FINALiREPORT ii

ON

“Study iion iiemployee iisatisfaction iiof iiILP iiOverseas”

SUBMITTED iiIN iiPARTIAL iiFULFILLMENT iiOF iiTHE iiREQUIREMENTS iiFOR iiTHE

MASTER’S iiDEGREE iiIN iiBUSINESS iiADMINISTRATION

OF

CHANDIGARH iiUNIVERSITY, iiGHARUAN, iiMOHALI

SUBMITTED iiTO

iiSupervised iiby: ii ii Submitted iiby:

ii ii ii ii ii ii ii ii ii ii

Name: iiSIMMI iiDHYANI ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii iiName: iiVARSHA iiSINGH

ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii

Designation: iiASSISTANT iiPROFESSOR ii ii iiUID: ii21MBA1873

ii ii ii ii

CHANDIGARH iiUNIVERSITY, iiGHARUAN, iiMOHALI

BATCH ii2021-2023
Content
Acknowlegment…………………………………………………………………………………..1
Executive iSummary……………………………………………………………………………..2
Introduction…………………………………………………………………………………………3
Objective……………………………………………………………………………………………..4
Literature iReview…………………………………………………………………………………5
Questionnaire………………………………………………………………………………………6
Data iAnalysis iand iData iinterpretation………………………………………………….7
Finding………………………………………………………………………………………………….8
Analysis…………………………………………………………………………………………………9
Conclusion…………………………………………………………………………………………….10
Anexture………………………………………………………………………………………………11
ACKNOWLEDGEMENT

It iis ireally ito imatter iof ipleasure ifor ime ito iget ian iopportunity ito ithank iall ithe iperson iwho icontribute i
i idirectly ior iindirectly ifor ithe isuccessful icompletion iof ithe icapstone iproject i“a istudy ion iemployee
isatisfaction iof iILP iOverseas”

I iwish ito i i iexpress imy igratitude ito ithe iuniversity ifor igiving i i ime ian iopportunity ito ibe ia ipart iof itheir
iesteem iorganization iand ienhance imy iknowledge iby igranting ipermission ito ido ia iCapstone iproject i.
ithey iprovided ime iwith itheir iassistant iand isupport iwhenever ineeded. iWhich ihas ibeen iinstrumental iin
icompletion iof ithis iproject. iI iam ithankful ito ithem, ifor itheir isupport iand iencouragement ithroughout
ithe itenure iof ithe iproject i. ialso iI iam ithankful ito imy ifaculty iguide iDr. iSIMMI iDHYANI ifrom
idepartment iof ibusiness i(Chandigarh iUniversities) ifor ibeing ia isource iof isupport iduring ithis itraining
iperiod. iLast ibut inot ithe ileast iI iam igrateful ito iall ithe istaff imembers iof iILP iOverseas ifor itheir ikind
icooperation iand ihelp iduring ithe icourse iof imy iproject.
EXECUTIVE iSUMMARY

A iStudy ion i“Employee iSatisfaction iof iEmployees” iwas icarried iout iin iILP iOVERSEAS. iThe
imain iobjective iof ithe iresearch iwas ito ifind ithe isatisfaction ilevel iof iemployees iin ithe
iorganization.

Employee isatisfaction iis iessential ito ithe isuccess iof iany ibusiness. iThe iimportant ifactors
ithat iare ito ibe iconsidered iin ithe iemployee isatisfaction iof iemployees iare isalary,
ipromotion, iworking icondition, iand iso ion...

The istudy iwas idone ias ipart iof iDescriptive iResearch. iConvenience isampling itechnique iwas
iemployed ifor iselecting ithe isample. iThe iprimary idata iwas icollected iby imeans iof
iquestionnaire. iThe isecondary idata iwas icollected ifrom ithe icompany irecords iand iwebsites.
iA istructured iquestionnaire iwas igiven ito ififty iemployees iand ithe idata iwas icollected ibased
ion ithe isame. iThe idata iwas ianalyzed iusing ipercentage imethod iand iLikert iscale imethod.
iUtmost icare ihas ibeen itaken ifrom ithe ibeginning iof ithe ipreparation iof ithe iquestionnaire
itill ithe ianalysis, ifindings iand isuggestions. iThe ianalysis ileads iover ito ithe iconclusion ithat
imajority iof ithe iemployees iare isatisfied. iDissatisfaction iwith ireference ito isome iof ithe
ifactors iwas ialso ireported.It iwas ifound ithat idissatisfaction iamong iemployees iwill iaffect
ithe iwork iperformance iand iproductivity iof ithe iorganization. iValuable isuggestions iand
irecommendations iare ialso igiven ito ithe icompany ifor ithe ibetter iprospects.

1.2 iRESEARCH iPROBLEM

Employee iare ithe iasset iof iany iorganization. iIt iis ithrough ithe iemployees. iThe iorganization
iachieves iits iobjectives. iIt iis ivery iimportant ifrom ithe iorganization ipoint iof iview ito ikeep
ithem isatisfied. iThe ipurpose iof istudy iis ito iunderstand ithe ilevel iof isatisfaction iamong ithe
iemployees ito iILP iOVERSEAS iand isuggest ithe iarea ifor iimprovement iif iany.
CHAPTER i1
iiiiiiiiii
iINTRODUCTION
i ii INTRODUCTION
ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii ii iiINTERNATIONAL iiLEAENING iiPLANNER
iiOVERSEAS

International i i Learning i i Planners i i also i i known i i as i i ILP i i is i i one i i of i i the

i i largest iand i i most i i W e l l - known i i foreign i i education i i consultant i i in i i India.
International iiLearning iiPlanners iihas iia iihighly iiexperienced iiand iiqualified iiteam
i i for i i providing i i best i i education i i to i i all i i the i i students i i who i i are i i aiming
i i to icrack i i GMAT, i i GRE, i i SAT, i i ACT, i i IELTS i i and i i TOEFL i i with i i minimal
i i efforts. i i Our iteaching i i methodology i i is i i diversified i i as i i per i i the i i needs
i i of i i each i i and i i every istudent. iiWe iiprovide iidifferent iilearning iimodes iito iiall
iithe iistudents iias iiper itheir i i interest.
International iiLearning iiPlanners iiplay iia iivital iirole iiin iiproviding iiquality
iieducation iito iistudents iiwho iiare iiinterested iito iistudy iiin iiforeign iiuniversities.
iiAt iiILP iiwe iiguide iieach iiand iievery iistudentithrough iithe iientire iiIELTS iiexam
iisyllabus. iiMoreover, iiwe iialso iiprovide iithem iithe iiIELTS iiexam iisample iipaper
iito iimake iisure iithat iithey iiare iiconfident iienough iibefore iiappearing iifor iian
iiactual iiexamination. i i Our i i unique i iteaching i i methodology i i makes i i us i i one
iof i i the i i best i i IELTS iicoaching i i institute i i in i i entire i i Surat.

ii ii iiThe iiInternational iiLearning iiPlanners iiteam iihas iimore iithan ii14 iiyears iiof iiexperience
iiin iioverseas iieducation iicounselling, iiadmission iicounselling, iivisa iicounselling, iischolarship
iicounselling i i as i iwell i ias i i coaching i i classes. i i We ii have i i successfully iplaced iimore iithan
ii10,000 iistudents iiin iithe iiworld’s i i best i i colleges ias i i well i i as i i universities.
POLICIES i i OF iiCOMPENSATION iiAND i i BENEFITS i i FACTORS
 Wages i i and i i Salary

 Benefits
 Rewards i i And i i Penalties

PROMOTION iiAND i i CAREER i i DEVELOPMENT i i FACTORS

> Opportunities iifor i i promotion.

> Training i i program i i participated i i or i i will i i do.
> Capacity iiof i i career i i development.

WORK i i TASK iiFACTORS

• Quantity i i of i i task.
 • Difficult i i level i i of i i task.

RELATIONSHIP iiWITH i i SUPERVISORS i i FACTORS

 Level i i of i i coaching
 Level i i of i i assignment i i for i i employee.
 Treatment i i of i i Employee i i etc.

WORKING iiCONDITION i i AND i i ENVIRONMENT i i FACTORS

• Tools i i and i i equipment.

• Working iimethods
• Working iienvironment

CORPORATE iiCULTURE i i FACTORS

Relationship i i with iico-workers
Level i i of i i sharing i i etc...

ILP i i Overseas i i founded i i in i i 2007

About i i ILP i i Overseas iiEducation i i Growing i i from i i one i i main i i purpose;
iito iprovide iicomprehensive iistudy iiabroad iiopportunities iifor iiIndian
iistudents, iiILP iiOverseas iihas iibecome iia iipioneer iiin iithe iioverseas
iieducation iiindustry. iiFounded iiin ii2007, iiILP i i Overseas i i has i i over i i 14
iiyears i i of i i experience i i in i i University i i of i i Arizona, i i Tucson.
International iiLearning iiPlanners iiplay iia iivital iirole iiin iiproviding iiquality
iieducation iito iistudents i i who i i are i i interested i i to i i study i i in i i foreign
iiuniversities. iiILP iiOverseas iifocuses iion iiproviding iia iimeaningful iisemester iand
iiabroad iiexperience iifor iicollege-age iivolunteers iiwhich iimakes iia iidifference
i i by i i helping i i children i i in i i foreign i i countries.
At iiILP iiOverseas iiwe iiguide iievery iistudent iithrough iithe iientire iiexam
iisyllabus. i i Moreover, i i we i i also i i provide i i them i i the i i sample i i paper
i i to i i make isure iithat iithey iiare iiconfident iienough iibefore iiappearing iifor iian
iiactual iiexamination.
We i i provide i i unique i i teaching i i methodology i i makes iithem i i one i i of i i the
i i best icoaching i i institute
The iiInternational iiLearning iiPlanners iiteam iihas iimore iithan ii14 iiyears iiof
iiexperience iiin iioverseas i i education i i counseling, i i admission i i counseling, iivisa
iicounseling, iischolarship iicounseling iiwell iias iicoaching iiclasses. iiThey ihave
 i i successfully i i placed i i more i i than i i 10,000 i i students i i in i i the i i world’s
i i best icolleges i i as i i well i i as i i universities i i around i i the i i world.

Achievements iiof iiILP iiOverseas:

1) We i i successfully i i placed i i more iithan i i 10,000+ i i students iiabroad i i in

i i the ilast i i 14 i i years i i with i i good i i quality i i of i i education.
2) We i i provide i i a i i 100% i i Admission i i success i i rate.
3) We i i provide i i 100% i i VISA i i facilities.
4) High i i IELTS i i and i i TOEFL i i exam i i scores i i for i i our i i students.
5) ILP iiOverseas iihelps iiin iiIndependent iiRecognition iifrom iivarious
iindustry i i bodies.
6) ILP i i overseas i i provides i i students i i to i i experience iinew i i countries
i i and ilifestyles.
7) Organized i i a i i host i i of i i education i i fairs i i that i i have i i resulted i i in
i i catering i i to ithousands i i of i i students i i being i i placed i i in i i universities
i i worldwide.

Implementation i i of i i ILP i i Overseas i i :

 ILP iiOverseas iihas iivarious iimeetings iiwith iiUniversity iidelegates iifrom
iiforeign iicountries iiover ii200+ iiuniversities iifor iidirect iiinterviews,
iiapplication iifee iiwaivers, iispot iiadmission iioffers, iiand ischolarships.
 ILP iiOverseas iihas iia ii100% iisuccess iirate iiwith iian iiadmission iiof
iistudents iito iicolleges/universities iiin iithe iiUSA, iiUK, iiCanada,
iiAustralia, iiNew i i Zealand, ii iiSingapore, iiFrance, iiSwitzerland, i i and
iItaly, i i etc.
 ILP i i Overseas i i has i i a i i 100% i i success i i rate i i with i i expert i i Visa
i i Guidance ithrough iipersonalized iitailor i i that i i benefits i i students i i to
i i improve iitheir i i knowledge i i by i i made i i consulting i i services.
Focus i i on i i Scholarships, i i bursaries, i i and i i application i i fee i i waivers i i to i i help
reduce i i your i i financial i i burden. i i Small i i batch i i size iicoaching i i was
i i provided ifor i i IELTS, i i TOEFL i i & i i PTE i i results.
 Personal iiguidance iiby iiexperts iifor iicourse, iiuniversity, iiand iicountry
iselection iibased iion iiyour, iicareer iigoals, iibudget, iiand iiother
iipreferences, i i etc.
 Assistance iiwith iiuniversity/college iiapplication iiforms, iischolarship
iprocurement iiforms, iidocument iipreparation, iiand iiediting iiof iidocuments
i i like i i essays, i i recommendation iiletters, i i resumes, i i etc.
 Constant iifollow-up iiwith iithe iiuniversity iiadmission iiofficers iifor
iadmission i i offer i i letters, i i flyers, i i and i i scholarships, i i etc.
· From i i over i i 200+ i i universities iifor i i direct i i help i i with i i education i i loans,
airline iiticketing iiwith iiextra iiluggage, iiinsurance, iihousing iiaccommodation, iiairport
iipick-up iiservices, iiforeign iiexchange, iietc. iito iensure i i you i i have i i a i i smooth
i i landing i i at i i your i i destination.

OBJECTIVE ii

PRIMARY iiOBJECTIVE

• The i i primary i i objective i i of i i the i i research i i is i i to i i find i i employees’

i i satisfaction ilevel i i of i i the i i organization.

SECONDARY iiOBJECTIVES

• To i i access i i the i i general i i attitude i i of i i the i i employees i i towards i i ILP i i Overseas

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

• To i i know i i how i i employee’s i i opinion i i about i i work i i place, i i pay i i and i i benefits.

• To iistudy iiand iianalyses iithe iivarious iifactors iiaffecting iithe iiemployee

isatisfaction i i level.
Products iiand iiservices iioffered iiby iiILP iioverseas
 Service i i on i i Counseling i i on i i Admission:
and i i most iwell-known iiforeign iieducation iiconsultants iiin iiIndia. iiIt iimakes iia
iistudent iiencouraged i i for i i counseling. i i Now, i i ILP iiis i i renowned
i i throughout i i the iiworld iifor i i its i i admission i i counseling i i because i i it
i i helps i i young i i teenagers iito i i overcome i i their i i studies i i abroad.
 Service i i on i i Counselling i i on i i VISA i i facilities
International iiLearning iiPlanners iihas iia iiteam iiof iithe iibest iivisa iicounselors iiin
iiIndia. iiIn iithe iihistory iiof iiILP iiOverseas iithere iihave i i always iibeen iitrained
iiprofessional iiwho iihelp iistudents iiachieve iitheir iiaspirations iand iifull-potential.
iiThere iiare iiInternational i i Learning i i Planners i i has i i a iiteam iiof iithe iibest
iivisa iicounselors iiin iientire iiIndia. iiThere iiare iivery iiwell iitrained iiand iihave
iimore iithan ii14 iiyears iiof i i experience i i in i i the i i visa iicounseling i i process.
i i So i i a i i student i i can i i grasp i i the i i opportunity.
 Service i i related i i to i i support i i of i i students:
Even iithough iithey iihave iia iiteam iiof iiexperts i i as i i they i i became i i the
iifriend i i of i i students. i i They i i understand i i that i i studying iiabroad i i for
i i the i i first itime iican iibe iia iihuge iichallenge iifor iimost i i of i i us. iiSo, i i ILP
i i provides i i for i i a iihost i i of i i support i i services.
 Service i i on i i coaching i i classes:
International iiLearning iiPlanners i i provide i i in-depth i i knowledge i i for iiall
i i the i i examinations i i such i i as i i GRE, i i GMAT, i i IELTS, i i and i i many i i more.
i i They iprovide i i the i i best i i coaching i i classes i i for i i all i i English i i entrance
i i exams.
 Additional iiValue-adding i i Services:
The iiInternational iiLearning iiPlanners i i team i i has i i more i i than i i 14
i i years iiof i i experience iiin i i overseas iieducation iicounseling, iiadmission
iicounseling, ivisa i i counseling, i i scholarship i i counseling i i as i i well i i as
i i coaching i i classes.
They i i have i i successfully i i placed iimore i i than i i 10,000 i i students iiin i i the
iworld’s i i best i i colleges.
 Service i i for i i Scholarships:
ILP iihas iian iioutstanding iitrack iirecord iiin iiprocuring iischolarships iiand
iifinancial i i aid i i for i i our i i students, i i from i i universities iiaround i i the
i i world. i i Each ischolarship i i application i i form i i is i i submitted i i with i i the
i i utmost i i precision iiand i i all i i requirements i i duly i i fulfilled.
ii ii ii ii iiILP i i Overseas i i is i i the i i most i i popular i i and i i one i i of i i the i i largest
SCOPE iiOF iiILP iiOVERSEAS
 ILP i i Overseas i i study i i in i i the i i USA:
ILP i i Overseas i i contribute iito i i every i i student’s iicontinent i i in i i the
i i world ichoose i i to i i study i i in i i the i i USA i i because i i it i i is i i a i i land
i i of i i opportunity.
USA i i education i i can i i afford iithem i i the i i best i i career i i prospects i i in
i i near ifuture.
American iiuniversities iiare iiwell iiknown iito iihave iilarge iicampuses iithat iisupport
iistudents i i in i i their i i academic i i needs iiby i i having i i 24/7 i i library iiaccess,
iilearning iicenters, iitechnology iicenters, iiand iimany iiother iifeatures ithat iiboost
iiprofessional iicareer iiaspects iiof iia iistudent i i such i i as i i career iiaffairs iiand
iimany iifuture iiILP iiOverseas iihelp iiyou iiwith iithe iibest iiIELTS iiteaching i i so
i i you i i can i i get i i a i i good i i scholarship.
ILP i i Overseas i i study i i in i i the i i UK:
 ILP iiOverseas, iiUnited iiKingdom iiis iialso iiknown iias iithe iiUK, iiis
iithe isecond i i most i i popular i i destination i i for i i students i i in
i i the i i world.
 ILP iiOverseas iiUK iihas iithe iibest iiquality iiof iieducation iiin iithe iientire
iiworld i i since i i it i i is i i assessed i i by i i official i i bodies i i such i i as i i the
i i Quality iAssurance i i Agency.
 They i i guarantee iithat i i institutes i i in i i the i i UK i i maintain
i i the i i long- istanding i i tradition i i of i i excellence i i in
i i education.
 ILP i i Overseas i i study iiin i i Canada:
 ILP iiOverseas iiCanada iiis iiconsidered iito iihave iione iiof iithe
iibest iieducation iisystems i i in i i the i i world i i with i i a
i i diverse i i multi-cultural ilandscape.
 ILP iiOverseas iiCanada iigives iistudents iinumerous iiopportunities
iito iibroaden i i their i i educational i i and i i cultural i i horizons i i and
i i if i i that’s i i not iienough, i i the i i cost i i of i i living i i and i i tuition
i i fees i i for i i international istudents.
 ILP i i Overseas i i study i i in i i Singapore:
 ILP i i Overseas i i Singapore i i is i i very i i popular i i if i i a
i i student i i wants i i to istudy i i Agriculture, i i Business, i i or i i a
i i related i i field i i overseas.
 ILP iiOverseas iiSingapore iihas iia iireputation i i for i i academic
iiexcellence iiall iiover iithe iiworld. iiSingapore iihas iibeen iinamed
iithe iibest-performing iilocation iifor iithe iiprogram iifor
iiInternational iiStudent iiAssessment ii(PISA) iitest iiconducted iiby
iithe iiOrganization ifor i i Economic i i Co-operation i i and
i i Development.
 ILP i i Overseas i i study i i in i i New i i Zealand:
  New i i Zealand i i is i i a i i very i i peaceful i i country i i in i i the i i entire i i world.
ILP iiOverseas iiNew iiZealand iiprovides iiplenty iiof iiopportunities iito
iiinternational iistudents iiin iiterms iiof i i full-time i i employment
i i and i i PR iion i i completion i i of i i education iibut i i the i i private,
iipublic i .

 ILP i i Overseas i i Singapore i i is i i very i i popular i i if i i a i i student

i i wants i i to istudy i i Agriculture, i i Business, i i or i i a i i related
i i field i i overseas.
 ILP iiOverseas iiSingapore iihas iia iireputation i i for i i academic
iiexcellence iiall iiover iithe iiworld. iiSingapore iihas iibeen iinamed
iithe iibest-performing iilocation iifor iithe iiprogram iifor
iiInternational iiStudent iiAssessment ii(PISA) iitest iiconducted iiby
iithe iiOrganization ifor i i Economic i i Co-operation i i and
i i Development.
 ILP i i Overseas i i study i i in i i New i i Zealand:
 New i i Zealand i i is i i a i i very i i peaceful i i country i i in i i the i i entire i i world.
 ILP iiOverseas iiNew iiZealand iiprovides iiplenty iiof
iiopportunities iito iiinternational iistudents iiin iiterms iiof i i full-
time i i employment i i and i i PR iion i i completion i i of
i i education iibut i i the i i private, ii iipublic i i and i i vocational
iinstitutions i i offer i i sterling i i facilities.
 ILP iiOverseas iiqualifications iiare iihighly iireputable iiand
iivalued ithroughout i i the i i world.
 ILP i i Overseas i i study iiin i i Switzerland:
 ILP iiOverseas iiis iia iigreat iiplace iito iireceive iihigher iieducation iiin
iithe ientire i i country.
 Six iiuniversities iiin iiSwitzerland iireceived iiawards iifor iiinternational
istudent i i satisfaction.
 Since iiILP iiOverseas iimakes i i most i i of i i the i i universities i i of
iiSwitzerland iiare iihighly iireputable iiall i i around i i the i i world
i i most i i of iithe i i students i i are i i confident i i enough i i to
i i pursue i i their i i graduation i i in iSwitzerland.
 ILP i i Overseas i i study iiin i i Australia:
 Currently, i i Australia i i is i i considered i i to i i be i i the i i third
i i most i i popular idestination iifor i i international iieducation
i i among iiIndian i i students.
 In i i addition i i to i i that, i i some i i countries i i consider i i Australia
i i to i i be i i the ifirst i i choice i i of i i study i i destination.
 ILP iiOverseas iiprovides iiinnumerable iicourses iiavailable
iifor i nternational i i students i i to i i study i i in i i Australia.
 ILP i i Overseas i i study i i in i i Russia
 ILP iiOverseas iiRussia iiis iia iipopular iichoice iiof iiinterest iifor
iiinternational iistudents iibecause i i they i i provide
iinumerous iicourses iranging iifrom iiliterature iito iiart,
iihistory, iiand iiRussian iilanguage iistudies.
 In i i Russia, i i international i i students i i are i i likely i i to
i i receive i i a i i quality ieducation i i in i i a i i culturally
i i diverse i i environment.

 ILP i i Overseas i i study i i in i i Europe

 Many iiinternational iistudents iiopt iifor iiEuropean iicountries
iifor iitheir igraduation i i because i i of i i their i i friendly
i i nature.
 ILP i i Overseas i i makes i i most i i of i i the i i European i i country’s i i effort
i i to
 convince i i their i i foreign i i graduates iito i i stay i i and
i i work i i after igraduation i i to i i students.
iChapter i:-2 i i i iLiterature iReview i i i
LITERATURE i i REVIEW

According iito iiMoyes, iiShao i i & iiNewsome ii (2008) iithe iiemployee iisatisfaction
ii may iibe iidescribedias iihow iipleased iian iiemployee iiis iiwith iihis iior iiher iiposition
ii of iiemployment. iiAs iiSpector ii(1997) iidefined iijob iisatisfaction iias iiall iithe
ii feelings i i that iia i i given iiindividual iihas iiabout iihis/her iijob iiand iits iivarious
ii aspects. iiEmployee iisatisfaction iiis iia iicomprehensive iiterm iithat iicomprises iijob
ii satisfaction iiof iiemployees iiand iitheir iisatisfaction iioverall iiwith iicompany’s
ii policies, iicompany iienvironment i i etc.
According iito iiNancy iiC. iiMorse ii(1997) i i “Satisfaction i i refers ii to ii the ii level
ii of iifulfillment i i of iione’s iineeds, iiwants iiand iidesire. iiSatisfaction iidepends
ii basically i i upon i i what i i an iiindividual iiwants iifrom iithe iiworld, iiand iiwhat iihe
ii gets.” i i Employee i i satisfaction i i is ii a ii measure i i of iihow iihappy iiworkers
ii are iiwith iitheir iijob iiand iiworking iienvironment. iiIt iiis iicertain iithat iithere iimay
ii be iimany iifactors iiaffecting iithe iiorganizational iieffectiveness iiand iione iiof iithem
ii is iithe iiemployee iisatisfaction. iiEffective iiorganizations iishould iihave iia iiculture
ii that iiencourages iithe iiemployee iisatisfaction, i i Bhatti ii& i i Qureshi, i i (2007)
According iito i i Jasna i i Auer i i Antoncic, i i Bostjan i i Antoncic, i i (2011) i i "Employee
i i satisfaction

(composed iiof iifour iidimensions: iigeneral iisatisfaction iiwith iiwork; iiemployee

ii relationships; iiremuneration, iibenefits iiand iiorganizational iiculture; iiand
ii employee iiloyalty). iiThe iimodel's iiunderlying iihypotheses iiwere iiconceptually
ii developed iiand iiempirically iitested.The iifindings iisupport iithe ii hypothesized
ii relationships ii between i i employee i i satisfaction, i i intrapreneurship iiand
ii growth. iiThe iiinfluence iiof iithe i i control iivariables i i was ii also ii assessed ii in
ii the i i model iiand iifirm i i age i i was i i found i i to i i be i i influential.

According iito iiJosé i i Varela i i González, i i Teresa i i García i i Garazo, i i (2006)

i i "Structural iirelationships ii between i i organizational i i service ii orientation,
 ii contact ii employee i i satisfaction iiand iicitizenship iibehavior iiis iito iicontribute
ii to iithe iiknowledge iiof iihow iiorganization iiservice iiorientation ii(OSO) iiinfluences
ii job iisatisfaction i i and ii organizational ii citizenship i i behavior ii(OCB) iiof
ii customer‐contact iiemployees. iiThe iiempirical iiresults iienable iione iito iiidentify
ii the iidimensions iiof iiOSO i i on i i which i i the i i managers i i of ii hotel i i firms
i i should i i place i i greater iiemphasis i i in i i order i i to i i stimulate i i employee i i job
ii satisfaction i i and i i OCB.

In iigeneral, iimost iidefinitions iicover iithe iiaffective iifeeling iian iiemployee iihas
ii towards iitheir iiprofession. i i This i i could i i be i i the i i job i i in i i general i i or i i their
ii outlooks i i towards i i specific i i aspects i i ofiit, iisuch iias: iitheir iicolleagues, iipay iior
ii working iiconditions ii(Luthans, ii1992.). iiIn iiaddition, iithe iiscope iito iiwhich iijob
ii outcomes iimeet iior iigo iibeyond iiexpectations iimay iidecide iithe iilevel iiof iijob
ii contentment ii(Taber, ii1995) ii. iiHowever, iijob iisatisfaction iiis iinot iionly iiabout
ii how iimuch iian iiemployee iitake iipleasure iiin iidoing iiwork. iiTaber iiand iiAlliger
ii (Maslow, ii1995) iiFound iiother iimeasures ii(such iias, i i level iiof iiconcentration
ii required i i for iithe i i job, i i level iiof iisupervision, i i and iitask iiimportance) iiall
ii had iino iiimpact iion iisatisfaction. iiThis iistudy iidemonstrates iithat iithe
ii accumulating iipleasure i i of ii work i i responsibilities iiadded i i up i i to i i overall i i job
ii satisfaction.

ii ii
 Objective ii

PRIMARY iiOBJECTIVE

The i i primary i i objective i i of i i the i i research i i is i i to i i find i i employees’ i i satisfactionilevel i i of

i i the i i organization.

SECONDARY i i OBJECTIVES

To i i access i i the i i general i i attitude i i of i i the i i employees i i towards i i ILP i i Overseas

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

To i i know i i how i i employees i i opinion i i about i i work i i place, i i pay i i and i i benefits.

To i i study i i and i i analyses i i the ii various i i factors i i affecting i i the i i employeeisatisfaction i i level.
RESEARCH i i METHODOLOGY
The iidata iineeded iifor iithe iistudy iiis iicollected iifrom i i the i i employees,
i i through ii questionnaire. iiAnalysis iiand iiinterpretation iihas iibeen iidone ii by

iiusing iithe i i statistical iitools iiand ii data i i presented i i through i i tables i i and

i i charts.

RESEARCH i i DESIGN
The iistudy iiwas iibased iion iisurvey iimethod. iiThe iiaim iiof iithe iistudy iiis iito iifind
iisatisfaction iilevels i i of ii employees.

SAMPLE i i DESIGN
A i i sample i i design i i is i i a i i definite i i plan i i for i i obtaining i i a i i sample i i from i i a
i i given i i population.

Convenience i i sampling i i method i i used ii in ii selected i i samples.

PERIOD i i OF i i STUDY
This iistudy iion iiemployee iisatisfaction iiwas ii conducted i i during iithe i i period
i i of iiTwenty iiOne i i Days.

SAMPLE i i SIZE
The i i sample i i size i i of iithis i i study i i is i i 50 iirespondents.
DATA i i COLLECTION
The i i data iicollected i i for i i the i i study i i consists i i of iiboth ii primary i i and
i i secondary i i data.

PRIMARY i i DATA
In i i this i i study i i primary i i data i i were i i collected i i through i i personnel
i i interview i i using i i questionnaire.iThe i i questionnaire ii was ii administered ii to

ii fifty i i employees i i of iiUAS i i INTERNATIONAL

SECONDARY i i DATA
Secondary i i data iifor ii this i i study i i was iicollected i i from.
Previously i i published i i records, iistatistics, i i research iireports iiand ii documents.
Books, ii Periodical i i and iiwebsites.
QUESTIONNAIRE
In i i this i i study i i the i i researcher i i have i i used i i a i i questionnaire i i consisting i i of
i i twenty i i multiple i i choiceibased i i questions

TOOLS i i USED i i FOR i i ANALYSIS

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

GRAPHICAL i i REPRESENTATION ii OF i i DATA

Graphical i i Representation i i tool i i such i i as i i Bar i i Graphs i i and i i Pie i i Charts
i i have i i been i i used i i for i i theidata i i analysis

Questionnaire
 Are iiyou iisatisfied iiwith iicurrent iihome iiwork iipolicies?

Yes ii

NO

 have iiyou iiever iiheard iiabout iiILP iiOverseas?

Yes ii

No

 how iiold iiare iiyou ii?

under ii18 ii

18-25 ii

25-45 ii

45 iior iimore ii

 where iido iiyou iilive?

 what iiare iithree iimost iicommon iitopics iiof iiconversation

ii amongst iiyour iifriend?

a.
 b.
c.

iiiiiiiiiiiiiiiiiiiiiiiiiiii
Chapter:-3
Data iinterpretation
i i i i iiDATA iiANALYSIS iiAND iiINTERPRETATION

TABLE iiNO.6.1: iiWORKING iiEXPERIENCE iiOF iiEMPLOYEES

EMPLOYEES NO iiOF PERCENTAGE

iiRESPONDENTS
Below ii2 10 20%
iiyears
2-5 iiyears 14 28%
Above ii10 26 82%
iiyears
Total 50 100

CHART iiNO. ii6.1: iiWORKING iiEXPERIENCE iiOF iiEMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5 years Above 10 years

NO OF RESPONDENTS

iiINTERPRETATION

From iithe iiabove iitable, ii20% iiof iiemployees iihave iithe iiworking
iiexperience iibelow ii2 iiyears iiand ii28% iiin iibetween ii2-5 iiyears, iiat iithe
iitime ii82% iiemployees’ iiwork iiabove ii10 iiyears iiin iithis iiinstitution
TABLE iiNO. ii6.2: iiSATISFACTION iiOF iiEMPLOYEES iiIN
iiTRAINNING iiAND iiPROGRAMMES

NO iiOF
OPINION iiRESPONDENTS PERCENATGE
Highly iiSatisfactory 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100

CHART iiNO. ii6.2: iiSATISFACTION iiOF iiEMPLOYEES iiIN

iiTRAINNING iiAND iiPROGRAMMES

40%
35%
30%
25%
20%
15%
10%
5%
0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION

From iithe iiabove iitable ii36% iiof iiemployees iiare iihighly iisatisfied iiin
iitraining iiprogrammes, ii40% iiof iiemployees iisatisfied iiand ii24%
iidissatisfied. ii
TABLE iiNO. ii6.3: iiOPINION iiOF iiEMPLOYEES iiIN iiSAFETY
iiMEASURES iiOF iiINSTITUTION

OPINION NO iiOF PERCENTAGE

iiRESPONDENTS
Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100

CHART iiNO. ii6.3: iiOPINION iiOF iiEMPLOYEES iiIN iiSAFETY

iiMEASURES iiOF iiINSTITUTION

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

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

Form iithe iiabove iitable ii72% iiof iiemployees iihad iigood iiopinion iiabout
iithe iisafety iimeasure iiand ii16% iihad iibad iiopinion, iisame iitime ii12%
iiemployees iihad iiaverage iisafety iimeasure iionly iiprovided.
TABLE iiNO.6.4: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES
iiLEAVE iiPROVIDED

SATISFACTORY NO iiOF PERCENTAGE

iiLEVEL iiRESPONDENTS
Highly iisatisfactory 20 40%
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100

CHART iiNO.6.4: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES

iiLEAVE iiPROVIDED

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii40% iiof iiemployee iihighly iisatisfied iiin iitheir
iileave iiprovided, ii44% iiare iisatisfied iiand ii16% iidissatisfied.
TABLE iiNO. ii6.5: iiSHOWING iiWHETHER iiTHE iiEMPLOYEE
iiOFFER iiTO iiREALISE iiEMPLOYEES iiAPPLICATION iiAND
iiAMBITION

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 12 24%
No 8 16%
Can’t iisay 30 60%
Total 50 100

CHART iiNO. ii6.5: iiSHOWING iiWHETHER iiTHE iiEMPLOYEE

iiOFFER iiTO iiREALISE iiEMPLOYEES iiAPPLICATION iiAND
iiAMBITION

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii24% iiof iiemployees iiare iisatisfied iiand ii16 ii%
iiare iidissatisfied iialso ii60% iiof iiemployees iiare iinot iianswered iithe
iiquestion.
TABLE iiNO. ii6.6:SHOWING iiWHETHER iiEMPLOYEES iiTO iiGET
iiANY iiCHANCE iiTO iiBE iiINVOLVED iiAND iiIDENTIFICAL iiWITH
iiGOAL iiAND iiIMAGE

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 14 28%
No 6 12%
Can’t iisay 30 60%
Total 50 100

CHARTNO. ii6.6:SHOWING iiWHETHER iiEMPLOYEES iiTO iiGET

iiANY iiCHANCE iiTO iiBE iiINVOLVED iiAND iiIDENTIFICAL iiWITH
iiGOAL iiAND iiIMAGE

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

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii8% iiof iiemployees iito iiget iichance iito iibe
iiinvolved iiand iiidentified iiwith iigoal iiand iiimage. ii12% iishould iinot iiget
iichance iiand ii60% iiof iiemployees iiare iinot iianswered iithe iiquestion
TABLE iiNO.6.7:SHOWING iiWHETHER iiEMPLOYEES iiTO iiGET iiA
iiCHANCE iiIN iiPART iiOF iiDECISION iiMAKING

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 30 60%
No 6 12%
Can’t iisay 14 28%
Total 50 100

CHART iiNO. ii6.7:SHOWING iiWHETHER iiEMPLOYEES iiTO iiGET

iiA iiCHANCE iiIN iiPART iiOF iiDECISION iiMAKING

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii60% iiof iiemployees iiget iichance iito iibe iiinvolved
iiin iidecision iimaking ii12% iishould iinot iiget iichance iiand ii28% iiof
iiemployees iiare iinot iianswered iithe iiquestion.
TABLE iiNO.6.8:SHOWING iiWHETHER iiEMPLOYEES iiFEELS
iiGOOD iiTEAM iiSPIRIT iiEXIST iiIN iiYOUR iiWORK
iiENVIRONMENT

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 20 40%
No 10 20%
Can’t iisay 20 40%
Total 50 100

CHART iiNO. ii6.8: iiSHOWING iiWHETHER iiEMPLOYEES iiFEELS

iiGOOD iiTEAM iiSPIRIT iiEXIST iiIN iiYOUR iiWORK
iiENVIRONMENT

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii40% iiof iiemployees iifeels iithe iigood iiteam iispirit,
ii20% iishould iinot iifeel iiand ii40% iiof iiemployees iiare iinot iianswered iithe
iiquestion.
TABLE iiNO. ii6.9: iiSHOWING iiWHETHER iiEMPLOYEES iiTO iiGET
iiPROPER iiPROMOTION iiAND iiGROWTH iiOPPORTUNITES

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 34 68%
No 6 12%
Can’t iisay 10 20%
Total 50 100

CHART iiNO. ii6.9: iiSHOWING iiWHETHER iiEMPLOYEES iiTO

iiGET iiPROPER iiPROMOTION iiAND iiGROWTH iiOPPORTUNITES

40

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii6% iiemployees iito iiget iiproper iipromotion iiand
iigrowth iiopportunities, ii12% iiof iiemployees iishould iinot iiget, ii20%
iiemployees iiare iinot iianswered iithe iiquestion.
TABLE iiNO.6.10:SHOWING iiWHETHER iiSUPERVISOR iiLISTEN
iiTO iiTHE iiOPINION iiAND iiSUGGESTIONS

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 28 56%
No 8 16%
Can’t iisay 14 28%
Total 50 100

CHART iiNO.6.10: iiSHOWING iiWHETHER iiSUPERVISOR iiLISTEN

iiTO iiTHE iiOPINION iiAND iiSUGGESTIONS

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii56% iiof iiemployees iiare iiagreed iithat iisupervisor
iilisten iito iitheir iiopinions iiand iisuggestions, iibut ii10% iiemployees iiare
iidisagree iiand ii28% iiemployees iiare iinot iianswered iithe iiquestion. ii
TABLE iiNO.6.11: iiSATISFACTION iiLEVEL iiOF iiEMPLOYYES iiIN
iiOVERALL iiALLOWANCES ii

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Yes 24 48%
No 16 32%
Can’t iisay 10 20%
Total 50 100

CHART iiNO.6.11: iiSATISFACTION iiLEVEL iiOF iiEMPLOYYES iiIN

iiOVERALL iiALLOWANCES ii

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

NO OF RESPONDENTS
PERCENTAGE

INTERPRETATION

From iiabove iitable ii48% iiof iiemployees iisatisfied iithe iioverall iiallowances,
ii32% iishould iinot iisatisfied iiand ii20% iiof iiemployees iiare iinot iianswered
iithe iiquestion.
TABLE iiNO. ii6.12: iiOPINION iiOF iiEMPLOYEES iiREGARDING
iiBEHAVIOUR iiAND iiSUPPORT iiOF iiMANAGEMENT

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Good 38 76%
Bad 4 8%
Average 8 36%
Total 50 100

CHART iiNO. ii6.12: iiOPINION iiOF iiEMPLOYEES iiREGARDING

iiBEHAVIOUR iiAND iiSUPPORT iiOF iiMANAGEMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From iiabove iitable ii76% iiof iiemployees iiare iishared iia iigood iiexperience
iiand ii8% iiin iia iiBad iilevel, ii16% iiin iiaverage iilevel.
TABLE iiNO. ii6.13: ii iiSHOWING iiWHETHER iiTHE iiEMPLOYEEES
iiSATISFACTIED iiWITH iiWORK iiFACLITITES iiPROVIDED iiBY
iiTHE iiCOMPANY

SATISFACTORY NO iiOF PERCENTAGE

iiLEVEL iiRESPONDENTS
Highly iisatisfactory 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100

CHART iiNO. ii6.13: iiSHOWING iiWHETHER iiTHE iiEMPLOYEEES

iiSATISFACTIED iiWITH iiWORK iiFACLITITES iiPROVIDED iiBY
iiTHE iiCOMPANY

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION:From iithe iiabove iitable ii36% iiof iiemployees iiare

iihighly iisatisfied iiand iithe iiwork iifacilities iiprovided iiby iithe iicompany.
ii20% iiare iisatisfied iiand ii24% iiof iiemployees iiare iinot iisatisfied
TABLE iiNO. ii6.14: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES
iiIN iiWORKING iiRELATIONSHIP iiWITH iiTHEIR iiSUPERVISOR

SATISFACTORY NO iiOF PERCENTAGE

iiLEVEL iiRESPONDENTS
Highly iisatisfactory 10 16%
Satisfied 38 74%
Dissatisfied 2 4%
Total 50 100

CHART iiNO. ii6.14: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES

iiIN iiWORKING iiRELATIONSHIP iiWITH iiTHEIR iiSUPERVISOR

40

35

30

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii16% iiof iiemployees iiare iihighly iisatisfied iithe
iiworking iirelationship iiwith iitheir iisupervisor iiand ii76% iisatisfied iiand
ii4% iiis iidissatisfied.
TABLENO. ii6.15: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES
iiLEAVE iiPROVIDED

SATISFACTORY NO iiOF PERCENTAGE

iiLEVEL iiRESPONDENTS
Highly iisatisfactory 44 88%
Satisfied 2 4%
Dissatisfied 4 8%
Total 50 100

CHARTNO. ii6.15: iiSATISFACTORY iiLEVEL iiOF iiEMPLOYEES

iiLEAVE iiPROVIDED

NO iOF iRESPONDENTS

Highly satisfactory Satisfied Dissatisfied

INTERPRETATION

From iithe iiabove iitable ii88% iiis iihighly iisatisfied iion iicompanies’
iimotivational iiprogrammes iiand ii4% iisatisfied iiand ii8% iidissatisfied.
TABLE iiNO.6.16:SHOWING iiWHETHER iiTHE iiEMPLOYEES
iiSATISFIED iiWITH iiTHE iiTIME iiOF iiTHE iiEMPLOYEE

SATISFACTORY NO iiOF PERCENTAGE

iiLEVEL iiRESPONDENTS
Highly iisatisfactory 36 72%
Satisfied 4 8%
Dissatisfied 10 20%
Total 50 100

CHART iiNO.6.16: iiSHOWING iiWHETHER iiTHE iiEMPLOYEES

iiSATISFIED iiWITH iiTHE iiTIME iiOF iiTHE iiEMPLOYEE

40
35
30
25
20
15
10
5
0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove ii72% iiof iiemployees iihighly iisatisfied iiwith iithe
iiworking iitime ii8% iisatisfied iiand ii20% iidissatisfied.

TABLE iiNO.6.17: iiOPINION iiOF iiEMPLOYEES iiREGARDING

iiREFRESHMENT iiAND iiRECREATION iiFACILITIES

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100

CHART iiNO.6.17: iiOPINION iiOF iiEMPLOYEES iiREGARDING

iiREFRESHMENT iiAND iiRECREATION iiFACILITIES

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION ii

From iithe iiabove iitable ii80% iiof iiemployees iihave iigood iiopinion iiabout
iirefreshment iiand iirecreation iifacilities iiand ii8% iihave iibad iiopinion iiand
ii12% iihave iiaverage iiopinion.
TABLE iiNO. ii6.18: iiOPINION iiREGARDING iiMANAGEMENT
iiSUPPORT iiIN iiEMPLOYYES iiSUGGESTIONS iiAND iiGRIEVANESS

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Good 6 12%
Bad 4 8%
Average 40 80%
Total 50 100

CHART iiNO. ii6.18: iiOPINION iiREGARDING iiMANAGEMENT

iiSUPPORT iiIN iiEMPLOYYES iiSUGGESTIONS iiAND iiGRIEVANESS

45
40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From iithe iiabove iitable ii12% iiof iiemployees iihave iigood iiopinion iiabout
iiand iiregarding iimanagement iisupport iiin iiemployees’ iisuggestion iiand
iigrievances.

TABLE iiNO. ii6.19: iiLEVEL iiOF iiUNDERSTANDING iiBY iiTHE

iiMANAGEMENT iiIN iiEMPOLYEE iiNEEDS iiAND iiWANTS
OPINION NO iiOF iiRESPONDENTS PERCENTAGE
Good 6 12%
Bad 4 12%
Average 38 76%
Total 50 100

CHART iiNO.6.19: iiLEVEL iiOF iiUNDERSTANDING iiBY iiTHE

iiMANAGEMENT iiIN iiEMPOLYEE iiNEEDS iiAND iiWANTS

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

NO OF RESPONDENTS

INTERPRETATION

From iithe iiabove iitable ii12% iiof iiemployees iihave iigood iiopinion
iiregarding iimanagement iiunderstanding iiof iiemployees iineed iiand iiwants.
ii12% iihave iibad iiopinion iiand ii70% iihaving iian iiaverage iiopinion.

TABLE iiNO. ii6.20: iiSATISFACTION iiOF iiEMPLOYEE iiIN iiWORK

iiENVIRONMENT

OPINION NO iiOF iiRESPONDENTS PERCENTAGE

Good 36 72%
 Bad 6 12%
Average 8 16%
Total 50 100

CHART iiNO. ii6.20: iiSATISFACTION iiOF iiEMPLOYEE iiIN iiWORK

iiENVIRONMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From iithe iiabove iitable ii72% iiof iiemployees iisatisfied iiwith iithe iiwork
iienvironment iiand ii12% iiof iithem iihaving iibad iiand ii16% iihaving iian
iiaverage iisatisfaction iiregarding iiour iistatement.

HYPOTHESIS iiTESTING

CHI-SQUARE iiTEST
H0: iiThere iiis iino iisignificant iirelationship iibetween iiemployees’
iisatisfaction iiin iiwork iifacilities iiand iiworking iirelationship iiwith
iisupervisor.

H1: iiThere iiis iisignificant iirelationship iibetween iiemployees’ iisatisfaction

iiin iiwork iifacilities iiand iiworking iirelationship iiwith iisupervisor.

OBSERVED iiFREQUENCIES

OBSERVED HIGHLY SATISFIE DISATISFIE TOTAL

iiFREQUENCY iiSATISFIE D D
D ii

Employees iiwork 18 20 12 50
iifacilities

Employees iiwork 10 38 2 50
iirelationship iiwith
iisupervisor

Total 28 58 14 100

CHI-SQUARE= ii∑ ii(0-E) ii2/E

O= iiObserved iiFrequency

E= iiExpected iiFrequency

Expected iiFrequency= iiRow iiTotal/Column iiTotal ii* iiGrand iiTotal

 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

∑ ii(O-E) ii2/E= ii12.82

Degree iiof iiFreedom= ii(c-1) ii(r-1)

5% iilevel iiof iisignificance= ii2

Table iivalue ii= ii5.991

COMMENT

As iithe iicalculated iivalue iiis iimore iithan iitable iivalue. iiTherefore iinull
iihypothesis iiis iirejected iiand iiit iiconcluded iithat iithere iiis iisignificant
iirelationship iibetween iiemployees’ iisatisfaction iiin iiwork iifacilities iiand
iiworking iirelationship iiwith iisupervisor.

FINDINGS

 Majority iof ithe iemployees iknow ithe ioverall igoals iof ithe icompany.
i
 Most iof iemployees iare ihighly isatisfied i(88%)with imotivational
iprogrammes iprovided iby ithe icompany. i
  Only i16% iof iemployees iare idissatisfied iwith ithe ileave iand iother
iconditions iprovided iby ithe icompany. i
 Majority iof ithe iemployees iare idissatisfied iwith ithe ichance ito ibe
iinvolved iand iidentified iwith ithe igoal iand iimage. i
 Majority iof iemployees iare isatisfied iwith ithe iallowances iprovided iby
ithe icompany. i
 Higher iportion iof iemployees iare isatisfied iwith ithe ipromotion iand
igrowth iopportunities iprovided iby ithe icompany. i
 Most iof ithe iemployees ialways iget ia ichance ia ipart iof idecision
imaking i(60%). i
 Majority iof iemployees isatisfied i(40%)with ithe igood iteam iexist iin
ithe iorganization. i
 Majority iof iemployee’s iopinion iare ithe isuperior ilisten ito itheir
iopinion iand isuggestion. i
 Only i16% iof iemployees iare inot ito iget ienough itime ito ispend iwith
iyour ifamily ion ileave ioccasion. i
 Most iof iemployees isatisfied i(72%)the itime iof ithe iemployee. i
 24% iemployees idissatisfied ithe itraining iprogrammes iconducted iby
ithe icompany. i
 Majority iof iemployees ihave ia igood iopinion iabout isafety imeasures
iprovided iby iinstitution i(72%). i

ANALYSIS

 Management ihave ito imake ieffective icommunication ichannels iin ithe

ifirm. i
  Management ishould itake iremedial imeasures ito iimprove igeneral
iworking icondition iof ithe ifirm ithere iby iemployees iwill ibe isatisfied
iin itheir iemployee. i
 Management ishould itake iproper icare ito imaintain iemployee-employer
irelationship. i
 Proper iguidance iand icounseling ishould ibe iprovided ito ithe
iemployees iso ithat itheir imental isatisfaction ican ibe iimproved. i
 Management ishould iprovide iproper isafety imeasures iin ithe
iorganization, iso ithe iemployees iwill ibe isecured iin ithe iemployee. i
 Management ishould iprovide ipromotional ifacilities ito ithe iemployees
ithen ionly ithey iwill ibe imotivated iin ithe iemployee. i
 Management ishould iprovide iproper ileave ito ithe iemployees. i
 Management ishould itake ieffective iwelfare imeasure-s ito imeet
iindustry istandards. i
 Management ishould iprovide imore iopportunities ito iemployees iin
iorder ito iparticipate iin idecision imaking. i
IMPLICATIONS i iOF iTHE iSTUDY

 This iis isubjected ito ithe ibasis iand iprejudices iof ithe

irespondents, ihence i100% iof iaccuracy icannot ibe iassured.

 The iresearch iwas icarried iout iin ia ishort ispan iof itime, iwhere iin

ithe iresearch icould inot iwiden ithe istudy.

 The iperiod iof istudy iwas itoo ishort. iSo iit iwas inot ipossible ito

icollect ithe irelevant iinformation iwith iin ithat iperiod.

 The ifindings iare ibased ion ithe ianswers igiven iby ithe iemployees,

iso iany ierror ior ibias imay ibe iaffect ithe ivalidity iof ithe ifinding
CONCLUSION
 As ia ipart iof iour iproject iwork, iI igot ian iopportunity ito ispend ia
iperiod iof ithirty ifive idays iin iILP iOVERSEAS. iIt ihelped ime ito
ianalyze ithe iworking iof ithe iorganization iwhich ihelped ias ito iconvert
iour itheoretical iknowledge iinto ipractical. i
 The ipresent istudy iis ian iearnest iattempt ito idetermine iemployee’s
isatisfaction iin iILP iOVERSEAS. iIt iis iindeed inecessary ifor iany
iorganization ito iunderstand ithe ineed iof itheir iemployees iand ifulfill
ithem ibefore ithey ileave ithe iorganization. iIf inothing iis idone iby ithe
iorganization ithen ithere iare ichances ito iloose italented iemployees
ifrom iany iorganisation ito iits icompetitors. iHence iit iis inecessary ifor
iany iorganization ito iensure iemployees isatisfaction. i

 From ithe istudy iit iwas iidentified ithat ithe imost iof ithe iemployees
iare isatisfied iwith ithe iemployee. iMajority iof ithe iemployees iare
isatisfied iwith ithe isalary istructure, ipromotional iprograms, iworking
icondition, iallowances iprovided iby ithe iorganization. iThey iare
ialso isatisfied iwith ithe iemployer-employee irelationship iand
icommunication ichannel iin ithe iorganization. iBut istill ionly i40%
iof ithe iemployees iget iopportunities ito iparticipate iin idecision
imaking. iAlso imajority iof ithe iemployees iare inot iprovided iwith
ithe iwelfare imeasures. iIf ithe ifirm iconcentrates iof ithe ifindings
iand isuggestions iof itheir isurvey, iwe ihopefully ibelieve ithat ithe
iorganization ican ifurther ibring iout itheir ilabor iwith ifull

isatisfaction iand iobtain igood iresult.

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