Summer Training Project Reporton

Bajaj Motors Limited

Integrated Industrial Estate
Pantnagar
ON
“Measures Taken for Employee Satisfaction
and THEIR Impact on their Performance“
FOR PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE DEGREE
OF THE BACHELOR OF BUSINESS ADMINISTRATION.

SUBMITTED TO: SUBMITTED BY:

Mrs. Balwinder kaur Mamta Shah

Asst. Professor BBA 5thSem.

Roll no.;-181335250013

Droan college of education and technology, rudrapur (u.s.nagar)

uttarakhand

1
 STUDENT DECLARATION
I hereby declare that the work,presented in the project report entitled “MEASURES
TAKEN FOR EMPLOYEE SATISFACTION AND THEIR IMPACT ON THEIR
PERFORMANCE ”,for partial fulfillment of the requirement for the award of degree of
Bachelor of Business Administration in DROAN COLLEGE OF EDUCATION AND
TECHNOLOGY (Kumaon University Nainital) is record of my own work under the
guidance of MRS.BALWINDER KAUR(Asst. Professor,FCBM).

This project has not been presented in any seminar or submitted elsewhere for the award of
any degree or diploma.

SIGNATURE OF STUDENT

Mamta Shah

BBA -5thsem.

2
 ACKNOWLEDGEMENT
I wish to convey my special thanks and gratitude to my project guide helping me in
completing this project on” MEASURES TAKEN FOR EMPLOYEE SATISFACTION AND
THEIR IMPACT ON THEIR PERFORMANCE” at Bajaj Motors ltd.

It gives me immese satisfaction and pleasure to record my deep sense of appreciation

for theexcellent help provide by MR. DEEPAK RAWAL (HR EXECUTIVE) for the valuable
guidance and gave me valuable knowledge and experience for completing me this
project.

I also express my heartfelt thanks to all the organization employees who have helped
me in data collection and preparing the manuscript.

Lastly special appreciation is due to my faculty guide MRS.BALWINDER KAUR, My

colleagues, my family and my friends for their support and encouragement for
completion of the project.

I would seek an opportunity to express my sincere and profound gratitude to MR. O. K.

SAXENA(Plant Head) for giving me a support to do this training at Rudrapur.

I am thankful to MR. K. S. NEGI (HR Head)for giving me valuable knowledgement and

nourishes my career.

MAMTA SHAH
BBA -5thsem.

3
 PREFACE

It is a matter of great pleasure to write about Bajaj Motor Ltd. As research

training project is an integral part of BBA program for the partial fulfillment of
the course. This training in an organization to enable me to be acquainted with
the practical aspect of business decision making. A project is essential need for a
professional course .Project makes a student eligible for developing good skills
and makes deep sense for working in an organization .Project also helps in
generating new ideas and present it.

As a part of my BBA curriculum I underwent my summer training at Bajaj Motors .

There I assigned the topic “ MEAURES TAKEN FOR EMPLOYEE SATISFACTION AND
THEIR IMPACT ON THEIR PERFORMANCE”

As such I hereby present my project for evaluation which give an insight over the
current trend in HR prevailing at BAJAJ MOTORS LTD.

Efforts have been directed towards making this report simulating and
interesting…..

CONTENTS
PAGE NO.
4
 1. COMPANY CERTIFICATE
 2 .INSTITUTE CERTIFICATE1..
 3 .STUDENT DECLARATION
 4. ACKNOWLEDGEMENT
 5. PREFACE

CHAPTER 1
1.1 Company Profile 7
Automobile Industry: Introduction
1.2 Structure of Bajaj Group 8
1.3 Bajaj Group 9
1.4 Product range. 11
1.5 visions, Mission plan 13
1.6 Automotive strength 16
1.7 About HR 17

CHAPTER 2
2.1 Introduction 19
2.2 Background of the study 20
2.3 Objectives of the study 20
2.4 scope of the study 21
2.5 Hypothesis 21
2.6 Research Methodology 21
2.7 Limitations 23
2.8 Theoretical Background 23

CHAPTER 3
3.1 Data Analysis and Interpretation 31-51

CHAPTER 4
4.1 Summery of Finding. 52
4.2 Recommendations 54
4.3 Conclusions 54
BIBLIOGRAPHY
51..
ANNEXTURE(Questionnaire)
52..

5
 Chapter 1

COMPANY PROFILE….

(Automobile INDUSTRY)

6
 1.1 COMPANY PROFILE
BAJAJ MOTORS LIMITED

Bajaj Motors is a private sector organization that

offers services in Ancillaries/ auto components with
employee strength of 1001-2500.it is ISO 9001-2000 certified and recommended
for TS-16949,ISO-14001 Certifications from GMBH, Germany .It has
specialization in machining for auto components specially precision components.

HEAD OFFICE:
39-40 KM Stone Delhi –Jaipur highway.

Narsingpur,Gurugram

Haryana, India.

WEBSITE:www.bajajmotors.com

1.2
STRUCTURE

7
 sh.V.P. Bajaj
Chairman and Managing Director

Vikas Bajaj

J. Managing Director

Executive Director. DGM Finance controller. Dim.Manager. Executive Director

Machining plant.
P&A Accounts&finance. Marketing Forging Plant

Manager Manager Manager

↔↔
EecutiveDirector. Sr.Divisional mgr. purchase and Design dept. Tool Room.
(machining (Quality) Exise.
plant)

Manager Manager
Sr.Divisional Store.
mgr. Production Quality
(Engineering assurance.
dept.)
Maintenance. Manager
Maintenance
Maintenance.

Machining
Heat treatment
Unit.

1.3

BAJAJ GROUP
8
Bajaj Motors Ltd. Bajaj Sons Ltd.;

BAJAJ GROUP
EsveePrecesion Veer
Component Ltd. Industrial
Corporation.

Ludhiana Motor Saroop Sons

Agency. Industries Pvt.
Ltd.

BAJAJ MOTORS LIMITED PANTNAGAR

COMPANY PROFILE
Name Bajaj Motors Limited.

9
Address Plot NO. 41 Sector 11
IIE- SIDCUL Pantnagar (U.S. Nagar)

Chairman Mr. V.P. Bajaj.

Joint Managing Director Mr. Vikas Bajaj.

Nature of Unit Public Ltd. Company

Year of Incorporation 17-07-1986

Area Covered 6 Acres.

Staff / workers 1100 (approx)
Factory Registration No. USN-1096

1.4 OUR PRODUCT RANGE;

 Machined Components.
 Machined and assembled components.
 Forging Components.
 Forging – Hot Forged Components.
 Forging- Cold Forged Components.
 Casting Components.
 Export Components.

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 UNITS:
MACHINING
Located on the Delhi- Jaipur Highway on 39-40 milestone, Bajaj Motors Limited is ISO
9001:2000
Certified Company and recommended for TS-16949,(Revision code IATF-
2016) ,ISO14001
Certifications from TUV GmBH ,Germany . Since its inception in 1986 ,BAJAJ MOTORS
has its
specialization in Machining for Auto components specifically Precision Engine
Components.

forgiNguNit:

Fully Equipped with all the facilities ,Forging plant at Gurgaon.

The plant was established in year 2000 and started its commercial production in
the year 2001.ISO 9001:2000 Certified from TUV and in process to obtain TS
16949 and ISO 14001.

CASTING UNIT:

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This is an upcoming unit of Bajaj Motors ltd. At BhoraKalan, Binola Industries area,
Gurgaon, India spread over an area of 6 acres in the process of backward integration.

Export Orientation is the hallmark of this plant. This unit has started production since
March 2006.

The specialization of Bajaj Motors casting Plant is shell Moulding casting and
perhaps this is the largest plant in its category in entire Northern India.

POLICIES :
 QUALITY POLICY::

Bajaj Motors Ltd. Is commited to provide value added products to its

customers by ethical working,enhancing core competency of its
team,continual improvement in the system involving total employees
maintaining external and internal customer concepts.

 Environment Policy::

BAJAJ MOTORS LIMITEDiscommited to minimize the adverse impact of its

operations and improve continually through proactive environmental
strategie

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 1.6 VISION::
To attain World Class Excellency by demonstrating Value added products to
customers

MISSION:
 Focus on value based manufacturing.
 Fostering team work and enhancing the capability of the team.
 Continual improvement.
 Total Elimination of wastes and
Pollution Free and Environment.

MILESTONES::

Year milestone milestoNes


1986 Start of Bajaj Motors Ltd.

 1992 Incorporation of Second plant of

Bajaj
 1995 Establishment of Third plant of
Bajaj Motors ltd..
 1998 Introduction of flexible

13
 manufacturing concepts.
 2000 Establishment of Microtel Forgings
as Backward Integration

 2004 Started Export Activities..

 2005 Foundation of Casting Plant with

Capacity of 13 tones of casting per day
laid.
 2006 Production of Casting Started.

ROAD MAP TOEXCELLENCE;:

 TPS (In process)

 Others already established

TPS

14
 DOL Lean 6
5S SPC TQM sigma

TPS

1.7 STRENGTH;;

STRENGTH IS WHERE ROOTS ARE

Minimum Response Time due to good Team Work.

2)Our Experience as supplier to International Auto Giants..

 Our specialization in;

 Precision Engine Components with closest
tolerance.

 Critically machine Components.

 Turned Components.

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  Forgings from 40gms to 7kg

3)Forging, Machining, Power Coating and Hard Chrome –Plating at single

Destination.

Latest Hi-Tech Core Concepts of Production & Quality practising Six Sigma , DOL,
TPM, TQM, SPC ,5S are inbibed in our system.

1.8 ABOUT HUMAN RESOURCE(H.R._)

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 HUMAN RESOURCE MANAGEMENT (HRM_) is the term used to describe formal
systems devised for the management of people within an organization . The
responsibilities of a human resource manager fall into 3 major area: Staffing,
Employee compensation and benefits and defining/ designing work.

Human RESOURCE is an integral part of management . It helps the management in

taking a strategic view of very important resource. It helps management in identifying
skill sets, knowledge, values required in the employee and the rewards that are needed
to be given to the employees so that the organization goals may fulfilled.

A CLOSER LOOK AT HUMAN RESOURCE MANAGEMENT

HuMaNRESOURCE involves developing and administering programs that are
designed to increase the effectiveness of an organization or business . It includes the
entire spectrum of creating , managing, and cultivating the employer employee
relationship.

Human Resource is used to describe both the people who work for a company or
organization and department responsible for managing resources related to
employees. The term HUMAN RESOURCES was first coined in the `1960 when the
values of labor relations began to garner attention and when notions such as
motivation, organizational behavior, and selection assessment began to take shape.

HUMAN RESOURCE MANAGEMENT is a contemporary. Umbrella term used to describe

the management and development of employees in an organization .also called
personnel or talent management , It involves overseeing all things related to managing
an organization’s human capital.

For most organizations, agencies, and business the Human Resource department is
responsible for;

 Managing Job recruitment , selection , and promotion.

 Developing and overseeing employees benefits and wellness programs.
 Developing, promoting, and enforcing personnel policies.
 Promoting employees career development and job training.
 Providing orientation programs for new hires.
 Providing guidance regarding disciplinary actions.
 Serving as a primary contact for work- site injuries or accidents.

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 Chapter 2

AB0UT THE TOPIC

“ SATISFACTION
AND FOCUS ON
MEASURES AND
THEIR POSSIBLE
IMPACTS”

2.1 TOPIC INTRODUCTION

‘People are our greatest asset’ is a mantra that companies have been chanting for
years. But only few companies have started putting Human Resource Management
(HRM_) in a place that support this philosophy .

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 There are a number of challenges in the Indian industry which require the serious
attention of HR manager to “find the right candidate and build a, “conductive work
environment” which will be beneficial for the employees as well as organization.

The industry is already under stress on account of persistent problems such as

attrition, confidentially, and loyalty. Other problems are managing people, motivation
to adopt new technology changes, recruitment and training, performance
management, development and compensation management.

With these challenges , it is timely for organization to rethink the way they manage
their people. Managing HR managers in the knowledge based industry is a significant
challenge for HR managers as it involves a multi task responsibility.

In the present scenario , HR managers perform a variety of responsibilities .

Earlier their role was confined to administration functions like managing manpower
requirement and maintaining rolls for the organization . Now, it is more strategic as
per the demand of the industry.

MOTIVATING WORKFORCE;

As the competition is growing rapidly in the global market,

a technological edge supported by a talent pool has become a crucial factor for
survival in the market.

Naturally, as a result every organization gives top priority to technology advancement

programs.

HR managers are now performing the role of motivators for their knowledge workers
to adopt new changes.

MANAGING PEOPLE;

In view of the dynamics in the current times there is a greater demand for knowledge
workers.

Resumes abound yet companies still fervently search for the people who can make a
difference to the business. Often talented professionals enjoy high bargaining power
due to their knowledge and skills in hand.

WORK LIFE BALANCE FACTOR; This aspects creates with it the challenge of a
smoother assimilation and the cultural bindings of the new corners into the
organization fold.

“Satisfaction and Focus on measures and their possible impacts..”

This project title Analysis of Employee Satisfaction in Bajaj Motors Ltd. Aimed at
studying the satisfaction levels of employees in Bajaj for executivesi.e, The employees
belonging to the every grade level of organization. The effectiveness of these activities
and their usefulness for the company as well as for the employees.

19
The project was undertaken as a part of curriculum of BBA course of that makes it
necessary for each and every student to undergo a training of six weeks so as to gain
practical knowledge regarding the operations and experience to handle real life
problems efficiently .

The motive behind choosing Bajaj for this study was its huge size . its diversity of
operations and large market share and its specialized and competent human resources
that is also very large in number.

2.2 BACKGROUND OF THE STUDY

People management is an important aspects of organizational processes . This
emanated from the recognition that the human resources of an organization and the
organization itself is a synonymous . A well- managed business .

Organization normally considers the average employees as aa primary source of

productivity gains . These organizations consider employees rather than capital as a
core foundation of the business and contributors to firm development.

Satisfaction of Human resources finds close links to highly motivated employees.

Motivated employees then develop loyalty or commitment to the firm resulting to
greater productivity and lower turnover rates.

However, even with the widespread recognition of the importance of facilitating the
relationship between employee satisfaction and motivation in facilitating organizational
commitment.

To determine the manner that individual industries develop and achieve organization
commitment through employee satisfaction.

The study will investigate in depth the human resource strategies of Bajaj Motors
Ltd.

2.3 OBJECTIVE OF THE STUDY;

The objective of the study is as follows:-

 To examine the association between satisfaction measures and employee

performance.
 To examine the association between demographic profile and
performance
 To assess the overall satisfaction level of employees.
2.4 SCOPE OF THE STUDY;

In this Project I have tried to present briefly about the satisfaction of employees with special
reference to Bajaj Motors also tried to collect some information from the employees and get
their feedback on the existing system. My aim of the training has been to get better insight
into the HR department activities is general and employee satisfaction is particular.

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This study emphasis in the following scope:

1. To identify the employee satisfaction level of satisfaction upon that job.

2. To examine the association between demographic variable and employee
satisfaction.
3. To identify the area of dissatisfaction of Employees.

2.5 HYPOTHESIS:

1.There is no significant association between satisfaction measures and employee

performance.

2.There is no significant association between demographic variables and performance.

2.6 RESEARCH METHODOLOGY;

A Descriptive research methodology with survey method is applied in the study.

All business undertaking operates in the world of uncertainty.

It may reduce the probability of making wrong choices among alternative courses of action
research is purposeful investigation it provides a structure for decision making
systematic.

We have used both the Primary and Secondary Data for the purpose of this study,
secondary data were collected from available books, articles, websites,
publications and research studies.

A Closed ended interview schedule was designed to collect primary data, Bajaj Motors
Ltd. Selected to collect primary data and the research visited each
designation unit to talk informally with the employees officials for collecting
information regarding job satisfaction.

After collecting all necessary data, Data has been analysed and tabulated descriptively.,
And this tabulated information used to measure perceived satisfaction and
dissatisfaction level of the employees.
DATA COLLECTION;

There are two types of data-

1-PRIMARY DATA

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2-SECONDARY DATA

(1) PRIMARY DATA

Primary data are those which are collected fresh and for the first time and original in
character.

(2) METHODS OF COLLECTING PRIMARY DATA;

-OBSERVATION METHOD
-QUESTIONNAIRE.

-SCHEDULES.

(3) SECONDARY DATA;

Secondary data are those data which have already been collected by someone and this
data has already been passed through a statistical process.

(4) SOURCES OF SECONDRY DATA;

1.Various publications of the company.

2.Technical and trade journals, books, magazines and newspapers.

3.Reports prepared by research scholars, unadvertised, economists etc , in different

fields.

(5)SAMPLE SIZE AND METHOD OF SAMPLING;

UNIVERSE: The universe for the purpose of this report was finite i.e BAJAJ MOTORS
LIMITED, Pantnagar.

The Sample Unit: It was an individual employed by BAJAJ MOTORS LIMITED and the
sample size was limited to a total of 30 personnel of the company.

Method of sampling: The method adopted was Simple Random Sampling method
because all employees have relatively different levels of satisfaction , thus a sample size
of 30 employees were considered to be adequate.

.TOOLS OF THE STUDY:

The following methods are used to analyze the data’s;
1. Various graphs and charts are used among relative figures.
2. Percentage method for analysis of the data and its interpretation .

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 2.7 LIMITATION OF STUDY
Although I completed my SUMMER TRAININGIn a very effective and fruitful manner
but still, I think that due to some reasons or limitations I was not able to collect
some more information. I could not get some required information about the
company.
Procedure of Personal Administrator in company Due to several reasons such as:
1.The company management was not very interested to interact with the trainee.

2.The trainee was not allowed to interact with the other department employees of the
company.

3.The respondents were too busy to provide the proper time that was required for
study.

4.Studycan not be widen because of short span of time.

5.100% accuracy can not be measured due to the biasness and prejudices of the
respondent.

2.8THEORITICAL BACKGROUND;
MEANING OF ‘’EMPLOYEE SATISFACTION’’
Employee satisfaction is a terminology that describes whether employees are happy and
contended and fulfilling their desires and need of work, many measures meaning that
employee satisfaction is a factor in employee motivation, employee goal achievement,
and positive employee morale in a workplace.
As per as VROOM ‘’ Employee Satisfaction is a positive orientation of an individual
towards a work role which he is presently occupying’’.
Employee Satisfaction is a measure of how happy workers are with their job and
working environment, keeping morale high among workers can be tremendous benefit
to any company.
As happy workers will be more likely to produce more , take fewer days off, and stay
loyal to the company.
Employee Satisfaction,
The backbone of employee satisfaction is respect for workers and the job they perform
in every interaction with management, employees should be treated with courtesy and
interest . Satisfaction= ( what employees expects, what the gets, time, background of the
employees, social, economic and cultural)
Core Values as a Foundation of Employee Satisfaction:
These are the values that have enabled employees to build the leading company in
industry ; these are the values that will fuel employees worldwide growth in the coming
years ; and these are the values that will drive employees career:

1.Professionalism: Demonstrating professional methods character and standards.

Treating prospects, clients and co- workers generously and charitably at all times , but
especially in the face of adversity.

2.Enthusiasm: Showing excitement, optimism and passion for your work.

23
3.Resourcefulness: Acting effectively and imaginatively to produce great results from
scarce resources.
4.Self-Directedness: Working independently and autonomously to achieve the goals set
by management.
5.Ethics: Acting in accordance with the accepted principles of right and wrong that
govern the conduct of our profession.

Why to study employee satisfaction:

The study of Employee Satisfaction helps the company to maintain standards and
increase productivity by motivating the employees. The study tells us how much the
employees are capable and their interest in workplace. What are the things stillto get
satisfy to the employees?

Although ‘’HUMAN RESOURCES’’ are the most important resources for any
organization, so to study on employee satisfaction helps to know the working
conditions and what are the things that affect them not to work properly? Always
majority of done by the machines/ equipments but without any manual moments
nothing can be done . So to study on employee satisfaction is necessary.

THE HOWS AND WHYS OF EMPLOYEE SATISFACTION MAPPING:

An organization is all about customer satisfaction companies understand this and focus
all their energy in their service or customer experience. However, many companies do
this at the cost of employee experience, What does this mean? Is customer satisfaction
not the priority?

It is, but it is important not to lose sight on people who deliever the end product or
service to the customers –THE EMPLOYEES.

These are the people that need proper support system.Employee satisfaction is
paramount as this is what will determine the success of failure of a company.when
employees are satisfied and happy about working in an organization,THE CUSTOMER IS
THE FIRST PERSON TO NOTICE THAT.

The management will do well to catch them before it is too late and employee makes the
decision to quit.This understanding gives the employer and edge and gives them the
time to take corrective measures if necessary, in order to prevent talent loss.

How do employers understand their employees? How do they know what employees
want? How do they map their satisfaction level? There are several ways of mapping
employees satisfaction.

SURVEYS: This is a traditional method that involves employees participation.

Employees create surveys that have questions on the different parameters related to
the organization.

24
These surveys can actually identify the problem areas and help come up with solutions
to solve the problems.They reveal the employee atttitude as a whole.

ONE –ON- ONE INTERVIEWS:A non-conventional tool,this involves discussion with

every employee on a one to one basis every few months. Their thoughts are recorded
and troubles parameters are identified and taken care of.

EXIT INTERVIEWS: This comes into action after an employee submit his resignation
papers. The problem with exit interview is that most employees ,once they decide to
leave,are not forthright. In an attempt to keep good relations with the employer, they
usually do not tell as they ought to. Many of them in fact give personal reasons for
leaving and make the employer feel that all is well in work front.

Employee Satisfaction mapping can be a key to a better motivated and loyal workforce
that leads to a better organizational outputs in the form of better products and services
and results in overall improvements of the organization.

THEORIES OF EMPLOYEE SATISFACTION

The companies ability to fulfill the physical, emotional, and psychological needs of the
employees . Satisfying the employee’s all needs so that he can give 100% to the
company.Satisfaction refers to the level of fulfillment on one’s needs, desires and wants

Needs which satisfy individuals psycho social are as follows:

PHYSICAL AND SECURITY NEEDS:This relates to satisfaction of bodily function like

hunger, thirst, shelter as well as to be secure in the environment.

SOCIAL NEEDS: Since human beings are dependent upon each other . There are some
needs which can be satisfied only when individual is recognized by other people.

EGOISTIC NEEDS: This related to man desires to be dependent to do things of his own
end to sense of accomplishment.

To a considerable extents however physical needs are satisfied off the job,social needs
are satisfied through personal contacts around the job where egoistic needs are chiefly
satisfied through the job.

EXPECTANCY THEORY (VROOM’S THEORY):

Expectancy Theory is all about the mental processes regarding choice, or choosing. It
explain the processes that an individual undergoes to make choices. In organizational
behaviourstudy , Expectancy theory is a motivation theory first proposed by VICTOR
VROOM of the yale school of management.
Expectancy theory predicts that employees in an organization will be motivated when
they believe that:-
1.Putting in more efforts will yield better job performance.
2.Better job performances will lead to organizational rewards, such as an increase in
Salary or Benefits.
3.These predicted organizational rewards are valued by the employees in questions.

25
VROOM’S THEORY assumes that behaviour results from conscious choices among
alternatives whose purpose it is to maximise pleasure and to minimise pain. Together
with EDWARD LAWYER AND LYMAN PORTER , Vroom suggested that the relationship
between people’s behaviour at work and their goal was not as simple as was first
imagined by others.
Scientist Vroom , realized that an employee’s performance is based on individual factors
such as Personality, Skills, Knowledge, Experience and Abilities.
Victor H. Vroom introduces three variables within the expectancy theory which are:-
1. VALENCE (V)
2. EXPECTANCY (E)
3. INSTRUMENTALITY (I).

Vroom’s Model is based on three concepts:

1. VALENCE: Strength of an individual’s preferance for a particular outcome. For the
valence to be positive, the person must prefer attaining the outcome to not attaining it.
2. INSTRUMENTALITY: Means of the first level outcomes will lead to the second level
outcomes.
3. EXPECTANCY: Probability or strength of belief that a particular action will lead to
aparticular first level outcome.

VROOM Says that product of these variables is the MOTIVATION.

In order to enhance the performance outcome tie, Managers should use system that tie
rewards very closely to performance. Managers also need to ensure that the rewards
provided are deserved and wanted by the recipients.
In order to improve the efforts;- performance tie, Manager should engage in training to
improve their capabilities and improve their belief that added efforts will in fact lead to
better performance.
MASLOW’S HIERARCHY OF NEEDS:
MASLOW’S HIERARCHY OF NEEDS is a theory in psychology, ABRAHAM MASLOW in
his 1943paper.A theory of human motivation.Maslowsubsequented extended the idea
to include his observations of human innate curiosity.

Maslow’s hierarchy needs theory is most often displayed as a pyramid.The lowest levels
of pyramid are made up of the most basic needs , while the most complex needs are
located at the top of the pyramid

Maslow believed that these needs are similar to instinct and play a major role in
motivating behavior, Psychological, Security, Social, and esteem needs are deficiency
needs (also known as D- needs) , meaning that these needs arises due to deprivation.

There are five different levels of Maslow Hierarchy Of Needs:

26
 1. PHYSIOLOGICAL NEEDS: These include the most basic needs which are vital to
survival, such as Water, Air, Food and Sleep. Maslow believed that these needs are
the most basic and instinctive needs in the hierarchy because all needs become
secondary until these physiological needs are met.

2. SECURITY NEEDS: These include need for Safety and Security, Security needs are
important for survival, but they are notnas demanding as physiological needs .
Examples for security needs include a desire for Steady employment, Health insurance,
Safe neighborhood and Shelter from the environment.
3. SOCIAL NEEDS: These includes needs for Belongings, Love and Affection , Maslow
considered these needs to be less basic than physiological and security needs .
Relationships such as Friendships, Romantic attachments and Families help fulfill these
needs for Companionships and Acceptance, as does involvement in Social, Community
and Religious groups.
4. ESTEEM NEEDS: After the first three needs have been satisfied, Esteem needs
becomes increasingly important. These include the need for things that reflect on Self-
esteem, Personal growth, Social recognition and accomplishment.
5. SELF-ACTUALIZING NEEDS: This is the highest- level of Maslow Hierarchy of Needs,
Self – actualizing people are Self- aware, concerned with Personal growth, less
concerned with the opinion of others and interested fulfilling their potential.

DETERMINANTS OF EMPLOYEE DISSATISFACTION:

Employee satisfaction is multi- variable and indescribable concept. There are number of
factors that influence employee satisfaction. These factors are classified into two
categories:

A) ORGANIZATIONAL VARIABLES:
The employees spend major part of their time in organization so there are number of
organizational factors that determine satisfaction of employees.
1.Overall individual satisfaction: Employees be should satisfy with the organization
as a great place to work.
2.Compensation and Benefits: This is the most important variable for employee
satisfaction . Compensation can be described as the amount of reward that a worker
expects from the job.
3.Nature of Work: The nature of work has a significant impacts on the employee
satisfaction, Employee satisfaction is highly influenced by the nature of work.
4.Work environments and Conditions: Employees are highly motivated with the
Good working conditions as they provide a feeling of Safety, Comfort, and Motivation.
On contrary, Poor working conditions bring out a fair of bad health.

HOW EMPLOYEES CAN EXPRESS THEIR DISSATISFACTION:

TOP TRIGGERS OF EMPLOYEE DISSATISFACTION
a) Responsibility without accountability. If one has responsibility but no power to
take decisions or accountability one gets de- motivated as one can not show
results and or move things forward.

27
 b) Sometimes employees set too high unrealistic standards/ expectations fo
themselves and that too sometimes leads to against within them.
c) Lack of Professionalism, lack of system and processes also lead to employees
angst.
d) Biased approach/ Favoritism / Descrimination at work.

The employees set out some signals to express their discontent and the organization
should not take it lightly.
1.EXCESSIVE ABSENTEEISM: When a regular employee suddenly begins to take leave
or is late to work, it should indicate either his personal problems or job dissatisfaction.
2.LACK OF INTEREST: When an employee who stays at home until his job is done, now
begins to leave at sharp 5 pm no matter his job is done or not.
3.LACK OF QUALITY AND QUANTITY IN WORK: When an employee is dissatisfied in
his job then automatically his mental state is reflected in his quality of his work.
4.COMPLAINTS BY EMPLOYEE: Many complaints are put forward by employees
regarding salary, benefits, working hours, working conditions etc.
5.OFF THE JOB WORK: Misusing the company facility for his personal use during
working hours.

EFFECTS OF DISSATISFACTION:
Recognizing the dissatisfaction is only half a battle. The company should consider the
reason for the burnout and should try to solve those problems because it will affect the
other empployeesalso . Otherwise it will affect the company in many ways like:

1.Low Productivity.

2..High employee turnover cost.

3.Poor employee morale.

WHY IS EMPLOYEE SATISFACTION IMPORTANT?

Purpose/ Benefits of Employee Satisfaction include as follows:

1)Importance of employee satisfaction for organization

a) Enhance employee retention.
b) Increase productivity.
c) Increase customer satisfaction.
d) Reduce turnover, recruiting, and training cost.

2.Importance of Employee Satisfaction For Employees.

a)Employee will believe that organization will be satisfying for long run.

b)They will carea bout quality of their work.

c)They will create and deliever the superior value to the customers.
28
d)They are more commited to the organization.

OUTCOME OF EMPLOYEE SATISFACTION:

1.Satisfaction and Productivity: Satisfied employees are not necessarily more
productive.
Employees productivity is higher in organization with more satisfied employees.
2.Satisfaction and Absenteeism: Satisfied employees have few avoidable
absenteeism,
3.Satisfaction and Turnover: Satisfied employees are less likely to quit.
Organizations takes actions to retain high performers and weed out low performers.
4.Satisfaction and Organization behaviour: Satisfied employees who feels fairly
treated by and are trusting of the organization are more willing to engage in
behaviours that go beyond the normal expectations of their job.

THE BEST HR PRACTICES THAT SUCCESSFUL COMPANIES

PRACTICE.
Why are some employees in the company happy to stick with the company while others
look for a change?

The reason is that some companies know how to take care of their employees and
provide a working environment that helps them retain their identity , while providing
themselves and growing along with the company.

How manager attracts , hire, and keep their most talented employees?

Without satisfying an employee’s basic needs first, a manager can never expect the
employee to give steller performance.

That great manager mantra is don’t try to put in what was left out, instead draw out
what was left in,

You must hire for talent, and hone that talent into outstanding performance.

1.Know what can be taught, and what requires a natural talent.

2.Set the right outcomes, not steps. Standerdize the end but not the means. As long as
the means are within the company’s legal boundaries and industry standards, let the
employees use his own style to deliever the outcome or result you want.
1.Motivate by focusing on strength not weaknesses.
2.Casting is important, if an employee is not performing at excellence, may be he is not
cast in the role.
3.Every role is noble, respect it enough to hire for talent to match.
4.A manager must excel in the art of the interviews, see if the candidates recurring
patterns of behaviour match the role he is to fulfill . Ask open- minded questions and let
him talk. Listen for specifics.
5.Find ways to measure, count and reward outcomes.

29
6.Spend time with your best people, Give constant feedback. If you can not spend an
hour every quarter talking to an employee then you should not be a manager.

30
 CHAPTER 3

DATA ANALYSIS
AND
INTERPRETATION

31
3.1.Employee Satisfaction on Training they Received: This study has
been carried out on 30 respondents. It was asked to the employees that
how much they are satisfied from the training that they got. It has been
observed that out of the total 30 respondents, most of the respondents are
satisfied, 7 (23.33%) respondents are highly satisfied and 5 respondents
have not responded. Distribution is given in following Table:

Table 1: Satisfaction wise distribution of the respondents

S.NO. Responses No. of Respondents Percentage of
Responds
1 Highly Satisfied 07 23.33
2 Satisfied 18 60.00
3 Neutral 05 16.67
4 Dissatisfied 00 00
5 Highly Dissatisfied 00 00
Total 30 100%

70
60
Responses
50
No. of Respondents
40 Percentage of Responds
30
20
10
0
Figure 1: Employee Satisfaction and Training

32
3.1Association between Satisfaction and Performance:-satisfaction may have association with
performance. To examine such association the following null hypothesis has been formulated and
tested:-
Null Hypothesis (H01):- “There is no significant association between satisfaction and Performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many of the
cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test. Results are given in
the following table:-

Table 1: Cross Tabulation for Satisfaction an Performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Satisfaction NEUTRAL Count 2 1 1 4

% of Total 6.7% 3.3% 3.3% 13.3%

HIGHLY SATISFIED Count 0 13 0 13

% of Total .0% 43.3% .0% 43.3%

SATISFIED Count 1 7 5 13

% of Total 3.3% 23.3% 16.7% 43.3%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Tests for table 1

Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1- Point
Value df sided) sided) sided) Probability

Pearson Chi-Square 15.948a 4 .003 .003

Likelihood Ratio 16.440 4 .002 .002

Fisher's Exact Test 13.321 .001

Linear-by-Linear
3.918b 1 .048 .054 .039 .029
Association

N of Valid Cases 30

a. 7 cells (77.8%) have expected count less than 5. The minimum expected count is .40.

33
3.1Association between Satisfaction and Performance:-satisfaction may have association with
performance. To examine such association the following null hypothesis has been formulated and
tested:-
Null Hypothesis (H01):- “There is no significant association between satisfaction and Performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many of the
cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test. Results are given in
the following table:-

Table 1: Cross Tabulation for Satisfaction an Performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Satisfaction NEUTRAL Count 2 1 1 4

% of Total 6.7% 3.3% 3.3% 13.3%

HIGHLY SATISFIED Count 0 13 0 13

% of Total .0% 43.3% .0% 43.3%

SATISFIED Count 1 7 5 13

% of Total 3.3% 23.3% 16.7% 43.3%

Total Count 3 21 6 30

Table shows that Chi-square value is 15.948 with P= .003 and Fisher’s Exact test value is
13.32 with p= 0.001. As the calculated chi square value is more than the critical value or
p value is less than 0.05, it rejects our null hypothesis and accepts alternative
hypothesis. This means there is a significant association between satisfaction and
performance.

3.2Motivation from the Facilities Provided by the Company:

It was asked to the employees that how much they are Motivated from the
facilities that they got. It has been observed that out of the total 30

34
respondents, most of the respondents said Yes 26 (86.67%) and 4
respondents have responded No. Distribution is given in following Table:

Table : Motivation wise distribution of the respondents.

S.no. Responses Number of Percentage of

Respondents Responds
1 Yes 26 86.67
2 No 04 13.33
Total 30 100%

Char t Title
Series 1 Series 2
100
90
80
70
60
50
40
30
20
10
0
YES NO

Fig . 2 Motivation from the Facilities Provided by the Company

3.2 Association between Motivation and Performance:-satisfaction may have association

with performance. To examine such association the following null hypothesis has been
formulated and tested:-
Null Hypothesis (H02):- “There is no significant association between motivation and
Performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

35
Crosstabulation for motivation and performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Motivation YES Count 1 13 2 16

% of Total 3.3% 43.3% 6.7% 53.3%

NO Count 2 8 4 14

% of Total 6.7% 26.7% 13.3% 46.7%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 2

Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1- Point
Value df sided) sided) sided) Probability

Pearson Chi-Square 2.066a 2 .356 .424

Likelihood Ratio 2.088 2 .352 .424

Fisher's Exact Test 2.102 .424

Linear-by-Linear
.161b 1 .688 .749 .474 .241
Association

N of Valid Cases 30

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count is 1.40.

b. The standardized statistic is .401.

Table shows that Chi-square value is 2.066 with P= .424 and Fisher’s Exact test value is
2.102 with p= 0.424. As the calculated chi square value is more than the critical value
or p value is less than 0.05, it rejects our null hypothesis and accepts alternative
hypothesis. This means there is a significant association between motivation and
performance.

3.3 Extra time and efforts to support the company’s operation:

36
It was asked to the employees that how much they are ready to give their
extra time and support to the company’s operation. It has been observed
that out of the total 30 respondents, most of the respondents said Yes 22

(73.33%) and 8 respondents have responded No. Distribution is given in

following Table:

Table : Extra time and efforts distribution of the respondents

S.No. Responses No. of Respondents Percentage of

Respondents.
1 Yes 22 73.33
2 No. 08 26.67
Total 30 100%

Char t Title
Series 1 Series 2
80 73.33
70
60
50
40
30 26.67
22
20
8
10
0
YES NO

FIG:3 Graphical representation of extra time and efforts and

performance.
3.3 Association between extra time and efforts and performance:-extra time and
performance may have association with performance. To examine such association the
following null hypothesis has been formulated and tested:-
Null Hypothesis (H03):- “There is no significant association between extra time and
performance”

37
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

Table :3 Cross tabulation of extra time and effort and performance

Performance

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Extratimeandefforts YES Count 0 15 0 15

% of Total .0% 50.0% .0% 50.0%

NO Count 3 6 6 15

% of Total 10.0% 20.0% 20.0% 50.0%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 3

Asymp. Sig. Exact Sig. (2- Exact Sig. (1- Point

Value df (2-sided) sided) sided) Probability

Pearson Chi-Square 12.857a 2 .002 .001

Likelihood Ratio 16.462 2 .000 .001

Fisher's Exact Test 12.479 .001

Linear-by-Linear
1.000b 1 .317 .508 .254 .164
Association

N of Valid Cases 30

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count is 1.50.

b. The standardized statistic is 1.000.

Table shows that Chi-squareTable shows that Chi-square value is 12.857 with P= .001
and Fisher’s Exact test value is 12.479with p= 001. As the calculated chi square value is

38
more than the critical value or p value is less than 0.05, it rejects our null hypothesis
and accepts alternative hypothesis. This means there is a significant association
between extra time and efforts and performance.

3.4Payment for over time workload:

It was asked to the employees that how much they are satisfied from the
payment they receive for overtime workload. It has been observed that out
of the total 30 respondents, most of the respondents are satisfied 21(70%)
and highly satisfied respondents are 05. Distribution is given in following
Table:

Table : Payment for over time workload distribution of the

respondents

S.No. Responses Number of Percentage of

Respondents Responds.
1 Highly Satisfied 05 16.67
2 Satisfied 21 70
3 Neutral 04 13.33
4 Dissatisfied 00 0
5 Highly dissatisfied 00 0
Total 30 100%

80
70
60
50
Responses
40
Number of Respondents
30 Percentage of Responds.
20
10
0
1 2 3 4 5 Total

39
Figure :4 Graphical representation between overtime and
performance
3.4 Association between overtime and performance:- overtime and performance may
have association with performance. To examine such association the following null
hypothesis has been formulated and tested:-
Null Hypothesis (H04):- “There is no significant association between over time and
performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-
Crosstabulation for overtime and performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Overtime HIGHLY SATISFIED Count 0 11 1 12

% of Total .0% 36.7% 3.3% 40.0%

SATISFIED Count 1 9 5 15

% of Total 3.3% 30.0% 16.7% 50.0%

NEUTRAL Count 2 1 0 3

% of Total 6.7% 3.3% .0% 10.0%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 4

Asymp. Sig. Exact Sig. (2- Exact Sig. (1- Point

Value df (2-sided) sided) sided) Probability

Pearson Chi-Square 15.345a 4 .004 .005

Likelihood Ratio 11.809 4 .019 .025

Fisher's Exact Test 9.432 .027

Linear-by-Linear
1.195b 1 .274 .311 .205 .117
Association

N of Valid Cases 30

a. 7 cells (77.8%) have expected count less than 5. The minimum expected count is .30.

b. The standardized statistic is -1.093.

Table shows that Chi-squareTable shows that Chi-square value is 15.345 with P= .005
and Fisher’s Exact test value is 9.432with p= . 027 As the calculated chi square value is

40
more than the critical value or p value is less than 0.05, it rejects our null hypothesis
and accepts alternative hypothesis. This means there is a significant association
between payments for overtime workload and performance.

3.5 Opportunity to participate in decision making:

It was asked to the employees that wheather they are given any
opportunity to participate in decision making or not. It has been observed
that out of the total 30 respondents, most of the respondents said yes
26(86.67%) and respondents said no are 04. Distribution is given in
following Table:

Table : Participation in decision making distribution of the

respondents

S.No. Responses No. of respondents Percentage of

responds
1 Yes 26 86.67
2 No 04 13.33
Total 30 100%

41
 Chart Title
100
90
80
70
60
50
40
30
20
10
0
YES NO

Column1 Column2

Figure:5Graphical representation of participation and decision making

3.5 Association between participation in decision making:-participation in decision

making may have association with performance. To examine such association the following
null hypothesis has been formulated and tested:-
Null Hypothesis (H05):- “There is no significant association between participation in
decision making and performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

42
Crosstabulation for participation for decision making and performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Participation YES Count 0 14 0 14

% of Total .0% 46.7% .0% 46.7%

NO Count 3 7 6 16

% of Total 10.0% 23.3% 20.0% 53.3%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square table 5

Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1- Point
Value df sided) sided) sided) Probability

Pearson Chi-Square 11.250a 2 .004 .001

Likelihood Ratio 14.722 2 .001 .001

Fisher's Exact Test 10.835 .001

Linear-by-Linear
.875b 1 .350 .508 .276 .174
Association

N of Valid Cases 30

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count is 1.40.

b. The standardized statistic is .935.

Table shows that Chi-squareTable shows that Chi-square value is 11.250 with P= .001
and Fisher’s Exact test value is 10.835 with p= .001 As the calculated chi square value is
more than the critical value or p value is less than 0.05, it rejects our null hypothesis
and accepts alternative hypothesis. This means there is a significant association
between payments for participation and performance

43
3.6 Satisfaction with the amount of responsibility :

It was asked to the employees that wheather they are satisfied with the
amount of responsibility they are given . It has been observed that out of
the total 30 respondents, most of the respondents are satisfied 17(56.67%)
and

respondents who are dissatisfied are 02. Distribution is given in following

Table:

Table : Satisfaction with the amount of responsibility distribution

of the respondents

S.No. Responses No. of respondents Percentage of

responds
1 Highly satisfied 05 16.67
2 Satisfied 17 56.67
3 Neutral 06 20.00
4 Dissatisfied 02 6.67
5 Highly dissatisfied 00 00
Total 30 100%

60

50

40
Responses
30
No. of respondents
20 Percentage of responds

10

0
1 2 3 4 5 Total

44
 Fig:6 Graphical representation of amount of responsibility of
employees
3.6Association between amount of responsibility :-Amount of responsibility may have
association with performance. To examine such association the following null hypothesis has
been formulated and tested:-
Null Hypothesis (H06):- “There is no significant association between amount of
responsibility and performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

Crosstabulation for amount of responsibility

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Responsibility 0 Count 2 3 0 5

% of Total 6.7% 10.0% .0% 16.7%

HIGHLY SATISFIED Count 1 11 1 13

% of Total 3.3% 36.7% 3.3% 43.3%

SATISFIED Count 0 7 5 12

% of Total .0% 23.3% 16.7% 40.0%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 6

Asymp. Sig. Exact Sig. (2- Exact Sig. (1- Point

Value df (2-sided) sided) sided) Probability

Pearson Chi-Square 11.272a 4 .024 .015

Likelihood Ratio 11.143 4 .025 .033

Fisher's Exact Test 8.430 .035

Linear-by-Linear
8.610b 1 .003 .003 .002 .002
Association

45
N of Valid Cases 30

a. 7 cells (77.8%) have expected count less than 5. The minimum expected count is .50.

b. The standardized statistic is 2.934.

Table shows that Chi-squareTable shows that Chi-square value is 11.272 with P= .015
and Fisher’s Exact test value is 8.430 with p= .015As the calculated chi square value is
more than the critical value or p value is less than 0.05, it rejects our null hypothesis
and accepts alternative hypothesis. This means there is a significant association
between Amount of responsiblity and performance.

3.7 Employees are encouraged to suggest new ideas about the

improvement in working style/Performance.:
It was asked to the employees that wheather they are satisfied for
encouraged to suggest new ideas about the improvement in
performance . It has been observed that out of the total 30 respondents,
most of the respondents are satisfied 19(63.33%) and respondents who
are dissatisfied are 00. Distribution is given in following Table

Table : Satisfaction about encouragement to suggest ideas to improve performance

distribution of the respondents

S.No. Responses No. of respondents Percentage of

responds
1 Highly satisfied 09 30
2 Satisfied 19 63.33
3 Neutral 02 6.67
4 Dissatisfied 00 00
5 Highly dissatisfied 00 00

TOTAL 30 100

FIG: 7 Graphical representation of Encouragement and

performance
46
 70
3.7 Association between encouraged to suggest ideas and performance:-encouragement and
performancemay
60 have association with performance. To examine such association the following null
hypothesis has been formulated and tested:-
50
Null Hypothesis (H07):- “There is no significant association between encouragement a and
40
performance” Responses
Chi-square
30 test of independence has been applied Alpha level has been set at 5%. No. of
Asrespondents
many of the
Percentage of responds
cell counts
20 are less than 5 and even 0, it is preferred to perform Fisher’s Exact test. Results are given in
Ttable:
10

0
1 2 3 4 5 Total

Crosstabulation of Engagement and Performance.

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Engagement 0 Count 2 1 1 4

% of Total 6.7% 3.3% 3.3% 13.3%

HIGHLY SATISFIED Count 0 13 0 13

% of Total .0% 43.3% .0% 43.3%

SATISFIED Count 1 7 5 13

% of Total 3.3% 23.3% 16.7% 43.3%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 7

Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1- Point
Value df sided) sided) sided) Probability

Pearson Chi-Square 15.948a 4 .003 .003

Likelihood Ratio 16.440 4 .002 .002

Fisher's Exact Test 13.321 .001

Linear-by-Linear
3.918b 1 .048 .054 .039 .029
Association

N of Valid Cases 30

47
3.7 Association between encouraged to suggest ideas and performance:-encouragement and
performancemay have association with performance. To examine such association the following null
hypothesis has been formulated and tested:-
Null Hypothesis (H07):- “There is no significant association between encouragement a and
performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many of the
cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test. Results are given in
Ttable:

Crosstabulation of Engagement and Performance.

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Engagement 0 Count 2 1 1 4

% of Total 6.7% 3.3% 3.3% 13.3%

HIGHLY SATISFIED Count 0 13 0 13

% of Total .0% 43.3% .0% 43.3%

SATISFIED Count 1 7 5 13

% of Total 3.3% 23.3% 16.7% 43.3%

Total Count 3 21 6 30

a. 7 cells (77.8%) have expected count less than 5. The minimum expected count is .40.

b. The standardized statistic is 1.979.

Table shows that Chi-squareTable shows that Chi-square value is 15.948 with P= .003
and Fisher’s Exact test value is 13.321 with p= .001As the calculated chi square value is
more than the critical value or p value is less than 0.05, it rejects our null hypothesis
and accepts alternative hypothesis. This means there is a significant association
between engagement and performance.

3.8Satisfaction measures taken by the company has increased

employees level of performance:

48
 It was asked to the employees that wheather they are satisfied by the
measures taken by the company has increased their level of
performance . It has been observed that out of the total 30 respondents,
most of the respondents are satisfied 16(53.33%) and respondents who
are dissatisfied are 00. Distribution is given in following Table

Table : Satisfaction measures by the company to increase employee level of

performance distribution of the respondents:

S.no. Responses No. of respondents Percentage of

Responds
1 Highly satisfied 09 30
2 Satisfied 16 53.33
3 Neutral 05 16.67
4 Dissatisfied 00 00
5 Highly dissatisfied 00 00
Total 30 100%

49
 60

50

40
Responses
30 No. of respondents
Percentage of Responds
20

10

0
1 2 3 4 5 Total
Fig: 8 Graphical representation of satisfaction measures and performance

3.8Association between satisfaction measures and performance:- Satisfaction measures

may have association with performance. To examine such association the following null
hypothesis has been formulated and tested:-
Null Hypothesis (H08):- “There is no significant association between satisfaction measures
and performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

3. 9 Loyalty of employees towards the organization:

It was asked to the employees that how much they are loyal towards
the company . It has been observed that out of the total 30 respondents,
most of the respondents said yes 20 (66.67%) and
respondentsreponded no are 10. Distribution is given in following Table
Table : Loyalty towards the organization distribution of the respondents:

S.No. Responses No. of Respondents Percentage of

responds
1 Yes 20 66.67
2 No 10 33.33
Total 30 100%

50
 25

20

15
Series 1
Series 2
10 Series 3

0
Yes No.

Fig:9 Graphical representation of loyalty towards organization.

3.9Association between loyalty and performance:-Satisfaction measures may have

association with performance. To examine such association the following null hypothesis has
been formulated and tested:-
Null Hypothesis (H09):- “There is no significant association between loyalty and
performance”
Chi-square test of independence has been applied Alpha level has been set at 5%. As many
of the cell counts are less than 5 and even 0, it is preferred to perform Fisher’s Exact test.
Results are given in the following table:-

51
crosstabulation of loyalty towards organization and performance

Performancce

HIGHLY
NEUTRAL SATISFIED SATISFIED Total

Responsibility 0 Count 2 3 0 5

% of Total 6.7% 10.0% .0% 16.7%

HIGHLY SATISFIED Count 1 11 1 13

% of Total 3.3% 36.7% 3.3% 43.3%

SATISFIED Count 0 7 5 12

% of Total .0% 23.3% 16.7% 40.0%

Total Count 3 21 6 30

% of Total 10.0% 70.0% 20.0% 100.0%

Chi-Square Table 9

Asymp. Sig. Exact Sig. (2- Exact Sig. (1- Point

Value df (2-sided) sided) sided) Probability

Pearson Chi-Square 11.272a 4 .024 .015

Likelihood Ratio 11.143 4 .025 .033

Fisher's Exact Test 8.430 .035

Linear-by-Linear
8.610b 1 .003 .003 .002 .002
Association

N of Valid Cases 30

a. 7 cells (77.8%) have expected count less than 5. The minimum expected count is .50.

b. The standardized statistic is 2.934.

Table shows that Chi-squareTable shows that Chi-square value is 11.272 with P= .015
and Fisher’s Exact test value is 8.430 with p= .035As the calculated chi square value is
more than the critical value or p value is more than 0.05, it accept our null hypothesis
andrejects alternative hypothesis. This means there is no significant association
between engagement and performance.

52
CHAPTEr 4

SUMMARY
OF
FINDINGSAN
53
D
CONCLUSIO
N…

FINDINGS
1.It has been observed that out of the total 30 respondents, most of the respondents are
satisfied, 7 (23.33%) so there is a strong association between training and performance.

2.It has been observed that there is a strong association between demographic variable
and performance such that motivation, most of the respondents said Yes 26 (86.67%)
are motivated to perform well.

3.It has been observed that there is a strong association between extra time and efforts
of employees and their performance most of the respondents said Yes 22 (73.33%) for
extra time and efforts.

4. It has been observed that there is a strong association between payment and
performance .most of the respondents are satisfied 21(70%) and highly satisfied
respondents are 05. For payment of overtime workload

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5. It has been observed that There is a strong association between participation of
employees in decision making and their performance., most of the respondents said yes
26(86.67%) and respondents said no are 04.For participation in decision making.

6. Most of the respondents are satisfied 17(56.67%) and respondents who are
dissatisfied are 02. For amount of responsibility.

7.It has been observed that out of the total 30 respondents, most of the respondents are
satisfied 19(63.33%) to share new ideas for improvement in performance

8.It has been observed that the satisfaction measures taken by the company to improve
employee performance is satisfactory.

9.loyalty towards the organization Is observed satisfactory according to employees

satisfaction level in Bajaj Motors ltd.
10. There is a strong association between Demographic variables and performance of
employees.

11. 0verall satisfaction measures taken by the company is found to be very satisfactory.

CONCLUSION
“Human beings are drawn close to one another by their common nature but their
habits and custom keep a part”

There is no doubt that Employee satisfaction that contributes to the efficient and
effective operation to the firm and future development. All the statutory and non-
statutory measures are provided to employees as per the standards measure, which
improves employee’s satisfaction and increase productivity.

Any organization success and growth depends on employees. The company may have
rich resources of capital, material, infrastructure, machines, and technology but if the
quality of manpower is not good, the organization cannot succeed. Employee welfare
play a vital role in every organization.

And the quality and productivity of manpower depends on the welfare measures
provided by the organization.

By conducting this study I have acquired in – depth knowledge regarding employee

satisfaction towards organization success. I would like to conduct a further deep study
in employee satisfaction if I get an opportunity.
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After the training I got the difference between theoretical knowledge and practical
knowledge. At last it is concluded that the company as a whole is a well branded
company.

This study is very helpful for my career in HR field.

RECOMMENDATIONS
In view of the various findings from the data collected following necessary measures have
been provided:
1. BAJAJ MOTORS LTD. Should concentrate on the problems facing by their
employees.

2. BAJAJ MOTORS LTD. Supervisor should take an active listen to employees

idea and concern about them in order to get 100% result from their
employees.

3. Timely check over the work done and performance of executive should
be undertaken.

4. The executive should be made aware of all the decisions and changes
made in the organization so that they can coordinate with other
departments.

5. The approach of executives of various departments should be friendly

and warm so that they coordinate easily with each other.

BIBLIOGRAPHY
BOOKS

1.Research Methodology Methods and Techniques : Kothari C.R. (WILLEY EASTER ,

NEW DELHI)
2.ASWATHAPA,K., Human Resource Management.

MAGAZINES

1 .A & M
2 The business world.

WEBSITES

1.http://www.bajajmotors.com/profile.html
2.www.businessballs.com

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3.www.wiki.com
4.www.google.com

ANNEXTURE
EMPLOYEE SURVEY ASSESMENT
BAJAJ MOTORS LIMITED
NAME: QUALIFICATION:
AGE: EXPERIENCE:
SALARY (monthly in Rs.): DEPARTMENT:
QUESTIONNAIRE

Q.1: Please mark your satisfaction from the training you

received?

1 Highly Satisfied
2 Satisfied
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 3 Neutral
4 Dissatisfied
5 Highly dissatisfied

Q.2Do you think Facilities provided by the company motivates

your work?

1 Yes
2 No.

Q.3Are you ready to give your extra time and efforts to support
the company’s operation?
1 Yes
2 No.

Q.4 To what extent you are satisfied with the payment for
over time workload?

1 Highly Satisfied
2 Satisfied
3 Neutral
4 Dissatisfied
5 Highly dissatisfied

Q.5Are you given opportunity to participate in decision

making?

1 Yes
2 No

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Q.6) Are you satisfied with the amount of responsibility you are
given?
1 Highly satisfied
2 Satisfied
3 Neutral
4 Dissatisfied
5 Highly dissatisfied

Q.7Do you think you are encouraged to suggest new ideas about
the improvement in your working style/Performance.?
1 Highly satisfied
2 Satisfied
3 Neutral
4 Dissatisfied
5 Highly dissatisfied

Q.8Do you feel that satisfaction measures taken by the company

has improved your performance?
1 Strongly Agree
2 Agree
3 Neutral
4 Disagree
5 Strongly Disagree

Q.9Will you be working for the same organization for the next two
years as per as your experience in a firm?
1 Yes
2 No
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Q.10.Do allowances and extra benefits received by you motivate you to
enhance your performance?

1 Yes
2 No

Q.11 Are you satisfied with the present performance appraisal of the firm?

1 Yes
2 No

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