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INDEX
Particulars Page no.
Executive summary 2
Introduction 3-7
Company proile !it" #$%&
analysis
'-()
&"eoretical *spects o +o,
#atisaction
(7-22
esearc" et"odology 23-2/
Data *nalysis 20-/1
indings #uggestion 04-03
5uestionnaire 0/-0)
6i,liograp"y 07
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Executive #ummary
The core objective of the internship is to get the hands-on experience of the real worldorganization and is to fill the requirement of the BBA program as prescribed by the I!
!niversity"
The main aim of the study is to analyze and examine level of job satisfaction among theBausch # $omb India vt" $td employees and to %now the problems faced by theemployees of the various categories" It further explains the area on which employees aremostly dissatisfied" The level of satisfaction has been measured& through a survey& mainly
based on the following factors
• 'alaries
• Incentives 'chemes
• (or%ing )nvironment• *anagement relationship with employees
• +acilities provided to employees
• olicies
• )mployee Training
Based on that survey it was found that besides several other factors the economicdevelopment of a country depends upon the effective functioning of employees"*otivated employees always have higher productivity # this is only possible by ta%ingnecessary steps for the satisfaction of employees in their respective jobs" Themanagement should be more helpful and sympathetic towards the problems faced by thewor%ers at the wor%station"
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Introduction
,uman resource is considered to be the most valuable asset in any organization" It
is the sum-total of inherent abilities& acquired %nowledge and s%ills represented by the
talents and aptitudes of the employed persons who comprise executives& supervisors and
the ran% and file employees" It may be noted here that human resource should be utilized
to the maximum possible extent& in order to achieve individual and organizational goals"
It is thus the employees performance& which ultimately decides& and attainment of goals"
,owever& the employee performance is to a large extent& influenced by motivation and job satisfaction
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The term relates to the total relationship between an individual and the employer
for which he is paid" 'atisfaction does mean the simple feeling state accompanying the
attainment of any goal. the end state is feeling accompanying the attainment by an
impulse of its objective" /ob satisfaction does mean absence of motivation at wor%"
0esearch wor%ers differently described the factors contributing to job satisfaction and job
dissatisfaction"
The survey made regarding the job satisfaction in Bausch # $omb will facilitate
and enables the management to %now the perceptions and inner feelings regarding the job
they are performing on day-to-day basis" The term job satisfaction reveals and focuses on
the li%es and disli%es of the employees of Bausch # $omb" In this particular study the
researchers tries to identify the causes for satisfaction and dissatisfaction among the
employees" 'o this is the most effective and selective instrument for diagnosing and
peeping into the employees problems"
/ob satisfaction survey can give the most valuable information the perceptions and
causes" +or satisfaction1dissatisfaction among the employees attitude towards job
satisfaction may be either positive or negative" This positive feeling can be re-in forced
and negative feelings can be rectified" This survey can be treated as the most effective and
efficient way& which ma%es the wor%ers to express their inner and real feelings
undoubtedly"
+or any future course of action1 development& which involves employees
participation& is considered" The management will get a picture their employees
acceptance and readiness" This survey also enables to avoid misinterpretations and helps
management in solving problems effectively" It is observed during study some of the
employees accepted the proposal survey research"
A perfectly contentment and satisfaction motivates an employees to be confident
with a high morale& it is an asset to organization as a whole"
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Thus the high motivation and morale of an employee ma%e him to remain in the
organization and encourage him to face cut throat competition and gives him enough
dynamism to face challenges"
)very human being possess him own unique resource& if properly channels it by
supportive and supplement& ultimately for achieving organization goals"
As proper breathing and diet is necessary to healthy human being so as is contentment to
the job satisfaction" This contentedness ultimately acts as a %ey factor to human resource
development"
Deinition
/ob satisfaction refers to a persons feeling of satisfaction on the job& which acts as
a motivation to wor%" It is not the self-satisfaction& happiness or self-contentment but the
satisfaction on the job"
,oppoc% describes job satisfaction as 2any combination of psychological&
physiological and environmental circumstances that cause and person truthfully to say I
am satisfied with my job"
/ob satisfaction is defined as the& 2pleasurable emotional state resulting from the
appraisal of ones job as achieving of facilitating the achievement of ones job values"
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%6+EC&IE# % &8E #&9D:
The main aim of the study is to analyze and examine level of job satisfaction
among the Bausch # $omb India vt" $td employees and to %now the problems faced by
the employees of the various categories" The specific objectives are as follows3
o To present a profile of Bausch # $omb and organizational structure etc"&
o To identify the extent of job satisfaction in the Bausch # $omb employees"
o To evaluate the wor%ing environment in Bausch # $omb"
o To examine satisfaction regarding the salary and other benefits of its employees"
o To suggest suitable measures to improve the overall satisfaction of the employees in
the organization"
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#C%PE % &8E #&9D:
The study is limited to the employees wor%ing in Bausch # $omb 4urgaon office" The
study tries to understand the level of satisfaction among the employees of Bausch #
$omb" It further explains the area on which employees are mostly dissatisfied"
/ob satisfaction of the employees has been analyzed on the basis of the following
seven job related factors"
• 'alaries
• Incentives 'chemes
• (or%ing )nvironment
• *anagement relationship with employees
• +acilities provided to employees
• olicies
• )mployee Training
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05+I$) 5+
BA!'6, # $5*B I78IA
0I9AT) $I*IT)8
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Bausch # $omb Inc" is the !nited 'tates: leading ophthalmic goods firm and stands as
one of the premiere contact lens manufacturers in the world" The company also produces
0ay-Ban sunglasses& the best-selling line of sunglasses in the world& as well as several
other brands of high-end sunglasses"
It sold such unrelated units as its s%in care products and its oral care business and
directed acquisitions toward high-margin eye care products& such as those for ophthalmic
surgery"
The company:s pharmaceutical unit was also narrowing its focus to prescription and over-
the-counter ophthalmic" 9aleant harmaceuticals International& Inc"& ;7 completed its acquisition of Bausch ? $omb in August& @C" 9aleant
harmaceuticals International& Inc" ;7 is a multinational specialty
pharmaceutical company that develops& mar%ets and manufactures a broad range of
pharmaceutical products primarily in the areas of dermatology& eye health& neurology and
branded generics" Bausch ? $omb& is the well-%nown company and respected for
healthcare brands in the world"
The 6ompany offers the widest and finest range of eye care products including contact
lenses and lens care products& pharmaceuticals& intraocular lenses and other surgery
products" The company is solely dedicated to protecting and enhancing the gift of sight
for millions of people around the world D from the moment of birth through every phase
of life" Bausch and $omb mar%ed its commercial operations presence in EE@ with vision
care business in India and then started surgical Business in EEF"
6urrently the company is the mar%et leader in contact $ens # $ens care categories and is
ran%ed as the Crd largest in the surgical 5phthalmology space"
Bausch and $omb India is %nown for introducing world class products in consistent
fashion" Bausch and $omb then entered into Aesthetics segment with wide range of
invasive and noninvasive aesthetics treatments into the anti-ageing& s%in tightening& body-contouring and s%in enrichment segment"
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6ontact lens ma%er Bausch # $omb entered India:s aesthetic mar%et with the launch of
American brands li%e Thermage and +raxel"
The company entered into aesthetic mar%et with launch of brands li%e Thermage& +raxel
and clear?Brilliant" India is the Crd largest country in terms of sales revenue in the south
Asia 0egion"
Accountability the company ta%e responsibility to deliver on duties and promises to the
sta%eholders" 6reativity and )ntrepreneurship the 6ompany constantly search for new
ways to do things better while creating value" 0esourcefulness the 6ompany wor% best as
a lean& high-performing wor%force and invest in resources only where it ma%es business
sense to do so"
'peed The 6ompany ma%e decisions and wor% quic%ly without sacrificing execution"
Transparency The 6ompany share information openly and communicate directly"
Teamwor% and Talent 8evelopment the 6ompany strive to build the best team in the
industry by investing in one another"
)5$) 'T0AT)4< Bausch and $omb people strategy is a critical component in the
Bausch and $omb way of driving performance" It acts as a roadmap for attracting&
retaining and developing our most valuable assets eople" The strategy sets out specific&
actionable steps that are in place& to support employees worldwide in becoming the best at
what they do"
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ision ission #tatement
i" ision; To be number one the most admired and valuable health # (ellness
6ompany transforming lives positively"
ii" ission3 Build value for all sta%eholders by providing innovative health and
wellness solutions to the community we serve" B#$ helping consumers to see
better to live better through innovative technology and design"
iii" The most important objective is to serve all our sta%eholders& patients #
consumers who use the companys products& physicians who recommend them
and the customers who provide retail outlets for these products"
iv" Implementation of Triple play as a regular commercial proposition
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6usiness #trategy
Business strategy is to focus on core geographies" The growth of the business is further
augmented through lower ris%& out-put focused research which can primarily be achieved
by3
• +ocusing on innovation through internal research and development& acquisition and in
licensing
"• +ocusing on capabilities and critical s%ills needed to bring new technologies to the
mar%et"
•+ocusing on productivity through measures such as outsourcing commodity services
and leveraging industry overcapacity
In addition to product development and selective acquisitions& their strategy also involves
deploying cash through repurchases and debt repayments& as well as share buybac%s" This
strategy allows them to maximize both the profitability and growth rate of the 6ompany
and to enhance shareholder value"
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Business Units
Vision care Refractive Aesthetics Surgical
13
Product < 6usiness Portolio
Bausch ? $omb offer the worlds widest and finest range of products" In
India It has following Business units3
&"e product portolios under eac" 6usiness units are as under;
ision care- This division deals with contact lens and lens care products" B#$ contact
lens offerings span the entire spectrum of wearing modalities and include such well-
%nown brand names as ure9ision& 'of$ens& Boston and 5ptima" B#$ lens care products
include Biotrue and renu brand of chemical disinfectants for soft contact lenses as well as
the Boston line of products for cleaning 4 contact lenses"
eractive- 5ffers full spectrum of leading laser procedures
*est"etics- rovides innovative safe and effective derma solutions for patients"
#urgical- It provides the worlds most valuable ophthalmic experience" 8evices #
machines for cataract and vitreoretinal surgery" The products are3
P"aco e=uipment
Intra ocular lenses
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Company anagement
*A7A4I74 8I0)6T50 *0"'A7/A< B,!TA7I
8I0)6T50;'!04I6A$> *0"0)*A$ A78
#$%& *N*?:#I#
SanjayBhutani
SSE/SE
RBM
ASM
Managing Director
(Sanjay B!tani"
RBM
ASM
SSE/SE
Sa#e$ Director%S&' AE Re) *re+a# *an,ya
Sa#e$ Director%-.(n,erani#.araaroty
S!#y .ain
Director%
Sanar
inance contro##er(i,i$ Moge"
SeniorManager
inanceManager
R
ManagerEec!tie
R
Eec!ti
e
Manager
Eec!tie
inanceEec!ti
e
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#trengt"s;
• Trust& mutual respect and ethical behavior are essential to Bausch ? $ombs
relationships with eye care professional partners& customers& and employees" In
these relationships& they conduct their business with the highest ethical standardsalways assuring that their behaviors are consistent with both the letter and thespirit of company policies& laws and regulations H and with the exercise of good
business judgment" ;'ource Bausch ? $omb 6ode of Business 6onduct and)thics">
• Bausch # $omb India owns more than J mar%et share in lens category and
around EJ mar%et share in lens care category ;source 3 ress release byindiantelevision"com osted on 3 @ 7ov @K>
• Bausch # $omb Brands has strong reputation in the mar%et"
• )mployees are assets" The people of Bausch ? $omb are the driving force behind
what they accomplish for their customers and patients";source 3 5ur eople
'trategy in Action available on website>
• Bausch ? $omb is committed to good corporate citizenship and donates millions
of dollars and thousands of volunteer hours to hundreds of organizationsworldwide that support their mission of perfecting vision and enhancing life";'ource 3 (ebsite>
• B?$ competitors are slow to adopt new technologies"
$eaAnesses3
• Bausch # $omb has little mar%et presence in tier C cities"
• *ar%eting spends are very low"• 8ropout rate of consumers are very high
• $ow penetration in India
• $ow product range 9s competition in 'urgical Business
%pportunities;
• B?$ business sector is expanding& with many future opportunities for success"
• arent co wants to encourage Indian businesses"
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&"reats;
• 8evelopments in technology may change this mar%et beyond B?$ ability to adapt"
• The competitor 6ooper 9ision is very aggressive in mar%eting
• A small change in the focus of a large competitor might wipe out any mar%et
position B?$ achieve"
6onclusion- B?$ should decide to specialize in rapid response& good value services tolocal businesses and expand his distribution reach to Tire C cities" *ar%eting would be inselected local publications to get the greatest possible mar%et presence for a setadvertising budget& and the B#$ should %eep up-to-date with changes in technologywhere possible" B#$ should also ma%e their policies employees friendly"
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&"eoretical *spects
o
+o, #atisaction
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2I am satisfied with the jobL is one way to define job satisfaction"
$imelight on job satisfaction was brought by ,op poc% in ECM" ,e reviewed C@ studies
on job satisfaction" rior of ECC the job satisfaction is combination of psychological&
physiological and environmental circumstances that course to say truthfully that 2I am
satisfied with my job"L
The success of any organization depends on the effective utilization and motivation of
human resources""
/ob satisfaction is an integral of the organizational climate and importance element in
management and employee relationship"
/ob satisfaction is derived from the $atin words 2'atisL and 2facereL& which means
2enough and to doL respectively" /ob satisfaction refers to an employees general attitude
towards his job"
• 'ituational +actor"
• Individual 6haracteristics"
• 4roup and social relationship outside the job"
/ob satisfaction is the ultimate function of all these and many individual attitudes put
together" *any thin%ers consider it a collective force and not a unitary phenomenon"
)very individual has some needs and desires that need to be fulfilled" Any job& which
fulfils these needs& provides satisfaction" 'atisfaction is ones contentment job that
induces motivation and interest in wor%& which creates pleasure or happiness from job"
,ence satisfaction plays a vital role in every aspect of individuals life& without
satisfaction in life it becomes very difficult to survive"
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eaning
The term job satisfaction refers to an employees general attitude towards his job"
• /ob satisfaction is the favorableness or un-favorableness with which employees
view their wor%"
• In order to understand job satisfaction& perhaps the first step should be to
demarcate the boundaries among such terms as attitudes motivation and morale"
• A job is an important part of life" /ob satisfaction influences ones general life
satisfaction"
• The result is that satisfaction arises from a complex set of circumstances in the
same way the motivation does"
+o, #atisaction ?eads &o
♦ *otivates towards high productivity"
♦ (ant to remain with organization"
♦ Act effectively in crisis"
♦ Accept necessary changes without resentment or resistance"
♦ romotes the interest of the wor%ers in the organization"
&"eories
There are vital differences among experts about the concept of job satisfaction" Basically&
there are four approaches1 theories of job satisfaction"
They are3
> +ulfillment theory
@> 8iscrepancy theory
C> )quity theory
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K> Two-factor theory
B( ulillment t"eory
The main aim of this theory is to measure satisfaction in terms of rewards a person
receives or the extent to which his needs are satisfied" /ob satisfaction cannot be regarded
merely as a function of how much a person receives from his job but it is the strength of
the individuals desire of his level of aspiration in a particular area"
The main difficulty in his approach as observed by willing is that job satisfaction is not
only a function of what a person receives but also what he feels he should receive& as
there would be considerable difference in the actual and expectations of persons"
B2 Discrepancy &"eory
The proponents of this theory is that satisfaction is the function of what a person actually
receives from his job satisfaction and what he than%s receives or expects to receive"
This approach does not ma%e it clear whether or not over satisfaction is a part of
dissatisfaction and if so& how it differs from dissatisfaction"
B3 E=uity &"eory
The proponents of this theory are of the view that a persons satisfaction
determined by his perceived equity which in from is determined by his input-output
balance when compared to others input-output balance" Input-output balance is the
perceived ratio of what a person received from his job relative to what he contributes to
the job"
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B/ &!o-actor &"eory
This theory was developed by ,erzberg& *anusner& aterson and 6apwell who identifiedcertain factors as satisfiers and dissatisfies"
+actors such as achievement& recognition responsibility etc"& are satisfiers& the presence of
which causes satisfaction but their absence does not result in dissatisfaction on the other
hand the factors such as supervision salary& wor%ing conditions etc" are dis-satisfiers the
absence of which cause dissatisfaction however their presence does not result in job
satisfaction"
This theory is considered invalid as a person can get both satisfaction and dissatisfaction
at the same time"
DE&EIN*N % +%6 #*&I#*C&I%N
According to Abraham A" Gumar there two types of variables& which determine the job
satisfaction of an individual" These are3" 5rganization 9ariables
@" ersonal 9ariables
(. %rgani>ation varia,les;
i. %ccupational ?evel; The higher the level of the job& the greater the
satisfaction of the individuals" This is because& higher level of jobs carry
greater prestige and self-control" This relationship between occupational
level and job satisfaction stems from social reference group theory in our
society values some jobs more than others" ,ence people in values li%e
them more than those who are in non-valued jobs" The relationship may
also stem from the need fulfillment theory"
ii. +o, content; 4reater the variation in job content and less the
repetitiveness with which the tas%s must be performed& the greater the
satisfaction of the individuals involved" 'ince job content in terms of
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variety and nature of tas%s called for is a function of occupational level"
The theoretical arguments given above apply here also"
iii. Considerate ?eaders"ip; eople to be treated with consideration" ,ence
considerate leadership results in higher job satisfaction than in considerate
leadership"
iv. Pay and Promotional opportunities; All other things being equal these
two variables are positively related to job satisfaction"
v. Interaction among Employees; ,ere the question is& when interaction in
the wor% group is a source of job satisfaction and when it is not"
Interaction is more satisying !"en;
a> It results in the cognition that other persons attitudes are similar to
ones own since& this permits are ready calculability of the others
behavior and constitutes a validation of ones self"
b> It results in being accepted by other and
c> It facilitates and achievement of goals"
2. Personal aria,les
+or some people& it appears that most jobs will be dissatisfying irrespective
of the organizational conditions& where for other most jobs will be satisfying personal
variable for this difference"
i> Age
ii> )ducational $evel
iii> 0ole perception
iv> 'ex
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esearc" et"odology
9niverse #ources o data
In the preparation of this report& the primary data is collected from questionnaire and
secondary data from company /ournals& magazines& newspapers and web sites"
#ample si>e;
The satisfaction survey has been conducted among all India )mployees" There are E
employees in the 4urgaon office of Bausch # $omb" The responses were received from
C employees which are close to NJ"
et"ods o data collection
8ata& which is gathered by administering questionnaires& was processed in simple manner
to determine the level of satisfaction among employees" )very response was assigned
some score based on this overall satisfaction level was determined"
It "as ,een analy>ed !it" 3 met"ods.
" At over all 6ompany level" 'atisfaction of overall employees for each questionhas been interpreted"
@" At 8epartment $evel3 the overall responses have been categorized into the
following department # responses of each questions has been analyzed"
a" 'ales b" 6ommercialc" 'erviced" 'upply 6haine" +inance # ITf" 4eneral # Admin
C" At experience level3 )mployees has been categorized into following @ groups #has been analyzed thru 6,I square test"
" )xp - All employees who have more than C year experience in this company has been considered in thisgroup"
@" )xp @-All employees who have less than C year experiencein this company has been considered in this group"
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&ools and tec"ni=ues o analysis o Data
C"i-#=uare &estThe 6hi-'quare Independence Test is used to determine whether two categorical variablesassociated with the same item act independently on that item"
The project analyses dependency the results of the various questions in the questionnaireon experience of the employee" n
6hi-'quare 'tatisticO =@OP ;Actuali D )xpectedi >@
iO )xpectedi
Contingency &a,leA contingency table is a two-way cross-tabulation" )ach row in the contingency table isassociated with one of the levels of one of the categorical attributes and each column isassociated with one of the levels of the other categorical attribute"
8ata collected is carefully tabulated and analyzed by using satisfaction methods and also
various graphs and J methods are used to present the data"
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D*&* *N*?:#I#
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D*&* *N*?:#I# @Company level
" Are you satisfied with the wages paid to youQ
Yes No
Interpretation3 F percent of the employees are satisfied with the wages paid to tem"5nly @ percent of the employees feel that there should be a hi%e in wages paid to them"
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@" 8o you have any incentives wage schemes for efficient wor% on your organizationQ
Yes No
0
10
20
30
40
50
60
70
80
Interpretation3 N percent of the employees feel that there should be an incentive wage
scheme for efficient wor% in the organization"
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C" Are you satisfied with the present wor%ing conditions and environmentQ
Yes
No
0 10 20 30 40 50 60 70 80 90 100
Interpretation3 Almost all the employees are satisfied with the present wor%ing
conditions and environment"
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K" Is the management helpful and sympathetic to your problemsQ
To 'ome extent To $arge extent
N C
;8ata in ercentage>
Yes No0
10
20
30
40
50
60
70
Interpretation3 NJ of the employees feel that the management is sympathetic to some
extent in their problems faced at wor%station"
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M" Are you satisfied with the facilities provided with the organizationQ
To 'ome extent To $arge extent
E
Yes No
0
10
2030
40
50
60
70
80
90
;8ata in ercentage>
Interpretation3 Almost all the employees are satisfied with facilities provided with the
organization"
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" 8oes the management have good relation with the employeesQ
To 'ome extent To $arge extent
N C
Yes No
0
10
20
30
40
50
60
70
;8ata in ercentage>
Interpretation3 NJ of the employees feel that the management has a good relation with
the employees and only CJ of them feel that the management should improve their
relation with the employees"
N" 8o you feel that the company policies really protect your interestQ
To 'ome extent To $arge extent
K
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Yes No
;
8ata in ercentage>
Interpretation3 J of the employees feel that the company policies really protect their
interest" KJ of them feel that their interests are not protected"
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F" 8o you have any problems with the present management setupQ
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E" -8o you feel that the company policies should be changedQ
To 'ome extent To $arge extent
K
;8ata in ercentage>
Yes No
0
10
20
30
40
50
60
Interpretation3 J of the employees feel that the company policies should be changed
and KJ of them feel that the policies of the company are up to their satisfaction"
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" 8oes the company provide any training to improve your performanceQ If yes& are you
satisfied with the training providedQ
To 'ome extent To $arge extent
E
;8ata in ercentage>
Yes No
Interpretation3 Almost all the employees are satisfied with the training provided by the
company to improve their performance"
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D*&* *N*?:#I# @Department level
" Are you satisfied with the wages paid to youQ
8epartment 7umbers J
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@" 8o you have any incentives wage schemes for efficient wor% on your organizationQ
8epartment 7umbers J
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C" Are you satisfied with the present wor%ing conditions and environmentQ
Department Numbers %
Yes No Yes No
Sales 42 5 89% 11%
Commercial 36 3 92% 8%
Serice 8 0 100% 0%
Suppl! c"ain 9 1 90% 10%
#inance $ & 12 3 80% 20%
'eneral an( )(min* 10 1 91% 9%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%
#0%100%
% $es
% o
Interpretation3 *ost of the employees are satisfied with the present wor%ing conditions
and environment"
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K" Is the management helpful and sympathetic to your problemsQ
Department Numbers % Yes No Yes No
Sales 35 12 74% 26%
Commercial 26 13 67% 33%
Serice 4 4 50% 50%
Suppl! c"ain 9 1 90% 10%
#inance $ & 8 7 53% 47%
'eneral an( )(min* 7 4 64% 36%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%
#0%
100%
% $es
% o
Interpretation3 6lose to MJ employees in service and finance feel that management is
not helpful to their problems whereas in other departments this percentage goes down to
less than CNJ"This shows that management is helpful to the employees who are directly
related to sales"
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M" Are you satisfied with the facilities provided with the organizationQDepartment Numbers %
Yes No Yes No
Sales 41 6 87% 13%
Commercial 36 3 92% 8%
Serice 8 0 100% 0%
Suppl! c"ain 9 1 90% 10%
#inance $ & 13 2 87% 13%
'eneral an( )(min* 10 1 91% 9%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%#0%
100%
% $es
% o
Interpretation3 Almost all the employees are satisfied with facilities provided with the
organization"
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" 8oes the management have good relation with the employeesQ
Department Numbers %
Yes No Yes NoSales 32 15 68% 32%
Commercial 28 11 72% 28%
Serice 6 2 75% 25%
Suppl! c"ain 8 2 80% 20%
#inance $ & 11 4 73% 27%
'eneral an( )(min* 6 5 55% 45%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%
#0%
% $es
% o
Interpretation3 )mployees in sales ;C@J> and general # admin ;KMJ> feel that the
management should do more to improve their relationship"
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N" 8o you feel that the company policies really protect your interestQ
Department Numbers %
Yes No Yes No
Sales 29 18 62% 38%
Commercial 25 14 64% 36%Serice 6 2 75% 25%
Suppl! c"ain 6 4 60% 40%
#inance $ & 9 6 60% 40%
'eneral an( )(min* 4 7 36% 64%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%
% $es
% o
Interpretation3 *ore than J employees in all department except general # admin
;CJ> feel that the current policies really protect their interest"
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F" 8o you have any problems with the present management setupQ
Department Numbers %
Yes No Yes No
Sales 4 43 9% 91%
Commercial 4 35 10% 90%
Serice 0 8 0% 100%
Suppl! c"ain 0 10 0% 100%
#inance $ & 1 14 7% 93%
'eneral an( )(min* 1 10 9% 91%
0%
10%
20%
30%
40%
50%
0%
!0%
"0%
#0%100%
% $es
% o
Interpretation3 *ost of the employees are satisfied with the present management setupin all departments"
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E" 8o you feel that the company policies should be changedQ
Department Numbers %
Yes No Yes No
Sales 31 16 66% 34%
Commercial 23 16 59% 41%
Serice 5 3 63% 38%
Suppl! c"ain 6 4 60% 40%
#inance $ & 9 6 60% 40%
'eneral an( )(min* 7 4 64% 36%
0%
10%
20%
30%
40%
50%
0%
!0%
% $es
% o
Interpretation3 close to J of the employees feel that the company policies should be
changed and close to KJ of them feel that the policies of the company are up to their
satisfaction"
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" 8oes the company provide any training to improve your performanceQ
Department Numbers %
Yes No Yes No
Sales 44 3 94% 6%
Commercial 38 1 97% 3%
Serice 8 0 100% 0%
Suppl! c"ain 10 0 100% 0%
#inance $ & 14 1 93% 7%
'eneral an( )(min* 11 0 100% 0%
0%
10%20%
30%
40%
50%
0%
!0%
"0%
#0%
100%
% $es
% o
Interpretation3 Almost all the employees are agreeing that training is provided toimprove their performance"
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" If yes& are you satisfied with the training providedQ
Department Numbers %
Yes No Yes No
Sales 43 4 91% 9%
Commercial 37 2 95% 5%
Serice 8 0 100% 0%
Suppl! c"ain 9 1 90% 10%
#inance $ & 11 4 73% 27%
'eneral an( )(min* 10 1 91% 9%
0%
10%
20%
30%
40%
50%
0%
!0%"0%
#0%
100%
% $es
% o
Interpretation3 Almost all the employees are satisfied with the training provided by the
company to improve their performance"
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Data Ana#y$i$%At eerience #ee#
" Are you satisfied with the wages paid to youQ
8ypot"esis-The level of experience of employees has no effect on the satisfaction with
the wages paid to them"
The 6hi-square statistic is "NF" The value is "E@EKCC" This result is not significant
at p R "M"
Thus& the null hypothesis cannot be rejected"
@" 8o you have any incentives wage schemes for efficient wor% on your organizationQ
8ypot"esis-The experience level of employees has no effect on the incentives given to
them"
The 6hi-square statistic is "@FKC" The value is "MECFE" This result is not significant at
p R "M"
Thus& the null hypothesis cannot be rejected"
C" Are you satisfied with the present wor%ing conditions and environmentQ
8ypot"esis-The experience level of employees has no effect on the satisfaction of employees towards present wor%ing conditions and environment"
The 6hi-square statistic is "FC@" The value is "KFKEC" This result is not significantat p R "M"
Thus& the null hypothesis cannot be rejected"
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K" Is the management helpful and sympathetic to your problemsQ
8ypot"esis- )mployees feel that management is helpful to their problem irrespective of their level of experience"
The 6hi-square statistic is "EC" The value is "@CFF" This result is not significantat p R "M"
Thus& the null hypothesis cannot be rejected"
M" Are you satisfied with the facilities provided with the organizationQ
8ypot"esis-The experience level of the employees has no significant effect on the levelof satisfaction with the facilities provided in the organization"
The 6hi-square statistic is "FC@" The value is "KFKEC" This result is not significantat p R "M"
Thus& the null hypothesis cannot be rejected"
" 8oes the management have good relation with the employeesQ
8ypot"esis-The level of experience of employees have no significant effect on therelations of management and employees"
The 6hi-square statistic is "N@C" The value is "CEMMM" This result is not significant at p R "M"
Thus& the null hypothesis cannot be rejected"
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indings
• *ost of the employees are satisfied with the wages paid to them" In 4eneral #
Admin" C percent of the employees feel that there should be a hi%e in wages paid
to them" " The result is independent of experience group"
• N percent of the employees feel that there should be an incentive wage scheme
for efficient wor% in the organization" )mployees in service feel that there should
be a change in incentive wage scheme for efficient wor% in the organization" " The
result is independent of experience group"
• Almost all the employees in all departments are satisfied with the present wor%ing
conditions and environment"
• 5ver all NJ of the employees feel that the management is sympathetic to some
extent in their problems faced at wor%station" (hen we further drill down to
department wise we find 6lose to MJ employees in service and finance feel that
management is not helpful to their problems whereas in other departments this
percentage goes down to less than CNJ"This shows that management is helpful to
the employees who are directly related to sales" The result is independent of
experience group"
• Almost all the employees in all departments are satisfied with the facilities
provided with the organization"
• 5verall NJ of the employees feel that the management has a good relation with
the employees" )mployees in sales ;C@J> and general # admin ;KMJ> feel that the
management should do more to improve their relationship" The result is
independent of experience group"
• J of the employees feel that the company policies really protect their interest&
but KJ employees in general # admin feel that their interests are not protected"
• EJ of the employees are satisfied with the present management setup and the
other J is not satisfied and feel that there should be change in the setup"
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• J of the employees feel that the company policies should be changed and KJ
of them feel that the policies of the company are up to their satisfaction
• Almost all the employees are agreeing that training is provided to improve their
performance" The result is dependent on experience group" )mployees having
higher experience in this company feel that training provided to them is sufficient
to improve their performance whereas newer employees are not satisfied with the
current training"
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#9E#&I%N#;
"
• 6lose to MJ employees in service& +inance and IT are dissatisfied with the
managements approach to solve their problems" Therefore management should be
more helpful and sympathetic towards the problems faced by the wor%ers at the
wor%station and as% for suggestions from the employees from every department
about their problems"
• *ore than J employees in all the departments feel that the current company
policies should be changed" This shows that the current policies are not meeting
the expectations of the employees" Therefore the company policies should be
reviewed # revise in such a way that it protects the interests of all employees
regardless of their department"
• *ore than CCJ employees in shared services i"e" supply chain& finance and
general and administration are dissatisfied with the current incentive schemes"
*anagement should alter the current schemes to ma%e it lucrative to employees of all departments"
• 6hi @ analysis shows that employees having experience of more than C years feel
that the training provided to them should be more effective" Therefore there
should be an effective training system which will help to enhance the performance
# s%ills of all employees regardless of their experience"
• It has been observed that the satisfaction level is very high of employees who are
directly related to the sales i"e" sales& commercial and service whereas the
satisfaction level is average of the employees in shared services1support function
i"e" supply chain& finance& IT and general # administration" *anagement should
give equal importance to all the departments and there should be more
participation from shared services employees in defining the policies"
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*nnexures
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59E#&I%NN*IE
*. Proile;
7ame 3
8epartment 3
8esignation 3
8ate of /oining 3
" Are you satisfied with the wages paid to youQ
;a> 7o
@" 8o you have any incentive wage schemes for efficient wor% in your
organizationQ
;A>" " 7o
C" Are you satisfied with the present wor%ing conditions and environmentQ
;A>" " 7o
K" Is the management helpful and sympathetic to your problemsQ
;A>" " 7o
M" Are you satisfied with the facilities provided with the organizationQ
;A>" " 7o
" 8oes the management have good relation with the employeesQ
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;A>" " 7o
N" 8o you feel that the company policies really protect your interestQ
;A>" " 7o
F" 8o you have any problems with the present management setupQ
;A>" " 7o
E" 8o you feel that the company policies should be changedQ
;A>" " 7o
" 8oes the company provide any training to improve your performanceQ
;A>" " 7o
" If yes& are you satisfied with the training providedQ
;A>" " 7o
6I6?I%*P8:
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6ooAs 3
• 8avis& Geith" ,uman 0elations in Business" 7ew