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For the training undergone at INDO ASIAN , FUSEGEAR LTD., MURTHAL Submitted in partial fulfillment of the requirement for the degree of M.B.A.-5 yrs. Integrated practice oriented programme (Session 2008-2013)
Director IMS, KUK
Roopali Antil Class-V Sem. Roll no.-57
INSTITUTE OF MANAGEMENT STUDIES KURUKSHETRA UNIVERSITY KURUKSHETRA
The successful completion of the project would have been far from reality without mentioning the people who made an indelible impression while making the project. I consider myself extremely fortunate that I have had an opportunity of working under the guidance of Mr. Anil srivastava (Asstt Manager – Pers & Admn) I would especially like to thank him for his guidance and support in completing the project and giving his insights into it and when required. He spent his precious time to share his creative thoughts, views, knowledge, and helped me to learn a gain under his valuable guidance. Last but not the least; I would like to thank the HR Department for assigning me a good project, under responsible and hard working persons. They have made this summer’s a real worth and a delightful experience that would stay for a lifetime with me paving my way towards professionalism.
Roopali Antil Institute of Management Studies KUK
I ‘ROOPALI ANTIL’ hereby declare that I have completed the project entitled “A Study on Job Satisfaction” assigned to me by “INDO ASIAN MURTHAL” for the training to be submitted in the partial fulfillment of M.B.A-5 yrs. Degree from Kurukshetra University. Further I declare that this is original work done by me and the information provided in the study is authentic to the best of my knowledge and belief. My training period was from 2July.2010 to 30July.2010. This study has not been submitted to any other institution or university for the award of any other degree or for any purpose . Dated: -30 .July. 2010 Name: -ROOPALI ANTIL Semester: - 5th Class Roll no.: -57 University exam roll no.: -
2.NO.TABLE OF CONTENTS S. 3. LIMITATIONS BIBLIOGRAPHY ANNEXURE TOPIC COMPANY PROFILE INTRODUCTION OF THE PROJECT RESEARCH METHODOLOGY ANALYSIS & INTERPRETATION PAGE NUMBER 2 . FINDINGS 6. 8. 1. 4. 7.
is slated to reach Rs. This marked the birth of INDO ASIAN. The superior quality of these products has earned them the respect of the Indian market and the world over where they are popular under the brand names: Indo Asian industrial plugs & sockets.. HARIDWR. control and conservation of electrical energy. Parwanoo. stop shock RCCBs. JALANDHAR INDO ASIAN FUSEGEAR LTD. and Compact Fluorescent lamps and other high technology.. to Rs. MURTHAL INDO ASIAN FUSEGEAR LTD. At present the group comprises the following companies:1) 2) 3) 4) INDO ASIAN FUSEGEAR LTD. and Jalandhar. 10 million in 1986. Indo Asian HRC fuse links and Contactors & Relays.ABOUT INDO ASIAN Indo Asian was formed in 1958 by a young group of technocrats indigenously developed India’s first sheet steel enclosed rewirable switch at Jalandhar in Punjab. 900 million last year. which today has grown into a multi product. Its modern manufacturing units at Sonipat. electrical products used for distribution. high quality electrical control and safety equipments. The group’s annual turnover... Once achieved. which grew from Rs. are being further augmented. The registered office of the group is located in Okhla New Delhi. NOIDA INDO ASIAN FUSEGEAR LTD. protection. 2500 million by the year 2007. LIGHTING DIVN. this would be largest production base in India of the next generation of RCCBs. Noida. multi Location Company specializing in manufacturing and marketing a wide range of high-tech. 2 .
Products manufactured by the INDO ASIAN are domestic products. special application products. industrial products and lighting products:- DOMESTIC PRODUCTS:- MCBs RCCBs DBs SPDs FR PVC Wires Wiring Accessories SPECIAL APPLICATION PRODUCTS:- Time Switches Plug and Socket 3 .
INDUSTRIAL PRODUCTS:- MCCBs Fuses Cubical Switch Onload changeover Rewirable Switches Feeder Pillars LIGHTING PRODUCTS:- CFLs FTLs Domestic Luminaries 4 .
e. designing and building products that not only protect and control but conserve and comprehensively manage mankind’s greatest asset i. trust us and use our products for protection of people. COMMITEMENT Our focus on “energy management” i.VISION Our vision “enriching quality of life by ensuring safe. electrical energy has enabled us to serve millions of our customers both in India and abroad with world class products. efficient and convenient use of electricity” has been our guiding force for development of new and better products. The culture of innovation and constant change has played a key role in our success. Today Indo Asian has emerged as a strong brand name and has proven track record both in domestic and international markets.e. property and possessions. Our deep commitment to social responsibility gives us much satisfaction as the fact that millions of customers in every corner of the world respect us. MISSION BETTER TECHNOLOGY BETTER QUALITY BETTER TOMORROW 5 .
A culture of innovation and constant change is essential for us to successed. Profitable growth is achieved through fostering mutually beneficial relations with all. Empowered people are the most valuable assets for our organization. 6 .VALUES OF INDO ASIAN Quality and care are vital for customer satisfaction.
ministry of electricity and water Muscat Oman.R. Ashok Leyland Ltd. Ceylon Electricity Board srilanka. our regular overseas market include Russia. Indonesia.. jorden. SVI OF ITALY 7 .. GERMANY 3) MENNEKES ELECTRO TECHNIC. Australia. GERMANY 5) TECHNOELECTRIC. Ltd.. Ministry of Electricity and water Dubai.. Australia persuasion listriknagra (PNL). AG. CPWD. Rahad corporation khartourn. GMBH & CO... Malaysia. Electricity Board. Hindustan Liver Ltd. PWD. Sudan. M. Syria.E. ministry of Electricity and water Doha. GROUP’S FOREIGN COLLABORATION The group’s pursuit of excellence is backed by extensive in-house R&D technical and commercial collaboration with world leaders such as:1) HEINRICH KOPP AG. Bovara Pvt. Srilanka. Water and Electricity company Abu Dhabi. CROSSING GLOBAL FRONTEIRS Indo Asian products are well accepted in countries around the world. Angola. GERMANY 4) KLOCKNER MOELLER CMBH.SOME OF INDO ASIAN MAJOR CUSTOMERS IN INDIA INCLUDES:Railway integral coach factory. and Cyprus. U. Indian Oil Corporation Limited.F Ltd. Some of our valued major foreign customers include public utilities in South Africa. Nepal. public utilities board Singapore. NTPC.A. Bluestar Ltd. Reliance Industries Ltd. GERMANY 2) DOEPKE & CO. Oil and natural gas commission. Jordanian Electric power supply company Amman.. Bajaj Auto Ltd. Tata Honeywell Ltd. Jakarta.. Iran. Dubai Electricity company Dubai.
excellence and worldwide acceptance.Was the first Indian manufacturer of electrical safety equipment. in fact. Especially. from materials procurement to product application. Indo Asian Fuse gear Ltd. with everything revolving around the customer's needs. checked by impartial bodies which is now a variety of Indo Asian products are ASTA tested and their manufacturing plants have won ISO 9001 certification from BVQ1. Asia as well as other developed countries. we have put in place Quality Management Cycle that works right around. we recognize that Quality holds the greatest insurance to our Customer. Quality of our products and processes is. UK. 8 . Ultimately. QUALITY-CENTERS AROUND THE CUSTOMERS The name "Indo Asian" is today synonymous with high quality in the field of electrical distribution and protection equipment in India. Indo Asian is all set of scales new heights of growth. At Indo Asian. in spite of certifications and recognitions . is our primary concern. when one manufacturer's product looks no different from anothers! Which is why. In fact. how well our products safeguard human lives and property.With over 150 highly qualified manages and 550 strong work force of quality conscious superbly trained personnel. to be awared ISO 9001 certification under the upgraded 1994 guidelines. customer's preferences and his objectives.
Besides proper evaluation of work. When work becomes interesting. the worker gets pleasure from the work.INTRODUCTION Job satisfaction is the result of various attitudes that the worker holds towards his job. Satisfaction in the job induces motivation and interest in the work. It is an established fact that job satisfaction usually leads to qualitative and quantitative improvement in performance. Every individual has certain needs and motives. More especially the personal pleasure that the worker gets from a job of his choice gives him tremendous psychological satisfaction. Any job. 9 . Moreover there are some situation factors responsible for job satisfaction. are also contributory factors. which he wants to fulfill. length of working hours. the work environment. Those jobs which provides the worker a chance to fulfill his interest and aptitude give him satisfaction motivates him for efficient and qualitative performance. which fulfills these needs and motives. behavior of supervisors. which fulfills these needs and motives which he wants to fulfill. It is probably the major aim of the workers to get maximum satisfaction from his job. scope for promotion and recognition of merit. inherited capacities. towards related factors and towards life in general. Some of the important causes of the job satisfaction are wages incentive system. Every individual has special abilities. which ultimately leads to the optimum productivity and organizational effectiveness. Any job. aptitudes. impartial behavior and social relationship with co-workers etc. interests and aspirations. security. gives him satisfaction. A satisfied employee is always a catalyst in the process gain.
with the aim to determine the contributory factors of the job satisfaction and the measures to be taken to improve it should be conducted on a large scale. Job satisfaction not only provide intrinsic motivation to work. Moreover the knowledge of attitude and factors leading to job satisfaction will provide scope for better selection procedure. In words of Morgan "Now work is specialized. absenteeism and production level. Under these circumstances. 10 . In all cases it is not necessary that high production always leads to job satisfaction. It may be kept in the view that job satisfaction is a personal and individual feelings. The result of several studies indicates that workers satisfied with their job produce more. but is also conductive to the all-round development of the organization because directly and indirectly it influences attitude. Because of specialization of work in modern industries work lack intrinsic interest and therefore the worker finds no incentive for work. morale. It is only from data of scientists research that the management can necessary steps be taken to improve job satisfaction. Thus Balchin has remarked "An effort should be made to give average worker a job which is not merely a means of earning a living but which has in it all the ingredient of life itself. Hence research in the field. Nevertheless. to provide interest in work and make job satisfactory and pleasant there is tremendous need for job satisfaction research.NECESSITY OF STUDYING JOB SATISFACTION The findings of several investigations suggest that job satisfaction is positively correlated with high production. Of course some other studies also do indicate. so devotion of intrinsic interest that the workmen find no incentives to work". it cannot be denied that production is partly a function of job satisfaction.
J. Keith Davis & J. is a set of favorable or . F. Feldman and H. W. Locks. "Job-satisfaction will be defined as the amount of overall positive effect (or feelings) that individually have towards their job". Arnold.A.C. Newstrom. D.DEFINITIONS OF JOB SATISFACTION Job satisfaction is defined as "a pleasure or positive emotional state resulting from the appraisal of one's job or job experience". "Jobs-satisfaction unfavorable feelings with which employees view their work".
Skill of work. Personal factors. Personal Factors : Age Sex. Size and location of the factory.12 DETERMINANT OF JOB SATISFACTION A clear-cut analysis of the Western and India studies throw light on some Variable of job satisfaction. Intelligence. Length of service. No. Education. Nature of Job. of dependents in family. Factors controlled by management. Personality. . 3. Fulfillment of personal needs. which may be divided into three categories. Factors related to job. 2. 1. Level of aspiration. Factors related to job : Initiative to establish oneself in job and opportunities available.
Relationship with co-workers. . Supervision. Security.13 Factors controlled by the Management : Salary. Scope for Promotion. Vocational Guidance. Working conditions. Responsibilities.
Five theoretical approaches to job satisfaction are :1. Two factor theory. Discrepancy Theory :This theory argues that satisfaction is the function of what a person actually received from his job situation and what he thinks he should receive or what he expect to receive. it causes dissatisfaction. various approaches to the study of job satisfaction have been taken up from the point of view of the individual. When actually received satisfaction is less than expected satisfaction. according to Locke. group and inter-individual comparisons. 4. "job satisfaction and dissatisfaction are function of the perceived relationship between what one wants from one's job and what one perceives in it offering. Porter thinks that satisfaction is the difference between that one actually received and what he feels he should receive. The difficulty with fulfillment approach to job satisfaction is that satisfaction is a function of not only what a person receives but also what he feels he should receive 2. This is the most widely accepted discrepancy approach to job satisfaction and is shown in fig. and/or wants to receive. 2. Fulfillment theory. Equity-discrepancy theory. 5. Discrepancy theory.14 THEORIES OF JOB SATISFACTION Till date. Equity theory. . Fulfillment Theory :Fulfillment theorists regard satisfaction in term of outcome (reward) a person receives on the extent to which a person's needs are satisfied. 1. Vroom also views satisfaction in terms of positively valued outcomes that a job provides to a person. 3.
*Job facets such as company policy and administration. person's satisfaction is determined by his perceived equity. salary. Mausner. although the feeling associated with them are different. 5. interpersonal relation and working condition termed as dissatisfaction. TWO FACTOR THEORY: Two factor theory was developed by Herzberg. responsibility and advancement are satisfied. On the other hand job facets such as achievement.15 [A=B] Perceived satisfaction. It may be seen from this formulation of two factors that a person can be both satisfied as well as dissatisfied at the same time. EQUITY THEORY: According to Equity theory. supervision. Under reward causes feelings of unfair treatment. recognition. Equity-Discrepancy Theory: . Either under reward or over reward can lead to dissatisfaction. interpersonal relation and working condition termed as dissatisfaction. They exist on separate continuum: one from satisfaction. work itself. neutral. It is also this factor which leads to satisfaction. while over reward leads to feeling of guilt and discomfort. [A<B] Perceived over satisfaction Perceived outcome received (A) Outcomes one feels he should received (B) 3. * Job facets such as company policy and administration. Their absence cause dissatisfaction but their presence does not result into positive satisfaction. neutral and the other from dissatisfaction neutral. Peterson and cap well and later supported by the researchers of Herzberg. 4. neutral. According to them: * Satisfaction and dissatisfaction are interdependent to each other. [A>B] Perceived dissatisfaction. salary. Mausner and Snyder man. supervision.
16 BENEFITS OF JOB SATISFACTION STUDY Management may drive several benefits from job satisfaction study. which department has feelings and whose feelings are involved (such and such supervisor.Survey also indicates specific areas of satisfaction or dissatisfaction (as with employees services) and particular groups of employees. . The Indian unit of one multinational company. people compare it with the output of comparison other (who have similar jobs and contribute similar inputs) and this act as an interviewing variable in their feeling of satisfaction and dissatisfaction. what parts of their job (say. A survey tell how employees feel about their jobs.are focused upon. He takes from equity the concept that in evaluating the outcomes of their impulses. fringe benefit etc). 2) Communications: Another benefit is the valuable communication brought by a job satisfaction survey. Communication flows in all direction as people plan the survey. The expected benefits are most likely to occur: 1) General Job Satisfaction: One benefit of surveys is that they give management an indication of the general level of satisfaction in company.Lawler combined the best features of both the equity and discrepancy theory to present his model of facet satisfaction. Another pharmaceutical company was to expand and it wanted to known what the feelings of the employees were in order to make necessary adjustment before the expansion. take it and discuss its results upward communication is especially fruitful when employees are encourage to comment about what is on their minds instead of merely answering questions about what is on management's mind. employees and staff specialists). for example was taken over by the Government of India and survey was undertaken to study the effect of this change on employees. Thus a survey can be used a powerful diagnostic instrument for looking at employee problem.
for others. 5) Union Benefit: Survey may also bring to union. Unions rarely oppose surveys and occasionally they give them support when they know that the union will share the data.3) Improved attitudes: One benefit. both management and union often argue about what the employees wants but neither really knows. In an indirect way. 17 4) Training needs: Job satisfaction survey are useful way to determine certain training needs usually employees are given an opportunity to report how well they feel their supervisor performs certain parts of job. such as delegating work and giving adequate job instruction. The job satisfaction survey is one way to find out. often en-expected. When favourable Wages Nature of work Promotion chances Supervision Work group Working condition Job Satisfaction Consequences When unfavourable Job Satisfaction Unionization Property Shirk Exit Reduce turnover Happy absence Reducebetter citizen job stress . which gives employees a reason to feel better towards management. is improved attitudes. the survey is a tangible expression of management's interest in employee welfare. this indicate the kinds of training that different groups of supervisors need. for some the survey is a safety value an emotional release a chance to get things off their chest. As explain by one union officer.
It's function to ensure that required data are collected accurately and effectively. The questionnaire contains 22 questions for question for workers and supervisors. . while response of worker are measured on point scale. The report design used in this project is Descriptive. METHOD OF DATA COLLECTION: Primary Source: Questionnaire are filled by executives and workers at Indo Asian Fusegear Ltd. This framework for research work is called research design. Response of executive and supervisors are measured on 4 point scale. For workers the question where asked in Hindi.RESEARCH METHODOLOGY Every project report conducted scientifically has specified framework for controlling data collection. Questionnaire include open ended and close ended question both. Each questionnaire consist of two scale of yes and no. It helps to look into the objective of the research that is to know the overall structure and working of the company. Sampling Design: This study is aimed to understand the job satisfaction and the factors affecting and its relationship with employees turnover.
Secondary Data: Secondary data is collected by records. 19 Research Design: Research type – Descriptive research Research approach – Questionnaire Data Collection method – Primary and secondary method Sample size – 100 respondent Sample unit – workers. . supervisors. journals and magazines of company. Sample Size: Total number of respondent are 100.
1 SATISFACTION AS REGARD TO THE AVAILABLE TO DISCHARGE RESPONSIBILI 50 40 Percentage 50 30 20 10 0 20 20 10 Strongly agree Agree Disagree Strongly disagree .20 ANALYSIS AND INTERPRETATION Q.
21 .To graph represent that there is high level of dissatisfaction with time provided to fulfill there job responsibilities. There for there is need to conduct a time and motion study so as to decide a proper time to be given for completion of specific job.
22 .2 DOES FREEDOM AND AUTONAMY LEADS TO BETTER WORK COMPLIANCE 50 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree This graph represent that more than 50% of employees strongly agree that autonomy and freedom leads to better performance this shows that autonomy and freedom lays a better role in performance and job satisfaction for an employee.Q.
Q. 23 .3 SATISFACTION WITH OWN PERFORMANCE 60 50 Percentage 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree Maximum number of employees are satisfied with there own performance and find it better than colleague but there is also dissatisfaction amongst few of the employees regarding there own performance.
It gives a clear indication that person up on hierarchy have bent of mind towards originality and creativity.4 DO EMPLOYEES WANT TO DO STRUCTURED JOB 40 35 30 Percentage 25 20 15 10 5 0 Strongly agree Agree Disagree Strongly disagree Enough number of executive replied that they do not want to do structured jobs while workers want to do structured jobs. 24 .Q.
Q..5 SATISFACTION WITH OWN EFFORTS TO IMPROVE THEMSELVES 60 50 40 Percentage Strongly agree Agree Disagree Strongly disagree 30 20 10 0 This graph represent the fact that every one wants to overcome there drawbacks so as to improve them self and increase there efficiency. even the employees at INDOASIAN FUSEGEAR LTD. 25 .. Want to do so.
The graph represents a high level of satisfaction with downwards communication. 26 .Q.6 SATISFACTION WITH COMMUNICATION OF POLICIES AND STRATERIES ? 70 60 50 Percentage 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree All the supervisors and executives are satisfied with the communication of strategies and policies in the organization.
7 SATISFACTION WITH TRAINING RECEIVED TO FULFILL JOB RESPONSIBILITIES ? 50 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree Employees are satisfied with training provided to them. 27 . The graph represent high level of satisfaction among the employees for the quality and quantities training received by them.Q. which is necessary to perform there function effectively and efficiently.
it is highly encouraging that there is very little dissatisfaction related to applicability of training.8 SATISFACTION WITH REGARD TO TRANSFER OF TRAINING TO THE JOB 60 50 Percentage 40 30 20 10 0 Strongly agree Agree Disagree Strongly disagree 80% of the employees agree that they get opportunity to implement what every they have learnt in the training and are satisfied with this.Q. 28 .
29 . tend to be more satisfied than the fresher.Q.9 RELATION BETWEEN JOB DURATION AND EMPLOYEES SATISFACTION ? 50 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree The graph depicts that the employees working with the organization for a long duration.
30 . It also depicts that there is grate level of satisfaction among employees.Q.10 SATISFACTION WITH GROWTH OPPORTUNITIES PRESENT INSIDE ORGANISATION ? 50 40 Percentage 30 20 10 0 Strongly agree Agree Disagree Strongly disagree Majority of employees are satisfied with the growth opportunities.
11 SATISFACTION WITH SUPPORT FROM SUPERIOR FOR PERSONAL DEVELOPMENT ? 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree Most of the employees are satisfied with the support provide to them by their immediate superior for their personal development. 31 . but there are some employees who are not satisfied with the support provided to them for their personal development. which indicates that they enjoy good relationship with their superior.Q.
Q. 32 .12 SATISFACTION WITH SALARY ? 50 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree The graph represents that majority of employees are satisfied with their presence salary and they are getting what they deserve.
Q. 33 .13 NO DISCRIMINATION ON THE BASIC OF SEX ? 45 40 35 30 25 20 15 10 5 0 Percentage Strongly agree Agree Disagree Strongly disagree The graph represents that their organization has no discrimination for male/ female employees. It shows that every one having quality is been given chance to explore themselves and no discriminations been made on the basic of sex.
Q.14 SATISFACTION WITH FACILITIES AND BENEFITS PROVIDED BY ORGANISATION ?
50 40 30 20 10 0
Strongly agree Agree Disagree Strongly disagree
Majority of the employees are satisfied with the facilities and benefits been provided to them, this is one of the major indication towards there satisfaction with the organization and also show there loyalty.
Q.15 SATISFACTION WITH PERFORMANCE APPRAISAL ?
45 40 35 30 25 20 15 10 5 0
Strongly agree Agree Disagree Strongly disagree
The graph represent that most of the employees are satisfied with the performance appraisal ratings awarded by there superiors but enough number of employees who tend to be dissatisfied with the performance appraisal rating which is not a good indication toward the evaluation system and need to be given attention.
Q.16 FREQUENCY OF PERFORMANCE APPRAISAL
45 40 35
30 25 20 15 10 5 0
Monthly Quaterly Half yearly Yearly
The study showed that most of the employees want performance appraisal to be carried on a monthly basic so to properly assist them in there day to day improvement and increasing there efficiency.
Q. 37 .17 EMPLOYEES FEEL MORE APPRECIATED IN ?? 60 50 Percentage 40 30 20 10 0 Monetary Work Appr Others There are few employees who feel more appreciated if recognition is provided in monetary terms but majority of the employees feel that they will feel more appreciated if there performance is communicated to whole organization.
there are very few who feel against this and expect to have any increase in pay scale.18 PROMOTION LEADS TO INCREASE IN ? 60 50 Percentage 40 30 20 10 0 Payscale Work Others Majority of employees feel that promotion means increase in responsibilities and work load.Q. 38 .
39 . It gives a clear indication that there personal achievement does not stand in front of organizations achievement. Achieve its target The graph give a clear indication that the employees are very much loyal towards the organization and have there feelings attached to it.19 FEELS SATISFIED WHEN ? 70 60 Percentage 50 40 30 20 10 0 I achieve my target Org.Q. it's a very good indication of team work quality present in them.
20 FEELS DISSATISFIED WHEN ? 80 70 Percentage 60 50 40 30 20 10 0 Not granted leave Work don't get recognition Most of the employees replied that they are not satisfied with the organization's leave policies and have the feeling of dissatisfaction when they are not been granted leave when they need even some of them feel to be dissatisfied when there work is not been given recognition 40 .Q.
21 REASON FOR LEAVING JOB ? 60 Percentage 50 40 30 20 10 0 Dismissed Other Job Retirement This graph depicts that the most of the employees are leaving organisation on there retirement which is a good sing of job satisfaction but the number of employees leaving organization due to other better opportunity need to be minimized. 41 .Q.
22 FEMALE EMPLOYEES LEAVE THE JOB DUE TO ? 40 35 30 25 20 15 10 5 0 Percentage Marriage Personal problems Role in family The graph uncovers a serious problem growing inside the organization which has been not taken care of. 42 .Q. if show that most of the female employees leave there job due to personal problem. for which I think the organization so start up with certain camps and seminars so as to solve up this growing problem and strengthen them to tackle their life in balance way.
The rewards at workers level are provided in monetary terms while at executive level in include non monetary aspect also Employees feel that promotion increase job responsibilities and work Most of the employee want recognition in non monetary aspect. Employees feel that they can perform better if more autonomy and freedom is provided to them. They opened that they will feel more appreciated when their good performance is communicated do whole organisation. . Executive turnover is due to lucrative job opportunities whereas the worker turnover is due to dismissal or absenteeism or misconduct with superior. Response of most the answers show the commitment and involvement of the employees towards organization. while executives want to do unstructured jobs leading to their creativity. They need more time to discharge their responsibilities. Senior employees tend to be more satisfied. Workers are most interested in doing structured job. All the employees are aware about the police made for them Satisfaction at workers level is higher than at executive level It is interesting to note that some employees are not satisfied with their own performance in comparison with their colleagues.FINDINGS Executive are facing problem of time pressure. Female employees leave job due to marriage or personal problem and because of their role status in the family upto some extent.
. more particularly if it does not affect smooth working of the organisation. while over reward lead to feeling of guilt and discomfort. Reward system should consider monetary and non monetary aspect both. Performance appraisal should be free from error and biasness.RECOMMENDATIONS Organisation should promote risk taking at executive's level and do away with excessive accountability Organisation need to reduce time pressure on executive to get good quality of work. Performance appraisal should be done quarterly to make efficient. Organisation should allow flexi-timing whenever possible. Employee should be provided feedback for their performance and whatever they are lacking because they want to improve themselves. Employees could be provided more autonomy and freedom Organisation should retain employees because research shows that employees working from long tend to be more satisfied Reward should be provided only when needed under reward causes feeling of unfair treatment.
[ [ ] ] 7) I feel that I got sufficient training to fulfill my job responsibilities. [ When I got feedback for where I lack.[ I am satisfied with my performance when I compare it with my colleagues. Please read each item carefully and indicate how far you are agree or disagree with each statement. against each item: Type 4 Type 3 Type 2 Type 1 1) 3) 5) Where you 'strongly agree' Where you 'agree' Where you 'disagree' Where you 'strongly disagree' ] ] I feel that I get sufficient time to fulfill my job responsibilities. I always try to improve myself [ ] 6) I feel that strategies and policies made by management are properly communicated to employees. Please give your rating as under.43 ANNEXURE Designation Age Marital Status : : :( Married/Unmarried) Date: Sex :( Male/Female) The questionnaire in all consists of 22 items. .
44 8) I feel that employees returning from training get opportunities to apply what they have learnt. I feel more appreciated In monetary terms When my performance is communicated in whole org. So as to accelerate my efficiency performance appraisal should be carried. Others [ [ [ ] ] ] [ [ [ [ ] ] ] ] . Monthly Quarterly Half yearly Yearly 17.[ 9) ] In my opinion. It is fair and considers all the aspects. [ I am satisfied with my performance appraisal done by superior. persons working from a long time are more satisfied than who joined recently. [ ] Tick the one you agree with (from 16 to 22) 16. [ ] ] ] [ ] ] 11) 12) 13) 14) 15) I am satisfied with my superiors for my personal development I am satisfied with the pay that I get from organisation [ [ I feel there is no discrimination on the basis on sex in my organization. I feel that facilities and benefits provided by my organisation are sufficient.
I feel satisfied when: When I achieve my target When organization achieve its target [ [ ] ] 20 I feel dissatisfied when: When we are not granted leave. Employee feel that promotion lead to: Increase in job responsibilities and work Increase in pay scale Others [ [ [ ] ] ] 19. When our work don't get recognition [ [ ] ] 21 I feel the reason of leaving the job for an employee are Dismissed Getting another job Retirement [ [ [ ] ] ] 22 I feel the reason of leaving the job for a female employee are: Marriage Personal Problem Role in the family [ [ [ ] ] ] .45 18.
46 LIMITATIONS There were few limitations. Some of the employees did not took the questionnaire seriously. Time is limited. . which were encountered during the project. They are as follows: • • • • The sample size does not represent the true population. Some of the respondents were hesitant to fully disclose the information.
indotech.R.MEMORIA PERSONNEL MANAGEMENT BY ADWIN FLIPPO RESEARCH METHODOLOGY.com . METHODS AND TECHNIQUES BY C.47 BIBLOGARPHY ORGANISATIONAL BEHAVIOUR BY STEPHEN.P.B. ROBBINS PERSONNEL MANAGEMENT BY C.KOTHARI WEBSITE:- www.
Practical project supplements the theoretical studies i. whole of my project was invaluable experience in the pursuit of knowledge . . it covers what is left uncovered in the classroom. Therefore it becomes necessary to undergo any research project work. I complete my research project on the topic “Study of different departments in Celestial Polymers”.e. The overall gain to me will be reflected in the report itself.48 PREFACE Theoretical knowledge without the practical exposure is of little value. In nutshell. It exposes a student to invaluable pleasure of experiences. which I could have been able to learn from theory classes. During the research project I got an opportunity to learn valuable things.in the forthcoming pages attempt has been made to present a comprehensive report concerning different aspects of my research. Theoretical studies in classroom are not sufficient to understand the functioning and nature of research.