task is that it provides the raw material to all the
department. It is connected with the production manager. Production manager has
all the details of machine that in which machines how much the stock of work is
pending and thus according to the requirements of the order fulfilment he will
adjust that in which machine the stock of work is low and in near future the work
will be completed. So he will adjust to which machine the work should be allocated
and thus he informed the material movement department to send the raw material
to that particular machine. Thus this whole the cycle is working.
Not only that to send the raw material to particular machine. They are also
concerned with other activity like to take the material which has been finished and
according to the instruction where to send it. If the piece is need to do another

process then keep it with their store and when the machine being emptied then send
this material on that machine. And if the piece is not required another process then
send it to the Packing department.
There are 5 persons are working to supporting this activity. They have to connect
with the entire department.
3.3.7) Work shop:
This department is not in every company. This department is near to the packing
department. this department’s main task is that it will do a work which is very
necessary for quality.
This department supports the activity of CNC-1 and CNC-2 department. Sometime
at the time of production in CNC machines there is unnecessary material which
comes out with the part or piece. So it is necessary to remove it.
Because it is necessary for good quality that it should be clear parts. So this
department helps to do so. In this department all the unnecessary material which is
with the parts be removed here, so the process can be done easily. And sometime
raw material is also sent here. For remove the unnecessary material. And after
removing this material the parts can be go for a further process.
In this department for supporting this activity there are machinery like Lathe,
Grinder, Drilling machine etc. this all the machinery are being utilized and
sometime the easy process which is not required a CNC machine is also processed
here. So the CNC machine can be utilized.
So this department becomes helpful to the packing as well as CNC department.
3.3.8) Packing Department:

This department is concerned with the packing of the final material in to the box.
And send it to the place where the customer wants it.
After completing all the processes the parts come in to the packing department. The
steps involved in packing department are as follows.
First of all final parts go for marking. For marking they have installed automatic
machine. They mark in the machine according to the requirements. Generally on all
parts there is a logo of company. But in some cases there is also a need of logo of
customer.
After marking the next step is it goes for the final inspection. In final inspection
they check the quality of parts. Then it goes for the visual inspection of the parts. In
the visual inspection that is final inspection of the parts. So after the visual
inspection, all the parts are washing by the diesel and then they pack in to the box.
After packing in to the box they stick the sticker on the box. And after sticking the
stickers they sent it to the place where the customer wants it.
In case, if the customer rejects the piece then they can know the reason in which
load there is a defection and can know the reasons.
3.3.9) Grinding:
Grinding is the one of the production department. In grinding department there is 5

different machines.
This department is working according to the requirements of parts. So it is not

always working. This department is also handled by production department.
This department has also all type of facility in it. and this department is working
according to the pre prepared production plan.

3.3.10) VMC:
This department is near to the grinding department. In this department there are 5
machines.
All these machines are able to work on major parts. As well as this machines are
more efficient then CNC machines. Because these machines can do more than one
parts simultaneously.
Generally these machines perform thread, boring, drilling, facing, tapper turning,
radior, cutting etc. This department is also come under the production department.
3.3.11) Calibration:
This is the department in which all types of gauze are keeping here. All types of
measurement tools keep here. And also maintain by them. For measurement of the
thickness, bore, and other diameter they need the equipments.
So the equipments like Vanier, Micrometer, gaze, keep here and they check it time
to time. This company is working on very critical components so they need to
check all the equipments because they are not always as efficient after uses it long
time. For supporting this activity there are two persons are working in this
department.
Each gauze has not equal efficiency because it depends also the use of the gauze.
Frequently used gauze needs to check more time. So for that they did the different
colours on those all the gauze. They have defined different colours for the different
months. So they can know the due date of checking that gauze and they check at
the due date. And if it can be used more then they will not change that gauze but if
it is not more to use then they will not use that one and make a new one.
So, for the new load operator need new gauze to check the material. So they come
to this department and give the old one and take a new one.

3.4) Sales and Marketing Department:
The main task of this department is to make aware to the customers about the new
products as well as all the products made by the company. In this company this
department is doing well. The main task of this department can be written as
follows.
 Development of marketing goals and strategy

 Conducting marketing researches and monitoring customer needs
 Advertising and Promotion
Above all the task is doing efficiently by this department. We can easily understand
the importance of this department in the development of the product. And thus this
department is doing efficiently its work. For supporting this task company has 15 to
20 employees, who are in this department.

My Topic
Relationship between job satisfaction and efficiency:
Satisfaction:
Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous
benefit to any company, as happy workers will be more likely to produce more,
take fewer days off, and stay loyal to the company. There are many factors in
improving or maintaining high employee satisfaction, which wise employers would
do well to implement.
The most-used research definition of job satisfaction is by Locke (1976), who

defined it as “. . . a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experiences” (p. 1304). Implicit in Locke’s definition
is the importance of both affect, or feeling, and cognition, or thinking. When we
think, we have feelings about what we think. Conversely, when we have feelings,
we think about what we feel. Cognition and affect are thus inextricably linked, in
our psychology and even in our biology. Thus, when evaluating our jobs, as when
we assess most anything important to us, both thinking and feeling are involved.
To measure employee satisfaction, many companies will have mandatory surveys

or face-to-face meetings with employees to gain information. Both of these tactics
have pros and cons, and should be chosen carefully. Surveys are often anonymous,
allowing workers more freedom to be honest without fear of repercussion.
Interviews with company management can feel intimidating, but if done correctly

can let the worker know that their voice has been heard and their concerns
addressed by those in charge. Surveys and meetings can truly get to the center of
the data surrounding employee satisfaction, and can be great tools to identify
specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee satisfaction is
to make workers feel like part of a family or team. Holding office events, such as
parties or group outings, can help build close bonds among workers. Many
companies also participate in team-building retreats that are designed to strengthen
the working relationship of the employees in a non-work related setting. Camping
trips, paintball wars and guided backpacking trips are versions of this type of team-
building strategy, with which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving more
money. Raises and bonuses can seriously affect employee satisfaction, and should
be given when possible. Yet money cannot solve all morale issues, and if a
company with widespread problems for workers cannot improve their overall
environment, a bonus may be quickly forgotten as the daily stress of an unpleasant
job continues to mount.
If possible, provide amenities to your workers to improve morale. Make certain

they have a comfortable, clean break room with basic necessities such as running
water. Keep facilities such as bathrooms clean and stocked with supplies. While an
air of professionalism is necessary for most businesses, allowing workers to keep
family photos or small trinkets on their desk can make them feel more comfortable
and nested at their workstations. Basic considerations like these can improve
employee satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. An easy avenue for employees to discuss problems with
upper management should be maintained and carefully monitored. Even if
management cannot meet all the demands of employees, showing workers that they
are being heard and putting honest dedication into compromising will often help to
improve morale.

Satisfaction can be defined as the inner happiness of person in performing a

specific work.
Across a variety of studies, research shows that job satisfaction is an important

predictor of job performance. A happy worker is a productive worker. On
average, the correlation between satisfaction and productivity is about r = .30. Job
satisfaction is vitally important to worker productivity. To the extent that the
university takes steps to increase employee satisfaction, graduate employees will be
more efficient in completing tasks, more thoughtful and less stressed in teaching,
and more productive in conducting and publishing research.
Generally company wants to satisfy their employee, because they believe that if
their employee will not satisfy from the company then they will not perform well.
But some time due to some reason employees are not satisfied with the company,
so at that time what about their performance. Is the employee performing well
when they are dissatisfied with the company?
Generally in most of cases it proves the true that efficiency is affected by the
satisfaction. Satisfaction of the employee is affected by the many factors. Factors
like salary, working condition, coordination, supports from co-workers, promotion,
job security etc.
For example, if all the factors are in favours of employee then he will be fully
satisfied. If he is not getting salary according to his performance, then he will not
be satisfied.
So generally it is to require that the employee should be satisfied, because after all
it will help in achieving the targets of the company.
Efficiency:
Efficiency is a measure of how much effort is required to achieve a required

outcome.

Efficiency can be defined as when one can utilizes the resources and can achieve
the best level of output.
According to Gershon,“making the best use of the resources available for the
provision of public services.”
WHY EFFICIENCY IS IMPORTANT:
Supporting People
 Restricted budgets
 Increasing competition
Housing Corporation
 Expects RSLs to contribute significantly to Government efficiency agenda (to

make best use of public funds)
Good governance
 Maximises value for money
 Eliminates unnecessary use of tenants’, commissioners’ and the world’s resources
Efficiency is very necessary for utilization of resources. And as you all know that
in this competitive environment if the company is not able to utilize its resources
then it will become hard to the company to survive in the market.
Efficiency plays a very important role in the profit also. As the efficiency increases
we can also keep the cost of the product down. So it is very important for every
company to work at efficient level. There are many factors which affect the
efficiency of the employee. For example, training, working environment,
availability of tools, cooperation of colleagues, satisfaction, etc.

We all know the importance of the efficiency in the production. Generally
company always try to increase the efficiency of the employee, and for that purpose
they provide training also to them. In this company they consider the following
factors while calculating the efficiency.
They divide the loss of time in to the six different factors and then calculating the
factors according to it. To measure the performance of the each and every operator
they have installed the “CADAM” software.
The software gives all the details regarding the hourly production of the machines.
This software considers and divides the loss in to the following six categories.
 Break down loss: In this loss when the machine break down due to the
technical fault then it will waste a time so this is a breakdown loss. And this loss is
a downtime loss.
 Setup and adjustment: The setup and adjustment of the new parts on the
machinery will waste a lot of time this type of loss is being accrued when setter set
the new parts on that machine. This loss is also considered as a downtime loss.
 Idling and minor stop: The operator of the machine can’t work continuously.
They stop sometime during the two parts so this will also waste a time. And they
also go for drinking water and sometime also for a toilet. So this will waste a lot of
time. So this will consider as a speed loss.
 Reduced speed loss: Operator is not working at the same rate of speed when he
starts until to the end of the day. This is due to the he is a human being so he also
get tired. So this loss is considers as a speed loss.
 In process defect: When the operator is in hurry and if he entered the wrong
program then the piece becomes the defective. So it needs to rework so it will
waste a lot of time.

 Start up: start up is the loss when the worker late starts the machines. so this loss
is considered in a yield loss.
This is all type of losses.
They are known as OEE ratio to the efficiency. They find the OEE ratio by the
following formula. OEE is the measure of the value added to production by its
equipments.
OEE = Equipment availability*Performance efficiency*Quality rate
For better understanding of the above formula we consider the following

example.
a) Available time per shift: 480 minutes

b) Planned downtime: 60 minutes then,
c) Loading time: A-B = 480-60= 420 minutes

d) Down time: 40 minutes
e) Operating time: C-D = 420-40= 380 minutes

f) Availability: Operating time / Loading time
380 / 420
=90%
g) Suppose output during the operating time=100 units
h) Suppose theoretically cycle time of one units is 3 minutes. Then,
i) Performance efficiency: = h*g / e

= 3*100 / 380
= 78.94%

j) Reject and rework quantity: 5 Nos.

k) Quality rate: 100-5 / 100
= 95%
Now with the help of this all the details we can easily find out the OEE.
l) OEE = Availability rate * Performance / Quality rate
=0.90 * 0.75 * 0.95

=64%
Thus the CADAM software keeps all the details of the operator as well as
machines. For supporting this software company installed the data tracker in to all
the CNC machines. And this data tracker takes all the details of the operator.
And this all the data is operated by the main server and authority can access the
details about the production. This data has been keep secured by the password. So
any unauthorised person can’t access the details without permission. Thus you can
get the details about the efficiency of operator by simply just giving the password.
The main benefit of this software is it save the time by calculating the details
speedily. It saves much time in automatic calculation rather than manual
calculation.
Now we all have a clear understanding about the efficiency and satisfaction. The
question is that is the satisfaction affect really the efficiency or not? So now we are
going to discuss on this topic in details.

CHAPTER-2: LITERATURE REVIEW:
The reason for this study is that most of the manager believes that efficiency is
affected by the level of satisfaction. And they are always behind to increasing the
satisfaction. So really it affect the efficiency or not? This is the main objective of
my study.
This type of studies never done before in this company, but university had done
studies and survey on this topic the result of this study is as follows.
2.1) Review of similar Studies:
Judge, T., Thoresen, C., Bono, J., & Patton, G. (2001). The job satisfaction-job
performance relationship: A qualitative and quantitative review. Psychological
Bulletin, 127, 376-407.

In a similar meta-analysis, analyzing data from over 50,000 workers, again job
satisfaction was estimated to modestly correlate with job performance, r = .30.
As the above diagram shows, the relationship between job satisfaction and job
performance is complex, and likely cyclical. Studies have shown that increased job
satisfaction leads to increased motivation (behavioural intentions), less apathy (low
performance as withdrawal), and better worker mood, all of which increase
efficiency and overall quality of job performance.
Humphrey, J., Nahrgang, J., & Morgenson, F. (2007). Integrating motivational,

social, and contextual work design features: A meta-analytic summary and
theoretical extension of the work design literature. Journal of Applied Psychology,

92, 1332-1356.
This is a meta-analysis documenting the relationship between various measures of

job satisfaction and various measures of job performance. In general, correlations
are about r = .30, which indicate modest effects.
Wright, T., Cropanzano, R., & Bonett, D. (2007). The moderating role of employee
positive well being on the relation between job satisfaction and job performance.
Journal of Occupational Health Psychology, 12, 93-104.
In a study of over 5,000 employees, employees self-reported their level of

psychological well-being. This was then compared to supervisor ratings of job
performance. The correlation between satisfaction and performance was r = .36,
indicating a modest effect.
Schleicher, D., Watt, J., & Greguras, G. (2004). Reexamining the job satisfaction–
performance relationship: The complexity of attitudes. Journal of Applied
Psychology, 89, 167-177.
Across two separate studies, using several different measures of job satisfaction,
they found that worker satisfaction modestly predicted job performance, with
correlations ranging from r = .23 to r = .38.
Kieffer, K., Schinka, J., & Curtiss, G. (2004). Person-environment congruence and

personality domains in the prediction of job performance and work quality. Journal
of Counseling Psychology, 51, 168-177.
A key predictor of job performance is environmental congruence, or the fit between

person and environment. Thus, environments that facilitate worker satisfaction are
predictive of increased job performance and efficiency.
Jacobs, P., Tytherleigh, M., Webb, C., & Cooper, C. (2007). Predictors of work
performance among higher education employees: An examination using the asset
model of stress. International Journal of Stress Management, 14, 199-210.
A variety of variables related to job satisfaction have been show to predict

performance. For example job performance was predicted by work-life balance (r
= .32), job security (r = .29), resources (r = .34), employer commitment (r = .36),
and pay and benefits (r = .26).
So we have just seen that there is not a clear relationship between performance and
satisfaction. Now, see what my study says? So now we will compare our studies
with this. The correlation in the above studies was 0.30 approximately, while in our
survey the correlation is 0.37.
CHAPTER -3: DETAILS ABOUT THE STUDY:

“Happy employees are productive employees.” “Happy employees are not productive
Employees”. We hear these conflicting statements made by HR professionals and
managers in organizations. There is confusion and debate among practitioners on the
topic on job satisfaction and efficiency —even at a time when employees are
increasingly important for organizational success and competitiveness. Therefore, the
purpose of this study is to provide greater understanding of the research on this topic
and give recommendations related to the major practitioner knowledge gaps.
3.1) Formulation of problem:
Most of the manager believes that if the employee is fully satisfied then his
performance is also high than dissatisfied or less satisfied employee. So, most of the
company spends a thousand behind increasing satisfaction. So they actually do it or
should spend on other factors.
3.2) Objective:
So the main objective of my study is to know how much the satisfaction is affecting
his performance or efficiency.
Managers always claim that their employee are not satisfied that is the only reason
behind less efficiency. So are they right or really there is also another reasons behind
this.
So we will see how much the satisfaction affecting the efficiency. This report
enables the decision maker to take a decision about the satisfaction and efficiency.
Below given questionnaire contains the details about it. and in this questionnaire I
included the question regarding the satisfaction as well as other basic questions.
The study of the relationship between job satisfaction and job performance has a
controversial history. The Hawthorne studies, conducted in the 1930s, are often
credited with making researchers aware of the effects of employee attitudes on
performance. Shortly after the Hawthorne studies, researchers began taking a

critical look at the notion that a “happy worker is a productive worker.” Most of the
earlier reviews of the literature suggested a weak and somewhat inconsistent
relationship between job satisfaction and performance. A review of the literature in
1985 suggested that the statistical correlation between job satisfaction and
performance was about .17 (Iaffaldano & Muchinsky, 1985). Thus, these authors
concluded that the presumed relationship between job satisfaction and performance
was a “management fad” and “illusory.” This study had an important impact on
researchers, and in some cases on organizations, with some managers and HR
practitioners concluding that the relationship between job satisfaction and job
performance was trivial.
3.3) Scope:
This study concern with job satisfaction and its effect on performance of an
employee. This is one of the most debatable issues in corporate world that what the
relationship between job satisfaction and the performance is. So this study might
helpful to understand that issue that what is the relationship between job
satisfaction and performance.
Questionnaire:
Below given the questionnaire contains 0, 1, 2, and 3 marks, which has the
following different meanings. We gave the maximum mark (3) to the person who is
most satisfied with the question. And thus the operator will get the (2) marks who
is satisfied with the question more than 50%. And the operator who is satisfied with
the question less than 50% will get the 1 mark. And in the last the operator will get
the zero marks if he is totally dissatisfied with the question.
Now we will see how much the operators are satisfied with their work, by the
following different 25 questionnaire. The maximum marks one operator can get are
75 marks. Now from 75 marks how much each one is getting let us see.
Operator code: 01.

SR. Question 2 1 0
NO.
1 Do you like working condition? *
2 Are you satisfied with your work? *
3 Does your suggestion accepted by the company? *
4 Do you have a total freedom of how to accomplish your work? *
5 Do you feel safety in terms of accident and other working *
hazardous?
6 Do you feel your future safe in this company? *
7 How many chances do you find of your growth in future? *
8 Does the other operator cooperate to you? *
9 Does supervisor gives you proper knowledge about work? *
10 Do you think that your efficiency is less because of old machinery? *
11 Do you think that technology used in the company helps you in *
reducing the working burden?
12 Do you receive appropriate recognition for your accomplishment? *
13 Do the rules of the company like you? *

14 Will you suggest anyone to join this company? *
15 Do you feel proud as working in this company? *
16 Do you think that your compensation matches with your *
responsibilities?
17 Do you feel that company is doing welfare activity for employee? *
18 Does your leader have a positive attitude? *
19 Have you feel anytime been neglected by your supervisor or *
management?
20 Do you feel that management is really cares for you? *
TOTAL MARKS = 60 EFFICIENCY = 70.50%

MARKS OBTAINED = 47
SATISFACTION % = 78.33%
Operator code: 02.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?
TOTAL MARKS = 60 EFFICIENCY = 75%

MARKS OBTAINED = 50
Operator code: 03.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 04.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?

management?

MARKS OBTAINED = 47
Operator code: 05.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 49

Operator code: 06.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 46
SATISFACTION % = 76.67 %
Operator code: 07.
SR. Question 2 1 0
NO.

hazardous?

responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 08.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 09.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?

management?
TOTAL MARKS = 60 EFFICIENCY = 73%

MARKS OBTAINED = 47
Operator code: 10.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 43

Operator code: 11.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 12.
SR. Question 2 1 0
NO.

hazardous?

responsibilities?
management?

MARKS OBTAINED = 50
Operator code: 13.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 54
SATISFACTION % = 90%
Operator code: 14.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 15.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 47

Operator code: 16.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 46
Operator code: 17.
SR. Question 2 1 0
NO.

hazardous?

responsibilities?
management?

MARKS OBTAINED = 49
Operator code: 18.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 45
Operator code: 19.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 52
Operator code: 20.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 48

Operator code: 21.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 49
Operator code: 22.
SR. Question 2 1 0
NO.

hazardous?

responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 23.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 46
Operator code: 24.
SR. Question 2 1 0
NO.
hazardous?


responsibilities?
management?

MARKS OBTAINED = 47
Operator code: 25.
SR. Question 2 1 0
NO.
hazardous?

responsibilities?
management?

MARKS OBTAINED = 47

So we have seen above that we took a sample of 25 operators. And thus we got the
details about satisfaction and now we are going to discuss that how that data was
collected.
CHAPTER – 4: METHOD/METHODOLOGY ADOPTED FOR

STUDY:
4.1) Research type:
There are many types of research type which includes the different methodology
for example, descriptive, applied, quantitative, conceptual, etc. From these all these
type I adopted a descriptive research.
4.2) Sampling Method:
Sampling method also plays a important role in truthfulness of the study. I took the
stratified sampling. By this method one can get the good result than the simple
random sampling, because of this type of sampling we can know the satisfaction
level from the entire department.
4.3) Sample Size:
Sample size is as important as the sampling method. Sample should be true

represent the population. So the size of the sample plays an important role, because
if the sample size is too small than it can’t give us the true details. And if the
sample size is too large then there is no meaning to take sample. So sampling size
is very important.
We took a sample of 25 operators in which we took 9 operators from CNC-1, 8

operators from CNC-2, and 8 operators from VMC department. We took a sample
of 25 operators out of 96 employees.

4.4) Instrument:
There are many instruments which can be used for collecting the data they are
Questionnaire, Survey, Field work, Observation. I used a Questionnaire as the
instrument of the collecting data.
Questionnaire:
Face to face discussion is the best way to collect the details, because in face to face
discussion we can see the facial expression as well as other body movement. So it
is also help us to develop our skills of observations and interacting skills.
I took a sample of 25 operators and asked them 20 questions. I have not given the
questionnaire to the operator to feel up, the reason for this sometime they hide the
true details and we cannot know the real details about the operator’s satisfaction
and our purpose of the questionnaire would not be completed.
This all the details about satisfaction and efficiency were collected through
observation and questionnaire and also this questionnaire is not filed up by the
operators but it was filed by me.
And the method was also totally different. Because generally the person collect the
details by asking them questions and write the answers given by them on the
questionnaire. But I collected all the details somewhat different. I did not ask
questions directly to them. But before starting to ask them for some days I went
there and become friendly with them. Thus I did the survey.
The style of gathering details through the operators is different. I observed for some
days that how they behave and how they are interacting with one another. Then I
made a questionnaire but did not give it to the operators to feel it and also I did not
keep it with me during gathering the details, the reason for to do this can be given
as below.
Sometime what happen if the person who made the questionnaire got the details by
keeping the questionnaire in their hands, then operator might think that this person
would not kept the data secure so they would gave wrong reply for the question and

real information would not be known. So the purpose of the survey would not be
completed.
So this type of style is somewhat prove right then to collect details directly. And
everybody can be understood that the details given by a friend to friend is quite
right then to given the details by one person to another strange person. So I got all
the details friendly.
4.5) Limitation:
The main limitation of gathering data by questionnaire if it is not properly designed

then respondent would not like to give answer. Means it should be clear. The other
limitation of questionnaire it depends on the mood of the respondent and as well as
also it depends on nature of an employee.
CHAPTER – 5: ANALYSIS AND CONCLUSION:
The main objective of this study is to know whether the job satisfaction of an
employee affects his efficiency or not?
Now we will see how the satisfaction of an employee affects the job performance?
Here below we have summarised all the details.
OPERATOR SATISFACTION EFFICIENCY

ID IN % IN %
01 78.33% 70.50%
02 83.33% 75.00%
03 78.33% 76.67%
04 78.33% 72.00%
05 81.67% 74.00%
06 76.67% 60.00%
07 78.33% 76.67%
08 78.33% 71.33%
09 78.33% 73.00%
10 71.67% 61.00%
11 78.33% 78.67%
12 83.33% 75.33%
13 90.00% 81,00%

14 78.33% 71.00%
15 78.33% 72.33%
16 76.67% 71.00%
17 81.67% 70.00%
18 75.00% 70.67%
19 86.67% 71.00%
20 80.00% 65.67%
21 81.67% 75.00%
22 78.33% 58.33%
23 76.67% 55.00%
24 78.33% 70.00%
25 78.33% 59.00%
AVERAGE 79.40% 70.17%
We can see from the above table that average satisfaction is 79.40%, while average
efficiency of the operator is 70.17%. From the above table we cannot say tell
anything about the relationship between job satisfaction and efficiency. But if we
want to calculate the relationship between this two then we have to find the co-
relation, which can give us the exact percentage of the relationship between this
two. The co-relation between job satisfaction and job performance r is .5108
So you can know the relationship between these two by the formula. And here is
the link by which you can know how it is calculated. So we can say that there is
approximately 51% relationship between job satisfaction and efficiency of the
operator. It means that if the satisfaction will increase by 100% more then there
will be change in efficiency by 51%.
It means that there are other factors also which is responsible for the less efficiency
that factors might be Training, mentality of operator, old machinery, shortage of
equipments, less ability to work fast, lack of concentration, etc.
So the manager should also keep in mind that all the other factor to improve the
efficiency of the operator, despite of taking care for only the satisfactory factors.
So the conclusion of this study is that manager should not only focus on the
satisfaction but also focus on other factors which also affect the performance of the
operator. This is in the benefit of both the sides a company side as well as it is also
important for employee side also. We can justify by the following details.

5.1) Benefit to the employee:
May be this study will help the employee to fulfil their unsatisfied requirement
which is necessary for satisfaction .This will also be benefited to the operator also.
Because sometime managers blame on their employee that they are not efficient
and they are not performing well. So after considering all the factors it is benefited
to the employee also. Managers can know the reason and then they would blame on
the employee.
5.2 Benefit to the organization:
If the employee is well trained then obviously he would be more productive than
the less trained employee, so the training is necessary time to time. As well as the
machinery also plays important role in efficiency so it is duty of the production
manager to check whether the machinery is efficient or not? Because however the
training you provided to your operator but if the machinery is outdated and too old
then operator cannot perform well. So manager should also keep in mind that
whether the machinery is efficient or not?
So rather than to invest behind the satisfaction of an employee they should also
consider the other factors which are approximately 63% affecting the efficiency of
an operator. So as we have seen above that will be beneficiary to both the group.
THE SUMMARIZED TABLE
Questions
Operators
Tot

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 al
2 2 2 2 3 2 1 3 3 2 3 3 2 3 3 2 2 2 3 2 47
1
3 3 2 2 3 3 2 3 3 2 2 3 2 3 3 2 2 2 3 2 50
2
2 2 3 2 3 3 1 3 3 2 2 3 2 3 2 2 2 2 3 2 47
3
2 2 2 2 3 3 1 3 3 2 3 2 2 3 2 2 2 3 3 2 47
4
3 2 3 3 3 3 1 3 3 2 2 2 2 3 2 2 2 3 3 2 49

2 1 2 2 3 3 1 3 3 2 3 2 2 3 2 2 2 3 3 2 46
6
2 2 3 1 3 3 2 3 3 2 2 3 2 2 2 2 2 3 3 2 47
7
2 2 2 2 3 3 2 3 3 2 2 3 2 2 2 2 2 3 3 2 47
8
3 2 3 1 3 3 1 3 3 2 2 3 2 3 2 2 1 3 3 2 47
25 24 23 22 21 20 19 18 17 16 15 14 13 12 11 10 9
2 2 2 1 3 3 2 3 2 2 2 3 1 2 2 2 2 2 3 2 43
3 2 3 1 3 3 2 3 3 2 1 3 2 2 2 2 2 3 3 2 47
3 3 2 2 3 3 2 3 3 1 2 3 2 3 3 3 2 2 3 2 50
3 3 3 2 3 3 2 3 3 3 2 3 3 3 3 2 2 3 3 2 54
2 2 2 2 3 3 2 3 3 2 2 2 2 3 2 2 2 3 3 2 47
3 2 3 1 3 3 1 3 3 2 2 3 2 2 2 3 1 3 3 2 47
2 2 2 2 3 2 2 3 3 2 2 2 2 3 2 2 2 3 3 2 46
2 2 3 2 3 3 2 3 3 2 2 3 2 3 2 2 2 3 3 2 49
3 2 2 2 3 3 1 3 2 2 2 2 2 2 2 2 2 3 3 2 52
3 3 3 3 3 3 2 3 3 2 3 2 2 3 2 2 2 3 3 2 48
3 3 2 2 3 2 2 3 3 2 2 2 2 3 2 2 2 3 3 2 45
3 3 3 2 3 2 2 3 3 2 2 2 2 3 2 2 2 3 3 2 49
2 2 2 2 3 3 1 3 3 2 2 2 2 3 2 3 2 3 3 2 46
2 2 2 1 3 3 2 3 3 2 2 2 2 3 2 2 2 3 3 2 47
2 2 2 2 3 2 1 3 3 2 3 3 3 2 3 2 2 2 3 2 46
2 2 1 2 3 2 1 3 3 2 3 3 2 3 3 2 2 2 3 3 46
Total 61 55 59 46 75 69 39 75 73 50 55 64 51 68 56 53 48 68 75 51
The above mentioned table contains the information about the at which matter the
employee are very satisfied as well as it also contain the details about the what is the
satisfaction of the employee.
So we now analyze all the questions as the following level
Q.1: Do you like working condition?
Working condition include all the things like all the basic needs like proper
drinking water, working environment, proper airy, clean, bathroom, etc. Working
condition plays an important role in efficiency because if the company not provide
the proper working condition then the operator can’t work properly. So now we see
how much the operators are satisfied with the working condition of the company.
Total Point Point Obtained Satisfaction

75 61 81.33%
So from the above table we can say that operators are satisfied with the working
condition and this is the good enough. So working condition of the company is
good and only approximately 18% operator are not satisfied.
Q.2: Are you satisfied with your work?
Sometime operators are not satisfied with the work they have been allotted at that
time efficiency might come less. Work satisfaction includes that whether he is
happy with the work or not?

75 55 73.33%
We can say that only 73% operators are satisfied with their work, the rest 27% are
not satisfied with the work they have been allotted. This is below the average, and
this is not the good for the company so company should to increase this ratio and
try to know the reason where they are dissatisfied so the efficiency may be
increased.
Q.3 : Does your suggestion accepted by the company?
Sometime workers have their own suggestion of better working condition. From
how much the suggestion of they have been accepted by the company? we can see
it as below.

75 59 78.67%
It means that company accept approximately 79% of suggestion. If the company

accept the suggestions by the operator then he will be satisfied. so the company
should accept more and more suggestion of the operators.

Q.4: Do you have a total freedom of how to accomplish your work?
This ratio indicates that how much the operators have freedom of accomplishing
their work. So if this ratio will be high then it means that operator have more
freedom regarding to accomplish their work.

75 46 61.33%
This ratio is a poor because approximately 40% of the operator has not a freedom
about accomplishing their work. So manager should try to do a proper arrangement
of the work.
Q.5: Do you feel safety in terms of accident and other working

hazardous?
Everyone wants a safety about their health. So safety is the thing that indicates the
operators feel not any fear during his work. So this is very necessary.

75 75 100.00%
It means that operator does not have any type of fear of accident or other working
hazardous. So this is good for the operator.
Q.6: Do you feel your future safe in this company?
Everyone wants to have future safe in terms of job security, because in this
competitive environment operator sometime not feel they future safe and they are
scared of losing the job.

75 69 92.00%
92% Operators feels secure about their job. So this is the good ratio and it indicates
that only 8% feel scared of losing the job. So here manager should to get the proper

understanding about job to the operators and make them know that there future are
safe.
Q.7: How many chances do you find of your growth in future?
This question is asked them to know their attitude towards their future. That how
much they find themselves to be growth in future.

75 39 52.00%
This ratio indicates that operator does not find their future growth because in this
the satisfaction level is only 52%. So the manager should try to make the people
understandable about their future that if the operator will do work more and stay
more then they will be benefited and will get the promotion.
Q.8: Does the other operator cooperate to you?
Operators also want cooperation except from the above all. In this they want a
family support also the co-worker support also plays very important role we see
how much the operators are supporting to one another.

75 75 100.00%
It indicates that all the operators are supporting to one another. So this is a very big
plus point of the company.
Q.9: Does supervisor gives you proper knowledge about work?

This is also an important thing that supervisor give proper guidance to the all
operators or not? because if the supervisor is not supporting the operators then they
can’t do their work properly and they will not be satisfied with their work.

75 73 97.33%
So we can say that in almost 97% case the supervisor gives the proper knowledge
about the work. So this is the good ratio.
Q.10: Do you think that your efficiency is less because of old

machinery?
Sometime however the operators are efficient if the machines are old then output
will not be increased. So at that time operators feels that manager blame on them of
less efficiency. So managers should also consider and keep in mind that machinery
is old or new?

75 50 66.67%
From the above we can say that in almost 33% case operator feels that there
efficiency is less only because of old machinery. This ratio is high so manager
should check it.
Q.11: Do you think that technology used in the company helps you
in reducing the working burden?
Most of the operators always in oppose of the new technology. Sometime they
believe that the new technology will increase their working burden. So here we will
see how much percentage of cases believe this.

75 55 73.33%

From the above table we can say that in 73 cases they believe that technology is
helping in reducing the working burden. So they are almost satisfied.
Q.12: Do you receive appropriate recognition for your

accomplishment?
Sometime operators feels that their good work is not considered by the manager
and if they accrued a mistake the they will immediate consider it. so it is necessary
to know their view on this.

75 64 85.33%
From the above table we can say that in 85% cases operator believes that their
work is properly considered by the management. So this is the good for the
operators.
Q.13: Do the rules of the company like you?
Sometime operator or the employee of the company does not like the rules of the
company, but they are forcefully following it. So what is the views about the rules
of operator we will see it now.

75 51 68.00%
In 68% cases the operator like the rules of the company, but in 32% operators does
not like the rules of the company. So the manager should make the proper
understanding in operators that rules are necessary for the discipline.
Q.14: will you suggest anyone to join this company?

This question is asked to know the overall satisfaction level of an employee. For
example if the operators are fully agree with this question and he will tell to do this
then it means that He has overall satisfaction with this company. Now We will see
that what are the views about the overall satisfaction.

75 68 90.67%
The above table indicates that in almost 91% cases employee would like to suggest
someone to join this company. so it indicate they are not highly dissatisfied with
the company and this is the good for the company.
Q.15: Do you feel proud as working in this company?
This question is also asked for knowing the attitude of an operators. If the
employee is feel the proud of working here. Then in also in society his prestige will
be increased. And thus after all it will increase the overall satisfaction of an
operator.
From the above table we can conclude that in 75% of cases operator feels proud of
working in company. So it shows that workers have enough attraction towards
company. So this is good for the company.
Q.16: Do you think that your compensation matches with your

responsibilities?
Sometime employees feel that they are not paying according to their work. And
also sometime they feel that though they are working from a long time then after
they are not getting a promotion. So what are the views about the compensation let
us see.

75 53 70.67%
From the above table we can say that there is 30% cases who believes that there
compensation does not match with their responsibilities. So in this case manager
should try to make the proper understanding to the operators that they pay enough
for they work, because sometime this may be the major cause for the
dissatisfaction.
Q.17: Do you feel that company is doing welfare activity for

employee?
This is one question from which we can know the attitude towards company,
because sometime employee feels that company is not doing for them and they are
only concerned with the work. Now we will see what the views of the employee
towards company are.

75 48 64.00%
Company is doing many things like free distribution of the books whose children
are studying for the employee, and activity like blood donation camp and also in a
year company also shows a drama to all the employees.
Q.18: Does your leader have a positive attitude?
This also plays an important role in efficiency, if the leader has a positive attitude
towards employees then he will properly guide them and if he had not then he will
not guide them. So this is also help in increasing the motivation.

75 68 90.67%
This shows that the leader is positive and they have almost 91% they have a
positive attitude. So it shows a good performance of leaders.
Q.19: Have you feel anytime been neglected by your supervisor or

management?
If any time employees have been neglected by the supervisor or the management
then it will create the bad effect on his mind towards the company.

75 75 100.00%
From the above table we can say that employees are fully satisfied with
management and they have not been neglected by the management. This shows the
good of the company.
Q.20: Do you feel that management is really cares for you?
Sometime employees feel that management does not care for them and they are
only concerned with the work. So what are the views about the management we
can know by the following table?

75 51 68.00%

From the above table we can say that in 68% cases they feel that management is
really care for them, and in the rest one believes that management does care for
them. so managers should make the employee understand that management is
really care for all of you.
So this all the suggestion the manager should considered. And try to reduce the
dissatisfaction among the employees.
CHAPTER – 6: CONTRIBUTION AND LEARNING FROM

THE PROJECT:
The time of the project is approximately 6 to 7 weeks. Throughout this time I did
field work also and I learned many things. This is the very good experience of
learning the organizational behaviour as well as other things also.
During this time I learned many things like, organizational behaviour in which how
they behave during their working time, how they responds to one another, how they
are interacting with one another, this all has benefited to me. Moreover I also
learned how the work is to be done? In which sequence the entire department
works? And also what types of software are used for the different data. Actually I
had theoretically knowledge about the department and its tasks but by this project I
also got a practical knowledge about the work and department also.
Moreover frequent observation also helps me to increase my observation power as

well as more and more interaction with the people also helps me in increasing my
interacting power. So I learned a lot through this project and I am very satisfied
with this.
I would like to thank very much to G.M.Exports Pvt. Ltd. As it allow me in such
organization for a summer internship project. And also thanks to Mr. P.K.Mehta

who actually inspired me to take this opportunity. And also thanks to all the people
of an organization who had supported me throughout my project work.
And I am always ready to take such opportunity for this type of project because it
helps to the students to get the practical knowledge as well as other requires
knowledge also. Really this helps me in getting the practical knowledge as well as
all the organizational knowledge.
Bibliography:
I used following different website during my study.
 www.gmepl.com
 www.google.com
 www.scribd.com
I also used the following books during my study.
Ken Black, Sampling, Business Statistics, Wiley India Pvt. Ltd., Fourth
Edition, Page no. 227
Findings:
Following are the different findings during the project.
 Our main objective of the study is to find that how much the job satisfaction
affecting the performance. So we can say that only 51% satisfaction affecting
the efficiency.

 We can also say that only job satisfaction is not affecting the performance of
an employee but there are other factors also which are affecting the
performance of an employee.
 Manager should concern with all the factors for the good output from the
employee.
Conclusion:
Whole the report is about the satisfaction of an employee, and how much the
satisfaction is affecting the performance that is the main objective of this study. So
we can say that job satisfaction of an employee affects the approximately 51% of
performance. So this also can be change the performance of an employee. If the
employee is fully trained and he is also a capable of 100% output but still it is not
coming than we can say that the employee may not be fully satisfied. So manager
should keep in mind these entire factors which are affecting the efficiency of an
operator. So after considering all these factors manager can hope for a better output
from an employee.
So We can say that managers who always claim that there operator are not working
efficiently because there operator are not satisfied they should keep in mind that
only approximately 51% of performance is affected by the satisfaction and there
are also other factors which are responsible for the less efficiency or poor
performance.

SIP Report by Dilip Gajipara On Job Satisfaction and Performance

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“Relationship between job satisfaction and performance”

A SUMMER INTERNSHIP REPORT

“RELATIONSHIP BETWEEN JOB SATISFACTION AND

L.J. Institute of Computer Application

In requirement of partial fulfilment of

Master’s of Business Administration (MBA)

2 year full time Program of Gujarat Technological University

Submitted on 14th July 2010

“Summer Internship Report – LJICA” Page 1

I undersigned, Mr.Dilip Gajipara the student of M.B.A. SEM-2 of L.J.institute of

Place: Signature of the faculty guide

“Summer Internship Report – LJICA” Page 2

I wish to express my sincere thanks to Mr. P.K.Mehta Director of LJ Institute of

DATE: 24th July 2010

CHAP PARTICULARS PAGE

“Summer Internship Report – LJICA” Page 3

“Summer Internship Report – LJICA” Page 4

“Summer Internship Report – LJICA” Page 5

CHAPTER-1: GENERAL INTRODUCTION

The location of industry plays an important role in success of failure of the

ʘ Time keeping system

The time keeping system in G.M.Exports Pvt. Ltd. is as follows.

“Summer Internship Report – LJICA” Page 6

General Shift: 8:00 am to 8:00 pm

 The employs have a lunch break in between these 12 hours.

Lunch Break: 1:00 to 2:00

Extra shift: 9:00 pm to 8 am

 The company has a Wi-Fi in whole the building of the company.

ʘ Welfare and Social Activity

 Company also celebrate the “INDEPENDENT DAY” as well as “REPUBLIC

“Summer Internship Report – LJICA” Page 7

ʘ Rules of the company

 The entire employee has to register at 7:50 am.

 At 7:55 Am all the employees have to go for a prayer.

 After the Prayer all takes a “SHAPATH” as follows.

“ME APNE DES KE PRATI VAFADARI NIBHAUGA”

“ME APNE KARM KE PRATI VAFADARI NIBHAUGA”

“ME APNE DHARM KE PRATI VAFADARI NIBHAUGA”

Regd. Office Work

"PARTH" 3, Umakant Pandit Udhyog NAgar,

“Summer Internship Report – LJICA” Page 8

Phone : +91-281-2368513 / 2373671 Fax : +91-281-2368363

Ta: Kotda Sangani

(1) Industry profile:

De-licensing in 1991 put the Indian automobile industry on a new growth

“Summer Internship Report – LJICA” Page 9

Automobiles today resemble “computers on wheels” because of the increasing

(2) COMPANY’S PROFILE:

2.1) Background & Inception of the company:

Constant Improvement in Quality, Cost & productivity towards meeting customer’s

2.2) Vision and mission and quality policy:

“Summer Internship Report – LJICA” Page 10

2.2.1) Vision: “Consistent Quality at Competitive Rates”

2.2.2) Mission: “Constant improvement in Quality, Cost and productivity

2.2.3) Quality Policy:

To achieving total customer satisfaction by meeting or exceeding their

2.3) Products Profile:

“Summer Internship Report – LJICA” Page 11

Hydraulic Valve Lifter

“Summer Internship Report – LJICA” Page 12

Rocker Arm Shaft

Rocker Arm Support

Rocker Arm Assembly