GOEL INSTITUTE OF TECHNOLOGY

AND MANAGEMENT, LUCKNOW

SUMMER TRAINING PROJECT REPORT

ON
“A Study on level of Employees
satisfaction at Mahindra & Mahindra
Limited in Lucknow”
SUBMITTED IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE
AWARD OF DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION
TO
DR A P J ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW
FOR THE SESSION
2020-22

UNDER THE GUIDANCE OF: SUBMITTED BY:

Ms. Vidushi Sakshi Singh
Assistant Professor Roll No.2003600700067
(GITM, Lucknow) MBA 3rd semester
 DECLARATION

I do hereby declare that all the work presented in the research report entitled

“A Study on level of Employees satisfaction At Mahindra & Mahindra Limited

in Lucknow” is carried out and being submitted at the school of management

for the award of Master of Business Administration, is an authentic record of

SAKSHI SINGH. The work is carried out under the guidance of Ms. Vidushi(faculty

guide). It hasn’t been submitted at any other place for any other academic

purpose.

SAKSHI SINGH
 ACKNOWLEDGEMENT

I feel deeply indebted towards people who have guided me in this project. It would

have not have been possible to make such an extensive report without the help,

guidance and input from them.

I would firstly like to express my gratitude towards faculty guide Ms. Vidushi of

school of management for having shown much of flexibility and guiding in such a

way that I really learning the subject all the time. She helped me in deciding the

project topic. She showed a lot of openness in her approach and I would like to thank

her for her support in a way that has lead to proper & effective learning.

Last but not least I am great full to all my family members & my friends for being my

side always. Without their help and motivation it wouldn’t have been possible to

complete my project.

SAKSHI SINGH
 EXECUTIVE SUMMARY

Someone has rightly said that practical experience is far better and closer to the real

world than theoretical exposure. The practical experience helps the students to view

the real business world closely, which in turn widely influences their perceptions and

arguments their understanding of the real situation.

This project is on “A Study on level of Employees satisfaction At Mahindra &

Mahindra Limited in Lucknow.”

Research is the crucial but expensive component of human resource development

(HRD). It is a planned effort to improve the performance efficiency and effectiveness

of members of organization. Training is teaching, or developing in oneself or others,

any skills and knowledge that relate to specific useful competencies. Training has

specific goals of improving one's capability, capacity, productivity and performance.

The performance improvement may be effected through planned learning and transfer

of such learnt knowledge, skills and attitude to work place.

Job performance is the way employees perform their work. An employee’s

performance is determined during job performance reviews, with an employer taking

into account factors such as leadership skills, time management, organizational skills

and productivity to analyze each employee on an individual basis.

 TABLE OF CONTENT

Sl. No. Contents Page No.

1. Introduction 7

2. Company profile 43

3. Objectives of the study 71

4. Research Methodology 73

5. Limitations 77

6. Data Analysis & Interpretations 79

7. Findings 95

8. Suggestions/Recommendations 99

9. Conclusion 101

10. Bibliography 103

11. Appendix 105

INTRODUCTION

1
 INTRODUCTION
Organization is nothing but a group of people whose activities have been planned &

coordinated to meet organization objectives. An organization that exists to produce &

services has a good chance to service & prosper it. It consists of right people.

The vast majority of people work to support themselves & their families. But

people work for many other reasons other than economic security e.g. many also work

to keep busy & feel useful, to create & achieve something. They want to gain

recognition & achiever status or to test & stretch their capabilities. To meet these

multifarious needs, people & organization join forces.

The biggest challenge to an the manager is to make all employees contribute

to the success of the organization in an ethical & socially responsible way. The

society well-being, to a large extend depends on its organization particularly business

organization. It is the business organization which makes goods & service available,

provided job, generate wealth & land stability & security to the people.

To assist employees in achieving their personal goals, at least in so for as these

goals enhance the individual’s contribution to the organization. Personal objective of

employees must be met if workers leave the organization is to be maintained retained

& motivated. Otherwise, employee performance & satisfaction may decline &

employee may leave the organization.

Human resource is the important factor of the organization. If this factor is not

satisfied or not work properly then organization cannot achieve their target.

For that purpose employees are of ten asked to supply Hindware information

about the content of job, given their familiarity with it. An organization expects

accurate information about the job as well as organization also concerned about the

employee’s reaction to having their jobs analyzed. In order to prevent employee dis-

2
satisfaction uncertainty & anxiety, organization should communicate the reason for

conducting the job analysis & keep the employee informed about employee

satisfaction process.

1.Employees are the most valuable assets of an organization there should be a

conscious effort to realize goals by satisfying needs and aspiration of employees.

Organization must meet their goals by which employees feel satisfied in their

work lines due to the key strength of the company determined by the human power of

the organization.

Basically two types of functions performed by HR Manager these are

operative & managerial both function are helpful to get the employee satisfaction

working in the company.

FUNCTION OF HRM

Operation Functions Managerial Functions

EMPLOYEE
SATISFACTION

 Wages
 Nature of work
 Promotion Chances
 Supervision
 Work Group
 Working Conditions

3
Employee satisfaction surveys are a Hindware tool to a measure and benchmark the

satisfaction of employees. Local and productive employees are any business’s most

Hindware asset, yet few take time to measure their employees’ satisfaction. Even

fewer track how this measure moves over time.

 High employee satisfaction levels can reduce employee turnover. Dissatisfied

employees tend to perform below their capabilities, result in high turnover of

staff and leave their jobs relatively quickly and are not very likely to recommend

the company as an employer.

 Employee satisfaction research give employees ‘a voice’ and also allow the

pinpointing of problematic areas leading to the raising of staff satisfaction

levels, developing and reviewing of staff management and optimizing corporate

communication.

 Issues covered include the current workplace situation, management

styles/attitudes, internal communications, workplace atmosphere, corporate

culture/vision and image.

Employee satisfaction research encompasses many different research techniques but

the measurement of satisfaction is only the first step to improving employee

satisfaction.

4
 Job Satisfaction is influenced by:

Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority

Research done by various researcher show that satisfied, motivated employees will

create higher customer satisfaction and in turn positively influence organizational

performance. Noticing this trend, many organizations are investing in measuring and

quantifying employees opinions and attitudes by incorporating Employees

Satisfaction Surveys into their existing HR and organizational processes.

By establishing frequent and consistent employee feedback processes,

enterprises can retain and develop their most Hindware asset: employees.

Benefits of Employee Satisfaction:

More Accurate Perspective:

Organization achieve a more accurate view of current policies and a more

clear perspective of issue that are of priority to employees than others, such as

benefits versus career development, versus compensation.

5
Increased Employee Loyalty:

By quantifying and analyzing employee attitudes and opinions, enterprises can

identify problem areas and solutions to create a supportive work environment

encouraging a motivated and loyal workforce.

Training Needs Assessment:

Employees Satisfaction Surveys aid in developing individual goals and career

potential. With more insight into their opinion and attitudes, management can

establish professional development initiatives.

Improved Customer Service:

Because motivated employees are critical to improved organizational

initiative, such as increasing customer satisfaction, enterprises that value had strive

for greater employee satisfaction ultimately create higher customer satisfaction.

A comprehensive employee satisfaction process can be keys to a more a

motivated and loyal workforce leading to increased customer satisfaction and overall

profitability for an enterprise.

6
COMPANY

PROFILE

7
 COMPANY PROFILE

Mahindra & Mahindra Limited

Industry Automotive
Founded 2 October 1945; 75 years ago
Jassowal, Ludhiana, Punjab, India
Founders J. C. Mahindra
K. C. Mahindra
M. G. Muhammad
Headquarters Mumbai, Maharashtra,
India
Area served Worldwide
Key people Anand Mahindra
(Chairman)
Pawan Kumar Goenka
(Managing Director & CEO)
Products Automobiles, commercial vehicles, two-wheelers
Revenue ₹96,241 crore (US$13 billion) (2020)
Operating income ₹6,676 crore (US$940 million) (2020)
Net income ₹−1,363 crore (US$−190 million) (2020)
Total assets ₹167,006 crore (US$23 billion) (2020)
Total equity ₹39,415 crore (US$5.5 billion) (2020)
Number of employees 42,875 (2019)
Parent Mahindra Group
Subsidiaries  Pininfarina (76.06%)
 Mahindra 2 Wheelers
 Ssangyong Motors (74.65%)
 B.S.A Company
 GenZe
 Mahindra Reva
 Peugeot Motocycles (100%)
 Ford India Private Limited (51%)
Website www.mahindra.com

8
Mahindra & Mahindra Limited is an Indian multinational vehicle manufacturing

corporation headquartered in Mumbai, Maharashtra, India. It was established in 1945

as Muhammad & Mahindra and later renamed as Mahindra and Mahindra. It is one of

the largest vehicle manufacturers by production in India and the largest manufacturer

of tractors in the world. It is a part of the Mahindra Group, an Indian conglomerate. It

was ranked 17th on a list of top companies in India by Fortune India 500 in 2018. Its

major competitors in the Indian market include Maruti Suzuki and Tata Motors.

Mahindra & Mahindra, branded on its products usually as 'Mahindra', produces

SUVs, saloon cars, pickups, commercial vehicles, and two wheeled motorcycles and

tractors. It owns assembly plants in India, Mainland China (PRC),the United

Kingdom,and has three assembly plants in the United States. Mahindra maintains

business relations with foreign companies like Renault SA, France.

M&M has a global presence and its products are exported to several countries.Its

global subsidiaries include Mahindra Europe S.r.l. based in Italy,Mahindra USA Inc.,

Mahindra South Africaand Mahindra (China) Tractor Co. Ltd.

Mahindra started making passenger vehicles firstly with the Logan in April 2007

under the Mahindra Renault joint venture. M&M made its maiden entry into the

heavy trucks segment with the Mahindra Truck and Bus Division, the joint venture

with International Truck, USA.

Mahindra produces a wide range of vehicles including MUVs, LCVs and three

wheelers. It manufactures over 20 models of cars including larger, multi-utility

vehicles like the Scorpio and the Bolero. It formerly had a joint venture with Ford

called Ford India Private Limited to build passenger cars.

At the 2008 Delhi Auto Show, Mahindra executives said the company was pursuing

an aggressive product expansion program that would see the launch of several new

9
platforms and vehicles over the next three years, including an entry-level SUV

designed to seat five passengers and powered by a small turbodiesel engine. True to

their word, Mahindra & Mahindra launched the Mahindra Xylo in January 2009,

selling over 15,000 units in its first six months.

Also in early 2008, Mahindra commenced its first overseas CKD operations with the

launch of the Mahindra Scorpio in Egypt, in partnership with the Bavarian Auto

Group. This was soon followed by assembly facilities in Brazil. Vehicles assembled at

the plant in Bramont, Manaus, include Scorpio Pik Ups in single and double cab pick-

up body styles as well as SUVs.

Mahindra planned to sell the diesel SUVs and pickup trucks starting in late 2010 in

North Americathrough an independent distributor, Global Vehicles USA, based in

Alpharetta, Georgia. Mahindra announced it would import pickup trucks from India in

knockdown kit (CKD) form to circumvent the Chicken tax. CKDs are complete

vehicles that were assembled in the U.S. from kits of parts shipped in crates.On 18

October 2010, however, it was reported that Mahindra had indefinitely delayed the

launch of vehicles into the North American market, citing legal issues between it and

Global Vehicles after Mahindra retracted its contract with Global Vehicles earlier in

2010, due to a decision to sell the vehicles directly to consumers instead of through

Global Vehicles.However, a November 2010 report quoted John Perez, the CEO of

Global Vehicles USA, as estimating that he expected Mahindra's small diesel pickups

to go on sale in the U.S. by spring 2011, although legal complications remained, and

Perez, while hopeful, admitted that arbitration could take more than a year. Later

reports suggested that the delays may be due to Mahindra scrapping the original

model of the truck and replacing it with an upgraded one before selling them to

10
Americans. In June 2012, a mass tort lawsuit was filed against Mahindra by its

American dealers, alleging the company of conspiracy and fraud.

Mahindra & Mahindra has a controlling stake in Mahindra Reva Electric Vehicles. In

2011, it also gained a controlling stake in South Korea's SsangYong Motor Company.

Mahindra launched its relatively heavily publicised SUV, XUV500, code named as

W201 in September 2011. The new SUV by Mahindra was designed in-house and it

was developed on the first global SUV platform that could be used for developing

more SUVs. In India, the new Mahindra XUV 500 came in a price range between

1,140,000–1,500,000. The company was expected to launch 3 products in 2015 (2

SUVs and 1 CV) and an XUV 500 hybrid. Mahindra's two wheeler segment launched

a new scooter in the first quarter of 2015. Besides India, the company also targeted

Europe, Africa, Australia and Latin America for this model. Mahindra President Mr.

PawanGoenka stated that the company planned to launch six new models in the

year.The company launched the CNG version of its mini truck Maxximo on 29 June

2012.A new version of the Verito in diesel and petrol options was launched by the

company on 26 July 2012 to compete with Maruti'sDzire and Toyota Kirloskar

Motor's Etios.

On 30 July 2015, Mahindra released sketches of a new compact SUV called the

TUV300 slated to be launched on 10 September 2015. The TUV300 design took cues

from a battle tank and used a downsized version of the mHawk engine found on

theXUV500, Scorpio and some models of the Xylo. This new engine was christened

as the mHawk80.

11
Organization Structure:

CEO Secretary
Anand Mahindra NS

Chairman of the Board CFO

Keshub Mahindra Bharat Doshi

Director Automotive Sector

A.Ganguly PG

Director Farm Equipment Sector

R.Kulkarni AC

Director Finance, Legal & Financial Services

AnupamPuri UP

Director Human Resources, After-Market &

NaraynanVaghul Corporate Services
RD

Director Information Technology Sector

M.Murugappan UY

Director Infrastructure Development Sector

ArunDasgupta AN

Director Systems & Technologies Sector

Deepak Parekh HL

Director Trade, Retail & Logistics Sector

Nadir Godrej RM

12
SWOT Analysis of Mahindra & Mahindra with USP, Competition, STP

(Segmentation, Targeting, Positioning) - Marketing Analysis

Mahindra & Mahindra

Parent Company Mahindra

Category Sedans, SUV’s, Two-wheelers

Sector Automobiles

Tagline/ Slogan Rise; Every 2 minutes a Mahindra is born

Mahindra SUV’s have a stronghold in the Indian

commercial taxi market which have good performance o

USP tough terrains

STP

Segment Complete automobile segment including sedans & SUV’s

Target Group Young executives from the upper-middle income bracket

A brand which promotes new thinking, accepts no limits

Positioning and drives positive change

Product Portfolio

1. Mahindra Bolero 2. Mahindra Renault Logan

3. Mahindra Scorpio 4. Mahindra Verito

Brands 5. Mahindra Xylo

13
 SWOT Analysis

1. Mahindra has been one of the strongest brands in the

Indian automobile market

2. Mahindra group give employment to over 110,000

employees

3. Excellent branding and advertising, and low after sales

service cost

4. Sturdy SUV’s good for Indian roads and off-road

Strengths terrain

1. Mahindra’s partnership with Renault did not live up to

Weaknesses international quality standards through their brand Logan

1. Developing hybrid cars and fuel efficient cars for the

future

2.Tapping emerging markets across the world and

building a global brand

3.Fast growing automobile market

4.Growing in the market through electric car Reva

Opportunities (controlling stake) and entry into two-wheeler segments

1. Government policies for the automobile sector across

the world

2. Ever increasing fuel prices

3. Intense competition from global automobile brands

Threats 4. Substitute modes of public transport like buses, metro

14
 trains etc

Competition

1.Honda

2.Toyota

3.Nissan Motors

4.Hyundai Motors

5.Fiat

6.Mitsubishi

7.Maruti Udyog

8.Tata Motors

9. Skoda

10. Toyota

11. Volkswagen

Competitors 12. Ford

Source: www.mahindra.com

15
 CHAPTER-3
OBJECTIVES
OF THE STUDY

16
 OBJECTIVE OF THE STUDY

 To find out the importance of already existing policies or bringing satisfaction

among the employees.

 To find out healthy relationship between employees and management and

recommend them respectively.

 To assess the existing satisfaction level of the employees.

 To check out the satisfaction level of employees regarding the existing HR

policies.

 To check out better working condition and smooth functioning in the organization.

17
 CHAPTER-4
RESEARCH
METHODOLOGY

18
 RESEARCH METHODOLOGY

Research is a common parlance which refers to search for knowledge. It is a

procedure of logical and systematic application of the fundamentals of science to the

general and overall questions of a study and scientific technique, which provide

precise tools, specific procedures, and technical rather philosophical means for getting

and ordering the data prior to their logical analysis and manipulating different type of

research designs is available depending upon the nature of research project,

availability of manpower and circumstances.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in

procedure. In fact, the research design is the conceptual structure within which

research is conducted. This research was descriptive in nature

DESCRIPTIVE RESEARCH:

The research undertaken was a descriptive research as it was concerned with specific

predictions, with narration of facts and characteristics concerning a study on Job

satisfaction of employees working in Mahindra & Mahindra Limited Lucknow.

a. METHODS OF DATA COLLECTION. There are several methods of

collecting primary data, particularly in surveys and descriptive researches. In

descriptive research, we obtain primary data either through observation or

through direct communication with respondents in one form or another or through

personal interviews. I have used questionnaires(Primary) and Internet source

(Secondary) for data Collection.

19
b. DATA SOURCE

There were two types of data sources used in this research. These were

PRIMARY DATA

Primary data is the data collected for the first time from the source and never have

been used earlier. The data can be collected through interviews, observations and

questionnaires.

SECONDARY DATA

Secondary data is the data collected from already been use or published information

like journals, diaries, books, etc .In this research project, secondary source used were

various journals, and website of various online journals.

c. SAMPLE DESIGN

A sample design is made up of two elements. Sampling method. Sampling method

refers to the rules and procedures by which some elements of the population are

included in the sample. Some common sampling methods are simple random

sampling, stratified sampling, and cluster sampling .

I have used simple random sampling for study.

d. UNIVERSE OF STUDY: Universe of the study means all the employees of

MAHINDRA & MAHINDRA LIMITED in Lucknow.

SAMPLE AREA: Mahindra & Mahindra Limited, Lucknow.

e. SAMPLE TYPE

I have used Random sample for study.

20
f. SAMPLE SIZE: A sample of minimum respondents will be selected from

Mahindra & Mahindra Limited Lucknow. An effort was made to select

respondents evenly. The survey was carried out on 100 respondents.

g. SAMPLE UNIT: Employees of Mahindra & Mahindra Limited Lucknow

h. STATISTICAL TOOLS TO BE USED: A structured questionnaires is

used to collect the data and data will be analyzed with the help of percentage

table, respective graph, bar graph and pie charts.

TOOLS OF PRESENTATION:

It means what all tools are used to present the data in a meaningful way so that it

becomes easily understandable. In this research tables and graphs were used for

presenting the data.

21
 CHAPTER-5
LIMITATIONS

22
 LIMITATIONS OF THE STUDY

 Sample size does not exactly represent the total population.

 Language problem while interacting with few south Indian employees.

 Response from respondents may be different from actual view. Respondents

might not disclose actual views.

 As the study was conducted at one branch (group) only, result involving may
not be true at zonal level.

23
 CHAPTER-6
DATA ANALYSIS
&

INTERPRETATION

24
 DATA ANALYSIS & INTERPRETATION
1.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
COMMUNICATION WITH SUPERIOR
Table-1
Various Response %age
Strongly Agree 35
Agree 37
Neutral 8
Disagree 20
Strongly Dis-agree 0
Total 100

Graph-1
Strongly
Disagree, 20 Disagree, 0%
% Strongly
Agree, 35.00
% Strongly Agree
Neutral, 8% Agree
Neutral
Agree, 37.00 Disagree
%
Strongly Disagree

Interpretation:-
35% employees strongly agree that superior communicate to them what they expect
and 37% employees are also quite but 8% employees are not agree with this statement
and 20% employees are disagree with the statement.

25
2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST
OF JOB
Table-2
Various Response %age
Strongly Agree 20
Agree 50
Neutral 16
Disagree 14
Strongly Dis-agree 0
Total 100

Graph-2

Disagree, 14 Strongly
Strongly
% Disagree, 0%
Agree, 20.00
%

Strongly Agree
Neutral, 16%
Agree
Neutral
Disagree
Strongly Disagree
Agree, 50.00
%

Interpretation:- 20% employees states their job are very interesting and 50%
employees also quite satisfy with the nature of the job they perform but 16% are
neutral and 14% are disagree with interest of job.

26
3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY
COMPANY
Table-3
Various Response %age

Strongly Agree 36

Agree 40

Neutral 8

Disagree 16

Strongly Dis-agree 0

Total 100

Graph-3
Disagree, 16% Strongly
Disagree, 0%
Strongly
Agree, 36.00%
Strongly Agree
Neutral, 8%
Agree
Neutral
Disagree
Strongly Disagree
Agree, 40.00%

Interpretation:- 36% employees are very much satisfaction with holidays provided
by organization and 40% employees are quite satisfied but 8% employees neutral with
the statement and 16% employees are dissatisfied with holidays by the company.

27
4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOUR
Table-4
Various Response %age

Strongly Agree 28

Agree 50

Neutral 8

Disagree 10

Strongly Dis-agree 4

Total 100

Graph-4
Strongly
Disagree, 4%
Disagree, 10% Strongly
Agree, 28.00%
Neutral, 8% Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Agree, 50.00%

Interpretation:-28% employees are very satisfied with their working hour in the
organization and 50% employees are also satisfied with working hour, 8% employees
are quite satisfied, 10% people are disagree and 4% employees are strongly disagree
with their working hour in the organization

28
5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING &
DEVELOPMENT
Table-5
Various Response %age

Strongly Agree 20

Agree 30

Neutral 12

Disagree 16

Strongly Dis-agree 22

Total 100

Graph-5
Strongly
Disagree, 0%
Disagree, 20%
Strongly
Agree, 35.00%
Strongly Agree
Neutral, 8% Agree
Neutral
Disagree
Strongly Disagree
Agree, 37.00%

Interpretation:- 20% employees are very much satisfied with training &
development Program provided by company and 30% employees are satisfied with
training & development 12% employees are quiet satisfied with training &
development 16% employees are not satisfied and 22% employees are strongly
disagree with training & development program provided by company.

29
6.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY
SENIOR FOR EMPLOYEES GREIVENCES
Table-6
Various Response %age

Strongly Agree 16

Agree 48

Neutral 24

Disagree 8

Strongly Dis-agree 4

Total 100

Graph-6

Strongly Strongly
Disagree, 4% Agree, 16.00
%
Disagree, 8%

Strongly Agree
Neutral, 24% Agree
Neutral
Disagree
Strongly Disagree
Agree, 48.00
%

Interpretation:-16% employees are very much satisfied with action taken by seniors
for employees grievances and 48% employees are satisfied and 24% employees and
24% employees are quite satisfied but 8% employees are dis-satisfied action taken by
seniors for employees grievances and 4% employees are very dis-satisfied.

30
7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK
METHOD USES BY THEIR SENIOR.
Table-7
Various Response %age

Strongly Agree 16

Agree 50

Neutral 16

Disagree 18

Strongly Dis-agree 0

Total 100

Graph-7

Strongly Strongly
Disagree, 18 Disagree, 0% Agree, 16.00
% %

Strongly Agree
Agree
Neutral, 16%
Neutral
Disagree
Strongly Disagree
Agree, 50.00
%

Interpretation:-16% employees are very much satisfied with feedback method used
by their senior and 50% employees are satisfied, 16% employees are quite satisfied
and 18% people are disagree with feedback method used by their senior.

31
8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY
DISTRIBUTED IN THE WORK GROUP
Table-8
Various Response %age
Strongly Agree 8
Agree 48
Neutral 16
Disagree 24
Strongly Dis-agree 4
Total 100

Strongly Strongly
Disagree, 9% Disagree, 0% Agree, 8.00%

Strongly Agree
Neutral, 28% Agree
Neutral
Disagree
Agree, 55.00
Strongly Disagree
%

Graph-8

Interpretation:- 8% employees are very much satisfied regarding work is fairly

distributed in the work group, 48% employees are satisfied and 16% employees are
quite satisfied but 24% employees are disagree and 4% employees are strongly
disagree with the statement

32
9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS &
RECOGNITION SYSTEM
Table-9
Various Response %age
Strongly Agree 8
Agree 28
Neutral 24
Disagree 28
Strongly Dis-agree 12
Total 100
Graph-9
Strongly Strongly
Disagree, 12 Agree, 8.00%
% Agree, 28.00
%
Strongly Agree
Disagree, 28 Agree
% Neutral
Disagree
Strongly Disagree
Neutral, 24%

Interpretation:-8% employees are very much satisfied with rewards & recognition
system of the company and 28% employees are satisfied 24% employees are quite
satisfied but 28% employees are dissatisfied with rewards & recognition system and
12% employees are very dissatisfied.

33
10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY
Table-10
Various Response %age

Strongly Agree 16

Agree 32

Neutral 8

Disagree 32

Strongly Dis-agree 12

Total 100

Graph-10
Strongly Strongly
Disagree, 12 Agree, 16.00
% %

Strongly Agree
Agree
Disagree, 32
% Neutral
Agree, 32.00 Disagree
% Strongly Disagree
Neutral, 8%

Interpretation:-16% employees are very much satisfied with their salary. 32%
employees are satisfied and 8% employees are quite satisfied but 32% employee are
disagree with their salary and 12% employees are strongly disagree with their salary.

34
11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE
Table-11
Various Response %age

Strongly Agree 28

Agree 40

Neutral 20

Disagree 8

Strongly Dis-agree 4

Total 100

Graph-11
Strongly
Disagree, 4%
Disagree, 8% Strongly
Agree, 28.00
%
Strongly Agree
Neutral, 20%
Agree
Neutral
Agree, 40.00 Disagree
% Strongly Disagree

Interpretation:- 28% employees are very much satisfied with their work place. 48%
employees are satisfied and 20% employees are quite satisfied but 8% employee are
disagree and 4% employees are strongly disagree with work place.

35
12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION
POLICY
Table-12
Various Response %age

Strongly Agree 16

Agree 20

Neutral 20

Disagree 28

Strongly Dis-agree 16

Total 100

Graph-12

Strongly Strongly
Disagree, 16 Agree, 16.00
% % Agree, 20.00
%
Strongly Agree
Agree
Disagree, 28 Neutral
% Disagree
Strongly Disagree
Neutral, 20%

Interpretation:-16% employees are very much satisfied with promotion policy. 20%
employees are satisfied and 20% employees are quite satisfied but 28% employee are
dissatisfied and 16% employee are very dissatisfied with promotion policy.

36
13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
PERFORMANCE APPRAISAL SYSTEM
Table-13
Various Response %age
Strongly Agree 12
Agree 52

Neutral 12

Disagree 16
Strongly Dis-agree 8

Total 100

Graph-13
Strongly Strongly
Disagree, 8% Agree, 12.00
%
Disagree, 16
%
Strongly Agree
Agree

Neutral, 12% Neutral

Disagree
Agree, 52.00 Strongly Disagree
%

Interpretation:-12% employees are very much satisfied with their performance

appraisal from their superior. 52% employees are satisfied and 12% employees are
quite satisfied with their performance appraisal system but 16% employee are
disagree and 8% employee are strongly diaagree with their performance appraisal
system.

37
14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WELFARE
ACTIVITIES
Table-14
Various Response %age

Strongly Agree 0

Agree 48

Neutral 16

Disagree 20

Strongly Dis-agree 16

Total 100

Graph-14
Strongly Strongly
Disagree, 16 Agree, 0.00%
%
Agree, 48.00
%
Strongly Agree
Disagree, 20 Agree
% Neutral
Disagree
Strongly Disagree
Neutral, 16%

Interpretation:- 48% employees are satisfied with their welfare activities and 16%
employees are quite satisfied but 20% employee are disagree and 16% employee are
strongly disagree with their welfare activities.

38
15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE
GROWTH IN THE COMPANY
Table-15
Various Response %age

Strongly Agree 12

Agree 52

Neutral 20

Disagree 8

Strongly Dis-agree 8

Total 100

Graph-15
Strongly Strongly
Disagree, 8% Agree, 12.00
Disagree, 8% %

Strongly Agree
Agree
Neutral, 20%
Neutral
Disagree
Agree, 52.00 Strongly Disagree
%

Interpretation:-12% employees are very much satisfied about their future growth in
the cmpany. 52% employees are satisfied and 20% employees are quite satisfied with
their career but 8% employee are disagree and 8% employee are strongly disagree
about their future growth in the company .

39
CHAPTER-7
FINDINGS

40
 FINDINGS

 35% employees strongly agree that superior communicate to them what they

expect and 37% employees are also quite but 8% employees are not agree with

this statement and 20% employees are disagree with the statement.

 20% employees states their job are very interesting and 50% employees also

quite satisfy with the nature of the job they perform but 16% are neutral and

14% are disagree with interest of job.

 36% employees are very much satisfaction with holidays provided by

organization and 40% employees are quite satisfied but 8% employees neutral

with the statement and 16% employees are dissatisfied with holidays by the

company.

 28% employees are very satisfied with their working hour in the organization

and 50% employees are also satisfied with working hour, 8% employees are

quite satisfied, 10% people are disagree and 4% employees are strongly

disagree with their working hour in the organization

 20% employees are very much satisfied with training & development Program

provided by company and 30% employees are satisfied with training &

development 12% employees are quiet satisfied with training & development

16% employees are not satisfied and 22% employees are strongly disagree

with training & development program provided by company.

 16% employees are very much satisfied with action taken by seniors for

employees grievances and 48% employees are satisfied and 24% employees

and 24% employees are quite satisfied but 8% employees are dis-satisfied

41
 action taken by seniors for employees grievances and 4% employees are very

dis-satisfied.

 16% employees are very much satisfied with feedback method used by their

senior and 50% employees are satisfied, 16% employees are quite satisfied

and 18% people are disagree with feedback method used by their senior.

 8% employees are very much satisfied regarding work is fairly distributed in

the work group, 48% employees are satisfied and 16% employees are quite

satisfied but 24% employees are disagree and 4% employees are strongly

disagree with the statement

 8% employees are very much satisfied with rewards & recognition system of

the company and 28% employees are satisfied 24% employees are quite

satisfied but 28% employees are dissatisfied with rewards & recognition

system and 12% employees are very dissatisfied.

 16% employees are very much satisfied with their salary. 32% employees are

satisfied and 8% employees are quite satisfied but 32% employee are disagree

with their salary and 12% employees are strongly disagree with their salary.

 28% employees are very much satisfied with their work place. 48% employees

are satisfied and 20% employees are quite satisfied but 8% employee are

disagree and 4% employees are strongly disagree with work place.

 16% employees are very much satisfied with promotion policy. 20%

employees are satisfied and 20% employees are quite satisfied but 28%

employee are dissatisfied and 16% employee are very dissatisfied with

promotion policy.

 12% employees are very much satisfied with their performance appraisal from

their superior. 52% employees are satisfied and 12% employees are quite

42
 satisfied with their performance appraisal system but 16% employee are

disagree and 8% employee are strongly diaagree with their performance

appraisal system.

 48% employees are satisfied with their welfare activities and 16% employees

are quite satisfied but 20% employee are disagree and 16% employee are

strongly disagree with their welfare activities.

 12% employees are very much satisfied about their future growth in the

company. 52% employees are satisfied and 20% employees are quite satisfied

with their career but 8% employee are disagree and 8% employee are strongly

disagree about their future growth in the company .

43
RECOMMENDATION

44
 RECOMMENDATION

 Promotion practices should be well defined & must be done in practices.

 Adequate rewards must be given to the employee either rewards may in the

form of monitory & non-monitory.

 Employees must be recognized by their potential or efforts apply in their jobs.

 Salary must be provided to the employees according to their potential.

 Adequate welfare activities should be adopted by company in regular

intervals.

 Grievance should equally with the entire employee working in the

organization.

 Plans made should be strictly implemented it should not be in papers.

 Company should start its own conveyance facility for the comfort of

employees.

 Meditation or yoga classes should be started so as to reduce the stress of

employee.

 There’s need to focus more on fulfilling social responsibility towards society.

45
CONCLUSION

46
 CONCLUSION

In conclusion it can be said that employees are satisfied with the communication with

their superiors. They are satisfied with their interest of job. They are satisfied with

holidays provided to them. They are also satisfied with their working hour of their

job. Employees are not so much satisfy with their training and development program

provided to them. They are satisfied with the authority and responsibility given to

them. Employees in are satisfied with the safety measures used in the organization.

They are also satisfied with the co-operation from co-workers. They are also satisfied

with the action taken by their seniors for employee grievances. Employees are not

satisfied with their reward and recognition system. Food provided in the canteen is not

up to the mark. Employees are not so much satisfied with their salary. They are also

not much satisfied with their workplace and promotion policy

47
BIBLIOGRAPHY

48
 BIBLIOGRAPHY
 Kothari. C.R. Research Methodology- Methods and techniques, New Delhi,
Wiley Inernational Ltd.,2005
 Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing
House, 2002.
 Raom V.S.P Human Resource Management – Text & Cases, New Delhi,
Excel Books, 2003.
 Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance
Learning, April, 2002.
 Stephan P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of
India, 1989.
 Research Methodology Methods & Techniques , N K Malhotra.
 Axelrod and Wybenga (1985) in their study on perceptions.

 Carpenter and Nakamoto (1989) “pioneering advantage.

 Marketing Management: PHILIP KOTLER.
 Ofir and Simonson (2001) customer evaluations of quality and satisfaction.

49
ANNEXURE

50
 QUESTIONNAIRE

(Please mark  for the relevant box)

1. Name: _____________________________________

Address: ________________________________________________

FIVE POINTS SCALE – Strongly agree (SA), Agree (A), Neutral (N), Disagree (D)
and Strongly disagree (SD).
It is assured that individual response would be kept confidential and only the
conclusion or common views will be communicated to the top management.
Response
S. No. Statements
S A N D SD
A
1. My superior communicate clearly as to what is
expected of me.
2. My job is interesting enough to perform it well.
3. The number of holidays provided by
MAHINDRA & MAHINDRA LIMITED is
sufficient
4. The working hour in the company Industrial
Relation Satisfied.
5. Training & development is satisfactory
6. The responsibility and authority are clearly
defined.
7. The safety measures are sufficient
8. Co-operation from co-workers
9. The senior take immediate & suitable action to
redress grievance of subordinate.
10. The senior uses normally feedback method in all
these interaction
11. The team member share sufficient information

51
 about important method affecting them.
12. Are you satisfied with the work given in the
workgroup.
13. Adequate reward & recognition system in the
MAHINDRA & MAHINDRA LIMITED
14. The food & snacks provided in the canteen are
hygienic & of reasonably good quality.
15. Are salary is given as per the capabilities of the
employees and ability of MAHINDRA &
MAHINDRA LIMITED
16. My work place is need & clean.
17. Are promotion policy of MAHINDRA &
MAHINDRA LIMITED is well defined & in
practice.
18. The good performance always receives praise
from superiors.
19. Are welfare activities followed one satisfactory
20. My career will have enough growth in
MAHINDRA & MAHINDRA LIMITED

52