A SUMMER TRAINING REPORT

On
“A Study on Employee Satisfaction of the
UAS International Company”

Submitted in the partial fulfillment for the award of Degree of

Bachelor in BBA(G) : 2021-24

Under The Guidance: Submitted By:

Mr. Kamal Batra Prakshal
Assistant Professor,
(02724201721)
CPJCHS

CHANDERPRABHU JAIN COLLEGE OF HIGHER STUDIES & SCHOOL OF LAW

An ISO 9001:2015 Certified Institute (Approved by the Govt of NCT of Delhi &
BCI Affiliated to Guru Gobind Singh Indraprastha University, Delhi)

Plot No OCF Sector A-8, Narela New Delhi - 110040

 DECLARATION

This is to certify that Summer training Report entitled “A Study on Employee

Satisfaction of the UAS International Company” Submitted by me in partial
fulfillment of the requirement for the award of degree BBA(G) to GGSIP University,
Dwarka, Delhi, comprises only my original work and due to acknowledgement has
been made in the text to all other material used.

Date: Name: Prakshal

Approved by: MR. Kamal Batra

 CERTIFICATE

This is to certify that Summer Training Report entitled “A Study on Employee

Satisfaction of the UAS International Company “which is submitted by Prakshal in
partial fulfillment of the requirement for the award of degree BBA(G) to GGSIP University,
Dwarka, Delhi is a record of the candidate own work carried out by him under my/our
supervision
 ACKNOWLEDGEMENT

I offer my sincere thanks and humble regards to Chanderprabhu Jain College of Higher
Studies & School of Law, GGSIP University, New Delhi for imparting us very valuable
professional learning in Minor Project Report of BBA(G).

I pay my gratitude and sincere regards to Mr. kamal Batra my project Guide, for imparting
his knowledge. I am thankful to his as he has been a constant source of advice, motivation
and inspiration. I am also thankful to his for giving his suggestions and encouragement
throughout the project work.

I take the opportunity to express my gratitude and thanks to our computer Lab staff and
library staff for providing me opportunity to utilize their resources for the completion of the
project.

I am also thankful to my family and friends for constantly motivating me to complete the
project and providing me an environment which enhanced my knowledge.

Prakshal
EXECUTIVE SUMMARY

A Study on “Employee Satisfaction of Employees” was carried out in UAS INTERNATIONAL.

The main objective of the research was to find the satisfaction level of employees in the
organization.

Employee satisfaction is essential to the success of any business. The important factors that are to
be considered in the employee satisfaction of employees are salary, promotion, working condition,
and so on...

The study was done as part of Descriptive Research. Convenience sampling technique was
employed for selecting the sample. The primary data was collected by means of questionnaire. The
secondary data was collected from the company records and websites. A structured questionnaire
was given to fifty employees and the data was collected based on the same. The data was analyzed
using percentage method and Likert scale method. Utmost care has been taken from the beginning
of the preparation of the questionnaire till the analysis, findings and suggestions. The analysis
leads over to the conclusion that majority of the employees are satisfied. Dissatisfaction with
reference to some of the factors was also reported.It was found that dissatisfaction among
employees will affect the work performance and productivity of the organization. Valuable
suggestions and recommendations are also given to the company for the better prospects.

RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization achieves
its objectives. It is very important from the organization point of view to keep them satisfied. The
purpose of study is to understand the level of satisfaction among the employees to UAS
INTERNATIONAL and suggest the area for improvement if any.
 INDEX

Chapter-1 Introduction
Industry Profile 7
Company Profile 8-11
Objective of study 12

Chapter-2 Review of Literature

Literature Review 14-15

Employee Satisfaction 16-19

Reason for Study 20

Chapter-3 Research Methodology

Significance of Study 22
Scope of Study 22
Research Approach 23
Sources of data Collection 24
Limitations of the Study 25

Chapter-4 Analysis and Interpretation

Interpretation 27-28
Data Representation through Graphs 29-37
Hypothesis Testing 39-39
Findings 40

Chapter-5 Conclusion & Bibliography

Suggestion 42
Conclusion 43
Bibliography 44
S.no Topic Page no.

1. Chapter-1 : INTRODUCTION

Industry Profile

Company Profile

Objective of Study

2. Chapter-2 : REVIEW OF LITERATURE

Literature Review

Employee Satisfaction

Reason for Study

3. Chapter-3 : Research Methodology

Significance of study

Scope of study

Research Approach

Sources of Data Collection

Limitations of the Study

4. Chapter-4 : Analysis and Interpretation

Interpretation

Data Representation through Graphs

Hypotheses Testing

Findings

5. Chapter-5 : Suggestion & Conclusion

Suggestion

Conclusion
 CHAPTER -1
INTRODUCTON

1
 INDUSTRY PROFILE

Wealth Management Industry: The wealth management industry is a dynamic and multifaceted
sector dedicated to providing comprehensive financial services to individuals and families with
significant assets. Firms in this industry specialize in investment advisory, financial planning,
estate planning, and risk management. The wealth management landscape has evolved with
advancements in technology, enabling personalized and data-driven financial solutions. Key
players in this sector, including banks, investment firms, and independent advisors, strive to
optimize clients' financial portfolios, considering diverse asset classes and risk tolerance levels.
With an emphasis on long-term financial goals and wealth preservation, the industry plays a crucial
role in guiding clients through the complexities of investment strategies and financial decision-
making.

Travel and Tourism Industry: The travel and tourism industry is a global powerhouse
encompassing a wide array of businesses dedicated to facilitating travel experiences. From airlines,
hotels, and travel agencies to tour operators and destination management companies, this industry
thrives on providing services that cater to the diverse needs and preferences of travelers.
Continuously influenced by technological advancements and changing consumer behaviors, the
industry is characterized by innovation and adaptability. Tourism contributes significantly to
economies worldwide, fostering cultural exchange, economic growth, and job creation. However,
the sector is not without challenges, including the impact of geopolitical events, natural disasters,
and the evolving landscape of global health considerations, as witnessed with the emergence of
the COVID-19 pandemic.

Career Consulting: Career consulting is a vital component of the professional services industry,
focusing on guiding individuals through their career development and decision-making processes.
Career consultants, often possessing expertise in human resources and organizational behavior,
assist clients in identifying their strengths, interests, and goals. Services may include resume
building, interview coaching, skills assessment, and personalized career planning. In a rapidly
evolving job market, career consulting has become increasingly valuable for individuals
navigating career transitions, seeking professional growth, or exploring new opportunities.

2
 COMPANY PROFILE

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, which results in a large number of on-board consultants & require Interns through-
out the year. Hence Interns can work at any point of time for either 2 months or 3 months or 6
months based on the college policy of Internship program. Though our client base is spread across,
BFSI &Telecom Sector. Since we have a large client base in Banking Sector consisting more of
Public Sector Banks. Few of the prominent Banks are Punjab National Bank, Bank of Baroda &
Bank of Karnataka etc. We are looking out for Interns passionate to make their career in Banking
& Insurance Sector, specifically in the area of HR & Marketing. UAS International is able to
facilitate various training and development programs/internships in India and abroad with top B-
schools and has trained almost 52000 and above interns till date. Liaison with 26 universities in
India with the base size of 900 & above campus. International Liaison with 80 universities in
abroad with the base size of 500 & above. Having a Team of 42 exclusive corporate trainers.
Company is having asset under management of 80cr.The operations of the company
are spread beyond the national boundaries of India.

Keeping in mind the most critical needs in today's context, we have emerged as a service partner
of Various Banks providing a one stop Solution offering a gamut of services - Training &
development, International & National Internship, International & National Placement &
Student exchange program abroad. Moreover we are India's 1st Organization to launch a
customer care for the students for the mentioned Services - Training &development,
International & National Internship, International & National Placement & Student
exchange program abroad. Thus, our mission is to establish high standards of professional etiquette
and to effectively.Facilitate a comprehensive and accomplished system of continuing professional
development for every possible profession through our exceptional training solutions.

3
We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Live Project to train and develop the
knowledge and resource based skills in the candidates to fill the void of the business environment.

UAS International is a diversified Indian company established in 2013, offering a comprehensive

range of services across three primary business segments: wealth management, travel and tourism,
and career consulting. The company's core values of client-centricity, experienced professionals,
strong partnerships, and a commitment to innovation have propelled its growth and established its
reputation as a trusted provider in each of its respective industries.

In the wealth management sector, UAS International caters to individuals, families, and
businesses, providing personalized investment solutions, mutual fund and insurance planning, and
tax and retirement planning strategies. Their expertise in financial technology and ESG investing
positions them well to address the evolving needs of their clientele.

The travel and tourism segment showcases UAS International's ability to create customized travel
packages, facilitate visa assistance and immigration services, and curate luxury travel
arrangements. Their understanding of personalized experiences, experiential tourism, and the
digital transformation of the travel industry allows them to tailor their services to discerning
travelers.

UAS International's career consulting division demonstrates their commitment to professional

development and career guidance. Their services in career counseling, resume and cover letter
writing, and interview preparation and coaching empower individuals to navigate the evolving job
market, acquire new skills, and make informed career decisions.

The company's competitive landscape encompasses established players and emerging startups in
each of its business segments. In wealth management, they compete with traditional financial
institutions, independent financial advisors, and robo-advisors. The travel and tourism segment
faces competition from traditional travel agencies, online travel agencies, and peer-to-peer

4
accommodation platforms. Career consulting involves competition from traditional recruitment
agencies, online job boards, and HR consulting firms.

Despite the competitive environment, UAS International's future outlook is promising. Their
expanding client base, emphasis on innovation, strong team and network, and focus on client
satisfaction are key drivers of their continued growth and success. As industries continue to evolve,
UAS International is well-positioned to adapt and develop new solutions that meet the needs of its
clients, ensuring its place as a leading provider in wealth management, travel and tourism, and
career consulting.

1.4.3 Vision

“To be a progressive leader and the first choice of clients for providing dynamic solutions-
integrating people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a comprehensive
& accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.”

1.4.4 PRODUCT

 The only brand in india and abroad which is having the call centre for student for the
mentioned services.
 For international and national internship assistance
 For international and national placement assistance

5
ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a service partner
providing clients a one stop solution offering a gamut of services “ Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More are India's 1st Organization to launch a customer care for the students for
the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive and
accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with the
facilities, resources and learning expertise to fully achieve the desired goals. For the purpose, UAS
International has come up with a unique International Internship Program, International Live
Projects,Various Training Programs on Personality Development/Career Management/How to get
a desirable Job etc. & 3 days Workshops on how to choose career options to train and develop the
knowledge and resource based skills in the candidates to fill the void of the business environment.
This is not all; we also look forward to the successful placements of our Interns with the top
companies of national and international repute.

Marketing :

Marketing can be defined as "the activity, set of institutions, and processes for creating,
communicating, delivering, and exchanging offerings that have value for customers, clients,
partners, and society at large."

Sales is a part under marketing which focuses on the intense communication between the
company's product and the target audience.

6
 OBJECTIVES OF THE STUDY

• The primary objective of the research is to find employees’ satisfaction level of the organization.

• To access the general attitude of the employees towards UAS INTERNATIONAL.

• To understand the problem of the employees in the working condition.

7
 CHAPTER -2
LITERATURE REVIEW

8
 LITERATURE REVIEW

Employee satisfaction is a crucial aspect of organizational performance and has been extensively
studied within the realm of management literature. Numerous theoretical frameworks have been
proposed to explain the factors influencing employee satisfaction, with Herzberg's Two-Factor
Theory and Maslow's Hierarchy of Needs among the most prominent. These theories highlight the
interplay between work characteristics, organizational culture, leadership practices, personal
characteristics, and employee satisfaction. Research has consistently identified work
characteristics, organizational culture, leadership practices, compensation and benefits, and work-
life balance as key determinants of employee satisfaction. The impact of employee satisfaction
extends to various organizational outcomes, including employee productivity, employee retention,
customer satisfaction, and organizational reputation. Understanding and addressing the factors that
influence employee satisfaction is essential for organizations seeking to enhance their overall
performance and achieve long-term success.

According to Moyes, Shao & Newsome (2008) the employee satisfaction may be described as how
pleased an employee is with his or her position of employment. As Spector (1997) defined job
satisfaction as all the feelings that a given individual has about his/her job and its various aspects.
Employee satisfaction is a comprehensive term that comprises job satisfaction of employees and
their satisfaction overall with company’s policies, company environment etc.

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s needs,
wants and desire. Satisfaction depends basically upon what an individual wants from the world,
and what he gets.” Employee satisfaction is a measure of how happy workers are with their job
and working environment. It is certain that there may be many factors affecting the organizational
effectiveness and one of them is the employee satisfaction. Effective organizations should have a
culture that encourages the employee satisfaction, Bhatti & Qureshi, (2007)

9
According to Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction
(composed of four dimensions: general satisfaction with work; employee relationships;
remuneration, benefits and organizational culture; and employee loyalty). The model's
underlying hypotheses were conceptually developed and empirically tested.The findings
support the hypothesized relationships between employee satisfaction, intrapreneurship and
growth. The influence of the control variables was also assessed in the model and firm age was
found to be influential.

According to José Varela González, Teresa García Garazo, (2006) "Structural relationships
between organizational service orientation, contact employee satisfaction and citizenship
behavior is to contribute to the knowledge of how organization service orientation (OSO)
influences job satisfaction and organizational citizenship behavior (OCB) of customer‐contact
employees. The empirical results enable one to identify the dimensions of OSO on which the
managers of hotel firms should place greater emphasis in order to stimulate employee job
satisfaction and OCB.

In general, most definitions cover the affective feeling an employee has towards their profession.
This could be the job in general or their outlooks towards specific aspects of it, such as: their
colleagues, pay or working conditions (Luthans, 1992.) . In addition, the scope to which job
outcomes meet or go beyond expectations may decide the level of job contentment (Taber, 1995)
. However, job satisfaction is not only about how much an employee take pleasure in doing work.
Taber and Alliger (Maslow, 1995.)Found other measures (such as, level of concentration required
for the job, level of supervision, and task importance) all had no impact on satisfaction. This study
demonstrates that the accumulating pleasure of work responsibilities added up to overall job
satisfaction.

10
MEANING

Employee satisfaction is a measure of how happy workers are with their employee and working
environment. Keeping morale high among workers can be tremendous benefit to any organization,
as happy workers will be likely to benefit to any company. There are many factors for maintaining
high employee satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face to face
meeting either employees to gather information. Both of these tactics have pros and cons and
should be chose carefully. Surveys are often annoying allowing workers more freedom to be honest
without fear. Interview with company management can feel intimating but if done carefully can
let to workers know their voice has been heard and their concern addressed by those in changes.
Surveys and meetings can truly got the center of data surrounding employee satisfaction and can
be great tools to identify specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and group
outings can help close bonds among workers. Many companies also participate in team building
retreats that are designed strengthen the working relationship of the employers in the non-working
related settings. Company trips, pain ball wars and guided back parking trips are versions of this
type of team building strategy, with which many employees have founded success.

Of course, few will not experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given when possible. Yet money
cannot solve all morale issues and of a company with wide spread problems for workers cannot
improve their overall improvement, a bonus may be quickly forgotten as daily stress of an
unpleasant employee continuous to mount.

The backbone of employee satisfaction in respect for workers and the employee they perform. In
every interaction with management, employees should be treated with courtesy and interest. In
easy avenue for employers to discuss problems, with upper management should be maintained and
carefully monitored. Even if management cannot meet all the demands of employees. Showing

11
workers that they are being heard and putting honest dedications into compromising will often
help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

• Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.

• Potential development of organization.

12
DEFINITION OF TERMS

SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole employee in return
for the salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hours that employees work in excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

Grievance handling means help to solve a problem of the person who is in trouble and went some
kind of help. It is to help such a person is a way that can give him justice to his satisfaction.

WELFARE FACILITY

Employee welfare aims at providing such service facilities and amenities, which enables a worker
to perform their employee well. An employee welfare facility consists of canteen, rest rooms,
housing facility, medical facility, educational facility and transportation facility. This study helps
to find out the various accretions facilities they are provided by the company.

TEAM WORK

The process of working a group of people in order to achieve a goal.

13
TRAINING

Training is the format and systematic modification of behavior. Which occurs as a result of
education, introduction development and planned experience.

EMPLOYEE SECURITY

It is the probability that an individual will keep his or her employee. A employee with a high level
of employee security in such that a person with the employee would have a small chance of become
employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms. Communication

requires a sender, a message and need not be present as aware of the seniors intent to communicate
at the time of communication thus communication can occurs across vast distances in time and
space. Communication requires that the communicating panics share an area of communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to employee shares. All work
schedules have one thing in common; the employee is doing work under an employer. Today's
employers understand that flexibility is what employee requires in their work schedules. If they
don't employers should beware

14
 REASON FOR STUDY

Studying employee satisfaction is an essential undertaking for organizations seeking to enhance

their overall performance and achieve long-term success. By understanding the factors that
influence employee satisfaction, organizations can develop targeted strategies to address areas of
concern and improve overall employee satisfaction levels. A satisfied employee is more likely to
be engaged, motivated, and productive, leading to improved individual and team performance, as
well as increased organizational productivity and profitability. Moreover, satisfied employees are
more likely to stay with their company, reducing costs associated with employee turnover and
fostering a positive and supportive work environment. Additionally, a reputation for employee
satisfaction can attract top talent and enhance an organization's competitive advantage.

Undertaking a study on employee satisfaction for a summer internship report is a strategic and
insightful endeavor with far-reaching implications for organizational success. Employee
satisfaction stands as a cornerstone in the architecture of a thriving workplace, influencing
productivity, talent retention, and the overall health of an organization. By delving into the
intricacies of what contributes to employee contentment, this study seeks to unravel the complex
tapestry of factors that impact professional fulfillment. The knowledge gained from this
exploration promises not only to enhance our theoretical understanding of workplace dynamics
but also to provide practical insights that organizations can leverage to create environments where
employees are not just contributors but enthusiastic advocates for the company's success. In
essence, the study on employee satisfaction becomes a compass guiding businesses toward
fostering a positive, engaging, and sustainable work culture, thereby setting the stage for enhanced
productivity and long-term success.

15
 Chapter 3
RESEARCH
METHODOLOGY

16
 SIGNIFICANCE OF THE STUDY

Employee satisfaction is an important aspect as far as an organization is considered. Employees

are back bone of every organization. So it is responsibility of the management to keep the
employees to contribute more.

It is said that satisfied employees are more productive. So every organization is giving high priority
to keep their employees satisfied by providing several facilities which improves satisfaction and
reduce dissatisfaction.

I want to know whether the employees in UAS INTERNATIONAL are satisfied or not. So I had
to address the problem in my study.

 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in UAS INTERNATIONAL which
covers the various working schedule, remuneration, developing overtime allowance, work
freedom, employee position etc.. The scope is to understand the employee satisfaction. The study
is conducted at UAS INTERNATIONAL covering 50 employees and data collected based on the
questionnaire prepared.

The backbone of the employee satisfaction is respect for workers and employee they perform. And
easy revenue for employee to discuss problems with upper management should be maintained and
carefully monitored. The study was done to know the employee satisfaction in UAS
INTERNATIONAL. Employee are backbone of every organization so the organization should
consider a lot the employee should be motivated and satisfied. So that they can work more and
hence to reach the organization is to its great.

RESEARCH METHODOLOGY

The data needed for the study is collected from the employees, through questionnaire. Analysis
and interpretation has been done by using the statistical tools and data presented through tables
and charts.

17
  RESEARCH APPROACH

1) EXPLORATORY RESEARCH - Exploratory research conducted for a problem that has not
been clearly defined. Exploratory research helps determine the best research design, data collection
method and selection of subjects. It should draw definitive conclusions only with extreme caution.
Exploratory research often relies on secondary research such as reviewing available literature
and/or data, or qualitative approaches such as informal discussions with consumers, employees,
management or competitors, and more formal approaches through in-depth interviews, focus
groups and projective methods.

2) DESCRIPTIVE RESEARCH - The objective of descriptive research is to describe the

characteristics of various aspects, such as the market potential for a product/company or the
demographics and attitudes of consumers who buy the product with the help of primary data
collected.

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction levels of
employees.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population. Convenience
sampling method used in selected samples.

PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of Forty Five Days.

SAMPLE SIZE

The sample size of this study is 75 respondents.

18
  DATA COLLECTION

The goal for all data collection is to capture quality evidence that then translates to rich data
analysis and allows the building of a convincing and credible answer to questions that have been
posed.

(1) PRIMARY DATA - Primary data was collected from various people and their opinion and
information for the specific purposes of study helped to run the analysis. In essence, the questions
asked were tailored to elicit the data that will help for study. The data was collected through
questionnaire to understand their experience and preference towards their loyal company. In this
study primary data were collected through personnel interview using questionnaire. The
questionnaire was administered to fifty employees of UAS INTERNATIONAL.

(2) SECONDARY DATA - To make primary data collection more specific, secondary data will
help to make it more useful. It helps to improve the understanding of the problem. Secondary data
was collected from various sources such as different business websites and published papers.

QUESTIONNAIRE

In this study the researcher have used a questionnaire consisting of twenty multiple choice based
questions

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.

19
 LIMITATIONS OF THE STUDY

 This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
 The research was carried out in a short span of time, where in the research could not widen
the study.
 The period of study was too short. So it was not possible to collect the relevant information
with in that period.
 The findings are based on the answers given by the employees, so any error or bias may be
affect the validity of the finding

20
 CHAPTER 4

DATA ANALYSIS AND

INTERPRETATION

21
Interpretation
Measuring employee satisfaction through surveys is a crucial aspect of organizational
effectiveness. By gathering feedback from employees, organizations can identify areas of
strength and weakness, make informed decisions about workplace improvements, and foster a
more engaged and satisfied workforce.

Employee satisfaction surveys provide a direct channel for employees to voice their opinions and
concerns. This open communication allows organizations to gain valuable insights into their
employees' perceptions of the workplace, including aspects such as work-life balance,
compensation and benefits, company culture, and leadership practices.

By identifying specific areas of satisfaction and dissatisfaction, organizations can develop

targeted strategies to address employee concerns and enhance overall satisfaction levels. For
instance, if a survey reveals dissatisfaction with work-life balance, the organization can
implement initiatives such as flexible work arrangements or employee wellness programs.

Regular employee satisfaction surveys allow organizations to track changes in employee

sentiment over time. This longitudinal perspective enables companies to assess the effectiveness
of implemented changes or identify emerging concerns before they escalate.

Comparing survey results with industry benchmarks provides a valuable context for
understanding an organization's employee satisfaction levels. By comparing their performance to
others in their field, companies can identify areas where they may need to make improvements to
remain competitive in attracting and retaining top talent.

Conducting employee satisfaction surveys demonstrates an organization's commitment to

understanding and addressing employee concerns. This proactive approach fosters trust and
strengthens employer-employee relationships, contributing to a positive and productive work
environment.

However, it is important to carefully consider the design, implementation, and analysis of

employee satisfaction surveys. Surveys should be well-structured, clear, and easy to complete,

22
utilizing a mix of question types to gather comprehensive feedback. Ensuring anonymity and
confidentiality encourages honest responses, while regular surveys prevent survey fatigue and
provide fresh perspectives.

Careful analysis of survey results is essential to identify key trends and develop actionable plans.
Organizations should communicate survey findings to employees and provide regular updates on
progress made in addressing their concerns. This transparency reinforces the organization's
commitment to employee well-being and fosters a sense of shared ownership in workplace
improvement initiatives.

By effectively measuring employee satisfaction through surveys, organizations can gain valuable
insights into the well-being and engagement of their workforce. This continuous feedback loop
enables companies to make informed decisions that enhance employee morale, boost
productivity, and promote overall organizational success.

23
 DATA REPRESENTAION THROUGH TABLE

TABLE NO.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20%

2-5 years 14 28%

Above 10 years 26 82%

Total 50 100

CHART NO. 1: WORKING EXPERIENCE OF EMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5 years Above 10 years

NO OF RESPONDENTS

INTERPRETATION

From the above table, 20% of employees have the working experience below 2 years and 28% in
between 2-5 years, at the time 82% employees’ work above 10 years in this institution

24
TABLE NO. 2: SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND

PROGRAMMES

40%

30%

20%

10%

0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION

From the above table 36% of employees are highly satisfied in training programmes, 40% of
employees satisfied and 24% dissatisfied.

25
TABLE NO. 3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF
INSTITUTION

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%

Bad 8 16%

Average 6 12%

Total 50 100

CHART NO. 3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF

INSTITUTION

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

Form the above table 72% of employees had good opinion about the safety measure and 16% had
bad opinion, same time 12% employees had average safety measure only provided.

26
TABLE NO.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%

Satisfied 22 44%

Dissatisfied 8 16%

Total 50 100

CHART NO.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied
and 16% dissatisfied.

27
TABLE NO.5: SHOWING WHETHER THE EMPLOYEE OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24%

No 8 16%

Can’t say 30 60%

Total 50 100

CHART NO.5: SHOWING WHETHER THE EMPLOYEE OFFER TO

REALISE EMPLOYEES APPLICATION AND AMBITION

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.

28
TABLE NO.6:SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 14 28%

No 6 12%

Can’t say 30 60%

Total 50 100

CHARTNO.6:SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

35
30
25
20
15
10
5
0
Yes No Can’t say
NO OF RESPONDENTS

INTERPRETATION

From the above table 8% of employees to get chance to be involved and identified with goal and
image. 12% should not get chance and 60% of employees are not answered the question

29
TABLE NO.7:SHOWING WHETHER EMPLOYEES TO GET A CHANCE
IN PART OF DECISION MAKING

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 30 60%

No 6 12%

Can’t say 14 28%

Total 50 100

CHART NO. 7:SHOWING WHETHER EMPLOYEES TO GET A CHANCE

IN PART OF DECISION MAKING
35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 60% of employees get chance to be involved in decision making 12% should
not get chance and 28% of employees are not answered the question.

30
TABLE NO.8:SHOWING WHETHER EMPLOYEES FEELS GOOD TEAM
SPIRIT EXIST IN YOUR WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 20 40%

No 10 20%

Can’t say 20 40%

Total 50 100

CHART NO. 8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employees feels the good team spirit, 20% should not feel and 40%
of employees are not answered the question.

31
TABLE NO. 9: SHOWING WHETHER EMPLOYEES TO GET PROPER
PROMOTION AND GROWTH OPPORTUNITES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 34 68%

No 6 12%

Can’t say 10 20%

Total 50 100

CHART NO. 9: SHOWING WHETHER EMPLOYEES TO GET PROPER

PROMOTION AND GROWTH OPPORTUNITES

40

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 6% employees to get proper promotion and growth opportunities, 12% of
employees should not get, 20% employees are not answered the question.

32
HYPOTHESIS TESTING

CHI-SQUARE TEST

H0: There is no significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

H1: There is significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

OBSERVED FREQUENCY HIGHLY SATISFIED DISATISFIED TOTAL

SATISFIED

Employees work facilities 18 20 12 50

Employees work relationship 10 38 2 50

with supervisor

Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E

O= Observed Frequency

E= Expected Frequency

Expected Frequency= Row Total/Column Total * Grand Total

33
 O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142

20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom= (c-1) (r-1)

5% level of significance= 2

Table value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is rejected
and it concluded that there is significant relationship between employees’
satisfaction in work facilities and working relationship with supervisor.

34
 FINDINGS

 Majority of the employees know the overall goals of the company.

 Most of employees are highly satisfied (88%)with motivational programmes provided by
the company.
 Only 16% of employees are dissatisfied with the leave and other conditions provided by
the company.
 Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
 Majority of employees are satisfied with the allowances provided by the company.
 Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
 Most of the employees always get a chance a part of decision making (60%).
 Majority of employees satisfied (40%)with the good team exist in the organization.
 Majority of employee’s opinion are the superior listen to their opinion and suggestion.
 Only 16% of employees are not to get enough time to spend with your family on leave
occasion.
 Most of employees satisfied (72%)the time of the employee.
 24% employees dissatisfied the training programmes conducted by the company.
 Majority of employees have a good opinion about safety measures provided by institution
(72%).

35
 Chapter 5
SUGGGESTION &
CONCLUSION

36
 SUGGESTIONS

 Management have to make effective communication channels in the firm.

 Management should take remedial measures to improve general working condition of the
firm there by employees will be satisfied in their employee.
 Management should take proper care to maintain employee-employer relationship.
 Proper guidance and counseling should be provided to the employees so that their mental
satisfaction can be improved.
 Management should provide proper safety measures in the organization, so the employees
will be secured in the employee.
 Management should provide promotional facilities to the employees then only they will be
motivated in the employee.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet industry standards.
 Management should provide more opportunities to employees in order to participate in
decision making.

37
 CONCLUSION

As a part of our project work, I got an opportunity to spend a period of thirty five days in UAS
INTERNATIONAL. It helped me to analyze the working of the organization which helped as to
convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in UAS

INTERNATIONAL. It is indeed necessary for any organization to understand the need of their
employees and fulfill them before they leave the organization. If nothing is done by the
organization then there are chances to loose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the employee.
Majority of the employees are satisfied with the salary structure, promotional programs, working
condition, allowances provided by the organization. They are also satisfied with the employer-
employee relationship and communication channel in the organization. But still only 40% of the
employees get opportunities to participate in decision making. Also majority of the employees are
not provided with the welfare measures. If the firm concentrates of the findings and suggestions
of their survey, we hopefully believe that the organization can further bring out their labor with
full satisfaction and obtain good result.

38
 BIBLIOGRAPHY

 Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction, intrapreneurship

and firm growth: a model", Industrial Management & Data Systems, Vol. 111 Issue: 4,
pp.589-607, https://doi.org/10.1108/02635571111133560
 José Varela González, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
 Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
 Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model: state
of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

 Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature review’,
International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans, F., Organisational
Behaviour (6th Edition). New York, McGraw-Hill, 1992.

 www.uasinternational.com

 www.google.com

39
 QUESTIONNAIRE

Name :

Gender :

PERSONAL INFORMATION

Age:

20-30 30-40 41-50 51 &Above

Education Qualification:

10TH 12TH Degree Other

Monthly Income:

Below 10000 10000-20000 20000-45000

1. What is the primary factor contributing to employee satisfaction at UAS International

Company?

a. Salary and Benefits

b. Work-Life Balance

c. Career Development Opportunities

d. Company Culture

2. How would you rate the communication channels within UAS International Company for
disseminating important information?

a. Excellent

b. Good

c. Average

d. Poor

40
3. To what extent do you believe that UAS International Company values and recognizes
employee contributions?

a. Strongly Agree

b. Agree

c. Disagree

d. Strongly Disagree

4. How satisfied are you with the training and development programs provided by UAS
International Company?

a. Very Satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

5. In your opinion, how well does UAS International Company promote diversity and inclusion
in the workplace?

a. Very Well

b. Well

c. Somewhat

d. Not at all

6. What is the level of your job satisfaction at UAS International Company?

a. Highly Satisfied

b. Satisfied

c. Neutral

d. Unsatisfied

41
7. How effective are the performance appraisal processes at UAS International Company in
providing constructive feedback?

a. Highly Effective

b. Effective

c. Ineffective

d. Very Ineffective

8. How satisfied are you with the work environment and office facilities at UAS International
Company?

a. Very Satisfied

b. Satisfied

c. Neutral

d. Dissatisfied

9. To what extent do you feel that UAS International Company encourages a healthy work-life
balance?

a. To a Great Extent

b. To Some Extent

c. Not at all

d. Can't Say

10. How well does UAS International Company support employee well-being, including mental
and physical health?

a. Excellent

b. Good

c. Fair

d. Poor
42
11. How would you rate the opportunities for career advancement and growth within UAS
International Company?

a. Excellent

b. Good

c. Average

d. Limited

12. In your opinion, does UAS International Company effectively address and resolve
workplace conflicts?

a. Yes, Always

b. Sometimes

c. Rarely

d. Never

13. To what extent does UAS International Company involve employees in decision-making
processes that affect their work?

a. Actively Involved

b. Somewhat Involved

c. Not Involved

d. Don't Know

14. How satisfied are you with the overall leadership and management at UAS International
Company?

a. Very Satisfied

b. Satisfied

c. Neutral

d. Unsatisfied
43
15. How likely are you to recommend UAS International Company as a great place to work to
friends or colleagues?

a. Highly Likely

b. Likely

c. Unlikely

d. Highly Unlikely

44