Major Research Project

On

“A Study On Employees Satisfaction In Birla Cable Ltd.”

For partial fulfillment of the requirement for the degree of

MBA (FULLTIME:2017-19)

Guided By: Submitted By:

Mrs.Kshema Shrivastava Pranu Gupta

MBA (IV sem)

IBMR ,IBMR,IPS ACADEMY

Rajendra Nagar,A.B. Road, Indore-452012(MP)

 PREFACE

The bookish knowledge of any program , which we get from educational institution is not
enough to be used in day to day life. The more practical knowledge we have the more
beneficial is for our learning.

To make the students aware of the working of business world every student of MASTER
OF BUSINESS ADMINISTRATION (4 Sem) has to undergo a major research project
where she experience many aspects of business under the supervision of professional
mangers.

I strongly believe that the knowledge gained from this experience is more than the
knowledge gained from the theories in the book.
CERTIFICATE

This is to certify that Pranu Gupta Student of Institute of Business Management and
Research, IPS Academy, Indore of MBA (Full time) program has prepared Major
research Project report on topic “A Study On Employee Satisfaction In Birla Cable
Limited” under my guidance.

Mrs.Kshema Shrivastava

Internal Examiner (Guide) External Examiner

Director
IBMR, IPS Academy
 STUDENT DECLARATION

I Pranu Gupta Student of Institute of Business Management and Research, IPS Academy,
Indore of MBA (Full time) program has prepared Major research Project report on topic
“A Study On Employee Satisfaction In Birla Cable Limited”.

The Research as per my knowledge is original and genuine and not published in any
research Journal previously.

Pranu Gupta

MBA (4th sem)

2017-19
 ACKNOWLEDGEMENT

I often wondered why the project reports always began with acknowledgement. Now,
when I have undertaken project myself, did I realize that project report involves not just
the researcher but so many people that help in making the research possible. Therefore, I
take pleasure in beginning the most beautiful part of the report.

I fall short of words to express my gratitude to my guide Mrs.Kshema Shrivastava who

despite their busy schedule were able to find some time to guide me through trouble and
solve my problems to the best of abilities. Without their unfailing guidance,
encouragement and patience this project would not have been possible. It has been a
learning experience under him/her.

I am thankful to my faculty guide Prof. Mrs. Kshema Shrivastava who gave me detailed
instructions during my MRP.
TABLE OF CONTENT

1. Introduction of employee satisfaction

2. Company profile
3. Review of literature
4. Rationale of study
5. Objective
6. Research methodology
7. Data analysis & Interpretation
8. Findings
9. Recommendation & conclusion
10. Bibliography
 ABSTRACT

Empowered employees believe that their task are significant, they have considerable
freedom in deciding how to command and control organization and they each handle a
whole identifies piece of work. The empowerment comes from individual's perception by
influencing the desired effects of working environment. It represents the degree to which
an individual feels that his input into their organization's administrative or strategic
decisions is up to the level. Jobs that provide discretion and that are central to be
organizational purpose increase access to these empowering structures. Employees’
satisfaction is essential to the success of any business. The important factors that are to be
considered in the job satisfaction of employee are salary, promation, working condition.
INTRODUCTION
INTRODUCTION OF EMPLOYEE SATISFACTION

Economic theories state that in the normal course of business, resources will be stripped
away by competing firms and new entrants to an industry. Consequently it would
behoove organizations to focus efforts toward maintaining and new entrants to an
industry. Consequently it would behoove organizations to focus efforts toward
maintaining those resources that provide competitive advantage . An organization should
be cognizant of the benefits of the resources it controls. By benefits means resources that
could be utilized to generate profits for the organization (Wernerfelt, 1984). Wernerfelt,
further defined a resource as those things that contribute to the strength or weakness of an
organization. Satisfaction is one of the competitive advantages which help organization to
grow internally and externally.

Satisfaction is the act of fulfilling a need, desire, appetite or the feeling gained from such
fulfillment. Satisfaction means you have had enough. It is a multifaceted construct with a
variety of definitions and related concepts which has been studied in a variety of
disciplines for many years till now. Many theories and articles of interest to managers,
social psychologist and scholars, focus on satisfaction because most people spend their
life time for work and understanding of the factors that increase satisfaction, is important
to improve the well-being of individuals in this facet of the living.

In management we studied satisfaction in different perspectives such as: customer

satisfaction, job satisfaction, employee satisfaction and many more. Employees are
considered to be one of the most important pillars on which the building of organization
stand. Organizations hold many resources that might be divided in physical and human
resources. Utilization of non-human resources is not possible without efforts of the
human resource. So, human resource is the asset that enables organizations to reap
benefits from other sources. Every activity is directly or indirectly backed by human
efforts therefore organizations should hold best employees and while selecting such
employees the concentration really moves towards the satisfied employees. Satisfied
employees offer huge returns to organizations. The construct of employee satisfaction is
important as satisfied employees can do more for organization in shape of better
performance and productivity.

Realizing the significance of employee satisfaction, the earliest employee satisfaction

research took place in the 1930. Since that time, a substantial amount of progress has
been made, both in applying context and on theoretical fronts. As early as the mid
1950‟s, some of the larger companies were conducting employee satisfaction on a more
or less regular basis. By the 1970‟s several research suppliers had developed
standardized employee satisfaction questionnaires that were used widely. Employee
satisfaction has been a key area of research among industrial and organizational
psychologist. Hundreds of articles on it have been published in academic journals and
trade publications.

Historically the motivation behind this research was the belief that employees'
satisfaction influenced productivity, absenteeism and retention. In the earlier 1980‟s, an
additional issue arose, the influence of employee satisfaction on customer satisfaction in
predominantly service oriented settings.

Employee satisfaction also plays a central role in the study of behavior at work. For the
practitioner, knowledge of the determinants, the consequences and the other correlates of
employee satisfaction can be vital. Indeed, Roznowski &Hulin (1992), claim that “once
an individual joins an organization, a vector of scores on a well-constructed, validated set
of satisfaction scales become the most informative data, the organizational psychologist
or manager can have.”

"Employee satisfaction" is the term used to describe whether employees are happy and
fulfilling their desires and needs at work. Many measures purport that employee
satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee moral in the workplace.Employee satisfaction, while generally a
positive in your organization, can also become a problem if mediocre employees stay
because they are satisfied and happy with your work environment. Factors contributing
to employee satisfaction include treating employees with respect, providing regular
employee recognition, empowering employees, offering above industry-average benefits
and compensation, providing employee perks and company activities, and positive
management within a success framework of goals, measurements, and expectations. The
critical factor with employee satisfaction is that satisfied employees must do the job and
make the contributions that the employer needs. If they don't, all that the employer does
to provide an environment that satisfies employees is for naught.

Employee satisfaction, while generally a positive in your organization, can also become a
problem if mediocre employees stay because they are satisfied and happy with your work
environment. Factors contributing to employee satisfaction include treating employees
with respect, providing regular employee recognition, empowering employees, offering
above industry-average benefits and compensation, providing employee perks and
company activities, and positive management within a success framework of goals,
measurements, and expectations.
Everyone from managers, retention agents to HR need to get a handle on employee
loyalty and satisfaction – how committed is the workforce to the organization and if
workers are really contented with the way of things for gauging their likelihood to stay
with the company. One of the main aspects of Human Resource Management is the
measurement of employee satisfaction. Companies have to make sure that employee
satisfaction is high among the workers, which is a precondition for increasing
productivity, responsiveness, and quality and customer service. The litmus test is to study
turnover and average length of service. If turnover is on the rise, loyalty levels are low
and vice versa. Comparing them to industry averages gives good idea of attrition
probabilities. Staff attendance, compliance with policies and confidence in leadership are
other indirect indicators of allegiance while excessive theft and sabotage spell obvious
lack of commitment. According to Heskett et al (1994), more satisfied employees,
stimulate a chain of positive actions which end in an improved company performance.

In another research it is said that employee satisfaction influenced employee productivity,

absenteeism and retention, Derek R. Allen & Merris Wilburn, (2002). The success of any
company is directly link to the satisfaction of the employees who embody that company,
that retaining talented people is critical to the success of any organization, Freeman,
(2005) .Studies shows that businesses that excel in employee satisfaction issues reduce
turnover by 50% from the norms, increase customer satisfaction to an average of 95 % &
lower labor cost by 12%., Carpitella, (2003). The more satisfied an employee is, the less
turnover and absenteeism occurs, Maloney, & McFillen, (1986). Judge, et. al, (1993), on
the other hand, mentions that employee satisfaction is positively correlated with
motivation, job involvement, organizational citizenship behavior, organizational
commitment, life satisfaction, mental health, and job performance, and negatively related
to absenteeism, turnover, and perceived stress and identify it as the degree to which a
person feels satisfied by his/her job. In contrast, Rousseau (1978) identified three
components of employee satisfaction: they are characteristics of the organization, job task
factors, and personal characteristics. In the construction industry, where the quality of
products is dependent on the skill of laborers and onsite supervisors, employees play a
significant role in the success and outcome of the product and the company.

Profit and growth are stimulated directly by customer loyalty. Customer loyalty is a direct
consequence of customer satisfaction. Customer satisfaction is heavily influenced by
customer perceptions of the value of services they receive. Value is created by satisfied,
loyal and productive employees. Employees who feel a sense of teamwork and common
purpose, a strong commitment to communication, and managerial empowerment are most
able, and willing, to deliver the results that customers expect Human Relations
perspective posits that satisfied workers are productive workers. Thus, organizational
productivity and efficiency is achieved through employee satisfaction and attention to
employees‟ physical as well as socio emotional needs. Human relations researchers
further argue that employee satisfaction sentiments are best achieved through maintaining
a positive social organizational environment, such as by providing autonomy,
participation, and mutual trust. Employees‟ job satisfaction sentiments are important
because they can determine collaborative effort. Consistent with this reasoning, has
argued that collaborative effort directed towards the organization’s goals is necessary for
achievement of organizational objectives, with unhappy employees failing to participate
in such efforts.
MEANING OF EMPLOYEES SATISFACTION

Employees' satisfaction is the individual employee general attitude towards the job. It is
also an employee cognitive and affective evaluation of his or her job. Employee
satisfaction is a comprehensive term that comprises job satisfaction of employees and
their satisfaction overall with company’s policies, company environment etc. Keeping
morale high among workers can be of 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. Therefore, the organization should try to supply the employee expectations in
order to approach the employee satisfaction. In addition, emotional state of the employees
may also affect their satisfaction. This forces the managers to create and sustain the
desired working environment in the organizations. On the other hand, as stated by Organ
& Ryan (1995), the employee satisfaction is one of the bases of organizational citizenship
behavior that is, the well-satisfied employees will work more willingly and this
contributes to the effectiveness of the organizations. There are various factors that
contribute to employee satisfaction, it includes treating employees with respect, time to
time performance appraisals, providing regular employee recognition, empowering
employees, relationship with immediate supervisor, providing employee perks, company
activities, positive management within a success framework of goals, feeling safe in the
work environment, opportunities to use skills and abilities, compensation and benefit,
promotions, training, work tasks factors, relationship with co-workers, relationship with
supervisors. Some more factors include as follows: interesting work, appreciation of
work, job security, job-specific training, good wages, promotion/growth, good working
conditions, personal loyalty, tactful discipline, sympathetic help with problems, preferred
incentives, flexi-timing, telecommuting, company paid vacations, accident and health
insurance benefits, retired benefits, asset building loans, company transport and many
more.

Having good relationships with the colleagues, high salary, good working conditions,
training and education opportunities, career development or any other benefits may be
related with the increasing of 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. An easy avenue for
employees to discuss problems with upper management should be maintained and
carefully monitored. Even if management cannot meet all the demands of employees,
showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale. Kendall and Hulin (1969) define five
different components of employee satisfaction that are opportunities of promotion, pay,
relationship with supervisor, work itself and co-workers.
COMAPANY PROFILE
Company Profile

THE M.P. BIRLA GROUP: SERVING HUMANITY

"From God we receive and to God we offer"

Birla Cable Limited (Formerly known as Birla Ericsson Optical Limited) is a premier
company in the field of Telecommunication Cables, which offers one of widest portfolio
of Copper and Fibre Optic cables under its umbrella. A division under India’s one of the
most trusted M. P. Birla Group, Birla Cable Limited has come a long way to establish
itself as one of the most admirable player in Global arena among users of Telecom cables
due to its superior product quality, stringent quality control systems and flawless
performance across all the segments of Telecom users.
It all started in the year 1992, having technology collaboration and financial partnership
with globally renowned Ericsson Network Technologies AB of Sweden as a Joint
Venture Company. This Cable manufacturing company of M.P. Birla Group has crossed
leaps and bounds during the last, almost 3 decades of association with Ericsson, in not
only equipping itself as one of the versatile cable manufacturing and total solutions
providing company but also kept abreast with latest technology trends from time to time
on a continuous basis. This unique and disruptive approach followed by the company
catapulted it as a qualified globally certified company having various approvals with
renowned certifying bodies and institutions in the field of Oil & Gas, Power and Telecom
segments.
By way of acquiring the shares of Ericsson recently, Birla Cable Limited has become a
truly global Indian Company which has a reach of more than 60 countries, fully capable
to cater to all the needs of communication cables across the segments. A competent team
in all functional areas backed up by strong and experienced management, sound financial
and technical strength makes Birla Cable Limited, a trusted name among the users of
Telecom Cables.
The company possesses all the required quality certifications like Quality Management
System, Environment and Health & Safety Management Systems in an integrated manner
with its state of the art cable manufacturing facilities located in Rewa, Madhya Pradesh,
India and always on the drive to expand its Product base and Market reach.

Birla Cable Limited (Formerly known as Birla Ericsson Optical Limited) is a premier
company in the field of Telecommunication Cables, which offers one of widest portfolio
of Copper and Fibre Optic cables under its umbrella. A division under India’s one of the
most trusted M. P. Birla Group, Birla Cable Limited has come a long way to establish
itself as one of the most admirable player in Global arena among users of Telecom cables
due to its superior product quality, stringent quality control systems and flawless
performance across all the segments of Telecom users.

It all started in the year 1992, having technology collaboration and financial partnership
with globally renowned Ericsson Network Technologies AB of Sweden as a Joint
Venture Company. This Cable manufacturing company of M.P. Birla Group has crossed
leaps and bounds during the last, almost 3 decades of association with Ericsson, in not
only equipping itself as one of the versatile cable manufacturing and total solutions
providing company but also kept abreast with latest technology trends from time to time
on a continuous basis. This unique and disruptive approach followed by the company
catapulted it as a qualified globally certified company having various approvals with
renowned certifying bodies and institutions in the field of Oil & Gas, Power and Telecom
segments.
By way of acquiring the shares of Ericsson recently, Birla Cable Limited has become a
truly global Indian Company which has a reach of more than 60 countries, fully capable
to cater to all the needs of communication cables across the segments. A competent team
in all functional areas backed up by strong and experienced management, sound financial
and technical strength makes Birla Cable Limited, a trusted name among the users of
Telecom Cables.
The company possess all the required quality certifications like Quality Management
System, Environment and Health & Safety Management Systems in an integrated manner
with its state of the art cable manufacturing facilities located in Rewa, Madhya Pradesh,
India and always on the drive to expand its Product base and Market reach.

VISION OF THE COMPANY

“To be first choice for delivery of successfully projects and solutions which exceed the
expectation of customers.

MISSION OF THE COMPANY

 To deliver the very best its customers, shareholder and employees bearing in mind
its commitment to the welfare of society at large.
 To achieve excellence in every activity we undertake ,
 To ensure most cost effective power for sustained growth of India.
 To be committed towards the safety and health of employees and the public. The
main motto of the company is work for safe, healthy and clean & green
Environment.
MAJOR AREAS OF OPRATIONS

 Cement , jute , carbide etc.

 Optical and copper Telecommunication etc.
 EHV ,HT and LT power cables and capacitors ,fibre optical cable etc.
 Bombay Hospital Trust & Media Research Institute
 Priymvada Birla Cancer Research Institute
 Priymvada Birla Arvind Eye Hospital .

CORPORATE PHILOSOPHY

The Group owes its success to its commitment to quality and customer satisfaction. All
companies within the Group have ISO 9001:2000 certification for Quality Management
Systems; the group companies have kept themselves abreast of changing needs of
customers and advances in technologies and have continuously innovated. Over the years
the MP Birla Group companies have been entering into tie-ups and collaborations with
major players of international repute in order to develop new and innovative products for
its customers both in India and the international market.
MP Birla Group is also a responsible Corporate citizen, the Group companies have
consciously worked towards a secure environment. All group companies have ISO
14001:2004 certification for Environment Management System. The Group companies
not only conform to statutory requirements but are committed to maintaining the
ecological balance at its various campuses. Besides this the MP Birla group is also
involved in various charitable and philanthropic activities in the field of education,
healthcare, scientific research, as well as in the areas of literature and culture and is also
involved in pure charitable activities.
Today Birla Group is a well-diversified infrastructure industrial group with a turnover of
over 15000 crores.
REVIEW OF LITERATURE
REVIEW OF LITERATURE

Management Research and Practice 12/2011;

Employee Satisfaction represents one of the most complex areas facing today’s managers
when it comes to managing their employees. Many studies have demonstrated an
unusually large impact on the job satisfaction on the motivation of workers, while the
level of motivation has an impact on productivity, and hence also on performance of
business organizations .Unfortunately, in our region, job satisfaction has not still received
the proper attention from neither scholars nor managers of various business
organizations.

Allen and Meyer, 1996; Karrasch, 2003;

Organization commitment can be defined as affiliation of employees to the organization

and involvement in it. In general there are three dimensions of commitment which are
continuance commitment, affective commitment and normative commitment.

Goyal (1995)

Determined the extent of employee satisfaction experienced by textile workers due to

primarily the statutory labour welfare facilities provided in the private, public and co-
operative textile sectors in Punjab, the awareness and implementation of these labour
welfare facilities and their correlation with job satisfaction, including the relationship
between labour welfare and job satisfaction.

According to Nancy C. Morse (1997)

“Satisfaction refers to the level of fulfillment of one’s needs, wants and desire.
Satisfaction depends basically upon what an individual wants from the world, and what
he gets.” Employee satisfaction is a measure of how happy workers are with their job and
working environment. It is sure that there may be many factors affecting the
organizational effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction, Bhatti
& Qureshi, (2007)

48 Furthermore, relevant recommendations and measures for improving the

employee satisfaction are proposed. Judge, Timothy A.; Thoresen, Carl J.; Bono,
Joyce E.; Patton, GregoryK.Psychological Bulletin, Vol 127(3), May 2001,
A qualitative and quantitative review of the relationship between job satisfaction and job
performance is provided. The qualitative review is organized around 7 models that
characterize past research on the relationship between job satisfaction and job
performance. Although some models have received more support than have others,
research has not provided conclusive confirmation or discontinuation of any model,
partly because of a lack of assimilation and integration in the literature.
RATIONALE OF THE STUDY
RATIONALE OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction among the
BIRLA CABLE LIMITED,REWA employees and to know the problems faced by the
employees of the various categories. The study aims to understand the employee
satisfaction in BIRLA CABLE LIMITED, REWA which covers the various working
schedule, remuneration, developing overtime allowance, work freedom, job position etc.
The scope is to understand the employee satisfaction. The study is conducted at BIRLA
CABLE LIMITED, REWA covering 100 employees and data will be collected by the
questionnaire prepared.
OBJECTIVE OF STUDY
 OBJECTIVE OF THE STUDY

The primary aim of the research is to find employees’ satisfaction level of the
organization. To fulfill this aim following objectives are undertaken:

 To access the general attitude of the employees towards BIRLA CABLE

LIMITED, REWA.
 To understand the problem of the employees in the working condition.
 To know how employees opinion about work place, pay and benefits.
 To study and analyses the various factors affecting the job satisfaction level.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

1) Research design

The research design used in the project will be Descriptive and Empirical research
design. The data needed for the study will be collected from the employees, through
questionnaire. Analysis and interpretation will be performed by using the statistical tools
and data presented through tables and charts.

2) Sample design

Sample size: - 100

Sample area: - BIRLA CABLE LIMITED,REWA

3) Tools for data Collection

There are mainly two types of data collection methods which are as follows.

Primary data: Primary data will be collected with the help of structured questionnaire
administered to the respondents. In this study primary data were collected through
personnel interview using questionnaire administered to fifty employees of BIRLA
CABLE LIMITED,REWA.

Secondary data: Secondary data will be collected from the web site of BIRLA CABLE
LIMITED, REWA, Brochures, related magazines, journals and internet.

4) Analysis & Interpretation

Suitable statistical tools like tables, charts, diagrams etc. and various statistical tests like
correlation analysis, chi-square and any other test as per the requirements of the study
will be used to analyze and interpret the data.
DATA ANALYSIS
&
INTERPRETATION
DATA ANALYSIS& INTERPRETATION

1.Distribution of respondents by Age

Age.

Age(year) No. of respondent

20-25 54
25-30 16
30-35 7
Above 35 years 23

Age

23%

20-25 year
25-30 years
7%
54% 30-35 years
Above 35 years
16%

INTERPREATION

Out of 100 respondent 54%were 20

20-25
25 year,16% were between 25&30year,
25&30year,7%were
between 30&35,23%were above 35 years.
2.Distribution
Distribution of Respondents by Sex

Sex No. of respondent

Male 82
Female 18
Total 100

Gender

18%

Male
82%
Female

INTRETATION

Out of 100 respondent 82%were male while 18% were female.

3.Distribution
Distribution of respondents by Qualification

Qualifiction No. of respondents

Up to HS 7
Up to graducate 34
Up to post graducate 59

Qualification

7%

34%
Up to HS
59% Up to graducate
Up to post graducate

INTERPRETATION

Out of 100 respondents 59%were up to post graducate,34%were of up to

graducate,7%were up to Hs.
Q1.Overall
1.Overall ,how satisfied are you working for the company?

Response No. of respondent

Extremely Dissatisfied 15
Very Dissatisfied 0
Somewhat Dissatisfied 0
Neutral 64
Somewhat Satisfied 11
Extremely Satisfied 10

Response

0%

15% 10% Extremely Dissatisfied

11% Very Dissatisified
Somewhat Dissatisfied
64% Neutral
Somewhat satisfied
Extremely satisfied

INTERPRETATION

Out of 100 % 64% employees are Neutral &15%Extermely Satisfied,11% Somewhat

Satisfied &10% Extremely Satisfied working for the company.
Q2 .To what extent do you agree with the working condition?

Response No. of respondents

Disagree completely 8
Strongly Disagree 12
Somewhat Disagree 0
Somewhat Agree 19
Strongly Agree 55
Agree completely 6

Response

6% 8%
12% 0% Disagree completely
Strongly disagree
19% Somewhat disagree
55% Somewhat agree
Strongly agree
Agree completely

INTERPRETATION

Almost 55% of the employees are Strongly satisfied with the present working condition
and environment .
Q3.
3. Do you satisfied with the wages paid to you?

Response Respondents
Yes 74
No 26

Reponse

26%

Yes
No
74%

INTERPRETATION

74% of the employees are satisfied with the wages paid to them. Only 26% of the
employees feel that there should be a hike in wages paid to them.
Q4.Do
4.Do you have any incentives wages scheme for efficient work on your origination?

Responses Respondents
Yes 82
No 18

Response

18%

Yes
No

82%

INTERPRETATION

82% of the employees feel that there should be an incentive wage scheme for efficient
work in the organization.
Q5. How many years have you been with the company?

Responses Respondents
Less than a year 10
1-3 year 56
4-6 year 29
More than 6 year 6

Response

6% 10%

29%
Less than a year
1--3 year
4--6 year
56%
More than 6 year

INTERPRETATION

56%of the employees were more than 1to 3 have been with the company,
6.Is the management helpful and sympathetic to your problems in workforce?

Responses Respondents
To some extent 30
To large extent 70

Reponse

30%

To some extent

70% To large extent

INTERPETATION

61% of the employees feel that the management sympathetic to some extent in their
problems faced at workstation,
Q7.Are
Are you satisfied with the facilities provide to you?

Response Respondent
To some extent 70
To large extent 30

Response

30%

To some extent

70% To large extent

INTERPREATION

Almost maximum employees are satisfied with facilities provides with the organization.
Q8.Does
8.Does the management have good relation with the workers?

Response Respondents
To some extent 30
To large extent 70

Response

30%

To some extent

70% To large extent

INTERPRTATION

70%of the employees feel that the management has a good relation
relation with the workers and
only 30% of them feel that the management should improve their relation with the
workers.
Q9.Do
Do you feel that the company policy
po really protect your interest?

Response Respondents
Yes 69
No 31

Reponse

31%

Yes

69% No

INTERPREATION

69%of the employees feel that the company policies really protect their interst.31%of
interst
them feel that their interests are not protected.
10. Do you have any problems with the management setup?

Response Respondents
Yes 66
No 34

Response

34%

Yes
66% No

INTERPRETATION

Only 66%of the employees are satisfied with the present management setup and the other
34% is not satisfied and feel that there should be change in the setup.
 11. How flexible is the company with respects with respect to your family
Q11.
responsibilities?

Response Respondents
Very inflexible 0
Somewhat inflexible 0
Neither 57
Somewhat flexible 23
Very flexible 20

Response

0% 0%

20%

Very inflexible
Somewhat inflexible
57%
23% Neither
Somewhat flexible
Very flexible

INTERPRTATION

57% of the employees feel that the company is very flexible with their family
responsibilities.
Q12. Have you ever observed or experienced any of the following forms of
discrimination or harassment at this company?

Responses Respondents
Racial discrimination 2
Sexual harassment 2
Gender discrimination 4
Sexual orientation discrimination 1
None observed 91

Response

2% 2% 4%
1%
Racial discrimination

Sexual harassment

Gender discrimination

Sexual orientation
91%
discrimination
None observed

INTERETATION

91% of the employees are never feel the discrimination or harassment towards them.
Q13.Do your team provide you support at work whenever needed?

Responses Respondents
Yes 97
No 3

Response

3%

Yes
No

97%

INTERPRETATION

97% employees said yes wh

whenever they need any type of help then team provides support
at work.
Q14.
14. Do you feel connected to your co-workers?
co

Responses Respondents
Yes 94
No 6

Reponse

6%

Yes
No

94%

INTERPRETATION

94% employees said yes they feel

fe connected to co-workers,
workers, their co
co-workers are also
supporting.
FINDINGS
Findings
The major findings of the studies are as follows:

 All the respondents are employees of BIRLA CABLE LIMITED.

 All the statutory and non-statutory measures are provided to employees as per the
standard measures, which improves employees satisfaction and increase
productivity.
 Mostly all the employees are satisfied with the wages paid to them.
 30% of the employees feel that the management is sympathetic to some extent in
their problems faced at workstation; management shares a very good relation with
the employees.
 56% of the employees were less than 1to3 years in the origination.
 95% of the employees feel that the company policies really protect their interests.
 80%of the employees are satisfied with the present management setup.
 97%of employees are agreed whenever they need support then their team provide
help.
 94%of employees feel connected to co-workers.
RECOMMENDATION
Recommendation

1. 31% of the employees feel that the company policies are not able to protect their
interests and hence they should be changed.

2. Majority of the employees feel that there should be an incentive wage scheme for
efficient work in the organization.

3. The management should be more helpful and sympathetic towards the problems faced
by the workers at the workstation.

4. Management has to make effective communication channels in the firm.

5. Management should provide more opportunists to employees in order to participate

decision making.
CONCLUSION
CONCLUSION

Any origination success and growth depends on employees. The company may have rich
resource of capital, material, infrasutres, machines technology but if the quality of
manpower is not good, the organizations cannot succeed. Employee’s welfare plays a
vital role in every origination.

The present study is an earnest attempt to determine employee’s satisfaction in BIRLA

CABLE LIMITED, REWA. It is indeed necessary for any organization to understand the
need of their employees and fulfill them before they leave the organization. If nothing is
done by the organization then there are chances to lose talented employees from any
organization to its competitors. Hence it is necessary for any organization to ensure
employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the job.
Majority of the employees are satisfied with the salary structure, promotional programs,
working condition, allowances provided by the organization. They are also satisfied with
the employer-employee relationship and communication channel in the organization. But
still only 40% of the employees get opportunities to participate in decision making. Also
majority of the employees are not provided with the welfare measures. If the firm
concentrates of the findings and suggestions of their survey, we hopefully believe that the
organization can further bring out their labor with full satisfaction and obtain good result.
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOKS:-

 Dr. Gupta C. Human Resource Management, Sultan Chand and Sons, New Delhi,
2004.

 Rakesh Chopper, Human Resource Management U.K Publishing 2 edition New Delhi,
2004.

 Kothari. C.R, Research Methodology, New Age International Private Ltd, New Delhi,

2004.

WEBSITES:-

 www,birlacableltd,com
 www.citehr.com
 www.google.com
QUESTIONNAIRE
Questionnaire on employees satisfaction.

“A study on employee satisfaction in Birla cable ltd.”

Dear Respondents,

I Pranu Gupta of MBA (iv sem) from IBMR, IPS ACADEMY, INDORE. I am
undertaking this research as a part of my course curriculum. Your experience and opinion
are highly valuable and you are kindly requested to spare a few minutes and fill the
questionnaire which will contribute to my research projects. I assure that this data is only
for academic purpose.

Name-

Age-

 20-25 years
 25-30 years
 30-35 years
 Above 35 years

Gender-

 Female
 Male
 Up to HS

Qualification-

 Up to HS
 Up to graduate
 Up to post graduate

1.Overall ,how satisfied are you working for the company?

 Extremely Dissatisfied
 Very Dissatisfied
 Somewhat Dissatisfied
 Neutral
 Somewhat Satisfied
  Extremely Satisfied
 Other

2.To what extent do you agree with the working condition?

 Disagree completely
 Strongly Disagree
 Somewhat Disagree
 Somewhat Agree
 Strongly Agree
 Agree completely
 Other

3. Do you satisfied with the wages paid to you?

 Yes
 No

4.Do you have any incentives wages scheme for efficient work on your organsation?

 Yes
 Nos

5.How many years have you been with the company?

 Less than a year

 1-3 year
 4-6 year
 More than 6 years

6.IS the management helpful and sympathetic to your problems in workstation?

 To some extent
 To large extent

7.Are you satisfied with the facilities provide to you?

 To some extent
 To large extent

8.Does the management have good relation with the workers?

  To some extent
 To large extent

9.Do you feel that the company policy really protect your interst?

 Yes
 No

10.Do you have any problems with the present management setup?

 Yes
 No

11.How flexible is the company with respect to your family responsibilities?

 Very inflexible
 Somewhat inflexible
 Neither
 Somewhat flexible
 Very flexible

12.Have you ever observed or experienced any of the following forms of

discrimination or harassment at this company?

 Racial discrimination
 Sexual harassment
 Gender discrimination
 Sexual orientation discrimination
 None observed

13. Does your team provide you support at work whenever needed?

 Yes
 No

14.Do you feel connected to your co-workers?

 Yes
 No