A

COMPARATIVE PROJECT REPORT

ON

“TO STUDY EMPLOYEE JOB SATISFACTION PERFORMANCE”

(AN APIDEL TECHNOLOGIES)

A PROJECT REPORT IS SUBMITTED IN PARTIAL FULFILLMENT OF

THE
BACHELOR OF BUSINESS ADMINISTRATION

SUPERVISOR: SUBMITTED BY:

Miss. DHARA HARSH BORISAGAR

DEPARTMENT OF ROLL: 23
COMPATATIVE STUDIES E-MAIL:-
Borisagarharsh20@gmail.co

Sardar Gunj Mercantile Cooperative Bank Ltd English Medium College of Commerce and
Management (SEMCOM)

(AFFLIATED TO Charutar Vidya Mandal, ROHTAK)

2021-24
STUDENT DECLERATION

This project has been undertaken in partial fulfillment of the requirement for the Bachelor
of Business Administration of Charutar Vidya Mandal , Anand.

I, HARSH BORISAGAR, Roll No. 23, student of B.B.A (3 rd Year) VI Sem. Of Charutar
Vidya Mandal hereby declare that the Project Report entitled “IMPACT OF EMPLOYEE
SATISFACTION ON ORGANISATIONAL EFFECTS” is an original work and the same has
not been submitted to any other Institute for award of any degree. The project report was
presented to the supervisor of the project. The feasible suggestions have been duly incorporated
in consultation with the supervisor of the project.

PREFACE
Theoretical knowledge as well as practical exposure is necessary in a professional degree.
Research project help us to get familiar with real environment of business. The research project
and title “Employee’s Satisfaction” is an original work.

The information garnered from employee satisfaction surveys give the management knowledge
that directly impacts the bottom line and fosters positive employee relations in any or all of the
following ways.
 Identifying cost-saving opportunities
 Improving productively
 Reducing turnover
 Curbing absenteeism
 Strengthening supervision
 Evaluating customer-service issues
 Assessing training needs
 Streamlining communication
 Benchmarking the organization’s progress in relation to the industry.

This descriptive project report is an attempt to highlight various aspects of employee’s

satisfaction, thoroughly analyzing the reasons of dissatisfaction and finally giving effective
suggestions to mgmt for better functioning.

I have tried to discuss in details about my topic on Performance Appraisal of workers and
how it helps it any organization. This is based on the theoretical study at my institute ad
practical study in the organization. Result of my study is based on the findings of the
questionnaire, survey and fieldwork taken by me and data collected by Personnel
Department.

I sincerely hope that the research work and the analysis done with fulfill the requirement
of the project work assigned. I am grateful to all those including my project guide who
have helped me and encouraged me in preparing this project.
ACKNOWLEDGEMENT

I deem it my proud privilege to express my indebtedness and sincere thanks to all those who
have, in various ways, helped me in the successful completion of the project and without their
invaluable help this project would not have been a reality. I m also grateful to other member of
management who have share in seeking me through in this research
effort which was not possible without their sincere corporation.

I am also extremely thankful to Ms. DHARA (Project Guide & Lect. In BBA Dept.) Who was
constant source of knowledge and inspiration at all levels throughout my training.

Finally, I express my appreciation and thanks to all the employees. Whom I interacted and
who is thought and insight help me in understanding of the subject and moral support
during completion of this project report.

HARSH BORISAGAR
B.B.A VI SEM
CONTENTS

CHAPTER 1

1. INTRODUCTION

1.1 WHY I HAVE CHOSEN THIS TOPIC

1.2 PROBLEM STATEMENT
1.3 REVIEW OF LITRATURE
1.4 CONCEPTUALISATION
1.5 SCOPE OF THE STUDY
1.6 OBJECTIVE OF THE STUDY
1.7 LIMITATION
1.8 CHAPTER ARRANGEMENT

CHAPTER 2

2. RESEARCH MATHODOLOGY

2.1 RESEARCH DESIGN

2.2 METHOD OF DATA COLLECTION
2.3 SAMPLE DESIGN
2.4 SAMPLE SIZE
2.5 SAMPLING METHOD
2.6 PROFILE OF THE ORGANISATION

CHAPTER 3

3. CONCEPTUUAL FRAMEWORK

3.1 OVERVIEW
3.2 COMPANY’S INTRODUCTION
3.3 MODELS IN INDIA
 3.4 GROUP COMPANIES
3.5 DEALERS AND EXPORTERS
3.6 PRODUCTS
3.7 INDIA AUTOMOBILE HISTORY
3.8 NEW AUTOMOBILE LAUNCHES
3.9 SECRETS OF APIDEL

CHAPTER 4

4. ANALYSIS AND INTERPRETATION OF DATA

4.1 DATA PRESENTATION AND ANALYSIS

4.2 FINDINGS

CHAPTER 5

5. IMPLICATION AND CONCLUSION

5.1 CONCLUSION

5.2 SUGGESTIONS

CHAPTER 6

6 APPENDICES

6.1 BIBLIOGRAPHY

6.2 ANEXTURE
 CHAPTER-1

INTRODUCTION

WHY I HAVE CHOSEN THIS TOPIC?

I have chosen this topic because; I want to know about the IMPACT OF EMPLOYEE
SATISFACTION ON ORGANISATIONAL EFFECTS and Employee must feel
satisfied with the environment within which they are working. Employee satisfaction is
necessary for the organization because overall growth of the organization is dependent on
employees who are working therein. They must be satisfied with their job, salary,
working condition etc which is providing by the organization to them.

SIGNIFICANCE OF THE STUDY

The job occupies an important place in the life of an individual. It is the chief source of
satisfaction of an individual’s satisfaction psychological, biological and social needs. Selection
of ob therefore is a crucial importance to any one.

Employee satisfaction consists of linking for the work involved and acceptance of the pressure
and aspirations connected with the work. It implies the identification of oneself with the
requirements of work involved in the job. All type of work are not impotently satisfying people
engaged in the work which is not satisfying in itself naturally look for satisfaction from the
source external it employee satisfaction. Employee satisfaction given happiness efficiency and
success in one’s professional activity. It represents harmony to the worker and progress to
community.

The employee satisfaction plays an important role in the job behavior of an individual. It has
been defined by Gilmer, “Employee satisfaction and dissatisfaction is the result of various
attitudes the person holes towards this job, toward related factors and towards life in general.”

Employees’ satisfaction improves the performance as well as the effectiveness of an individual

irrespective of his nature of work, the friendly, enthusiastic, source and well adjusted employee
can work steadily and carefully.
Satisfaction of a employee in the industry which his job depends upon various factors such as
salary, interest, interpersonal relationship, co-workers, supervision, status, recognition,
promotion, environment, opportunity of advance, training and company policy. The sum of these
factors increases employee satisfaction of an employee.

STATEMENT OF THE PROBLEM

My study is concerned with studying the impact of employee satisfaction at the organizational
performance. To what extent employees are satisfied with the organizational practices at
APIDEL. What are the various facilities and provisions provided by the organization that
motivate the employees and affect their performance level?
What are the positive points of the organization responsible for making the employees
satisfaction level and what is the impact of those points on organizational and individual
performance. To recommend the changes in present organization practices to increase the
satisfaction level of employees and ultimately performance.

REVIEW OF LITERATURE

The literature review is a critical look at the existing research that is significant to the work that
the researcher carries out. Keeping in mind that the literature review should provide the context
for the present research by looking at what work has already done in the present research area.

 A DQ-IDC INDIA SURVEY: BPO Employee Satisfaction Survey 2003

Tuesday, October 21, 2003

The first survey of its kind in India discovers that while call center employees may be more
satisfied than IT pros that satisfaction rapidly decreases with experience promising high
attrition. And that high stress and work-related ailment are a workplace reality

They are all over the place. At dingy placement consultants’ offices—being reprimanded for
saying yel, yum and yen (instead of l, m and n). At air-conditioned call center test rooms
being checked out for their ability to sound pleasant on the phone. At city college campuses
—arguing if Convergys was a better bet or GE.

If this were an age in which pioneers were easily born, one would say they looked a lot like
those who hotfooted it to California during the gold rush days. The stereotypes are different of
course. That was a bearded, scraggly, more often middle-aged man. This is a smart, clean, well-
dressed person—mostly young enough to be called lad or lassie.

Beyond the looks though, there are surprising similarities. For both the Californian gold-digger
and the call center employee it is about what the West called "easy money". If one said, "I isn’t
got what it takes to be a Senator," the other says, "I really don’t want to put in what it takes to
be an engineer." If one was in it for the wide-open spaces, the other is in it for enclosed, air-
conditioned partitions (read work environment).

That may have been fine if the similarities ended there. They don’t. Both classes of people may
have changed the face of a state or a nation, but both have found that it isn’t easy money. That
being a gold digger or a voice-for-hire requires a completely different kind of perseverance.
That too much of gold dust or too much of re-circulated air takes its toll on people.

DQ-IDC’s BPO Employees’ Satisfaction Survey 2003 is the first ever of its kind in the country.
It looks at why people join the industry, why they leave, what work-related stress and ailments
they suffer from in this unique workplace and most of all—at what they have to say about the
companies they work for. In short, it takes the closest look ever at the HR environment of this
nascent but quickly growing sector.

Customer No.1 on employee satisfaction survey

By BPO Watch News Desk

 October 14, 2008

customers Corporation, a leader in delivering customer care and technical support solutions has
been recognized yet again as 'the No.1 BPO company to work for' in India, as per the annual
survey conducted by Dataquest Magazine and IDC, a consulting firm specializing in market
intelligence and advisory services.

The study recognizes individual recognition and growth opportunities provided by global
service providers to their employees. A company statement said that customers’' employee
empowerment agenda reached a new high, and attrition rates continued to fall.

Congratulating all the employees of customers, Sanjay Kumar, Founder & CEO said, "It's clear
that our initiatives aimed at achieving employee satisfaction have been successful". He added
that, "Winning the No.1 ranking in ESAT for the second year in a row when competing with
some of the largest global brands is a true testimonial to our strong commitment towards our
Employee First initiatives."

One of the key highlights in the race to the top has been customer’s ability to automate
employee processes by migrating all employee queries and grievances to an online forum, thus
leading to greater transparency, faster resolution and improving the overall employee
experience.

A substantial investment in employee training – both behavioral and skills – helped employees
move up the value chain, significantly pushing the employee satisfaction index. customers also
provides trainings targeted towards employees' health & wellness. Quarterly health camps are
organized where every employee can get a health checkup done free of cost.

The annual DQ-IDC INDIA BPO ESAT SURVEY revealed that the employee satisfaction
scores in 2008 for customers were substantially higher than the competition on all the broad
employee satisfaction measures. The survey rated companies on 12 key parameters: Employee
Size, Percentage of last salary hike, Cost to company, Overall Satisfaction Score, Company
Image, Company Culture, Job Content or Growth, Training, Salary and Compensation,
Appraisal System, People and Preferred Company.
Conceptualization

WHY STUDY ABOUT THE EMPLOYEE SATISFACTION-----in my point of view, study

of "Employee satisfaction" helps the company to maintain a standards & increase productivity by
motivating the employees. This study tells us how much the employees are capable & their
interest at wok place? What are the things still to be satisfy to the employees. Although "human
resource" is the most important resources for any organization, so to study on employee’s
satisfaction helps to know the working conditions & what are the things that affect them not to
work properly. Always majority of done by the machines/equipments but without any manual
moments nothing can be done. So to study on employee satisfaction is necessary.

Employee satisfaction and retention have always been important issues for physicians. After all,
high levels of absenteeism and staff turnover can affect your bottom line, as temps, recruitment
and retraining take their toll. But few practices (in fact, few organizations) have made job
satisfaction a top priority, perhaps because they have failed to understand the significant
opportunity that lies in front of them. Satisfied employees tend to be more productive, creative
and committed to their employers, and recent studies have shown a direct correlation between
staff satisfaction and patient satisfaction.1 Family physicians who can create work environments
that attract, motivate and retain hard-working individuals will be better positioned to succeed in a
competitive health care environment that demands quality and cost-efficiency. What's more,
physicians may even discover that by creating a positive workplace for their employees, they've
increased their own job satisfaction as well.

Employee’s satisfaction: This is not an easy area to tackle. There are few organizations
where most of the employees are satisfied. Human mind is not satisfied with what it has
achieved and therefore to expect that employees will be satisfied with certain facilities is
far from being true; however, the organization must collect feedbacks through
formal/informal assessment methods and relate these findings to identify improvement
priorities. This will at least make the employees feel that management is sincere.

Research shows that satisfied, motivated employees facilitate higher customer

satisfaction and, in turn, positively influence organizational performance.
Organizations that invest in measuring employee opinions and attitudes, by
incorporating Employee Satisfaction Surveys into their existing HR processes, can
develop such a workforce.

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 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.

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 functions 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

 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.

Job Satisfaction is influenced by:

Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority

Research done by various researcher shows 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 employee’s
opinions and attitudes by incorporating Employees Satisfaction Surveys into their existing HR
and organizational processes.

Employee is one of the most important elements among various resources of production
in an organisation. Hence their involvement with organisational processes and system is
most important. And thus, while performing their task their wholesome dedication and
commitment with their work is desirable.

Employee has to feel satisfied with the environment within which they work for it would
 result in high productivity. When administrative policies and all-important
announcements are communicated to the employees, it boosts their morale. The methods
chosen for communication also play an integral role. Some of the methods that could be
used are intranet, monthly newsletters, weekly meetings etc.
Benefits of Employee Satisfaction:
More Accurate Perspective:
Organization achieves 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.
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.

Herzberg's theory

In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in motivation theory,
interviewed a group of employees to find out what made them satisfied and dissatisfied on the
job. He asked the employees essentially two sets of questions:

1. Think of a time when you felt especially good about your job. Why did you feel that
way?
2. Think of a time when you felt especially bad about your job. Why did you feel that way?
From these interviews Herzberg went on to develop his theory that there are two dimensions to
job satisfaction: motivation and "hygiene" ("Two dimensions of employee satisfaction").
Hygiene issues, according to Herzberg, cannot motivate employees but can minimize
dissatisfaction, if handled properly. In other words, they can only dissatisfy if they are absent or
mishandled. Hygiene topics include company policies, supervision, salary, interpersonal
relations and working conditions. They are issues related to the employee's environment.
Motivators, on the other hand, create satisfaction by fulfilling individuals' needs for meaning and
personal growth. They are issues such as achievement, recognition, the work itself, responsibility
and advancement. Once the hygiene areas are addressed, said Herzberg, the motivators will
promote job satisfaction and encourage production.

Applying the theory

To apply Herzberg's theory to real-world practice, let's begin with the hygiene issues. Although
hygiene issues are not the source of satisfaction, these issues must be dealt with first to create an
environment in which employee satisfaction and motivation are even possible.

Company and administrative policies. An organization's policies can be a great source of

frustration for employees if the policies are unclear or unnecessary or if not everyone is required
to follow them. Although employees will never feel a great sense of motivation or satisfaction
due to your policies, you can decrease dissatisfaction in this area by making sure your policies
are fair and apply equally to all. Also, make printed copies of your policies-and-procedures
manual easily accessible to all members of your staff. If you do not have a written manual, create
one, soliciting staff input along the way. If you already have a manual, consider updating it
(again, with staff input). You might also compare your policies to those of similar practices and
ask yourself whether particular policies are unreasonably strict or whether some penalties are too
harsh.

Supervision. To decrease dissatisfaction in this area, you must begin by making wise decisions
when you appoint someone to the role of supervisor. Be aware that good employees do not
always make good supervisors. The role of supervisor is extremely difficult. It requires
leadership skills and the ability to treat all employees fairly. You should teach your supervisors
to use positive feedback whenever possible and should establish a set means of employee
evaluation and feedback so that no one feels singled out.
Think of a time when you felt especially Salary. The adage "you get what you pay for" tends
good about your job. Why did you feel to be true when it comes to staff members. Salary is
that way? not a motivator for employees, but they do want to
be paid fairly. If individuals believe they are not
compensated well, they will be unhappy working for you. Consult salary surveys or even your
local help-wanted ads to see whether the salaries and benefits you're offering are comparable to
those of other offices in your area. In addition, make sure you have clear policies related to
salaries, raises and bonuses.

Interpersonal relations. Remember that part of the satisfaction of being employed is the social
contact it brings, so allow employees a reasonable amount of time for socialization (e.g., over
lunch, during breaks, between patients). This will help them develop a sense of camaraderie and
teamwork. At the same time, you should crack down on rudeness, inappropriate behavior and
offensive comments. If an individual continues to be disruptive, take charge of the situation,
perhaps by dismissing him or her from the practice.

Working conditions. The environment in which people work has a tremendous effect on their
level of pride for themselves and for the work they are doing. Do everything you can to keep
your equipment and facilities up to date. Even a nice
Even a nice chair can make a world of
chair can make a world of difference to an
difference to an individual's psyche.
individual's psyche. Also, if possible, avoid
overcrowding and allow each employee his or her own personal space, whether it be a desk, a
locker, or even just a drawer. If you've placed your employees in close quarters with little or no
personal space, don't be surprised that there is tension among them.

Before you move on to the motivators, remember that you cannot neglect the hygiene factors
discussed above. To do so would be asking for trouble in more than one way. First, your
employees would be generally unhappy, and this would be apparent to your patients. Second,
your hardworking employees, who can find jobs elsewhere, would leave, while your mediocre
employees would stay and compromise your practice's success. So deal with hygiene issues first,
then move on to the motivators:
Work itself. Perhaps most important to employee motivation is helping individuals believe that
the work they are doing is important and that their tasks are meaningful. Emphasize that their
contributions to the practice result in positive outcomes and good health care for your patients.
Share stories of success about how an employee's actions made a real difference in the life of a
patient, or in making a process better. Make a big deal out of meaningful tasks that may have
become ordinary, such as new-baby visits. Of Two dimensions of employee satisfaction

course, employees may not find all their tasks

Frederick Herzberg theorized that
interesting or rewarding, but you should show the
employee satisfaction depends on two sets
employee how those tasks are essential to the
of issues: "hygiene" issues and motivators.
overall processes that make the practice succeed.
Once the hygiene issues have been
You may find certain tasks that are truly
addressed, he said, the motivators create
unnecessary and can be eliminated or streamlined,
satisfaction among employees.
resulting in greater efficiency and satisfaction.

Hygiene issues Motivators

Achievement. One premise inherent in Herzberg's
(dissatisfiers) (satisfiers)
theory is that most individuals sincerely want to do a
Company and Work itself
good job. To help them, make sure you've placed
administrative policies Achievement
them in positions that use their talents and are not
Supervision Recognition
set up for failure. Set clear, achievable goals and
Salary Responsibility
standards for each position, and make sure
Interpersonal relations
employees know what those goals and standards are.
Working conditions Advancement
Individuals should also receive regular, timely
feedback on how they are doing and should feel they are being adequately challenged in their
jobs. Be careful, however, not to overload individuals with challenges that are too difficult or
impossible, as that can be paralyzing.

Recognition. Individuals at all levels of the organization want to be recognized for their
achievements on the job. Their successes don't have to be monumental before they deserve
recognition, but your praise should be sincere. If you notice employees doing something well,
take the time to acknowledge their good work immediately. Publicly thank them for handling a
situation particularly well. Write them a kind note of praise. Or give them a bonus, if appropriate.
You may even want to establish a formal recognition program, such as "employee of the month."
Responsibility. Employees will be more motivated to do their jobs well if they have ownership
of their work. This requires giving employees enough freedom and power to carry out their tasks
so that they feel they "own" the result. As individuals mature in their jobs, provide opportunities
for added responsibility. Be careful, however, that you do not simply add more work. Instead,
find ways to add challenging and meaningful work, perhaps giving the employee greater freedom
and authority as well.

Advancement. Reward loyalty and performance with advancement. If you do not have an open
position to which to promote a valuable employee, Employees will be more motivated to do
consider giving him or her a new title that reflects their jobs well if they have ownership of

the level of work he or she has achieved. When their work.

feasible, support employees by allowing them to pursue further education, which will make them
more valuable to your practice and more fulfilled professionally.

SCOPE OF THE STUDY

For studying satisfaction of employee at APIDEL Staffing firm Following people contacted:-
LEVEL PEOPLE CONTACTED
Top management GM-HR
Middle management Managers, Sr.Managers

The following areas were covered in the study;-

1. Currently used method
2. Involvement of employees in policy making
3. Review of employee satisfaction
4. Relationship with supervisors
5. Satisfaction of employees
6. Involvement of employees
7. Purpose of employee satisfaction.

 SUPERVISORS;-
Information area covered—
Changes noticed in:-
 Behavior
 Motivation
 Absenteeism
 Productivity
 Cycle times
 Wastage
 Frequency of accidents
 Reduction in grievances

 HR-DEPARTMENT
Information area covered;-
 Duration of programmed
 Effect on profitability
 Appraisal of training
 Objective of training
 Regular review of training programmed
 Feedback from employees
 Problems faced

There are so many parameters of EMPLOYEE SATISFACTION are:-

 Salary , Incentive, Benefits
 Work condition and work life
 Welfare facilities
 Relation with Superior, Peers, Subordinates
 Opportunities for growth
 Opportunities for value addition or development
 Fairness in promotion policies

In this project, Focus is on measuring the satisfaction of employee .Satisfaction is measured in

term of various parameters like salary & wages, employee welfare, training & development etc.
OBJECTIVE

1. To find out the level of satisfaction of the employee in the organization.

2. To study about the impact of employee satisfaction on organizational effectiveness.

3. To know about the causes of dissatisfaction if it persist among the employee.

4. To identify the various measure for improving employee satisfaction in the organization.

5. To study the effectiveness of various welfare measures and other employee related activities
in generating satisfaction level among employee.

6. To study the relation between different variables of employee satisfaction and their impact on
employee’s performance and productivity.

7. To recommend different alternative and suggestion as a means for improving employee

satisfaction.

8. To know the high satisfaction job factor and low satisfaction job factor.

9. To know the relationship of job and ages of employee.

10. To know the relationship of jo satisfaction and income of employees.

LIMITATIONS

1. Biasness can be observed in the response by the employee acted as a hurdle in narrating true
picture to the research work.
2. Organizational culture/behaviors can be barrier.

3. Of course, time will play its crucial role while making the study.

4. Sample size does not exactly represent the total population.

5. Language problem while interacting with few south Indian employees.

6. Response from respondents may be different from actual view. Respondents might not
disclose actual views.

7. Unresponsiveness nature of certain respondents.

8. Lack of reliability of data.

CHAPTER ARRENGMENT

This report is divided into six parts

Chapter 1: This chapter is showing that we have included the Introduction, Objectives of
study, Scope, limitation etc

INTRODUCTION
WHY I HAVE CHOSEN THIS TOPIC
PROBLEM STATEMENT
REVIEW OF LITRATURE
CONCEPTUALISATION
SCOPE OF THE STUDY
OBJECTIVE OF THE STUDY
LIMITATION
CHAPTER ARRANGEMENT

Chapter 2: (Theoretical Background) this chapter includes about the company what business
it does and its structure.
RESEARCH METHODOLOGY
PROFILE OF THE COMPANY

Chapter 3: it includes the concept of the employee satisfaction in the Apidel

CONCEPTUAL FRAMEWORK

Chapter 4: (Core Chapter) it includes all the core parts of this report such as the conclusion
of the data analyzed and findings.

CONCLUSION OF DATA ANALYZED

FINDINGS

Chapter 5: this chapter includes the summary of conclusion and suggestions

Summary of Conclusion
Recommendations

Chapter 6: this chapter includes bibliography it means from where we collect the data and
questionnaire

Bibliography
Annexure
 CHAPTER-2
RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Research is an art of scientific investigation, the pursuit of truth with the help of study,
observation, comparison, and experiment. The advanced Learner’s dictionary of
current English, lays down the meaning of research as a careful investigation or inquiry
especially through search for new facts in any branch of knowledge. Some people
consider research as a movement, a movement from the known to the unknown. It is
actually, a voyage of discovery. Research aims to analyze interrelationship between
variables and to drive explanations and thus enable us to have a better understanding of
the world in which we live. It aims at developing new tools, concepts, and theories for a
better study of unknown phenomena.

A significant part of research is the Research Methodology. In it, a researcher

studies the various steps that are adopted to the research problem. In research
methodology we not only consider the research method but also the logic behind the
method chosen. Research methodology helps to answer many questions concerning a
research problem or study.

Types of research:-
i) Descriptive:- Descriptive research includes surveys and fact-findings enquiries of
different kind. The major purpose of descriptive research is description of the situation as
it exists at present. The main characteristics of this method are that the researcher has no
control over the variables; he can only report what has happened or what is happening.
ii) Analytical:- In Analytical research, the researcher has to use facts or information already
available, and analyze these to make a critical evaluation of material.
iii) Applied:- It aims at findings a solution for an immediate problem facing a society or an
organization/business organization.
iv) Fundamental:- Fundamental research is mainly concerned with generalizations and with
the formulation of a theory
v) Quantitative:- It is based on the measurement of quantity or amount. It is applicable to
phenomena that can be expressed in terms of quantity.
vi) Qualitative:- It is concerned with qualitative phenomenon, i.e., phenomena relating to or
involving quality or kind. For instance, when we are interested in investigating the
reasons for human behavior (i.e. why people think or do certain things), we quite often
talk of ‘Motivation Research’, an important type of qualitative research.
vii) Conceptual:- Conceptual research is that related to some abstract idea(s) or theory. It is
generally used by philosophers and thinkers tp develop new concepts or to reinterpret
existing ones.
viii) Empirical:- Empirical research relies on experience or observation alone, often without
due regard for system and theory. It is data-based research, coming up with conclusions
which are capable of being verified by observation or experiment.

In this present study descriptive type of research is used.

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; it
constitutes the blueprint for the collection, measurement, and analysis of data.

Different types of Research Design are as follows:-

1. Research design in case of exploratory research studies.
2. Research design in case of descriptive studies.
3. Research design in case of diagnostic research design.
4. Research design in case of hypothesis-testing research design.
 In this study Descriptive research studies is used because descriptive research studies are
those studies which are concerned with describing the characteristics of a particular individual,
or a group and situation etc. and in this report the descriptive research design is used to find
out the satisfaction level of employees.

The design in such studies must focus attention on the following or process in descriptive
research design is as follows:-
(a) Formulating the objective of the study.
(b) Designing the methods of data collection.
(c) Selecting the sample
(d) Collecting the data.
(e) Processing and analyzing the data.
(f) Reporting the findings.

Process of research

There is no consensus about how to conceptualize the actual undertaking of research. There are,
however, two main traditions of approaching a research topic – quantitative and qualitative.
Each approach demands different research methods.
 Quantitative research

The quantitative approach usually starts with a theory or a general statement proposing a general
relationship between variables. With this approach it is likely that the researchers will take an
objective position and their approach will be to treat phenomena as hard and real. They will
favour methods such as surveys and experiments, and will attempt to test hypotheses or
statements with a view to generalizing from the particular. This approach typically concentrates
on measuring or counting and involves collecting and analyzing numerical data and applying
statistical tests.

 Qualitative research

The alternative tradition is the qualitative approach. Here the investigator views the phenomena
to be investigated as more personal and softer. He or she will use methods such as personal
accounts, unstructured interviews and participant observation to gain an understanding of the
underlying reasons and motivations for peoples’ attitudes, preferences or behaviors. With this
approach, the emphasis is more on generating hypotheses from the data collection rather than
testing a hypothesis.
In reading around the subject you will find many alternative names for qualitative and
quantitative research. It is good to have an understanding of these and to recognize them when
you see them in research methods textbooks.

The features and differences between the two research processes are detailed below.You should
note the following points:

 Qualitative and quantitative research methods are not clear-cut nor mutually exclusive – most
research draws on both methods.

 Both approaches can generate quantitative and qualitative data.

 The difference between the two methods is in the overall form and in the emphasis and
objectives of the study.

Outcome of research
 Applied research

Applied research is problem-oriented as the research is carried out to solve a specific problem
that requires a decision, for example, the improvement of safety in the workplace, or market
research. For your dissertation it is not usually acceptable to carry out applied research as it is
very much limited to one establishment or company and you are required to look at issues of
wider significance, perhaps to your industry as a whole or to a sector of it. You may have already
carried out a problem-based piece of research related to your placement. It is important to
understand that the dissertation requires you to carry out some form of basic research – see
below.

 Basic research

Basic research is also called fundamental or pure research, and is conducted primarily to
improve our understanding of general issues, without any emphasis on its immediate application.
It is regarded as the most academic form of research since the principal aim is to make a
contribution to knowledge, usually for the general good, rather than to solve a specific problem
for one organisation. This may take the form of the following:

o Discovery – where a totally new idea or explanation emerges from empirical research which
may revolutionise thinking on that particular topic. An example of this would be the
Hawthorne experiments. (Gillespie, 1991)

o Invention – where a new technique or method is created. An example of this would be the
invention of TQM (total quality management).
o Reflection – where an existing theory, technique or group of ideas is re-examined possibly in
a different organisational or social context. For example, to what extent can Herzberg’s
theory of motivation be applied to front-line workers in the contract catering sector?
(Torrington & Hall, 1995)

For an undergraduate dissertation it is most likely that you will be concentrating on reflection, as
the scope of the project is unlikely to be large enough to consider discovery or invention.

 Action research
 This is a form of research where action is both an outcome and a part of the research. The
researcher ‘interferes’ with or changes – deliberately – what is being researched. The critics
of action research argue that since the researcher is changing what is being researched during
the process of research, the work cannot be replicated. If it cannot be replicated its findings
cannot be tested in other situations. This prevents general knowledge being developed and
thus it cannot contribute to theory. Also, as the researcher is involved in the change process
there is a loss of critical, detached objectivity. There are two approaches to action research:

o Classical action research begins with the idea that if you want to understand something you
should try changing it.

o New paradigm research is based on a new model or framework for research. It claims that
research can never be neutral and that even the most static and conventional research exposes
the need for change in what is being researched. It involves inquiry into persons and relations
between persons, and is based on a close relationship between researcher and those being
researched. The research is a mutual activity of a ‘co-ownership’ involving shared power
with respect to the process and the outcomes of the research. Those being researched can, for
example, decide how the research will be undertaken, in what form and with what questions
being asked. The researcher is a member of a ‘community’ and brings to it special skills and
expertise. The researcher does not dictate what will happen. This type of research is most
easily carried out when working with individuals or small groups. It means that the
researcher must be highly skilled not only in research methods but also in the interpersonal
skills of facilitating others. It is not, therefore, usually appropriate for an undergraduate
student who is carrying out a major piece of research for the first time. Action research is
often used by educationalists who are trying to improve their own practice by making
changes to the delivery of their classes and by observing and asking students which actions
work best.

As you can see, there are a number of types of research and not all may be suitable for you in
your dissertation. The key points to remember are as follows:

 While the purpose of your dissertation may have some elements of exploratory or descriptive
research you should concentrate on research that will mainly fall into the explanatory area, or
perhaps predictive research if you are very confident. Explanatory research gives you the
opportunity to demonstrate the skills of analysis and evaluation which will help you to score
highly in your final marks.

 The process of your research can either be quantitative or qualitative and the different
methods that can help you to carry out your research in this way are outlined more fully in
Unit 3.
 It is likely that you will be carrying out basic or pure research in the reflection mode (rather
than applied or action research) as this will give you the best chance of showing that you can
test out a theory in a new situation.
METHOD OF DATA COLLECTION

For every research, related data can be collected in two ways:

Primary data
Secondary data

Sources of primary data collection were:

Observation
Questionnaire
Interview
Sources of secondary data collection are:
Document sources of the organization
Various publications
Official research and process data collected by the organization.

In all two approaches were adopted to collect data and information regarding this study.
The strategy applied was to have a wide coverage of the organization, and at the same
time, ensure an in-depth perspective of the study.
The first step involved the administering of the various questionnaires to the relevant
people within the organization, of different department and designation.
The second step was the collection of data from documents and manuals, which provided
the details of HR matters, training and its programs, and requisite organizational
information pertinent to the study.
In the present study, primary as well as secondary data has been used.
Sample Design:-

In most of the research design it becomes almost impossible to examine the entire universe. So
the only alternative is to report to sampling. This is true for the present study as well. Basic
principles to be followed in sampling are that the sample chosen must be representative of entire
universe to be studied.
Sampling plan
For the conducting this study the following sampling plan was used and the sample was
randomly selected.

Universe and Survey Population:-

It comprised of:-
400 employees which included:

400 supervisor
70 Managers
30 Sr. Managers

Sample Size:-

In this present study we have taken the sample size of 50 employees to get their views regarding
how much they are much satisfied with their job, training provided to them for their future
growth and other facilities provided to them.

Sampling Method:-

In the present study, random sampling method has been used.

PROFILE OF THE ORGANISATION

About Apidel Technologies Pvt. Ltd.

 CHAPTER-3
CONCEPTUAL FRAMEWORK

Overview
 CHAPTER-4

Analysis & Interpretation of Data:-

Data collection through Questionnaire resulted in availability of the desired information but these
were useless until these were analyzed. Various steps required for this purpose were editing,
coding, and tabulating. Tabulating refers to bringing together similar data and compiling them in
an accurate and meaningful manner. In this present study the data collected by questionnaire
was analyzed, interpreted with the help of table, pie charts and bar diagrams.

DATA PRESENTATION AND ANALYSIS

1. From how many times employee stay in the company

Table:-1

Respondents Percentage

Less than one year 20%

Less than two year 30%

More than three years 50%

Total 100%

Graph:-1
Interpretation:-20% employees are working in the company less than one year, 30% employees
are working in the company less than two years and 50% employees are attach with the company
more than three years.

2. Any employee finds any difficulty while joining the company

Table:-2

Respondents Percentage

Induction 20%

Training 50%

Behavior of staff member 30%

Total 100%

Graph:-2
Interpretation:-20% employees said through the induction they find difficulty while joining the
company, 50% employees said through the training they face difficulty when they join the
company and 30% employees says through the behavior of the staff they find difficulty while
joining the company.

3. Is the induction programmed is necessary for the new employees

Table:-3

Respondents Percentage

Yes 90%

No 5%

Can’t say 5%

Total 100%

Graph:-3
Interpretation:-90% employees say that the induction program me is necessary for the new
employees and 5% of the employee says no and can’t say but from my side 90% employees are
right for their decision.

4. Satisfaction level of employees about salary

Table:-4

Various Response %age

Yes 60%

No 20%

Can’t say 20%

Total 100

Graph-4
Interpretation:-60% employees are very much satisfied with their salary.20% employees are
not satisfied and 20% employees can’t say anything..

5. Satisfaction level of employees about workplace

Table:-5

Various Response %age

Yes 50%

No 20%

Can’t say 30%

Total 100
 Graph:-5

Interpretation:- 50% employees are very much satisfied with their work place. 20% employees
are not satisfied with the working condition and 30% employees can’t say anything.

6. Satisfaction of employees about holidays provided by company

Table:-6

Various Response %age

Yes 30

No 40

Can’t say 30

Total 100

Graph-6
Interpretation:- 30% employees are very much satisfaction with holidays provided by
organization and 40% employees are quite satisfied but 30% employees neutral with the
statement.

7. Satisfaction level of employees about working hour

Table:-7

Various Response %age

Yes 40

No 40

Can’t say 20

Total 100

Graph:-7
Interpretation:40% employees are very satisfied with their working hour in the organization
and 40% employees are not satisfied with working hour, and at last 20% can’t say anything
about the working hours or they didn’t give any response.

8. Satisfaction level of employees about training and development

Table:-8

Various Response %age

Yes 60

No 20

Can’t say 20
Total 100

Graph:-8
Interpretation:- 60% employees are very much satisfied with training & development Program
provided by company and 200% employees are not satisfied with training & development, at last
20% employees can’t give any response.

9. Satisfaction level of employees about co-operation from co-workers

Table:-9

Various Response %age

Yes 40
No 30
Can’t say 30
Total 100

Graph:-9
Interpretation:-40% employees are very much satisfied with co-operation from their co-
workers and 30% employees are not satisfied and 30% employees are disagree with co-operation
from their c-workers.

10. Satisfaction level of employees about their communication with superior

Table:-10

Various Response %age

Yes 35

No 35

Can’t say 30

Total 100
 Graph:-10

Interpretation:-
35% employees strongly agree that superior communicate to them what they expect and 35%
employees are not satisfied with the statement and at last 30% employees say nothing about this
8%
statement.

51%

11. Satisfaction level of employees about reward and recognition system

Table:-11

Various Response %age

Yes 45
No 45
Can’t say 10
Total 100

Graph:-11
Interpretation:-45% employees are very much satisfied with rewards & recognition system of
the company and 45% employees are not satisfied and 10% employees say nothing about reward
and recognition.

12. Satisfaction level of employees about promotion policy

Table:-12

Respondents Percentage

Good 20%

Excellent 20%

Average 30%

Worst 20%

Poor 10%
 Total 100%

Graph:-12

Interpretation:-20% employees say that the company’s increment and promotion procedure are
good and also 20% employees says excellent, but 50% employees says that the company’s
increment and promotion procedure are on average, 20% employees say worst and 10% says the
poor company’s increment and promotion procedure.

13. Satisfaction level of employees about canteen facility provided by company

Table:-13

Various Response %age

Yes 30

No 35

Can’t say 35

Total 100
 Graph:-13

Interpretation:-30% employees are very much satisfaction with canteen facility provided by
company and 35% employees are not satisfied with the canteen facility and 35% cant say
anything about the canteen facility.

14. Employees are satisfied with the first aid while any emergency

Table:-14

Respondents Percentage

Yes 70%

No 20%

Can’t say 10%

Total 100%

Graph:-14
Interpretation: - 70% of the employee say the company provide first aid at the time of
emergency, 20% employees say no the company can’t provide any first aid while any emergency
and at last 10% employee say nothing.

15. Satisfaction of employee about their experience which they gain while working in the
company
Table:-15

Respondents Percentage

Good 50%

Excellent 30%

Average 15%

Poor 5%

Total 100%
 Graph:-15

Interpretation:-50% employee show the good experience while working in the company,30%
employees say excellent result,15% employee say average and 5%employee say poor result or
experience while working in the company.
FINDINGS

 Company has earned good name in the area in which it deals leaving its competitors behind it
to survive.

 Most of the employees in the company can’t find any difficulty while joining the company.
 Most of the employees said the induction Programme is necessary for the new employees.
 Employees are satisfied with their salary, so that they stay in the company for so many times.
 The employees are also satisfied with the working condition of the company.
 Employees are satisfied with the working hours.
 Good and effective interaction is there between the middle level management and the
workers.
 The company also provides compensation to the employee, if any damage or any health issue
arises.
 Employees are happy with the increment and promotion procedure.
 Employees are satisfied with the cleanliness in the company and happy with the food given
in the canteen.
 First – aid facility also provided to the employees at the time of any emergency.
 Due to the training and development program the employees are able to increase the working
capability.
 Workers are not fully able to face the compliance and the buyers who are there to deal with
the company.
 Workers follow the rules and regulations of the company resulting in healthy environment of
the company.
 I was able to learn that what the main functions of H.R department are.
 CHAPTER-5
Implications and conclusions

CONCLUSIION

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 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. They are not satisfied with the welfare activities.

SUGGESTIONS

 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.

 The food provided to the employees must be hygienic & of good quality in course of health
of the employees.

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

 Adequate welfare activities should be adopted by company in regular intervals.

 Conflicts should be handled efficiently & proper process should be adopted.

 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.

 Company should start medical claim & insurance scheme for each category 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.

.
 CHAPTER-6
BIBLIOGRAPHY

 www.humanlinks.com
 www.personnelonline.com
 Human Resource Management: A contemporary perspective by T.N.CHHABRA
 Personnel management by C.B.Mamoria
 Training instrument of H R D by UDAI PAREEK.
 Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley
International Ltd.,2005
 Aswath Appa.. K. Organizational + New Delhi, Himalaya Publishing House, 2002.
 Rao 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 Behavior, New Delhi, Prentice Hall of
India, 1989.
ANNEXURE

QUESTIONAIRE

NAME:-

DESIGNATION:-

DEPARTMENT:-

DATE OF JOINING:-

QUESTIONS

1. How long have you been here?

 Less than one year

 Less than two year
 More than three years

2. Did you find any of the difficulty while joining the company?

1) Induction ()
2) Training ()
3) Behavior of staff member ()

3. Do you think induction program me is necessary for new employees?

1) Yes ()
2) No ()
3) Can’t say ()

4. Are you satisfy with the salary in respect of your job?

1) Yes ()
2) No ()
3) Can’t say ()

5. Are you satisfied with the working condition of the company?

1. Yes ()
2. No ()
3. Can’t say ()

6. Are you satisfied with the holidays provided by the company which is provided by the
company?

1. Yes ()
2. No ()
3. Can’t say ()

7. Are you satisfied with the working hours?

1. Yes ()
2. No ()
3. Can’t say ()

8. Employees are satisfied with the training and development?

 1. Yes ()
2. No ()
3. Can’t say ()

9. Are you satisfied by working relationship with the co-workers?

1. Yes ()
2. No ()
3. Can’t say ()

10. Are you satisfied by working relationship with the supervisors?

1. Yes ()
2. No ()
3. Can’t say ()

11. Is the organization giving you the compensation for, if any damage or any health issue
arises?

1. Yes ()
2. No ()
3. Can’t say ()

12. How do you find a company’s increment and promotion procedure?

1. Good ()
2. Excellent ()
3. Average ()
4. Worst ()
5. Poor ()
 15. Are the employees happy with the food given in the canteen?

1. Yes ()
2. No ()
3. Can’t say ()

16. What do you feel about the cleanliness in the company on the following issues; rate them
on the scale of 1 to 3

1) Floors ___
2) Wash rooms_ _ _
3) Working area_ _ _
4) Canteen_ _ _

17. Is the first aid provided to the employee by the company at the time of emergency?

1) Yes ()
2) No ()
3) Can’t say ()

18. How is your experience you gain while working in the company?

1. Good ()
2. Excellent ()
3. Average ()
4. Worst ()
5. Poor ()