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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 1
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Page 1: Bharath Agencies Narayana

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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