A

SYNOPSIS REPORT
ON
A STUDY ON EMPLOYEE SATISFACTION
AT
HINDUSTAN UNILEVER LIMITED

Submitted
By
SOURAV KUMAR GHOSH
H.T.NO: 1302-20-672-282
PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

Department of Business Administration

AURORA’S PG COLLEGE
RAMANTHAPUR
(Affiliated to Osmania University)
2020-2022
 Aurora’s PG College , Ramanthapur
Department of Management

SYNOPSIS

Title of the Project : A STUDY ON EMPLOYEE

SATISFACTION

Student Name : SOURAV KUMAR GHOSH

Hall Ticket Number : 1302-20-672-282

Signature of the Student :

Signature of the Guide :

 INDEX
. No. CONTENTS Page No

1 INTRODUCTION

2 NEED FOR THE STUDY

3 OBJECTIVES OF THE STUDY

4 SCOPE OF THE STUDY

5 RESEARCH METHODOLOGY

6 REVIEW OF LITERATURE

7 INDUSTRY PROFILE

8 COMPANY PROFILE

9 PROPOSED OUTCOMES

10 LIMITATIONS OF THE STUDY

11 CHAPTERISATION

12 BIBLIOGRAPHY
INTRODUCTION:
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Many measures purport
that employee satisfaction is a factor in employee motivation , employee goal
achievement, and positive employee morale in the workplace. Factors contributing to
employee satisfaction include treating employees with respect, providing regular
employee recognition, empowering employees, offering above industry-average benefits
and compensation, providing employee perks and company activities and positive
management within a success framework of goals, measurements, and expectations.
Employee satisfaction is often measured by anonymous employee satisfaction surveys
administered periodically that gauge employee satisfaction. Employee satisfaction is
looked at in areas such as Management, Understanding of mission and vision,
Empowerment, Teamwork, Communication, and Co-worker interaction.
Importance to Worker and Organization
Frequently, work underlies self-esteem and identity while unemployment lowers self-
worth and produces anxiety. At the same time, monotonous jobs can erode a worker's
initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Employee
Satisfaction and occupational success are major factors in personal satisfaction, self-respect,
self-esteem, and self-development. To the worker, employee Satisfaction brings a pleasurable
emotional state that often leads to a positive work attitude. A satisfied worker is more likely
to be creative, flexible, innovative, and loyal.
For the organization, employee Satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity the quantity
and quality of output per hour worked seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between employee
Satisfaction and productivity is neither conclusive nor consistent. However, studies dating
back to Herzberg's (1957) have shown at least low correlation between high morale and high
productivity, and it does seem logical that more satisfied workers will tend to add more value
to an organization. Unhappy employees, who are motivated by fear of job loss, will not give
100 percent of their effort for very long. Though fear is a powerful motivator, it is also a
temporary one, and as soon as the threat is lifted performance will decline.
Tangible ways in which employee Satisfaction benefits the organization include
reduction in complaints and grievances, absenteeism, turnover, and termination; as well as
improved punctuality and worker morale. Employee Satisfaction is also linked to a healthier
work force and has been found to be a good indicator of longevity. And although only little
correlation has been found between employee Satisfaction and productivity, Brown (1996)
notes that some employers have found that satisfying or delighting employees is a
prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No
wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories,
and soon grass will grow on the factory floors. Take away my factories, but leave my people,
and soon we will have a new and better factory"
Creating Employee Satisfaction
So, how is employee Satisfaction created? What are the elements of a job that create
employee Satisfaction? Organizations can help to create employee Satisfaction by putting
systems in place that will ensure that workers are challenged and then rewarded for being

Successful .Organizations that aspires to creating a work environment that enhances

employee Satisfaction need to incorporate the following:
 Flexible work arrangements, possibly including telecommuting
 Training and other professional growth opportunities
 Interesting work that offers variety and challenge and allows the worker opportunities
to "put his or her signature" on the finished product
 Opportunities to use one's talents and to be creative
 Opportunities to take responsibility and direct one's own work
 A stable, secure work environment that includes job security/continuity
 An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
 Flexible benefits, such as child-care and exercise facilities
 Up-to-date technology
 Competitive salary and opportunities for promotion.
NEED OF THE STUDY:
Employee satisfaction has become a very important determinant of a company’s productivity.
Employees are demanding more and more from their organization in exchange for their
services. Employee turnover is very high in most industries, and retaining good talented
employees has become a tedious task for even the best companies across the world today.
Every company is faced with the challenge of understanding what drives employees
most. Satisfied employees not only remain with the company but are more productive. They
are also loyal and are most likely to recommend their company’s products and services
whenever and wherever possible. They would also help the company to attract the best talent
for future recruitment. Almost every company conducts employee satisfaction surveys now
and then to feel the pulse of the employer .A happy employee is a productive worker. For a
worker to be productive, he should be extremely happy with his job. Similarly since a job is
an important part of life, it is very important that organization take necessary measures to
improve the satisfaction levels of employees.

OBJECTIVES OF THE STUDY:

The study has the following objectives:
1. To understand the employee satisfaction.
2. To identify the important factors which contribute towards employee satisfaction.
3. To understand the relationship within the organization.
4. To learn the practical aspects of the business.
5. To find whether there is scope for improvement within the organization.
6. To determine the workers participation in decision making.

SCOPE OF THE STUDY

This study enables us to understand the employee satisfaction regarding the pay structure and
also the overall job satisfaction, which includes the following...
1. Work, recognition and rewards
2. Remuneration
3. Motivation
4. Training and Development
5. Individual Goals
6. Welfare
RESEARCHMETHODOLOGY
METHODOLOGY
The procedures by which researchers go about their work of describing, explaining and
predicting phenomena are called methodology. Methods comprise the procedures used for
generating, collecting and evaluating data. Methods are ways of obtaining information useful
for assessing explanations.
Geographical Area Covered
The survey was conducted in HINDUSTAN UNILEVER LIMITED.
Method of Data Collection
Sources used for collecting the data are
Primary Data
Information obtained directly from the mechanics and during the course of action
is termed as primary data.
Secondary Data
Secondary data was collected with the help of company records.

Research Design
The type of research used in this project is descriptive in nature. Descriptive studies
aim at portraying accurately the characteristics of a particular group or situation.

Sampling Design
Sample size
The sample size for the study is 100 respondents
Sampling procedure
The sampling techniques used in the study is non-probability convenience sampling
adapted and used for the study
Convenience sampling
Convenience sampling as the name implies is based on the convenience of the
researcher who is to select a sample. This type of sampling is also called accidental sampling
as the respondent in the sample are included into merely on account of their being available
and the spot where the survey is in progress. Many times the researcher is work under certain
constraints.
Research Instrument
The instrument used by the researcher to collect the information is through the questionnaire
method.
Questionnaire method
The form of the question may be either closed (i.e. ‘Yes’ or ‘No’ type) or open (i.e., inviting
free response) but should be stated in advance and not constructed during questioning.
The questionnaire is prepared based on both closed and open structure.
TOOLS
 Percentage analysis
 chi-square test as a non-parametric test
Percentage analysis
The expression of date in terms of percentages is one of the simplest statistical devices used
in the interpretation of business and economic statistics percentage is useful chiefly for the
purpose of aiding comparison. A percent is the number of hundred parts on number is of
another. Using the algebraic notation in which
P% represent the number of parts of 100, i.e. percentage to represent the base used for
comparison, b1 represents given data to be compared with the base then the percentage of the
given number in the base may be defined as
P% = b1/b0*100
Generally percentages are recorded to one decimal place, sometimes to grasp the
relationships. Whole percentages should not be calculated if the absolute number is small,
especially if the base is appreciably less than 100.
Chi-Square as a non-parametric test
Chi-square is an important non-parametric test and such no rigid assumptions are
necessary in respect of the type of population. We require only the degrees of freedom
(implicitly of course the size of the sample) for using this test. As a non-parametric test, chi-
square can be used (i) as a test of goodness of fit and (ii) as a test of independence.

Chi-square
The level of significance for the test is 5%

Steps for using Chi-square test

 First of all calculate the expected frequency on the basis of given hypothesis or on the
basis of null hypothesis. Usually in case of a 2*2 or any contingency table, the
expected frequency for any given call is worked out as under. Expected frequency of
any cell = (row total for the row that cell * column total cell) (grand total).
 Obtain the deference between observed and expected frequencies and find out the
square of such differences that is calculated (Oij-Eij)2
 Dividethe quality (Oij-Eij)2obtained as stated above by the corresponding expected
frequency to get (Oij-Eij)2/Eijand this should be done of all the cell frequencies or the
group frequencies.

 Find the summation of (Oij-Eij)2/Eij values

 This is the required chi-square value.
 The required chi-square value obtained as such should be compared with relevant
table value of chi-square.
 The result is based on the following rules.
 If the calculated value is less than the table value the null hypothesis is accepted.
 If calculated value is greater than the table value the null hypothesis is rejected.
2.1THEORETICAL BACKGROUND
This employee satisfaction survey is carried out by Heawood Research Limited for East
Staffordshire Borough Council (ESBC), between 2007 and 2009. Heawood were chosen in a
competitive tender process because of their proven ability in achieving high response rates,
value for money. This study illustrates how employee satisfaction surveys can provide fast,
effective benchmarking of staff opinions and organizational culture at ESBC.
Heawood had developed and tested employee satisfaction surveys focusing on lIP (Investors
In People), with the support of an lIP Assessor. Their survey had achieved a response rate of
40%. Heawood initiated an extensive internal marketing campaign to support the survey.
Tools like Team briefings, Pre-launch e-mails and letters from the Chief Executive to all
staff; Informal walk-about discussions in every department by the Learning & Development
Officer were used. Heawood used both paper and an on-line survey, hosted on its own
website, with invitations to participate distributed by e-mail .The survey was left open for 4
weeks, and reminders were issued each week.
The response rate was considered to be extremely good, reaching 64% overall with
46% from the paper survey and 82% from the on-line survey. This demonstrated that staffs
were responding to a request for involvement. the positive outcomes of the survey are
customer service was seen to have a relatively high priority, friendly and helpful atmosphere
existed, council service enabled satisfactory work-life balance, job roles were generally clear,
only 7% rated it a poor place to work, the staff were optimistic about the future. Negative
outcomes were widespread view that there was a lack of two way communication, an
inconsistent culture existed across the organization, and management style was in need of
attention.
Suggestions were made as to changes in management behavior that could address the
issues. It was also suggested that a series of focus groups should be held to flesh out the
issues and identify solutions from within the workforce. A meet and greet program should be
instigated to begin the process of two-way communication between managers and staff. A
training program should be formulated to help changes among managers.
2.2 ARTICLE/JOURNALS
ARTICLE 1
TITLE:important technique
AUTHOR: Gupta & Joshi (2008)
ABSTRACT:
Gupta & Joshi (2008) concluded in their study that Employee Satisfaction is an important
technique used to motivate the employees to work harder. It had often said that, "A HAPPY
EMPLOYEE IS A PRODUCTIVE EMPLPOYEE."Employee Satisfaction is very important
because most of the people spend a major of their life at their work place.
ARTICLE 2
TITLE: Employee Satisfaction
AUTHOR: Khan (2006)
ABSTRACT:
Khan (2006) reveals in his study has Hoppack brought Employee Satisfaction to limelight.
He observed Employee Satisfaction in the combination of psychological & environmental
circumstances that cause person to fully say, "I am satisfied with my job"
ARTICLE 3
TITLE: feelings of satisfaction
AUTHOR: Rao 2005)
ABSTRACT:
Rao (2005), reveal in his study that Employee Satisfaction refer to person feelings of
satisfaction on the job, which acts as a motivation to work. It is not the self-satisfaction,
happiness or self-contentment but the satisfaction of the job.
INDUSTRY PROFILE
HUL History
In the summer of 1888, visitors to the Kolkata harbor noticed crates full of Sunlight soap
bars, embossed with the words "Made in England by Lever Brothers". With it, began an era
of marketing branded Fast Moving Consumer Goods (FMCG).
Soon after followed Lifebuoy in 1895 and other famous brands like Pears, Lux and Vim.
Vanaspati was launched in 1918 and the famous Dalda brand came to the market in 1937. 
In 1931, Unilever set up its first Indian subsidiary, Hindustan Vanaspati Manufacturing
Company, followed by Lever Brothers India Limited (1933) and United Traders Limited
(1935). These three companies merged to form HUL in November 1956; HUL offered 10%
of its equity to the Indian public, being the first among the foreign subsidiaries to do so.
Unilever now holds 67.25% equity in the company. The rest of the shareholding is distributed
among about three lakh individual shareholders and financial institutions.
The erstwhile Brooke Bond's presence in India dates back to 1900. By 1903, the company
had launched Red Label tea in the country. In 1912, Brooke Bond & Co. India Limited was
formed. Brooke Bond joined the Unilever fold in 1984 through an international acquisition.
The erstwhile Lipton's links with India were forged in 1898. Unilever acquired Lipton in
1972, and in 1977 Lipton Tea (India) Limited was incorporated.
Pond's (India) Limited had been present in India since 1947. It joined the Unilever fold
through an international acquisition of Chesebrough Pond's USA in 1986. 
Since the very early years, HUL has vigorously responded to the stimulus of economic
growth. The growth process has been accompanied by judicious diversification, always in
line with Indian opinions and aspirations.
The liberalization of the Indian economy, started in 1991, clearly marked an inflexion in
HUL's and the Group's growth curve. Removal of the regulatory framework allowed the
company to explore every single product and opportunity segment, without any constraints
on production capacity. 
Simultaneously, deregulation permitted alliances, acquisitions and mergers. In one of the
most visible and talked about events of India's corporate history, the erstwhile Tata Oil Mills
Company (TOMCO) merged with HUL, effective from April 1, 1993.
COMPANY PROFILE
Hindustan Unilever Limited (HUL) is India's largest Fast Moving Consumer Goods company
with a heritage of over 80 years in India. On any given day, nine out of ten Indian households
use our products to feel good, look good and get more out of life – giving us a unique
opportunity to build a brighter future.
Brands around the world
VIEW OUR BRANDS
HUL works to create a better future every day and helps people feel good, look good and get
more out of life with brands and services that are good for them and good for others.
With over 35 brands spanning 20 distinct categories such as soaps, detergents, shampoos,
skin care, toothpastes, deodorants, cosmetics, tea, coffee, packaged foods, ice cream, and
water purifiers, the Company is a part of the everyday life of millions of consumers across
India. Its portfolio includes leading household brands such as Lux, Lifebuoy, Surf Excel, Rin,
Wheel, Fair & Lovely, Pond’s, Vaseline, Lakmé, Dove, Clinic Plus, Sun silk, Pepsodent,
Close-up, Axe, Brooke Bond, Bru, Knorr, Kissan, Kwality Wall’s and Pure it.
The Company has about 18,000 employees and has a sales of INR 34619 crores (financial
year 2017-18). HUL is a subsidiary of Unilever, one of the world’s leading suppliers of Food,
Home Care, Personal Care and Refreshment products with sales in over 190 countries and an
annual sales turnover of €53.7 billion in 2017. Unilever has over 67% shareholding in HUL.
Our vision
Our vision is to grow our business, while decoupling our environmental footprint from our
growth and increasing our positive social impact.
Sense of purpose
Related links
Our business has always been driven by a sense of purpose, a thread that connects us to our
founding companies and their social missions to improve health, hygiene and livelihoods in
their communities.
We continue to believe that business must make a positive contribution to addressing the
challenges the world faces and that this is the only way a business will succeed. In 2009, we
launched The Compass – our strategy for sustainable growth, setting out our determination to
build a sustainable business for the long term.
LIMITATIONS OF THE STUDY:
 Managers could get lost in data.
 Inaction could destroy credibility.
 Employees may not reveal innermost feelings.
 Togeneral in scope to affect individuals.
PROPOSED OUT COMES
 Young energetic qualified and young energetic qualified and experienced people to be
recruited for better quality.
 Organization should try to adopt certain measures to enhance the team spirit and co-
ordination among employees.
 Employee’s performance should be appraisal from time to time so that organization
can come to know about the efficiency of the organization.
 The working environment can be improved which helps to increase the efficiency of
the workers.
CHAPTERISATION
CHAPTER -1 - INTRODUCTION
This chapter includes the introduction of the topic, need, scope, objectives of the study,
Project limitations and methodology of the study.
CHAPTER - 2 REVIEW OF LITERATURE
This chapter includes the theoretical background and articles written by different authors and
brief explanation of the topic.
CHAPTER - 3 - INDUSTRY PROFILE & COMPANY PROFILE
CHAPTER - 4 - DATA ANALYSIS AND INTERPRETATION
This chapter includes the comparative analysis of the financial statements of the five years
data and it also includes the interpretation based on the study.
CHAPTER - 5 – SUMMARY AND CONCLUSION
This chapter includes the overall summary of the project and the conclusion based on the
study during the period.
BIBLIOGRAPHY
BOOKS:

 UNDERSTANDING JOB SATISFACTION by Michael M. Grunberg.

 ORGANIZATIONAL BEHAVIOUR by Stephen P. Robbins
 PERSONNEL MANAGEMENT by P. SubbaRao
 ORGANIZATIONAL BEHAVIOUR by K. Ashwatappa.
WEBSITES:
 www.hr_survey.com - employee attitude.html
 www.hrsolutionsinc.com
 www.human links.com
 www.question pro.com
 www.teamtechnology.co.uk / employee - satisfaction - survey.html.
 www.knowledgenetwork.gov.uk
 www.hul.co.in