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A STUDY ON JOB SATISFACTION AMONG EMPLOYEES IN BHARATH AGENCIES
– SRIVAIKUNDAM AT TIRUNELVELI DISTRICT
1.1 INTRODUCTION
Human resources are unique and vital because they play a major role in shaping and
achieving and organizations, objectives, so these human beings deserve fairness and justice.
Managing human resources is a certain concern of every manager in any organization.
To achieve organizational goals, managers must make decisions regarding human resources
and consider the interrelationship among these decisions. Human resource management is
concerned and reflected a new outlook, approach and strategy which view organizations
manpower as its resources and assets and not as liabilities.
Human resources management reveals about various aspects, which increase the level
of satisfaction of employers in an organization. Health and safety measures, job security
income, welfare measures, performance appraisal, periodical employees evaluation, on the
basis of performance, workers participation in management etc will increase the level of job
satisfaction of employees in an organization. Job satisfaction is a combination of
psychological, physiological and environmental circumstances that a person to say “ I am
satisfied with my job”. Such a description indicates variety of variables that influences the
satisfaction that in the individual but tells us nothing about the nature of job satisfaction. The
data collected from employees as well as from office staff to study the above said aspects
which increases the job satisfaction level of employees in an organization and which
ultimately results in productivity.
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1.3. COMPANY PROFILE
INDUSTRY PROFILE
HPCL is a Government of India Enterprise with a Navratna
Status, and a Fortune 500 company, with an annual turnover of Rs. 1,32,670
Crores and sales/income from operations of Rs 1,43,396 Crores (US$ 31,546
Millions) during FY 2010-11, having about 20% Marketing share in India
among PSUs and a strong market infrastructure.
HPCL operates 2 major refineries producing a wide variety of petroleum
fuels & specialties, one in Mumbai (West Coast) of 6.5 Million Metric Tonnes
Per Annum(MMTPA) capacity and the other in Vishakapatnam, (East Coast)
with a capacity of8.3 MMTPA. HPCL holds an equity stake of 16.95% in
Mangalore Refinery & Petrochemicals Limited, a state-of-the-art refinery at
Mangalore with a capacity of 9 MMTPA. In addition, HPCL is constructing a 9
MMTPA refinery at Bathinda, in the state of Punjab.
HPCL also owns and operates the largest Lube Refinery in the India
producing Lube Base Oils of international standards, with a capacity of 335
TMT. This Lube Refinery accounts for over 40% of the India's total Lube Base
Oil production.
HPCL's vast marketing network consists of 13 Zonal offices in major
cities and 101 Regional Offices facilitated by a Supply & Distribution
infrastructure comprising Terminals, Pipeline networks, Aviation Service
Stations, LPG Bottling Plants, Inland Relay Depots & Retail Outlets, Lube and
LPG Distributorships. HPCL, over the years, has moved from strength to
strength on all fronts. The refining capacity steadily increased from 5.5
MMTPA in 1984/85 to 14.8 MMTPA presently. On the financial front, the
turnover has grown from Rs. 2687 Crores in 1984-85 to an impressive Rs
1,32,670 Crores in FY 2010-11.
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1952: The Company was incorporated in the name of Standard Vacuum Refining Company of India Limited on July 5, 1952
1962: On 31st March,1962 the name was changed to ESSO Standard Refining Company of India Limited.
1974: Hindustan Petroleum Corporation Limited comes into being after thetakeover and merger of erstwhile Esso Standard and Lube India Limited
1976: Caltex Oil Refining (India) Ltd. - CORIL is taken over by the Government of India with an Ordinance in 1976, subsequently ratified by an Act in 1977 and merged with HPCL in 1978.
1979: Kosan Gas Company, the concessionaries of HPCL in the domestic LPG market, are taken over and merged with HPCL.
HPCL thus comes into being after merging four different organisations at different points of time.
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Our Profile
HPCL, a fortune 500 company, is one of the major integrated oil refining
and marketing companies in India. It is a Mega Public Sector Undertaking
(PSU) with Navaratna status.
HPCL accounts for about 20% of the market share and about 10% of the
nation's refining capacity with two coastal refineries, one at Mumbai (West
Coast) having a capacity of 6.5 Million Metric Tonnes Per Annum (MMTPA)
and the other in Vishakapatnam (East Coast) with a capacity of 8.3 MMTPA.
HPCL also holds an equity stake of 16.95% in Mangalore Refinery &
Petrochemicals Limited (MRPL), a state-of-the-art refinery at Mangalore with a
capacity of 9 MMTPA.
HPCL owns the country's largest Lube Refinery with a capacity of
335,000 Metric Tonnes which amounts to 40% of the national capacity of Lube
Oil production. HPCL has given India a firm ground in this sector with its world
class standard of Lube Base Oils. Presently HPCL produces over 300+ grades
of Lubes, Specialities and Greases.
HPCL has earned "Excellent" performance for fifteen Consecutive years
upto 2005-06, since signing of the first MOU with the Ministry of Petroleum &
Natural Gas. HPCL won the prestigious MOU Award for the year 2007-08 for
Excellent Overall Performance, and for being one of the Top Ten Public Sector
Enterprises who fall under the 'Excellent' category. HPCL's performance for the
year 2008-09 also qualifies for "Excellent" rating.
HPCL, over the years, has moved from strength to strength on all fronts.
The refining thruput has increased three fold between 1984/85 to 2007/08,
rising from 4.47 MMTPA in 1984/85 to 15.76 MMTPA (2009-10).
Consistent excellent performance has been made possible by highly
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motivated workforce of over 11,360 employees working all over India at its
various refining and marketing locations. View Past Annual Reports to know
more about HPCL
HPCL continually invests in innovative technologies to enhance the
effectiveness of employees and bring qualitative changes in service. Business
Process Re-Engineering exercise, creation of Strategic Business Units, ERP
implementation, Organizational Transformation, Balanced Score Card,
Competency Mapping, benchmarking of refineries and terminals for product
specifications, ISO certification of Refineries and Supply Chain Management
are some of the initiatives that broke new grounds.
HPCL has successfully integrated Information Technology in its activities
at different levels. The Enterprise Resource Planning (ERP) system is now
operational on J.D.Edwards, an Oracle product, across the Corporation.
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COMPANY PROFILE :
Bharatgas - Providing Customer Delight to over 30 million Homes!
History
LPG as a household cooking fuel was introduced by erstwhile Burmah
Shell under the brand name “Burshane” in mid 1955. The journey of LPG as a
domestic fuel continued with Burmah Shell until the Government nationalized
the Company Burmah Shell to become Bharat Petroleum.
“Bharatgas” from Bharat Petroleum has dominated the LP Gas market in
India for over three decades. It was indeed a great challenge for Bharatgas to
replace Burshane as a brand name since “Burshane” had become a generic name
in the country for LPG. Bharat Petroleum's inspiration to meet every challenge
drove them to work towards establishing Bharatgas as a dominant brand.
Achievements
Market research helped in understanding the strength of the brand and out
lining the way forward. One of the major changes was to create a Strategic
Business Unit to deal with Bharatgas. Soon programmes totally focused on
meeting customers’ need were drawn up.
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A pioneer in more ways than one, Bharatgas has brought many innovative
offerings to the customers’.
The Corporation was quick to realize the need to look at the needs of the
‘Urban’ and the ‘Rural’ customer differently.
Over the years, the urban Market reach was very large, the customer more
sensitive. Whereas, it was a herculean task to reach the rural consumers
primarily due to inhabitation being spread over very far flung areas unlike the
congested urban areas, thereby creating a logistic challenge. Having understood
the needs of the two different segments, Bharatgas undertook various initiatives.
Urban
Customer initiatives included launch of an exclusive
website www.ebharatgas.com to provide convenience of booking Bharatgas ‘On
Line’ to customers. The website also provides a feed back system enabling the
consumers to directly speak to the Organisation. Other methods of booking
through IVR systems and drop boxes placed at busy locations in town were also
introduced. Booking of Bharatgas is also made available through SMS facility.
Rural
Areas are serviced by the Bharatgas Rural Marketing Vehicles (RMV),
comprising of tank truck and the mobile filling unit. These RMVs service rural 7
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areas, where the traditional distributorship network was not present. The RMVs
instill great customer confidence as they can see their cylinders being filled in
their presence and checked for safety.
The promise of reaching a sound cylinder with the right Q&Q is indeed
fulfilled!
Rural marketing having gathered momentum in India had many MNCs
set up rural infrastructure to reach their own product. ITC’s e-choupal
initiatives and the DCM group’s Hariyali Kisan Bazar, are such initiatives.
Bharatgas has leveraged the opportunity to utilize their infrastructure to reach
LPG to deep interior rural areas.
Industrial
Customers too have been our focus. Bharatgas has demonstrated the
various applications of the wonder fuel LPG for innovative uses in various
Industries.
Bharatgas has also introduced various pack sizes to suit the different
types of customers.
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Piped LPG is another first from Bharatgas.
Well accepted by major Realty Developers, Bharatgas piped LPG system for
multi-storied apartments and shopping malls is gaining popularity.
Value – Added Service This was in recognition of the need to provide the
housewife relief from mundane chores of household shopping for low
involvement products; the “Beyond LPG” initiative was launched to provide
value to the customers.
This involved the Organisation entering into corporate tie-ups with
reputed brands and making available through the distributorship network
FMCG as well as home appliances and kitchenware at attractive discounts - all
home delivered to the consumers.
The initiative soon gathered momentum and became a successful
business model providing value not only to the consumers but the network as
well as the Partner Companies. For Bharat Petroleum it was another successful
business venture within 5 years with the involvement of over 25% of the
distributors’ voluntarily participating in the business and setting up ‘Bharatgas
Shoppes’ with attractive display of product creating a comfortable shopping
environment – a far cry from the typical showroom of an LPG distributor.
Bharat Metal Cutting Gas (BMCG) an innovative product is the result
of continuous research. An efficient and cost effective substitute for Acetylene,
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it is indeed a revolutionary product for the cutting and brazing industry.
The success of the product is not limited to the Indian shores but has
traveled to countries in the middle-east as well as Africa.
Leveraging Technology
Harnessing technology has always been on the forefront for maximizing
efficiency and achieving greater customer satisfaction.
An exclusive website providing the convenience of booking Bharatgas
‘On Line’ alongwith information about the product, its uses, safety and
conservation tips as well ashuge collection of recipes is a popular site for
women.
The website also provides a feed back system enabling the consumers to
directly speak to the Organisation. Booking of Bharatgas has also been made
available through SMS facility.
At the back end, over a decade back the distribution network operation
was completely computerized, streamlining operating practices and enhancing
efficiency at the distributorship level along with a professional outlook.
Customer focus being a very core objective of the brand, Bharatgas constantly
explores opportunities to relate to the customers.
Internally too, process the systems within the Organisation are
continuously reviewed and improved to get the best output for the customers.
The state of the art 49 modern filling plants demonstrate the use of technology
to provide the customers the best of products and services! Bharatgas
undertook an exercise for ‘Bench Marking’ the best practices, within Bharat
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Petroleum, the Oil Industry and global practices for adoption in the
Organisation. This has certainly further improved the performance of the brand.
Knowledge being a great strength with the employees, Bharatgas looked
at the opportunities of providing consultancy services in developing nations for
LPG project covering setting up of the facility as well as training.
Continuous communications with the network and employees is
recognized as an important means to raise the bar. A bi-monthly
publication ‘Bharatgas Times”- an e-magazine promotes sharing of best
practices and encourages people towards healthy competition in business and in
partnering social objective programmes, thus creating a better society and
upgrading the levels of the individual, both in terms of thoughts and actions.
Recognition
In house training and involvement in recognizing creative and innovative
challenges is a major objective. Bharatgas continuously supports innovative
ideas by replicating the success story in one area to the rest of the areas.
Similarly, the network is continuously energized with recognition and rewards.
Accolades and Awards have come to Bharatgas in good measure.
Recognition for high Safety standards from Oil Industry Safety Directorate
(OISD) has been accorded along with a large number of Bottling plants
receiving various awards for environment and safety as well distributors
receiving customer service awards from institutions.
Environment & Society
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The brand just does not limit itself to product and services, it reaches out
to belong and be part of the social fabric engaging in life giving and enhancing
the quality of life of the less fortunate.
Bharatgas employees as well as the network are engaged in various
activities such as helping victims of the natural calamities or acts of insurgence
and terrorism.
Initiatives like health checkup camps, eye camps, blood donation drives,
providing free spectacles as well as medicines for those who cannot afford is
undertaken. Greening initiatives, Global warming and other environmental
issues to save the planet form part of the brand’s regular initiatives.
Brand Values
Team Bharatgas believes that providing value added services to
customers will be the ultimate differentiator in the market place. Understanding
customer behavior and tracking their aspirations hold the key to success! This
conviction drives us to continuously innovate to provide offering that make a
difference to the customers. Customer convenience is at the core of every
action.
Our Vision
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To become market leaders in Customer Service with the highest customer
satisfaction index, and the highest safety standards.
Our Mission
To make Bharatgas a dominant brand in the segments we market, by becoming
trendsetters in Customer Service, Safety and Quality.
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ORGANISATION STRUCTURE:
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2.1. OBJECTIVES OF THE STUDY
The main objectives of the study are:-
1. To study the level of job satisfaction among the employees of ‘Bharath Agencies
Private Limited.
2. To study related to the factors influencing the satisfaction of workers in their
respective jobs.
3. To understand the facilities provided by the company.
4. To know about the expectations of the workers regarding these facilities provided
by the company.
5. To give necessary suggestions and possible recommendations for the
improvement of job satisfaction ..
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2.2. SIGNIFICANCE OF THE STUDY
1. The researcher was able to understand the relationship between the job satisfaction of
employees and various working conditions provided by the organization to them.
2. The researcher was able to get an experience in analyzing various aspects.
3. The study helps to understand the overall satisfaction of the employees and its impact
on organization.
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2.3. SCOPE OF THE STUDY
The project report is focused to bring out the degree or level of job satisfaction of the
employees in the organizations .It helps to understand the practical side of the theories that
have been studied in classes. The findings of the study would give valuable information about
improving the current performance of the organization. The study is aimed to find out how
far the workers are satisfied with their job in relation to various attributes the company
provide them. This study will help the management in directing and co-ordination the human
relations of an organization with a view to get maximum production with minimum efforts.
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2.4. RESEARCH METHODOLOGY
Research
The word research in common reference to ‘search for knowledge’ .Some people
consider research as a movement a movement from the known to unknown. It is actually a
voyage of discovery. It can be defined as,
“a scientific and systematic search for pertinent information as a specific topic” .
It comprises of defining and redefining of problems formulating hypothesis
suggesting solution, collecting ,organizing and evaluating data, making deduction and
reaching conclusion and at last carefully listing the conclusions to determine whether they fir
the formulated hypothesis.
Techniques of Data Collection
The main sources of data are primary data and secondary data. The term primary data
refers to the statistical material which the investigator organates for the purpose of inquiry in
hand.
The term secondary data on the other hand refers to that statistical material which is
not recognized by the investigator himself,but which he obtains from someone’s else’s
records.
Primary Methods of Data Collection
The methods that aim at collecting primary data are termed as primary methods. this
consists of direct personal observation or of direct communication with people in either orally
or in writing. In order to obtaining information by communication an investigator may adopt
any one of the following methods.
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Personal Interview
The direct personal interview techniques are perhaps best suited to situations where
the problems are not completely understood and the investigator presents himself personally
before the informant and questions him carefully .Obviously this time consuming method is
not suited to large groups of informants.
Questionnaires.
It is a standardized form containing certain question which is prepared and distributed
by the researcher for eliciting information from the respondents .Respondents are required to
give answers to each question in the form of filling the same by him.
Secondary Methods of Data collection
It is not always necessary to conduct special surveys for the purpose of obtaining
statistical material. Such materials may be obtained from the records of institutions market
report, magazines journal and other periodicals.
TYPES OF RESEARCH
Explanatory Research
Preliminary study of an unfamilaiar problem about which researcher has no
knowledge. It is ill structured and much less focused on predetermined objectives Usually
takes the forms of a pilot study.
Descriptive Research
Facts finding investigation with adequate interpretations more specific than
explanatory study as it focus on particular aspects as dimensions of the problem studied
designed to gather descriptive information and provides the sophisticated studies .Data
collected by observation, interviewing mailed questionnaires etc.,
TOOLS OF RESEARCH
The various tools used in research includes the following:-
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Percentage Analysis
This method is used in making comparison between two or more series of data. Often
under use or over use of percentage as rate lead to misinterpretation .Therefore the
researcher should be very careful in understanding and interpreting them in the prospective.
Scaling
It describes the procedures of assigning numbers to various degree of opinion attitude
to the procedure for attempting to determine quantitative measures of subjective abstract
concepts. It may be stated here that scale is a continuum consisting of the highest point.
Measures of Central Tendency
It tells us the point about which the items have a tendency to cluster. Such a measure
is considered as the most representative figure for the entire mass of data. Mean, median and
mode are the most popular over ages.
Mean the most common measures of central tendency may be defined as the value
which we get by dividing the total number of items sometimes ,weights can also be assigned
to items.
SAMPLING
Sample
A finite subset of population selected with the objective of investigating its properties
is called a sampling. A sample is a representative part of population.
Types of Sampling
The method of sampling can be divided into two-probability sampling or random
sampling or non random sampling.
PROBABILITY SAMPLING METHOD
Simple Random Sampling
Simple random sampling selects samples by methods that allow each possible sample
have an equal probability of being picked up and each item in the entire population have an
equal chance of being included in the sample.20
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Stratified Random Sampling
In this method population is divided into different sub population known as ‘Strata’
Items in each stratum are homogenous. From each stratum items are selected by simple
random sample method and such sub samples are brought together to from the total sample. It
ensures greater accuracy.
Systematic Sampling
Systematic sampling is by selecting one unit at random and then additional unit at
evenly spaced intervals until the required number of samples has been formed. This technique
of sampling is usually recommended if the complete and up to date list of sampling units is
available and the units are arranged in some systematic order such as alphabetical
chronological or geographical etc.
Multi-Stage or Cluster Sampling
In this case of cluster sampling the total population divided depending on the
problem under investigation into some recognizable sub divisions which are called clusters.
Then we observe measure and interview each every unit in selected clusters.
NON PROBABILITY SAMPLING
Purposive or Judgment sampling
In this method of sampling the choice of sample items exclusively depends on the
choice of the investigator .It is widely used in obtaining solution to a wide variety of
problems in economics and business.
Convenience sampling
A convenience sample is obtained by selected a convenient sample unit. This method
is also called the ‘Chunk’ A chunk refers to the fraction of the population being studied
which is selected neither by probability nor by judgment but by convenience of the
investigator.
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Quota sampling
It may be looked as a special from of stratified sampling .In this method the
interviewer is told in advance the number of sampling units he is to examine which constitute
his quote .within the quota the selection of sample items depends on personal judgment.
METHODOLOGY USED IN THE STUDY
The methods used for collecting data in this study are;
1. Primary Data
The primary data are collected through:
a. Personal interview
These are very useful to know about the personal opinions of the employees regarding
job satisfaction.
b. Questionnaire
A list of questions were prepared and given to the employee, to answer. The
questionnaire was given to different employees working.
In different departments to collect overall opinion of employees.
2. Secondary data
Secondary data has been collected from journals and magazines published by the
company.
Statistical tool used in this study is percentage analysis method.
Sample size was 50 workers selected from all department of the company the method
used is convenient sampling.
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2.5. LIMITATIONS OF THE STUDY
Lack of co-operation from the part of the workers.
Secret nature of certain files, rewards and information that could not be
revealed.
Lack of experience of researcher.
Since the officials were busy, it was difficult to spare their time for
detailed discussion.
The time allowed for the study is inadequate for deep study.
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3. REVIEW OF LITERATURE
JOB SATISFACTION:
In this write up I am just typing to understand & put it across to my readers as to what
JOB SATISFATCION means to every one of us. Most of the people dread work and they are
generally unhappy by Sunday evening, just at the thought of going to work on Monday, one
of the leading magazines in Britain reported that people suffer heart attacks on Mondays as
compared to any other days as they find no happiness and satisfaction from their work. Let us
view it as a proper perspective.
The term “Job Satisfaction” refers to an employee’s general attitude towards his job.
Louke defines Job Satisfaction as a “Pleasurable or positive emotional state resulting from
the appraisal of one’s Job or Job experiences”.
The saying goes like this “There is ox future is any job, the future lies in the handle of
that person who holds the job. Now day’s expert in H R asset that it is the performance of the
employees which gives satisfaction. Good performance leads to rewards which in term lead
to satisfaction. An employee can perform well in his place of work only when he comes to
work with a favorable attitude. But if one asks what determines a favourble attitude.
A favourble attitude is determined by the degree to which the job fulfils the
individual’s personal need is consistent with his expectations and values.
A favourble attitude is further determined by the degree to which the job meets the
approval of the individual’s reference group.
According to Abraham A. Korman there are two types of variables which determine
the Job Satisfaction of an individual.
ORGANISATION VARIABLE
The occupation level:
The higher level of the job, the greater the satisfaction of the individuals. This is
because of higher level job carries greater prestige and self control. The relationship between
occupational levels of job satisfaction, stems from Social reference group theory in that our
society values some jobs more than others.
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Job Contents:
Greater the variation in job content and less the respectiveness with which the task
must be performance the greater the satisfaction of the individuals involved.
Considerate Leadership:
People like to be treated with consideration. Hence, considerate leadership results in
job satisfaction than in considerate leadership.
Pay and Promotion Opportunities:
All other things being equal these two variables are positively related to job
satisfaction.
Interaction in the Work Group: Here the Question is when interaction in the work
group source of job satisfaction is and when is it not? Interaction is most satisfying when?
It results in the cognition that other person’s attitudes are similar to one’s own, since
this permits the ready calculation of the others behavior and constitutes validation of
one’s self.
It results in being accepted by others.
It facilitates the achievement of goals.
PERSONAL VARIABLES
Age:
Most of the evidence on the relation between age and job satisfaction, holding such
factor as occupational level constant seems to indicate that there is generally a positive
relationship between the two variables up to the pre-retirement years and then there is a sharp
decrease in satisfaction.
Educational Level:
With occupational level held constant there is a negative relationship between the
educational level and job satisfaction the higher the education the higher the reference group
which the individuals look to for guidance to evaluate his job reward.
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General:
a) General working condition
b) Union- Management relations
c) General quality of supervision
d) Grievance handling procedure.
For younger group:
e) Type of work
f) Working conditions
g) Pay
h) Co-workers
i) Ease of commuting to work
j) Advancement opportunities
For older group:
k) Security
l) Supervision
m) Company Prestige
n) Working hours
o) Recognition
p) Autonomy
q) Fair evaluation of work done.
The level of satisfaction of employees varies from time to time, situation to situation,
employees to employees, younger group to older group. Employee’s satisfaction at work does
not remain constant and the satisfaction does not always cause or culminate in to
performance. On the other hand, it is the performance of the employees which cause
satisfaction. Good performance gives to the individuals the feeling of having accomplished
something worthwhile, this in turn gives satisfaction. In the other words the employer must
see that the employees attach a lot of pleasure instead of pain while carrying out of their will
result in JOB SATISFACTION.
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4. THEORITICAL FRAMEWORK
Labour, as a factor of production, is different from other factors like materials,
machinery and money. The importance of the human factor in the efficient and the
successful management of an industrial enterprise give much significance to personnel
management. Personal Management, therefore, consist of maintaining the relationship
among the indiciduals on a basis which enables all those engaged in the undertaking to make
their best personal contribution to the effective working of the undertaking.
For the success of each and every organization, its human resources must be properly
planned and the employees’ satisfaction can increase the productivity which ultimately
results in the profit of the company
Job satisfaction
In the most commonly accepted definition views job satisfaction as depending on an
evaluation the employee makes of the job and the environment surrounding the job. This
evaluation depends on
2 components:
1) What the employee actually experiences at the work (What is)
2) What values or desires for rewards the employee brings to the workspace (What
should be)
Satisfaction is high when ‘what is’ corresponds to ‘What should be’. Dissatisfaction
occurs when the employee believes that these two components do not correspond.
Theories of Job satisfaction
Two major theories of job satisfaction are:
1) The fulfillment theory and
2) Social reference group theory
Under the Need fulfillment theory, it is believed that a person is satisfied if he gets
what he wants and the more he wants something, or the more important it is to him, the more
satisfied he is when he gets it and the more dissatisfied is when he does not get it.
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The social reference group theory is similar to need fulfillment theory except that it
takes into account not the desires, need and the interests of the individuals, but rather the
point of view and opinions of the group to whom the individuals look for guidance. Such
groups are defined as the ‘reference group’ for the individual such that they define the way in
which he should look at the world and evaluate various phenomena in the environment. It
would be predicated, according to this theory, that if a job meets the interests, desires and
requirements of a person’s reference group then he will like and if it does not, he will not like
it.
Factors of job satisfaction
The findings of several research studies conducted both in India and in West throw
light on the factors influencing employee’s attitudes that are responsible for their job
satisfaction or job dissatisfaction. Of these, the more important and effective job satisfaction
factor include fundamentally, the satisfaction which people experience in their jobs which is
very much related to motivation and performance. Such a satisfaction of higher level needs
fairness and justice effort reward, linkage, etc.
According to research conducted by Hoppock, the important factors that matters in
job satisfaction are:-
1) Financial
It does without saying that financial consideration fair wages, do matter in job
satisfaction. But apart from that there are many other things that influence job
satisfaction. They are
2) Relative status, which an individual holds within the social and economic
group with which he identifies himself.
Relationship with supervisors and associates on the job.
Work stations including nature of the work.
Working conditions-earnings, hours of work, facilities, etc.
Greater opportunities for advancement.
Variety in work, that does away with the dullness and monitoring or work.
Freedom from close supervision.
Opportunities to see results of one’s own work.
Knowledge of job progress and satisfaction of doing well work.
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Opportunities for service to others.
Environment-healthier, cleaner, safer, etc.
Initiative and personal responsibility.
Variations.
Less fatigue work.
Healthy criticism.
Job security-steady employment, etc.
Ability to adjust oneself to unpleasant circumstances.
In the research report finding entitle “The motivation of work”, published in 1959 in
Pittsburg, psychologists Frederick Herzberg and his associates have stated that fine
factors or ideas, as people mentioned to them during the investigation. They are-
Achievement
Recognition.
The work itself.
Responsibility
Advancement.
1) Achievement
It brings to the workers the feelings that he has done somethingof which he would
naturally be proud of. He feels satisfied and pleased with his achievement.
2) Recognition
If the workers, supervisors recognize his good work and acknowledges him with a
word of praise of if a customer hails the worker, gives a pat on his back for the good quality
product he has turned out, the worker feels that his achievement has been recognized and thus
gets job satisfaction.
3) Work itself
The job that involves work, which is interesting, challenging and which is completed
in an effective way itself stands complimented and affords job satisfaction to workers.
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4) Responsibility
Jobs done by the workers by their own initiative with full responsibility and without
being supervised merits contradictions with the workers as having been well accomplished
and thus workers feel very much satisfied with their jobs.
(5) Advancement
Suddent promotion of the employees in recognition of their good work causes the
employee much satisfaction about his job.
It may thus be observed as the conclusions for the report findings so that fine factors
of importance that lead people to feel satisfied and happy with their jobs, centre on the idea
that people want to grow and develop progressively in the work, and develop themselves to
their optimum capacity as creative and unique individuals. Here comes fulfillment to their
hopes and ambitions in the work they do.
Determinants of job satisfaction
According to Abraham .A.Korman, there are two types of variable which determinate
the job satisfaction of an individual. They are:-
1. Organizational variables
2. Personal variables
Organizational variables
1. Occupational variables
The higher the level of the job greater the satisfaction of individuals this is because
higher level jobs carry greater prestige and self control.
2. Job Content
Greater the variation in job content and lesser the repetitiveness with which the tasks
must be performed the greater the satisfaction of the individuals involved.
3. Considerate leadership
People like to be treated with consideration. Hence considerable leadership results in
higher job satisfaction that in considerate leadership.
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4. Pay promotional opportunity
All other things being equal, these two variables are positively related to job
satisfaction.
5. Interaction in the work group
Interaction is most satisfying when:-
(a) it results in the organization that other person’s attitude similar to ones
own, since this permits the ready calculability of the others behavior and
constitutes a validation of one’s self.
(b) It results in being accepted by other, and
(c) It facilities the achievement of goals.
Personal Variables
1. Age
Most of the evidence on the relation between age and job satisfaction, holding such
factors as occupational level constant, indicate that there is generally a positive relationship
between the two variables upto the pre retirement years and then is a sharp decrease in
satisfaction.
2. Education level
With, occupational level held constant, there is a negative relationship between the
educational level and job satisfaction.
3. Role perception
The more accurate the role perception of an individual, the greater is his satisfaction.
4. Sex
By considering the generally lower occupational aspiration of women, it is assumed
that women are more satisfied with their jobs than men, holding such factors as job and
occupational level constant.
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5. Years of experience
Relationship of job satisfaction and years of work experience show negative relation.
6. Number of dependants
Job satisfaction increases with number of dependants
According to Stagner. Flebbe and wood, determinants of job satisfaction are general
working condition, union management relations, general quality of supervision and grievance
handling procedures.
According to Gadel, determinants of job satisfaction for younger groups are types of
work and advancement opportunities. Determinants of job satisfaction for older groups are
security, supervision, company prestige and working hours.
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5.DATA ANALYSIS AND INTERPRETATION
TABLE 5.1
Table showing present working condition
Particulars No.of Respondents Percentage
Highly satisfied 15 30
Satisfied 22 44
Neutral 7 14
Dissatisfied 6 12
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 30% of the employees are highly satisfied with present working
condition. 44% of the employees are satisfied and 14% of the employees are Neutral and 12%
of the employees are dissatisfied.
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CHART 5.1
Chart showing present working condition
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TABLE 5.2
Table showing the satisfaction rate of employees on the current salary.
Particulars No.of Respondents Percentage
Highly satisfied 9 18
Satisfied 20 40
Neutral 13 26
Dissatisfied 8 16
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 18% of the employees are highly satisfied with current salary and
40% of the employees are satisfied and 26% of the employees are Neutral and 16% of the
employees are dissatisfied.
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CHART 5.2
Chart showing the satisfaction rate of employees on the current salary.
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TABLE 5.3
Table showing customer satisfaction with promotion policy of the company.
Particulars No.of Respondents Percentage
Highly satisfied 8 16
Satisfied 18 36
Neutral 13 26
Dissatisfied 11 22
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 16% of the employees are highly satisfied with their promotion
policy of the company, 36% of the employees are satisfied and 26% of the employees are
Neutral and 22% of the employees are dissatisfied.
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CHART 5.3
Chart showing customer satisfaction with promotion policy of the company.
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TABLE 5.4
Table showing employee satisfaction regarding the compensation management of the company
Particulars No.of Respondents Percentage
Highly satisfied 12 24
Satisfied 20 40
Neutral 5 10
Dissatisfied 13 26
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 24% of the employees are highly satisfied with the compensation
management of the company 40% are satisfied while 10% of employees are Neutral and 26%
of the employees are dissatisfied.
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CHART 5.4
Chart showing employee satisfaction regarding the compensation management of the
company
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TABLE 5.5
Table showing employees opinion about rules and regulation framed by the company.
Particulars No.of Respondents Percentage
Highly satisfied 3 6
Satisfied 7 14
Neutral 37 74
Dissatisfied 3 6
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table showing that 6% of the employee is saying that the rules and regulations
are highly satisfied, 14% of the employee are satisfied with rules. 74% of the employee are
Neutral and 6% of the employees saying that the rules and regulations are dissatisfied.
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CHART 5.5
Chart showing employees opinion about rules and regulation framed by the company.
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TABLE 5.6
The table shows the employee satisfaction level on the incentive given by the company.
Particulars No.of Respondents Percentage
Highly satisfied 6 12
Satisfied 26 52
Neutral 15 30
Dissatisfied 3 6
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table showing that 12% of the employees are highly satisfied with incentive
system of the company while 52% of them are satisfied, 30% of the employees are Neutral
and 6% of the employees are dissatisfied with the incentive given by the company.
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CHART 5.6
Chart shows the employee satisfaction level on the incentive given by the company.
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TABLE 5.7
Table showing the employees opinion about the periodic evaluation of performance.
Particulars No.of Respondents Percentage
Yes 0 0
No 50 100
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 100% of the employees stated that there is no periodic evaluation.
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CHART 5.7
Chart showing the employees opinion about the periodic evaluation of performance.
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TABLE 5.8
Table showing employee satisfaction with the fringe benefits of the company.
Particulars No.of Respondents Percentage
Highly satisfied 1 2
Satisfied 36 72
Neutral 10 20
Dissatisfied 3 6
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 2% of the employees are highly satisfied with fringe benefits.
72% satisfied. 20% are Neutral, and 6% are dissatisfied.
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CHART 5.8
Chart showing employee satisfaction with the fringe benefits of the company.
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TABLE 5.9
Table showing the employees opinion about the grievance handling procedures of the company.
Particulars No.of Respondents Percentage
Highly satisfied 15 30
Satisfied 16 32
Neutral 6 12
Dissatisfied 13 26
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 30% of the employees are highly satisfied with grievance handling
procedures of the company, 32% are satisfied, 12% are Neutral and 26% are dissatisfied.
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CHART 5.9
Chart showing the employees opinion about the grievance handling procedures of the
company.
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TABLE 5.10
Table showing the employees satisfaction of the pension scheme.
Particulars No. of Respondents Percentage
Highly satisfied 3 6
Satisfied 15 30
Neutral 10 20
Dissatisfied 22 44
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 6% of the employees are highly satisfied, 30% of the employees
are satisfied and 20% of the employees are Neutral. 44% of the employees are dissatisfied.
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CHART 5.10
Chart showing the employees satisfaction of the pension scheme.
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TABLE 5.11
Table showing the employees opinion about the attitude of the superior officer towards you.
Particulars No.of Respondents Percentage
Very good 3 6
Good 41 82
Average 6 12
Bad 0 0
Very bad 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 6% of the employees are of the opinion that the attitude of
superior officer is very good, 82% are saying they are good and 12% are saying they are
average.
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CHART 5.11
Chart showing the employees opinion about the attitude of the superior officer towards
you.
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TABLE 5.12
Table showing the employees relationship with their co-workers.
Particulars No.of Respondents Percentage
Very good 10 20
Good 37 74
Average 3 6
Bad 0 0
Very bad 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 20% of the employees are having very good relationship with
their co-workers, 74% are good and 6% are average.
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CHART 5.12
Chart showing the employees relationship with their co-workers.
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TABLE 5.13
Table showing the employees opinion about the employer-employee relationship is existing in the
organization.
Particulars No.of Respondents Percentage
Very good 15 30
Good 19 38
Average 4 8
Bad 12 24
Very bad 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that 30 % of the employees are having in the opinion that the
employer-employee relation is very good and 38% of the employees are good, and 8% is
average and 24% is bad.
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CHART 5.13
Chart showing the employees opinion about the employer-employee relationship is
existing in the organization.
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TABLE 5.14
Table showing employee opinion about the training and development existing in the firm.
Particulars No.of Respondents Percentage
Very good 12 24
Good 28 56
Average 10 20
Bad 0 0
Very bad 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
24% of the employees are of the opinion that the existing training and development
program of the firm is verygood. 56% of them said that it is good and 20% of the employees
stated as average. No body thinks that it is bad and very bad.
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CHART 5.14
Chart showing employee opinion about the training and development existing in the
firm.
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TABLE 5.15
Table shows the satisfaction rate of the employees on the welfare measures of the company.
Particulars No.of Respondents Percentage
Very good 8 16
Good 10 20
Average 25 50
Bad 7 14
Very bad 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table shows that 16% of the employee is stated that the welfare measures of the
company as verygood. 20% of the employee are good and 50% of the employee stated that it
is average 14% of the employee said that the welfare measures of the company is bad.
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CHART 5.15
Chart shows the satisfaction rate of the employees on the welfare measures of the
company.
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TABLE 5.16
Table shows the employee satisfaction with the safety and health measures followed by the firm.
Particulars No.of Respondents Percentage
Highly satisfied 28 56
Satisfied 16 32
Neutral 3 6
Dissatisfied 3 6
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table shows that only 56% of the employees are highly satisfied with the safety
and health measures of the company while 32% of them are satisfied and 6% of the
employees are Neutral. 6% of the employees are dissatisfied with the health and safety
measures of the company.
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CHART 5.16
Chart shows the employee satisfaction with the safety and health measures followed by
the firm.
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TABLE 5.17
The table shows the workers participation in the management.
Particulars No.of Respondents Percentage
Highly satisfied 28 56
Satisfied 12 24
Neutral 3 6
Dissatisfied 7 14
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table shows that only 56% of the employees are highly satisfied with the workers
participation in the management, 24% of the employees are satisfied with the workers
participation in the management while 6% of them are Neutral and 14% of them are
dissatisfied.
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CHART 5.17
Chart shows the workers participation in the management.
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TABLE 5.18
The table shows the employee satisfaction on the activities of Trade Union.
Particulars No.of Respondents Percentage
Highly satisfied 28 56
Satisfied 19 38
Neutral 3 6
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
The table shows that 56% of the employees are highly satisfied with the activities of
the trade union. 38% of them are satisfied and 6% of the employees are Neutral.
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CHART 5.18
Chart shows the employee satisfaction on the activities of Trade Union.
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TABLE 5.19
Table showing conduct of recreational activities for the employees of organization.
Particulars No.of Respondents Percentage
Yes 50 100
No 0 0
Total 50 100
Source: Survey data
INTERPRETATION:
Table showing that all the employees are said that recreational activities are there.
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CHART 5.19
Chart showing conduct of recreational activities for the employees of organization.
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6. FINDINGS, SUGGESTIONS AND CONCLUSION
6.1. FINDINGS
Majority of the employees are satisfied with working condition
All employees are satisfied with current salary.
Most of the employees are satisfied with promotion policy
Majority of the employees are satisfied with promotion policy
Most of the employees are satisfied with the rules and regulations framed by
the company.
Most of the employees are satisfied with the incentive given by the company
72% of the employees are satisfied with the fringe benefits fo the company.
32% of the employees are satisfied with the grievance handling procedure of
the company
Most of the employees are dissatisfied with the pension scheme.
82% of the employees are satisfied with the attitude of the superior officers
74% of the employees are satisfied with the relationship with their co-workers
Most of the employees are satisfied with the employer – employee relationship
is existing in the firm.
Most of the employees are satisfied with the training and development existing
in the firm.
Most of the employees are partly satisfied with the welfare measures of the
company.
Majority of the employees are highly satisfied in the safety and health
measures of the company.
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6.2. SUGGESTIONS OF THE STUDY
It will be better to improve the working condition of the company
It is necessary to increase the employees current salary.
The company should add more promotion policy for the employees
It is necessary to follow the periodic evaluation of the performance
It will be better for giving more incentive scheme to their employees
It is necessary for giving good pension scheme to their employees
There is need for giving good health and safety measures
It will be better, if the company have a good trade union
A good working condition should be maintained.
The company should provide good ESI (Hospital) facilities for the employees.
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6.3. CONCLUSION:
I conclude this project on the base that most of the employees are satisfied. This
project work was helpful for me to understand the advantages and disadvantages of an
industrial visit. The study mainly deals with analyzing the opinions of employees and also
their satisfaction level at the various areas. Through this study I was able to understand that
the employees of Bharath Agencies satisfied with their present job. Through this project I
was able to acquire better knowledge about he relation existing between the employees and
the management.
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BIBLIOGRAPHY :
PRASAD.L.M
Human Resource Management
Second Edition
Sulthan Chand and Sons Educational Publishers
New Delhi
FISHER /
SCHOENFELDT / SHA
Human Resource Management
All India Publishers
Chennai, 3rd Edition
KOTHARI . C. R
Research Methodology, Methods and Techniques Second
Edition
New Aag International Publishers
New Delhi
M.S.RAMESH
Principles and practice of modem
Business Administration and
Management
Kalyani Publications
New Delhi. 1985
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QUESTIONNAIRE
PERSONAL DETAILS
1. Name :
2. Sex : Male Female
3. Age :
4. Marital Status :
5. Income : Below 3000 3000 – 5000
5000 – 8000 8000 and Above
6. Qualification : Below SSLC SSLC / ITI
Graduate Post Graduate
7. Year of experience
In this organization : 10 – 15 15 – 20 21 – 25 Above 25
1. Are you satisfied with present working condition ?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
2. Are you satisfied with current salary?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
3. Are you satisfied with promotion policy of the company?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
4. Do you consider that the compensation management is efficient?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
5. What you think about the rules and regulations framed by the company for the employee management
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Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
6. What is you satisfaction level on the incentives given by the company
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
7. Is there periodic evaluation of performance?
Yes No
8. Are you satisfied with the fringe benefits?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
9. What is you opinion about the grievance handling cell of the company ?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
10. Are you satisfied with the pension scheme
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
11.What is your opinion about the attitude of the superior officer towards you?
Very good Good Average
Bad Very bad
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12. Do you have good relation with co-workers?
Very good Good Average
Bad Very bad
13. Rate you opinion with regard to the employer, employee relation existing in
your company?
Very good Good Average
Bad Very bad
14. Rate the policy of training and development that is existing in your firm?
Very good Good Average
Bad Very bad
15. How do you rate the welfare measure of the company?
Very good Good Average
Bad Very bad
16. Are you satisfied with their safety and health measures followed by the
firm?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
17. Are you satisfied with workers participation in management?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
18. Are you satisfied with the activities of Trade Union?
Highly satisfied Satisfied Neutral
Dissatisfied Highly Satisfied
19. Does the firm conduct recreational activities for the employees of the
organization
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Yes No
20. If any suggestions :
______________________________________
______________________________________
______________________________________
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