Employee Satisfaction

A
SUMMER TRAINING PROJECT
ON
“EMPLOYEE SATISAFCTION IN LIBERTY SHOES INDIA”
Submitted in partial fulfillment of the requirement
for the reward of degree of
Bachelor of Business Administration
Session 2018-2021
Under the supervision of: Submitted by KAJAL JAIN
Dr. Nancy Arora BBA 5th Sem (Roll No: 18028)
PANIPAT INSTITUTE OF ENGINEERING AND TECHNOLOGY
AFFILIATED TO KURUKSHETRA UNIVERSITY, KURUKSHETRA
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DECLARATION
This is to certify that I, Kajal Jain, a student of Panipat Institute of Engineering &
Technology studying in BBA 5th Semester, Roll No. 18028 has prepared a project
report entitled “EMPLOYEE SATISAFCTION IN LIBERTY SHOES INDIA”
for the partial fulfillment of degree of Bachelor of Business Administration from
Kurukshetra University, Kurukshetra.
I hereby declare that the project report submitted to the Kurukshetra University,
Kurukshetra is a record of an original work done by me under the guidance of
Dr. Nancy Arora.
The matter presented in this project work has not been submitted by me for the award
of any Degree or diploma/ associate ship / fellowship and similar degree or any other
institute
Signature of Candidate
Name KAJAL JAIN
BBA 5th SEM
Roll No: 18028
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ACKNOWLEDGEMENT
Gratitude of highest order is expressed to Dr. (Head & Associate Professor) for
encouragement and support during my project. His care, endless support and trust
motivate me for opportunity to achieve. This project could not be completed without
his insight and achieve.
I am neither expert nor a trend spotter. I am a management student with foundations

of management principles and theories who is keen in different industries, it's
happening mainly in LIBERTY SHOES INDIA.
I am highly obliged to Dr. Nancy Arora, my prime internal guide for his invaluable
support; guidance and knowledge that he has shared with me thereby aiding me in
making this project a success along with other employees who provided their utmost
working knowledge, which has broaden my area of interest and benefited mostly in
completing the project.
I am highly grateful to my project guide Dr. Nancy Arora. for her inspiring
guidance and blessings for fulfilling the project report. I am very grateful to Ms.
forhis/her research advice, knowledge and many insighful discussion and suggestions.
Lastly I thank faculty and staff members of P.I.E.T, Panipat which gave me an
opportunity regarding training purpose and helped me in building some experience
in my career.
Student Name: KAJAL JAIN
Student Roll No: 18028
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INDEX
Chapter number Topic Page No.
CHAPTER 1 INTRODUCTION
1.1) Introduction to the Industry 7-17
1.2) Introduction to the Company 18-28
1.3) Introduction to the Topic 29-43
CHAPTER 2 LITERATURE REVIEW 44-48
CHAPTER 3 RESEARCH METHODOLOGY
3.0) Research methodology 49-53
3.1)Statement of the problem
3.2) Justification of the study
3.3) Objectives of the study
3.4) Scope of the study
3.5 ) Research design
3.6) Collection of data
3.7)Sources of data collection
3.8)Sampling technique
3.9)Analytical tool used in study
3.10) Limitations of study
CHAPTER 4 ANALYSIS & INTERPRETATION 54-66
CHAPTER 5 FINDINGS, SUGGESTION &

CONCLUSION
5.1) Findings
67-71
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5.2) Conclusion
5.3) Suggestion
BIBLIOGRAPHY/ REFERENCES
(ONLY SINGLE FORMAT APA OR

HARVARD
72-74
ANNEXURE (IF-ANY)
75-76
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CHAPTER-1 INTRODUCTION
1.1) INTRODUCTION TO THE INDUSTRY
Footwear is a man made outer covering of foot. It is genially made out of leather
but the same can be made with synthetic material. When the human being came
into existence, they were needed to protect themselves from heat, cold dampness,
dust and roughness of ground while walking, standing, or even running. So they
innovate shoes for the protection of their feet.
Footwear is the industry which accounts to generate maximum number of

employment especially for the weaker section; therefore, it holds a very special place
in the Indian economy. As per the industry figure, footwear industry employs over 1.1
million workers making it one of the top employment sources in the country.
Moreover, the growth in this market is further pushed by gradual rise of fashion and
lifestyle market in India. From a basic need based industry to an indispensable part of
overall fashion market, footwear industry has come a long way.
From soles to souls, shoes contribute a great deal to our human experience. Whether a
pair of bouncy new sneakers, or a pair of bright red pumps, shoes can make anyone
smile and can elevate any outfit to the next level. Knowing just how important proper
footwear is and inspired by the success accredited to the industry now-a-days, youth
across country have taken to filling gap between high-priced Mochi and Jimmy Choo
with gusto. Being a chic style statement in today's ultra fashion-conscious world,
everything from flats, sandals and stilettos to boots and sportswear rule the roost.
The phenomenal rise of entrepreneurship across footwear industry gives an insight to

its transformation into a highly specialized industry from the traditional labor
intensive sector.
Footwear styling and growth
The historical background identifies the transformation of Footwear from commodity

to image, attitude and lifestyle. India being a country of artisans has always been
looked upon for its traditional craft of footwear making. Some of the traditional
footwear created by village craftsmen include leather chappals in Kohlapur,
embroidered Juttis in Jodhpur, Indo-Tibetan felt boots in Sikkim and vegetable fibre
shoes in Ladakhor. The footwear industries using traditional methods of manufacture,
has clearly taken technology to heart in recent decades, and this has greatly benefited
both shoemakers and shoe wearers. Since India is such a diverse nation, the types of
traditional footwear found all over the country are diverse too. Small and Medium
enterprises in India have a major role to play in the development and advancement of
the footwear sector through sustaining and enhancing their export contribution vis-a-
vis development of clustering and many more such activities.
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Attitudinal dimensions
India is on the verge of a retail boom fueled by fast evolving lifestyles and
behavioural changes towards shopping. With changing retail landscape and advancing
styles, Indian footwear industry is set for a phenomenal growth in future. Indian
market is brand driven and organised players dominate the sales.
The increasing penetration of internet and social media to the lives of Indian
consumers has dramatically evolved their shopping behaviours. Urbanisation is also a
major contributor to influencing buying habits of consumers. Rising brand
consciousness and increasing discretionary incomes has resulted in enormous growth
in footwear consumption. Consequently, it can be inferred that footwear besides being
part of wardrobe, has also become a huge status symbol these days.
Growing competition among global players is paving the way for the development of
innovative footwear with a focus on improving user-experience. The latest technology
that is gaining popularity is the use of polyurethane capsules in the manufacture of
athletic footwear. Some shoes are also being manufactured with built-in sensors to
track the speed, distance covered, and calories burned. There are some innovative
running shoe which boasts of a carbon-fiber spring-like flange under the sole that
helps propel a runner forward. Growing preference for premium and customized
products has kickstarted the trend of customized shoes. Many international brands
have launched facilities which allow consumers to customize their shoes with
patriotic prints of their preference.
Structural reforms for inclusive industry growth
What we wear on our feet matters as much as the clothes we adorn In Indian context,
footwear industry is a crucial segment of Leather and Non Leather products in India.
In order to help the industry move ahead and expand capacity, MSME have evolved
as the nurseries of entrepreneurship by introducing incentives for attracting foreign
investments across footwear units. Advent of Footwear park complexes has
revolutionized the existing scenario by creating new modernized production centres
apart from the existing production hubs at Andhra Pradesh, Uttar Pradesh and
Tamilnadu. Moreover, several schemes are being rolled out by Ministry of MSME
providing capital subsidies and for capacity building across footwear industry.
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CLUSTERING – AN ENABLER TO THE LEATHER FOOTWEAR
EXPORTING SMEs
Ministry of MSME in India has introduced clustering across footwear sector to

establish co-operation and joint strategy among the firms and also from the
government for the subsistence and growth of the SME sector. The Agra shoe
industry is one of the largest leather- footwear clusters with Central Footwear
Training Institute and MSME DI Agra as the major stakeholders in the Agra footwear
cluster. Agra is the largest footwear manufacturing hub in India with a colossal annual
manufacturing value. Cluster development activities in footwear industry has given
major boost to private capital flow in the organized segment and enhance capacity to
keep pace with future growth prospects.
While prospects for India's Leather footwear industry has brightened in view of
declining production of leather footwear in the Western European countries, the
industry in India has to go in for substantial capacity enhancement in order to fully
utilize this opportunity. However, it is disheartening to note that India’s export share
to world import for leather footwear hovers around 2-3 percent only given the
potential of Indian footwear makers.
Footwear industry- The new age career
Job creation is arguably one of the most important parameters to judge how successful
a government has been in envisaging and implementing its economic policies. The
micro, small and medium enterprises sector is one of the major employment
generators in several sectors while footwear segment is no exception employing
nearly 1.3 million people.
Since footwear always has and continues to play an important role in complementing
any fashion trend that comes by, whether it is professional, semi-formal or routine,
hence the biggest advantage that a career in the footwear industry comes with is that
of being non-seasonal and always evolving. Footwear industry offers a variety of
bright career options as footwear designer, Product Developers, Footwear
Technologists, Marketing Executives, Quality Controllers, Merchandisers, Planning
Executives, Trend Analysts etc. Most significantly, the footwear sector has also been
instrumental in developing a spirit of entrepreneurship in the country, living upto the
time-tested adage of poverty alleviation through self-sufficiency. Those having a
knack of creativity and forte for innovation have hit fortunes in the sector by
introducing their own shoelines under registered labels.
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Changing dynamics
Leather footwear export sector is facing headwinds due to a challenging internal and
external environment. Though e-commerce is booming, yet it is difficult to sell
footwear via the internet as people still want to get a sense of the fit and feel of a pair
shoes before making the final purchase. Time has come to develop the linkages
between the large and export oriented units with the micro manufacturing units.
Obviously, it can be inferred that M/o MSME is striving hard for the upheaval of
footwear sector. Yet, what is of noteworthy importance is to change the mindset of the
youth who must realise that entrepreneurship besides being the sustainable way
forward for the economy is also a significant means of self employment.
Milestones achieved/ footwear towering heights:
 India is the second largest global producer of footwear after China, accounting
for 13% of global footwear production of 16 billion pairs.
 There are nearly 15000 units engaged in manufacturing footwear in India with
total turnover estimated at Rs. 50,000 crore including Rs 32,000 Crores for
Domestic market and Rs 18,000 Crores for exports.
 India exports about 115 million pairs.

 Thus, nearly 95% of its production goes to meet its own domestic demand.
 India is the third largest Footwear consuming country after China and USA
with consumption of nearly 1.66 pairs while average global consumption is
3.0 pairs.
 India produces 2065 million pairs of different categories of footwear (leather
footwear - 909 million pairs, leather shoe uppers - 100 million pairs and non-
leather footwear - 1056 million pairs).
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The major production centers in India are Chennai, Ranipet, Ambur in Tamil Nadu,
Mumbai in Maharastra, Kanpur in U.P., Jalandhar in Punjab, Agra, Delhi, Karnal,
Ludhiana, Sonepat, Faridabad, Pune, Kolkata, Calicut and Ernakulam. About 1.10
million are engaged in the footwear manufacturing industry.
Footwear exported from India are Dress Shoes, Casuals, Moccasins, Sport Shoes,
Horrachies, Sandals, Ballerinas, Boots, Sandals and Chappals made of rubber, plastic,
P.V.C. and other materials.
The Footwear sector is now de-licensed and de-reserved, paving the way for
expansion of capacities on modern lines with state-of-the-art machinery. To further
assist this process, the Government has permitted 100% Foreign Direct Investment
through the automatic route for the footwear sector. Conducive Investment climate
towards attracting overseas investments and increasing cost competitiveness. The
Government of India is setting up dedicated Footwear Complex and Footwear
Components Part where footwear clusters are located.
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Indian Footwear Market Key Segments:
By Type
o Athletic
o Non-athletic
Mode of Sale
o Retail Sales
o Online Sales
Material
o Leather
o Non-leather
By Geography
o North America
o Europe
o Asia-Pacific
o LAMEA
Market Players in the Value Chain

o Bata India Limited
o Liberty Shoes Limited
o Paragon Group
o Relaxo Footwears Limited
o Adidas AG
o PUMA
o Geox S.p.A.
o Skechers USA, Incorporation
o Nike Incorporation
o Under Armour Inc.
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Revenue
Revenue in the Footwear market amounts to US$7,923m in 2020. The market is

expected to grow annually by 9.6% (CAGR 2020-2025). The market's largest segment
is the segment Leather Footwear with a market volume of US$3,407m in 2020.
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Growth drivers
 Increasing disposable income and economic growth

The growth in disposable and per capita income has revolutionized customer
buying patterns towards apparel and footwear. A significant number of the
urban population, mainly in tier I and II cities have considerably higher
spending power. This is a major reason for the growth of the footwear market.
 Government initiatives
The Indian footwear and leather industry is export-oriented and the
government is taking initiatives to increase the leather and footwear export to
INR 900 billion (USD 12.6 billion) by the end of 2020. The government has
also announced INR 26,000 million (USD 364 million) incentive package for
the leather and footwear industry. This will help players operating in the
organized sector better deal with pricing pressure, along with employing
300,000 people. Under the National Sill Certification & Monetary Reward
Scheme, around 60,358 youth have been trained for various jobs in the leather
and footwear industry since July 2015.
 Growth in modern retailing and e-tailing

Accessibility, a wide range of choices, and special coupons and discounts
attract customers to modern retail. High-end foreign brands are penetrating the
Indian footwear market through retail channels with a better distribution
network.
Premium and luxury segment footwear brands like Aldo, Charles & Keith,
Pavers England, Hush Puppies, Clarks, Gucci, McQueen and Yves Saint
Laurent (YSL) are all available in India either through exclusive stores or
through multi-brand outlets. With an aim to boost market visibility and retain
these tech-savvy customers, major footwear giants like Reliance Footprint and
Bata are expanding their market presence online.
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 ATHLEISURE FOOTWEAR Gaining Momemtum
Athleisure footwear is picking up very fast because of aspirational
consumers. Athleisure trend is just not confined to metropolitan cities.
In fact, small cities and towns are generating equal traction. However,
options are scanty when it comes to affordable options in this segment
especially in tier 2 cities.
 Sharp focus on women’s footwear

There has been incremental rise in women’s per capita expenditure;
therefore, manufactures and retailers are increasingly focusing on
women’s footwear. Moreover, there is a growing number of women at
workplaces and high disposable incomes. With a rising number of
women in the workforce and growing disposable incomes causing
women to afford multiple pair of shoes and generate demand.
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Challenges facing the footwear market in India
 Tough competition from unorganized players

Nearly 85% of the Indian footwear industry comprises of unorganized players.
These players sell their products at unimaginably low prices and have benefits
such as lower sales tax, lower overhead cost, lower labor cost and absence of
research and development (R&D) expenses. This will intensify competition as
organized players will pass the price benefits to the consumers, while
unorganized players try to enter the organized space.
 Sluggish growth of the Indian leather footwear market

The UK is one of the leading export destinations of Indian footwear. However,
with BREXIT affecting the value of the British pound (GBP), it has impacted
the Indian leather export. Furthermore, government policies banning animal
slaughter on leather tanneries have impacted leather availability. Lack of
leather availability and BREXIT has led to a decline in export figures by
nearly 4% in 2017.
 Import from China

63% of leather imported comes from India’s neighbor, China. This hurts the
Indian footwear manufacturers as Chinese leather is cheaper and is sold in the
unorganized retail market without sales tax and creating a loss for the
economy.
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1.2) INTRODUCTION TO THE COMPANY
Liberty Shoes Limited (LSL) is an Indian shoe company, based in Karnal, Haryana.
Foundation
Liberty Shoes was founded by Dharam Pal Gupta, Purshotam Das Gupta and
Rajkumar Bansal by the name of Pal Boot House in 1954. Liberty Shoes first
associated in India for distribution and exclusive showrooms with Balbir Singh &
Son's in the year of 1983, which was later named as Naruson Sales Corporation.
Adesh Gupta became the CEO of LSL on 16 July 2001.
The company was incorporated on 3 September 1986 as a Public Limited Company

and obtained the Certificate of Commencement of Business on 11 March 1988. The
company has been set up to manufacture and sell leather and non leather shoes,
leather shoe uppers and leather garments Presently the company is engaged in the
manufacturing of leather and non leather shoes.
It has also set up a joint venture in Russia to manufacture shoes in 1991 under the
name of M/S Liberty &Go, with M/S Gorky Production & shoes Unit, Gorky. The
Company is marketing its product nationally and internationally under the brand name
"LIBERTY" and is well established in the national and international market. The
company has entered into an agreement with one of the group firms M/S Liberty
Enterprises for using the established brand name "LIBERTY".
The company has commenced its commercial production for non leather shoes on 25
December 1993. Initially one direct injection soiling machine was installed with a
capacity of 50000 pairs per annum on single shift basis .The second direct injection
soiling machine was installed in March 94.From the commencement of commercial
production till 31 March 1994, the company has been operating on full capacity. As
the promoters are in this line for the last five decades, the company is confident of
maintaining this level of operations in the future. The company has been promoted by
P.D.Gupta and R.K.Bansal and belongs to the LIBERTY Group.
THE CREDO:
· To ensure that the method we use is the latest technology world-over.
· To follow the highest standard of honest workmanship in whatever we make.
· To walk that extra miles to ensure customer satisfaction worldwide.
· To remain a true cosmopolitan to the spirit.
· To remain a great corporation to associate with, to work for, to know that:
“We Are About People”.
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MANUFACTURING:
What gives Liberty the edge is vertically integrated manufacturing infrastructure on

technology basis with completely in-house state of the art production facilities which
includes 8 DESMA machines for PU Direct Injection, 15 Machines for PVC Direct
Injection, 3 Machines for EVA Injection, 3 PU Injection units for unit sole, six lines
or cement lasted injection and one machine for the latest TPU Injection. Above
production facilities are maintained with focus on environment cleanliness ISES 2000
norms, provides a complete range of family footwear of all seasons and occasions,
covers the entire domain of industrial safety and health footwear requirements.
Process
Cementing : Sticks the outsole, the upper and insole into single unit without use of
sole.
Injection Molding : Shoe and Heel are adhered to the upper with an
unbreakable bond.
Stitched with Sole : Upper meets the sole of the outside of the shoe,
it is not tucked under and returned into the shoe. Instead, the edge of the upper is
turned outside and is in line with the edge of the shoe.
Vulcanizing : Vulcanization is a process for making rubber more durable by using

sulfur to create links between the rubber's polymer
chains. Vulcanized (vulc) shoes are made when that rubber sole is glued to the upper
and then a layer of foxing tape gets wrapped around it.
The company saw major expansion in the 2000s, both in retail and manufacturing
bases, leading to a sharp growth, in the year 2002-03, the company posted a retail
turnover of Rs 400 crore. Also in April 2003, the Liberty Group underwent an
important restructuring and its product portfolio was also revamped. As a part of the
restructuring process, the company split its manufacturing and retail business in
January 2004, with Liberty Shoes as the holding company for its shoe business and a
subsidiary Liberty Retail Revolution Ltd for its retail business, which established a
new retail channel through "Revolutions Stores", which were set up
in Mumbai, Kolkata, Hyderabad and Chennai. At the same time it ventured into high
fashion, by tying up with fashion designers including Rohit Bal, Rajesh Pratap
Singh, Rina Dhaka, Rohit Gandhi, Ashish Soni and Suneet Verma to develop
footwear to match their clothing lines.
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Products
Range of products include Leather Shoes, Casual Footwear, Sports Shoes and
School Shoes.
Sports Shoes School Shoes
Casual Footwear Leather Shoes
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BRANDS
This family brand is style personified with something for every need. Be it formal or
casual, at office or at the beach, a conference or a soiree Liberty fits in effortlessly.
COOLERS
They’re cool and they’re hot. They’re hap and
they’re happening. Perfect for those hot summer
days. When the sun blisters and the heat strokes,
they keep the feet cool and comfortable. But why
limit the pleasure to summers?! Here’s one brand of
sandals that stays cosy and comfy all year round.
FOOTFUN
Something for those little feet as they learn to walk.
Airy, light and comfortable with lycra uppers and no
laces. In fairy-tale colors and designs.
FORCE-10
The flair, the style and ease that forces the world to
take notice. A happening range of sports shoes in far
out colors that provides the perfect footnote to a
head-turning presence.
FORTUNE
Genuine leather uppers and extra light poly soles
help complete the power dressing in men with élan
and panache.
GLIDERS
Cool and comfortable, trendy and with it. A range of
stunning brogues and smart lace ups that will be
noticed and talked about every step of the way.
Unmistakably a part of Generation You.
SENORITA
Walk tall, walk light and walk with amazing style.
Rediscover the little girl that lurks not far behind in
every woman, laughing and loving every moment of
life.
TIPTOPP
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It’s what Mrs. Junejas of the world love to be seen
in. Strappy styles and comfortable heels. And colors
that become the envy of all and sundry. Perfect for
conquering the neighbourhood in designs that are
the latest rage the world over.
WARRIOR
Smart, stylish professional gear crafted from leather
uppers and direct injection P.U. soles with steel toe
caps and offering the widest range of styles in safety
shoes. To master the art of being confident and surefooted
on slippery grounds and danger ones.
WINDSOR
The premium is on lightness, style and comfort
which makes it ideal for men who take every
challenge effortlessly in their stride.
FREEDOM
A new introduction in the safety footwear segment in Nitrile
PVC material, offering customers with waterproof, fire
retardant and shock free product in economic range.
A safety footwear for industrial use.
Manufacturing Capacity
Liberty's manufacturing base includes six facilities spread across the numerous states,
two in Gharaunda and Liberty Puram (Haryana) where its primary and the largest
manufacturing units are situated, Paonta Sahib(Himachal Pradesh) with two units
and Roorkee (Uttarakhand). The company has avoided locations in the conventional
Indian shoe manufacturing locations such as Agra, Kanpur, Noida, Chennai etc
LSL produces more than 50,000 pairs of footwear a day covering virtually every age
group and income category. Products are marketed across the globe through 150
distributors, 400 exclusive showrooms and over 6000 multi-brand outlets, and sold in
thousands every day in more than 25 countries. After 65 years of its existence, today
Liberty produces footwear for the all age groups. Currently, LSL is headed by Mr.
Adesh Gupta as its CEO. It is a part of the 'Liberty Group' which includes other
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associate companies - Liberty Retail Revolutions Limited and Liberty Whiteware.
LSL is presently no. 2 in the footwear industry.
Values followed in LSL:
To follow the highest standards of honest workmanship in whatever we make
To walk the extra mile to ensure customer satisfaction, worldwide
To remain a true cosmopolitan to the spirit
To remain a great corporation to associate with and to work for
To know that ‘we are about people’
Major Landmarks
2000
The Company is to enter into an agreement for sale/purchase of goods and/or taking
on franchise basis the production on franchise basis the production facilities and/or
acquire movable and immovable property including plant and machinery, building
etc. with Liberty Group Marketing Division and/or Liberty Enterprises, partnership
firms.
The Company is all set to venture into the e-commerce activities which will cater to
the B2B and B2C requirements.
2003
Liberty Footwear has introduced its innovative Liberty Footstylers collection. It is

also unveiling a slew of shoes whose price will range between Rs 1,500 and Rs 2,500,
higher than its other products such as Gliders, Windsor and Senorita. -Pearl Academy
inks pact with Liberty Shoes.
2004
Liberty Shoes Board approves setting up of Subsidiary Company.
Mr. Adesh Gupta presently working as Executive Director of the Company since 16
July 2001, has been elevated as 'Chief Executive Officer' (CEO) of the Company.
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Liberty Shoes Ltd launched its retail format, Revolutions
Liberty Footwear Company Ltd's claim to use brand name 'Revolution' for its new
footwear retail chain has been challenged by a Delhi-based women's wear chain
Revolution Clothings, which too, has claimed ownership of the same brand name.
2005
Liberty unveils new range of footwear.
Liberty Shoes has given the Bonus in the Ratio of 1:1.
2006
Liberty Shoes joins hand with Pantaloons.
2007
Liberty Shoes achieved sales of Rs 300 crore last fiscal and has a 30-per cent
marketshare in the branded footwear segment.
2010
Liberty Shoes Ltd as considered approval for re-appointment of Sh. Adesh Kumar
Gupta, Sh. Adarsh Gupta and Sh. Shammi Bansal as Executive Directors of the
company.
2012
The Company has appointed Sh. Ramesh Chandra Palhan as Additional Director of
the Company with effect from 28 March 2012.
Corporate Social Responsibility (CSR)
LSL has been involved in social initiatives for last three decades and engaged in
various activities in the field of education primary healthcare communities ecology
and environment etc. It believes in long lasting impact towards creating a just
equitable humane and sustainable society. In Liberty CSR initiatives were being
undertaken long before the provisions of the Companies Act 2013 and with the
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implementation of new provisions of Section 135 of the Companies Act 2013 Liberty
is committed to further strengthen its effort and activities by demonstrating care for
the community through its focus on education and development of skills health and
wellness including treatment for poor needy & uninsured people environment
sustainability including promoting of green initiatives and Improvement of the living
conditions of inhabitants and support to disaster relief efforts etc. The various CSR
initiatives undertaken by your Company during the year under consideration are as
under:-
1. Promoting Education and Skill development
Liberty has identified schools and institutions around its Plant/Offices and made
contributions/sponsorships for providing education to children who can't afford it. It
has sponsored quality education and healthcare providing of balanced nutrition to
underprivileged children for their holistic development so that they can lead better life
and can contribute to the society as responsible citizens etc. In addition to this it has
provided free of cost footwear to various school/institutions for distribution amongst
the children/students who can't afford it.
2. Promotion of Sports
Liberty contributed to registered Sports Associations in Karnal for providing training

to youth athletes of Haryana for preparing them to participate in National Games and
Olympics.
3. Contribution to approved relief funds
Liberty has provided contributions to the various approved relief funds set up by
Central and State Governments.
4. Environmental sustainability
Liberty is ensuring environmental sustainability through tree plantation conservation

of natural resources and maintaining of quality of soil air and water in the places
around its Plants/Offices.
Inauguration of Check Dam by Sh. Shammi Bansal Executive Director in Village

Neem Ka Thana Rajasthan which is supposed to provide benefits to approx. 10000
villagers and20000 Animals within the vicinity of the village.
5. Other CSR activities and initiatives:
Liberty has contributed for the promotion of religious activities by contributing to

temples/Pooja/various registered Kalyankari Sabhas and societies and also contributed
to the Association incorporated with the objective of development of trade to which
your Company belongs.
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1.3) INTRODUCTION TO THE TOPIC
EMPLOYEE SATISFACTION IN LIBERTY SHOES LIMITED
Employee satisfaction is a broad term used by the HR industry to describe how

satisfied or content employees are with elements like their jobs, their employee
experience, and the organizations they work for. Employee satisfaction is one key
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metric that can help determine the overall health of an organization, which is why
many organizations employ regular surveys to measure employee satisfaction and
track satisfaction trends over time. A high satisfaction level indicates that employees
are happy with how their employer treats them
Often, employee satisfaction is used interchangeably with employee engagement;

however, while engagement is one factor influencing overall satisfaction (and it may
be said the reverse is also somewhat true), the two are not the same. Satisfaction,
while important for retention, is not necessarily a predictor of performance, while
engagement—which indicates an employee’s passion for their work, among other
things—is directly tied to output. Ideally, satisfaction occurs as a result of both
material factors like compensation and benefits as well as less-tangible elements like
engagement, recognition, and strong leadership. If an organization fails to address
both sides of the equation, they may find they have a complacent team made up of
materially satisfied employees who are content to do only what’s required to remain
employed, or a staff of highly engaged employees who are performing well while they
look for new opportunities at companies more willing or able to fill their needs.
Significance of Employees Satisfaction
1) Increase Employees Performance
Employee Satisfaction has a great impact upon the performance of an employee.

Performance of the job by an employee also requires that his expectations and
aspirations in terms of rewards, consideration and fulfillment of his needs etc. can be
21
met. If these are fulfilled, he/she will be satisfied with the outcome of job
performance and greater employee satisfaction would generally motivate the
employees in performing their tasks more efficiently and that results in increasing
company‟s productivity.
2) Organizational Commitment
A happy and satisfied individual can find it easy to live within the organization as
well as outside it. On the contrary a chronically upset individual make organization
life vexations for others with whom he interacts. There seems to be a strong
correlation between employee satisfaction and organizational commitment. Higher
commitment can in turn facilitate higher productivity.
3) Increase Employees Morale
There is a casual relationship between employee satisfaction and employee morale.
4) Low Absenteeism
Absence is a phenomenon that can reduce an organization‟s effectiveness. When

satisfaction is high, absenteeism is low. It is important to remember that while higher
employee satisfaction will not necessarily result in low absenteeism but low employee
satisfaction is likely to bring about high.
5) Low Turnover
Turnover refers to the movement of employees out of the organization. Employees

with low satisfaction are therefore more likely to quit their jobs. A satisfied employee
feels pleasure at his work place. He feels contented with his job and the environment
in the organization which results in longevity and reduced employee turnover.
6) Positive Mental Attitude
Satisfied employees cultivate positive mental attitude which is beneficial to the

society as a whole. A happy human on the job is also happy away from the job. The
dissatisfied employees take more “Mental health days off i.e. days off not due to
illness or personal reason.” The time thus being a non-renewal resource, the ultimate
sufferer is the organization.
7) Increase Customer Satisfaction
It‟s not a new insight that satisfied employees can have a significant impact on
customer satisfaction. Satisfied, motivated and engaged employees understand the
role, they need to play in consistently delivering good customer interactions.
8) Organization Success
Employee satisfaction plays a very vital role on the performance of an organization. It

is essential to know as to how employees can be retained through making them
22
satisfied and motivated to achieve extraordinary results. Target and achievement
depend on employee satisfaction and in turn contribute for organizational success and
growth enhances the productivity and increases the quality of work.
9) Reduce Union Activities
It has been proved that satisfied employees are generally not interested in unions and
they do not perceive them as necessary. Employee dissatisfaction has proved to be the
major cause of unionization. The employees join the union because they feel that
individually they are unable to influence changes which would eliminate the causes of
dissatisfaction.
10) Other Benefits
In addition, there are number of other benefits bring about by high employee
satisfaction. Highly satisfied employees tend to have better physical and mental
health, learn the new job related tasks easily and have less job stress and unrest. Such
employees will become more co-operative such as helping co-workers, helping
customers etc. Such behaviour will improve unit performance and organizational
effectiveness.
23
Factors influencing employee satisfaction:
Working conditions of an organization play an important role in influencing

employee satisfaction. Employees who do not have a proper workstation and are not
comfortable at their workplaces are the ones who are the most frustrated and unhappy
with their job. Appoint people who are responsible for the cleanliness of the office
and most importantly the rest rooms. Assign drawers and proper space to employees
where they can keep their important documents, files and also personal belongings.
24
Encourage the employees to keep their drawers and desk clean. Make sure your office
building is fire resistant.
Management has no right to treat its employees as slaves just because they are being
paid. Employees need to be treated with utmost respect and care. They need to feel
protected at the workplace for them to develop a feeling of job satisfaction. Encourage
healthy ambience at the workplace and also motivate employees not to participate in
nasty office politics.
The second most important factor influencing employee satisfaction is employee

benefits. Employees need to be paid well as per their designation and roles and
responsibilities in the organization. The moment an employee is underpaid, he/she
would create problems for the entire organization. Do not favour any employee. Make
sure incentives and monetary benefits are directly proportional to the efforts an
individual puts in. Do not unnecessary hold their payments and salaries if you want
your employees to stick around for a long time.
Another reason as to why employees are not satisfied with their job is that their hard
work is not acknowledged. Give them their due credit. If they have performed
something extraordinarily, do not forget to appreciate them in front of their
colleagues. Give them additional responsibilities. Give them an opportunity to handle
teams. You need to trust them and guide them accordingly. If you expect an
individual to work on entry level projects for next five years, you are sadly mistaken.
He/she would definitely move on. Make sure deserving employees get decent hikes
and benefits. Do not put a full stop on their career growth citing lame excuses that the
individual concerned is not performing up to the mark or the organization is at loss. If
the employee is not performing well then what is the management doing? In such a
case he should not be in the system and if at all, he is there, what are seniors doing to
improve his performance? Be transparent with your employees. An employee
becomes frustrated the moment he has nothing challenging to work on. Constant
upgradation of skills is essential for every employee to survive the cut throat
competition. Make sure employees are a part of regular training programs.
Make employees feel as an indispensable resource for the organization. A sense

of loyalty towards the organization does not come out of compulsion. It has to come
from within. Give employees space and freedom to take their own decisions. If they
have to depend on you for every small thing, trust me they would soon end up quitting
their jobs. Give them the budget and ask them to perform and deliver within the
stipulated time frame. Do not interfere in their way of handling teams.
25
STEPS TO IMPROVE EMPLOYEE SATISFACTION
The following measures are necessary to improve the satisfaction of employees:
 Selection of right man for the right job:

Proper care must take while recruiting persons for various jobs. Persons
without attitude and aptitude for work should not be selected.When it comes to
placement of workers, they should be given jobs in tune with their educational
qualification, skills, attitudes and abilities.
 Satisfactory conditions of service:
All those who have been appointed in the organization should be provided
with job security. They should be given decent pay. Social security benefits
like provident fund insurance etc. should be provided to employees as per the
rules.
 Conducive working environment:

The working environmental should be made informal. Undue important need
not be given to hierarchy. The organization should make use of both formal
and informal channels of communication. The bureaucratic approach of the
management should go.
 Conducive physical conditions:

The place of work should be neat and tidy. There should be free flow of
natural light and air in any workroom. There should be proper provision for
canteen. Lunchroom, etc.
 Better work methods:

Conventional work methods and age-old practices should be given up. The
enterprise should come forward to adopt the latest technology. The employees
may be trained to make use of the various electronic devices in their day-to-
day work. This not only simplifies their work but also makes it more
interesting.
26
 Proper superior-subordinate relationship:
The relationship between the superior and the subordinates should always be
cordial. The superior’s style of functioning must be democratic. He should not
make an attempt to impose his ideas on his subordinates. Whenever necessary
and possible, he can seek his subordinate’s viewpoints. Likewise, the
subordinates, on their part, must repose faith in their superiors and come
forward to accept responsibilities.
 Good inter-personal relationship:

The relationship between the employees should also be proper. The work done
in any organization is teamwork. In the absence of proper understanding
between the employees, teamwork is not possible. The employees should not
give scope for their personal interest to clash with those of the organization.
 Provision of suitable incentives:

Only human resources can be induced to work. Inanimate objects like
machines cannot be motivated to work. The management therefore, should
offer suitable incentives to motivate employees to perform better. Incentives
need not be in the forms of money payment. There are also non-monetary
incentives. Further, these incentives may be gives for individual performance
or group performance.
 Job rotation:
If certain jobs are, by nature, dull and monotonous, job rotation may help to
break the monotony of workers, i.e., such jobs may be assigned to operation at
a certain level by rotation
 Valuation of employee performance:

The performance of employees needs to be assessed regular intervals. Such an
assessment will level their level of efficiency. Such of thoseEmployees who
27
are found to be highly efficient may be given suitable rewards.Those
employees who are less efficient may be made to undergo training to acquire
better skills. If some employees are found to be highly inefficient, such people
need not be retained. It is only these people who spoil the work atmosphere in
any organization.
28
CHAPTER 2 - LITERATURE REVIEW
Employee satisfaction continues to be among top priorities of Global Corporations.

Engaged employees do better jobs and are essential to the organizations’ long-term
success.
Winning loyalty and commitment of employees is a critical responsibility and a key to

organizations’ strategic objectives.
Employee satisfaction represents the constellations of person’s attitude towards or

about the job. In general, employee satisfaction is the attitude towards the job as a
whole. Employee satisfaction is a function of satisfaction with different aspects of job,
that is supervision, pay, works itself, co-workers, promotion, etc., and the level of
importance one attaches to these respective components.
Rajgopal (1965) in his study explored the relationship between satisfaction and
productivity of textile mills workers belonging to high and low productive mills. Six
mills, three high and three low (Productivity was indexed in terms of operative hours
per unit of Production four the past three years) were chosen for the study. 75 workers
each from high Productive and low Productive mills were chosen for the study. They
were asked to indicate their degree of satisfaction/dissatisfaction on a 5-point scale
ranging from extreme satisfaction to extreme dissatisfaction on thirty items
representing seven aspect of work (i.e., salary, job, management, working condition,
welfare facilities , coworkers, and union management relations). The results
highlighted that high productive mill workers were significantly more satisfied with
five of the seven aspect excluding job and coworkers.
Pratap and Srivastava (1983) studied to measure job satisfaction of

employees in shoe companies of Kanpur to show the state of job satisfaction of
workers in relation to their age, education, pay experience and martial status. The
study revealed that majority of employees are satisfied with their job and no one is
highly dissatisfied, job satisfaction is related to pay, but there is no relation with other
variables like education, age, experience, marital status etc.
Gohil(1999) studied on the motivation vis-à-vis job satisfaction and organizational

perception of bank employees in Saurashtra region and was confined to the officer
and clerical staff of the public sector commercial banks of the Saurashtra region. The
study was conducted on 780 employees and a significant difference was found in the
average scores of job satisfaction of managerial cadre and clerical. A significant
difference was also observed between (a) academic qualification and means scores of
job satisfaction, (b) family tension and means scores of job satisfaction, (c) family
environment and means scores of job satisfaction. The study also highlighted
correlation in length of service and mean scores of job satisfaction.
29
Resheske (2001) examined job satisfaction among full time faculty of the College of
Human Development at Wisconsin University. Thirty-six full time faculty members
were included in the study. The results indicated that overall the faculty of the College
of Human Development at UW-Stout was satisfied with their current employment and
that group cohesion does play a role in overall job satisfaction.The study also
determined that job autonomy, working with the students and fellow colleagues and
supervisors were the top three best reasons for working here. It was also concluded
that pay, having more time and assistance with meeting deadlines and having equal
workloads between colleagues were the three top priorities for improving the work
environment. Harter (2002),selected 7,939 business units in 36 organizations for the
sample of the study on job satisfaction sentiments and employee engagement. The
study examined aggregated employee job satisfaction sentiments and employee
engagement.
Schneider (2003)studied the relationships between several facets of employee

satisfaction and organizational financial (return on assets; ROA) and market
performance (earnings per share; EPS). The study included 35 organizations over a
period of eight years. Significant positive relationships were found between attitudes
concerning satisfaction with security, satisfaction with pay, and overall job
satisfaction with financial (ROA) and market performance (EPS).
Niranjana and Pattanayak(2005) tried to explore the dynamics of organizational

citizenship behavior, learned optimism, and organizational ethos represented by
OCTAPACE in service and manufacturing organizations in India. The manufacturing
sector was found to have a better work culture whereas service sector had high
organizational citizenship behavior and learned optimism.
Ashraf Shikdar&Biman Das (2006) concluded Worker satisfaction improved

significantly as a consequence of the provision of the assigned and participative
standards with performance feedback in a repetitive industrial production task. The
maximum improvement in worker satisfaction was found for the participative
standard and feedback condition. Only this condition had a significant positive effect
on worker job attitudes. Monetary incentive, when provided with an assigned or
participative standard with feedback, added no incremental worker satisfaction or job
attitudes gain. The participative standard with feedback condition emerges as the
optimum strategy for improving worker satisfaction and job attitudes in a repetitive
industrial production task.
Narayana (2008) suggested that some people perform better than others. The same
person can act differently at different times. Human behavior is the result of
motivating process. Motivation is an inspirational process which impels the members
of the team, to pull their weight effectively to give their loyalty to the group to carry
out properly the task that they have accepted and generally to play an effective part in
the job that the groups has undertaken.
Singh (2009) revealed a significant difference between high and low work culture
groups which is related to their satisfaction with management. The possible reason for
it being the obligation towards others produced a sense of responsibility within
individuals which made them more satisfied in comparison to low scorers on this
dimension.
30
Vagh (2010) highlighted that most of the employees of Municipal Corporation of
Saurashtra Region were not satisfied. Employees of the Municipal Corporations have
many questions and there is a strong need to give the attention on solution of
employees questions as and when it arises.
Adeniji (2011) in his study on Organizational Climate and Job Satisfaction among
Academic Staff in Some Selected Private Universities in Southwest Nigeria. The
study was based on the responses received from 293 respondents of five private
Universities in the South-West Zone of Nigeria. The results showed a positive
relationship between organizational climate and job satisfaction. Herzberg„s Two-
Factor theory was used as a framework for this study.
Balasubramanian. P., and Vasanthakumar.N (2011) in their study

examines the issues related to the Job Satisfaction of the library professionals
working in colleges imparting management education in and around Madurai,
Tamil Nadu. The main objective of this study is to find category wise job
satisfaction level, to find the working condition of library professionals involved
in the job satisfaction and etc. The Primary data have been collected from 55
professionals in Madurai. The simple statistical tools have been used for data
analysis. This study concluded that the 49% of the respondents feel moderately
satisfying with the economic advantages, 63% of the respondents are agree with
their higher authorities are co-operative, helpful and inspiring people for better
sincere work and 67% of the respondents are satisfactory with their working
conditions.
Paul E. Madlock (2012) examined the influence of supervisor communicator

competence and leadership style on employee job and communication satisfaction.
Participants were 220 individuals (116 men and 104 women) working full-time for a
variety of companies in the Midwest. The findings indicated a strong relationship
between supervisors' communicator competence and their task and relational
leadership styles, with supervisor communicator competence being a stronger
predictor of employee job and communication satisfaction. More specifically, the
findings indicated that supervisor communicator competence accounted for 68% of
the variance in subordinate communication satisfaction and nearly 18% of the
variance in subordinate job satisfaction. More important, these findings provide an
association between communication, leadership, and employee job and
communication satisfaction
Dev (2012) in his study on Public and Private Sector Banks found that clients of
private sector banks are more satisfied than those of public sector banks in most of the
dimensions except Interest rates and other Charges and Accessibility whereas the
clients of public sector banks are more satisfied than the clients of private sector. One
area where both types of Banks are lacking the most is Customer orientation.
Performance norms have also suffered in all types of banks. It was also observed that
banks in India, especially the public sector banks need to equip themselves with the
latest technology.
Paul E. Madlock (2012) examined the influence of supervisor communicator

competence and leadership style on employee job and communication satisfaction.
31
Participants were 220 individuals (116 men and 104 women) working full-time for a
variety of companies in the Midwest. The findings indicated a strong relationship
between supervisors' communicator competence and their task and relational
leadership styles, with supervisor communicator competence being a stronger
predictor of employee job and communication satisfaction. More specifically, the
findings indicated that supervisor communicator competence accounted for 68% of
the variance in subordinate communication satisfaction and nearly 18% of the
variance in subordinate job satisfaction. More important, these findings provide an
association between communication, leadership, and employee job and
communication satisfaction.
Gurusamy&Mahendran (2013), in their study found that Salary occupy the First
Rank for determining job satisfaction compared with other major determinants. The
study was conducted on 300 respondents and was limited to the automobile industries
of India.
According to Martin and Simmering (2016), feedback enhances motivation and

performance through perceived impact. Increased fairness and positive feedback from
supervisors can improve organizational outcomes such as job satisfaction and
performance (Martin & Simmering, 2016). To the worker his supervisor is the
company; hence worker's feelings towards his supervisor are usually similar to his
feelings towards the company. This supervisor-subordinate relation and interaction
link the job satisfaction subject to knowledge management. The existence of
knowledge management (KM) in the working environment is also significantly
related to high job satisfaction (Aino, Mika, & Pia, 2016). Accordingly, managers
must implement KM activities in their 48 firms, not only to improve knowledge
worker performance but also to improve their well-being at work. Flexible leadership
with an innovative vision, strategic and dynamic capabilities, ability to select and
retain good staff will contribute significantly toward organizational financial and non-
financial performance (Simon et al., 2015). Offering flexibility such as 1-2 days of
remote work per week is a way to show the team members that leaders trust them.
The gift of time is one of the most appreciated workplace perks. Smart people work
best when they can choose their own schedule. Flexible hours can increase
engagement and productivity but that same flexibility may decrease collaboration.
Accordingly, leaders must find a balance within what the team is looking to achieve.
Personal factors such as gender, number of dependents, age, work status on the job
(i.e., whether employed as a part-timer or a full-timer) have different perception
toward job satisfaction (Alghamdi, Topp, & AlYami, 2017). Most investigations on
32
gender as it relates to job satisfaction found that women are more satisfied with their
jobs than men as long as the work life balance is maintained (Anuradha & Pandey,
2017; Ayadi, Ojo, Ayadi, & Adetula, 2015). The number of dependents in which the
employees have also influences the level of satisfaction. The greater the number of
dependents the less satisfaction employees have due to the stress of greater financial
needs. Age also influences the level of satisfaction. There is higher intrinsic job
satisfaction among older employees as they have less entrepreneurial intentions and
want to spend the rest of their career at the current organization (Hatak, Harms, &
Fink, 2015). Eunjeong (2017) examined job satisfaction of elderly employees
focusing on linking the career job (dream 49 job) by person-job fit (current job) and
found that job satisfaction level is high when career job and the elderly employee job
are similar. The linkage between job satisfaction and job fit indicate that the
employees’ quality of life will decline when they are engaged in unrelated career jobs.
To this end, older employees in simple manual work without having the opportunity
to use their accumulated knowledge and skills, experience lower overall job
satisfaction.
According to Karatuna and Basol (2017), work status has an impact on the level of
satisfaction. They collected and analyzed data through questionnaires among 1,158
sales workers, and found that those working part-time as compared to full-time
reported lower job satisfaction. Cantekin, Altunkaynak, and Esen (2016) indicated
that satisfaction is relatively high at the start, drops slowly to the fifth or eighth year,
then rises again with more time on the job which proves that most employees are
satisfied in general at their work. Rassa (2017) indicated that low salary packages,
low benefits, lack of supervision, insufficient professional trainings and recognition
are the more important factors of dissatisfaction; therefore, leaders must increase
levels of job satisfaction to obtain higher levels of employee satisfaction and
accordingly ensure high quality service delivery. Employees’ feelings about the
fairness of pay are related to their job satisfaction. If employees believe that they are
paid unfairly they are more likely to be dissatisfied with their jobs. This relationship
extends beyond salary and hourly pay to include fringe benefits as well. In fact, when
employees can select the fringe benefit they most desire, their job satisfaction tends to
rise (Lien, 2017); accordingly, there is a significant increase 50 in the number of
33
organizations that allow their employees to structure their fringe benefits such as
medical, dental, and life insurance
Conclusion
To conclude all above the
literature related to job
satisfaction among different
working organizations
with many variables such
as occupation
commitment, leadership,
work engagement, gender,
self job
satisfaction, efficacy,
resilience, optimism,
educational qualification,
34
job dissatisfaction,
organizational
culture, music, work
training, psychological
capital, organizational
climate, demographic
variables etc.
Demographic variables
impacted greater on the
employee satisfaction
levels. Job satisfaction is
may be
dependent on the some of
the job aspects not on all
and it also differs on gender
too. Job satisfaction is
35
an indication of
psychological overall
wellness. Female
employees were also
observed along the
dimensions of reward and
interpersonal relations and
altruistic behaviour for
organizational climate.
Job satisfaction is the
key to success for an
employee and for the
organization productivity.
Organizational
commitment and
occupation satisfaction
36
has an optimistic
relationship on career
motivation. In one study
showed that (Sousa-Poza &
Sousa-Poza 2000)
employees in all countries
are
moderately satisfied.
Workers who are highly
filled with satisfaction
with their occupations are
carefully weighed to be
additional resistant to
change of position with
their organizations. There is
an
37
important dissimilarity in
amid workers who
function in dissimilar
organizational culture.
British female
paramedical Professionals
sensed themselves to be
extra
disgruntled than
Australian female
paramedical Professionals.
A current female
paramedical
professionals management
has to face a lot of
38
demanding situations such
as fast changes in the area
of
medical and paramedical
services, difficulty of
female paramedical
professionals profession
and of
course the mental effects
incurred by the nursing
work. Female paramedical
manger’s leadership
playing a positive role for
other female paramedical
professionals and support
ability and found strong
39
significant relationship
among them and their
perception of the training
surroundings and
psychological experience at
the place of work. Research
studies showed that
teachers are not satisfied
with their job due to
various issues. And
senior teachers are highly
satisfied than junior
teachers.
Senior managers are
satisfied with their jobs
than new managers in
40
organizations. Salespeople
are in
both categories found high
and low job satisfaction.
Social media in
workplace also connected
with
high job satisfaction.
Bank employees having
moderately kind of job
satisfaction and salary,
interpersonal relationship,
communication, attitude of
superiors, working
surroundings and team
work
41
affecting on their
workplace satisfaction.
On the basis of literature,
female professionals
facing the problem of job
dissatisfaction among
healthcare organizations.
Results have implications
for Facebook as a strategic
platform for promoting
employee satisfaction at
work, and Facebook a
social networking platform
for part time employees
seeking further social
integration and
42
professional connection.
Other researchers showed
that job
satisfaction is significant
for each and every level
of employee in every
organization and in both
private and government
sector. Job satisfaction is
completely related to with
the physical and
psychological wellbeing
of an individual. We
need to improve
satisfaction of job amid
female
43
professionals and need to
provide some techniques
and management skills to
enhance their level of job
satisfaction. Social media
at work have implications
for Facebook as a
strategic platform for
promoting worker
satisfaction at work, and
Facebook a social
networking platform for
part time
workers seeking further
social integration and
44
Future researches should
be
emphasis on female
professionals and all the
different working
organizations and try to
improve the
job satisfaction and need to
remove dissatisfaction
causing factors.
Conclusion
45
as occupation
self job
organizational
variables etc.
46
may be
an indication of
wellness. Female
employees were also
observed along the
47
Organizational
commitment and
has an optimistic
Sousa-Poza 2000)
are
48
an
amid workers who
British female
49
extra
disgruntled than
Australian female
A current female
paramedical
of
female paramedical
50
and of
surroundings and
51
studies showed that
various issues. And
teachers.
Senior managers are
are in
Social media in
52
with
superiors, working
work
affecting on their
53
integration and
that job
54
the physical and
need to improve
female
55
for Facebook as a
promoting worker
Facebook a social
part time
be
56
emphasis on female
different working
improve the
causing factors.
Conclusion
as occupation
57
self job
organizational
variables etc.
58
may be
an indication of
wellness. Female
employees were also
observed along the
59
Organizational
commitment and
has an optimistic
Sousa-Poza 2000)
are
60
an
amid workers who
British female
extra
61
disgruntled than
Australian female
A current female
paramedical
of
female paramedical
and of
62
surroundings and
studies showed that
63
various issues. And
teachers.
Senior managers are
are in
Social media in
with
64
superiors, working
work
affecting on their
65
integration and
that job
66
the physical and
need to improve
female
67
for Facebook as a
promoting worker
Facebook a social
part time
be
emphasis on female
68
different working
improve the
causing factors.
Clara Viñas-Bardolet (2018) based on his study found that knowledge based
employees are more satisfied than less knowledge employees. The satisfaction of
knowledge based employees depends mainly on the financial and nonfinancial
rewards given by the firm.
Conclusion
as occupation
69
self job
organizational
variables etc.
70
may be
an indication of
wellness. Female
employees were also
observed along the
71
Organizational
commitment and
has an optimistic
Sousa-Poza 2000)
are
72
an
amid workers who
British female
extra
73
disgruntled than
Australian female
A current female
paramedical
of
female paramedical
and of
74
surroundings and
studies showed that
75
various issues. And
teachers.
Senior managers are
are in
Social media in
with
76
superiors, working
work
affecting on their
77
integration and
that job
78
the physical and
need to improve
female
79
for Facebook as a
promoting worker
Facebook a social
part time
be
emphasis on female
80
different working
improve the
causing factors.
Conclusion
The literature review part of the project is one of the most important ones and this is
due to the fact that it provides an overview about the whole topic. As it is in this case
much information has been provided about the role of HRM, employee satisfaction
and the various factors which contribute to it. In addition to this the impacts of job
satisfaction have also been discussed which shows that it is essential to keep
employees happy. The opinions of different authors and researchers have been
included to support the literature part. Furthermore, there is a section which provides
evidence from researchers that have been conducted about this particular topic and
demonstrates to what extent the factors that have been mentioned lead to employee
satisfaction and the benefits that can be derived from it.
To conclude all above the literature related to job satisfaction among different
working organizations with many variables such as occupation commitment,
leadership, work engagement, gender, self job satisfaction, efficacy, resilience,
optimism, educational qualification, job dissatisfaction, organizational culture, music,
work training, psychological capital, organizational climate, demographic variables
etc. Demographic variables impacted greater on the employee satisfaction levels. Job
satisfaction is may be dependent on the some of the job aspects not on all and it also
differs on gender too. Job satisfaction is an indication of psychological overall
wellness. Female employees were also observed along the dimensions of reward and
interpersonal relations and altruistic behaviour for organizational climate. Job
satisfaction is the key to success for an employee and for the organization
productivity. Organizational commitment and occupation satisfaction has an
optimistic relationship on career motivation. In one study showed that (Sousa-Poza &
Sousa-Poza 2000) employees in all countries are moderately satisfied. Workers who
are highly filled with satisfaction with their occupations are carefully weighed to be
additional resistant to change of position with their organizations. There is an
important dissimilarity in occupation satisfaction amid workers who function in
81
dissimilar organizational culture. British female paramedical Professionals sensed
themselves to be extra disgruntled than Australian female paramedical Professionals.
A current female paramedical professionals management has to face a lot of
demanding situations such as fast changes in the area of medical and paramedical
services, difficulty of female paramedical professionals profession and of course the
mental effects incurred by the nursing work. Female paramedical manger’s leadership
playing a positive role for other female paramedical professionals and support ability
and found strong significant relationship among them and their perception of the
training surroundings and psychological experience at the place of work. Research
studies showed that teachers are not satisfied with their job due to various issues. And
senior teachers are highly satisfied than junior teachers. Senior managers are satisfied
with their jobs than new managers in organizations. Salespeople are in both categories
found high and low job satisfaction. Social media in workplace also connected with
high job satisfaction. Bank employees having moderately kind of job satisfaction and
salary, interpersonal relationship, communication, attitude of superiors, working
surroundings and team work affecting on their workplace satisfaction. On the basis of
literature, female professionals facing the problem of job dissatisfaction among
healthcare organizations. Results have implications for Facebook as a strategic
platform for promoting employee satisfaction at work, and Facebook a social
networking platform for part time employees seeking further social integration and
professional connection. Other researchers showed that job satisfaction is significant
for each and every level of employee in every organization and in both private and
government sector. Job satisfaction is completely related to with the physical and
psychological wellbeing of an individual. We need to improve satisfaction of job
amid female professionals and need to provide some techniques and management
skills to enhance their level of job satisfaction. Social media at work have
implications for Facebook as a strategic platform for promoting worker satisfaction at
work, and Facebook a social networking platform for part time workers seeking
further social integration and professional connection. Future researches should be
emphasis on female professionals and all the different working organizations and try
to improve the job satisfaction and need to remove dissatisfaction causing factors. To
conclude all above the literature related to job satisfaction among different working
organizations with many variables such as occupation commitment, leadership, work
engagement, gender, self job satisfaction, efficacy, resilience, optimism, educational
qualification, job dissatisfaction, organizational culture, music, work training,
psychological capital, organizational climate, demographic variables etc.
Demographic variables impacted greater on the employee satisfaction levels. Job
satisfaction is may be dependent on the some of the job aspects not on all and it also
differs on gender too. Job satisfaction is an indication of psychological overall
wellness. Female employees were also observed along the dimensions of reward and
interpersonal relations and altruistic behaviour for organizational climate. Job
satisfaction is the key to success for an employee and for the organization
productivity. Organizational commitment and occupation satisfaction has an
optimistic relationship on career motivation. In one study showed that (Sousa-Poza &
Sousa-Poza 2000) employees in all countries are moderately satisfied. Workers who
are highly filled with satisfaction with their occupations are carefully weighed to be
additional resistant to change of position with their organizations. There is an
important dissimilarity in occupation satisfaction amid workers who function in
dissimilar organizational culture. British female paramedical Professionals sensed
themselves to be extra disgruntled than Australian female paramedical Professionals.
82
A current female paramedical professionals management has to face a lot of
demanding situations such as fast changes in the area of medical and paramedical
services, difficulty of female paramedical professionals profession and of course the
mental effects incurred by the nursing work. Female paramedical manger’s leadership
playing a positive role for other female paramedical professionals and support ability
and found strong significant relationship among them and their perception of the
training surroundings and psychological experience at the place of work. Research
studies showed that teachers are not satisfied with their job due to various issues. And
senior teachers are highly satisfied than junior teachers. Senior managers are satisfied
with their jobs than new managers in organizations. Salespeople are in both categories
found high and low job satisfaction. Social media in workplace also connected with
high job satisfaction. Bank employees having moderately kind of job satisfaction and
salary, interpersonal relationship, communication, attitude of superiors, working
surroundings and team work affecting on their workplace satisfaction. On the basis of
literature, female professionals facing the problem of job dissatisfaction among
healthcare organizations. Results have implications for Facebook as a strategic
platform for promoting employee satisfaction at work, and Facebook a social
networking platform for part time employees seeking further social integration and
professional connection. Other researchers showed that job satisfaction is significant
for each and every level of employee in every organization and in both private and
government sector. Job satisfaction is completely related to with the physical and
psychological wellbeing of an individual. We need to improve satisfaction of job
amid female professionals and need to provide some techniques and management
skills to enhance their level of job satisfaction. Social media at work have
implications for Facebook as a strategic platform for promoting worker satisfaction at
work, and Facebook a social networking platform for part time workers seeking
further social integration and professional connection. Future researches should be
emphasis on female professionals and all the different working organizations and try
to improve the job satisfaction and need to remove dissatisfaction causing factors.
83
CHAPTER 3 - RESEARCH METHODOLOGY
3.0) Research methodology
A Research Methodology characterizes the reason for the exploration, how it

continues, how to quantify progress and what comprise accomplishment regarding the
targets decided for doing the examination study. The proper examination
configuration defined is itemized beneath. Approach is characterized as the detail of
strategies and techniques for securing the data required. It is an arrangement or casing
work for doing the examination and gathering the information. This task is an
investigation set apart by earlier definition of exploration questions. The examiner
definitely knows the considerable sum about the exploration issues before the
undertaking is started.
The technique this investigation comprises of essential information. These

information is gathered from the respondents through surveys. The essential
information were gathered from the respondent. Issue definition is the initial move
towards any examination venture. The issue in this venture report was the wearing
down pace of association is by all accounts expanding step by step; consequently
influencing the general development of the association. The examination
configuration utilized in this investigation is exploratory exploration plan.
3.1) STATEMENT OF THE PROBLEM
The researcher endeavors to respond to the accompanying inquiry:
Is there a significant relationship between job satisfaction and organizational

commitment among employees in Liberty Shoes Ltd.
Worker fulfillment and maintenance have consistently been significant issues for
businesses. All things considered, low fulfillment and staff turnover can influence
your primary concern, as temps, enrollment and retraining cause significant damage.
Yet, hardly any practices (truth be told, not many associations) have focused on work
84
fulfillment, maybe on the grounds that they have neglected to comprehend the
noteworthy open door that lies before them.
Fulfilled workers will in general be more gainful, inventive and focused on their
managers, and late examinations have indicated an immediate relationship between's
staff fulfillment and creation. Businesses who can make workplaces that draw in,
rouse and hold persevering people will be better situated to prevail in a serious
medical care condition that requests quality and cost-effectiveness. In addition,
managers may even find that by making a positive work environment for their
representatives, they've expanded their own activity fulfillment too. The difficult lies
in distinguishing relationship, common comprehension between the administration
and the representatives
3.2) JUSTIFICATION OF THE STUDY
It is noteworthy to examine whether workers are fulfilled or disappointed, submitted

or not submitted in their activity since it has been demonstrated that representatives
who are significantly more fulfilled will bound to show good musings, sentiments,
and activities towards their activity and it would expand their authoritative duty. It is
additionally critical to examine the connection between Job Satisfaction and
Organizational Commitment since this may bring an immense advantage similarly to
managers and workers. Human Resource Management would have the option to
comprehend that the expenses of recruiting and preparing new specialists are high. In
this manner, the businesses should attempt to cherish constant workforce, which
likewise assists with decreasing the dangers of crumbling in administrations offered to
clients.
A representative who is submitted with the association may invest heavily in seeing
himself as a part and would decidedly convince the purchasers to belittle the
items/administrations offered by an organization. Since fulfillment builds duty to
authoritative achievement, and if this fulfillment would be given from businesses to
laborers, a ton of good factors, for example, great management by directors, great
working conditions, great relational relations, better strategies and organization, better
compensation and security, testing work, accomplishment, acknowledgment,
development and advancement can profit representatives.
On the off chance that this investigation shows that activity fulfillment and
hierarchical duty are related, businesses would just need to expand one variable and
that is work fulfillment to accomplish the agreed authoritative responsibility of
laborers.
3.3) Objectives of the study
85
Primary objective:
 To determine the level of satisfaction of the respondent

regarding their job in Liberty Shoes Ltd.
Secondary objectives:
 To know about the awareness among the employees regarding the

consequences of job satisfaction on the company production.
 To study about the satisfaction level of employee regarding the welfare
facilities provided by the company.
 To identify the various factors that influences employee satisfaction.
 To find out employee engagement level in the organization.
 To offer suggestions to the management to improve their employee’s
satisfactory level.
3.4) Scope of the study
 The study "Employee job satisfaction” provided by LIBERTY SHOES LTD.

has thrown light to the Job Satisfaction of employee who marks in the
organization.
 This study wills help the top management to improve their labor Job
Satisfaction in favorable for employees of LIBERTY SHOES LTD.
 The Study covers the whole organization is taken into consideration and the
survey is conducted among the workers through the Questionnaire and also
present study is restricted to LIBERTY SHOES LTD. and data is analyzed
based on the information provided by employees of the LIBERTY SHOES
LTD.
.3.5) RESEARCH DESIGN
86
Examination configuration implies a predefined system for controlling the
information assortment. A Research configuration is basically the structure or plan for
an investigation. The plan might be a particular introduction of the different strides
during the time spent Research. For this engaging plan was utilized. The exploration
is of engaging in nature, which could give a precise image of acceptance system
directed in the association. Illustrative exploration incorporates reviews and actuality
discovering requests of various types. The exploration is of Ex post facto nature in
which scientist no power over the factors has. Measurable technique lay weight on
objectivity instead of depend on instinct and judgment and normal and rates can
undoubtedly be determined. The significant motivation behind unmistakable
examination is depiction of the situation, as it exists at present. In this strategy the
scientist has no influence over the factors. He/She can just report what has occurred
and what's going on.
3.6) COLLECTION OF DATA
The information was gathered by disseminating the polls to the workers. The
inspecting outline is the pool from which the meetings are picked. All the things
thought in any field of request establishes a vast expanse of populace. In this
examination just a couple of things can be chosen structure the populace for our
investigation reason. The things chose comprise what is in fact called an example.
Here our example size is 117 representatives from the complete populace of the
workers. The examples are chosen based on straightforward irregular examining
method.
The statically method needs the collection of data in two forms
1. Primary data
2. Secondary data
1. PRIMARY DATA The primary data are those, which are collected afresh and for
the first time, and thus happen to be original in character. The data on the required
information is collected from actual persons using the product/ services. This data is
more suited for the objectives of the project.
2. SECONDARY DATA The data which have already been collected by someone
else or taken from published or unpublished sources and which have been already
been passed through the statistical process.
87
3.7) SOURCES OF DATA COLLECTION
The source of primary data is the populace test from which the information is
gathered. Survey is a method of gathering information for research purposes. Our
information is gathered through distributing paper-based questionnaire to the
employees and noting their responses, which is mostly based on individual
experiences.
3.8) SAMPLING TECHNIQUE
The sampling used for this study was probability sampling. Since the study is only
meant for certain specific categories within the total population, a stratified
random sample was used. Two groups of categories have been taken into
account viz. supervisors and labourers .
SAMPLE SIZE
A sample size of 117 respondents is used for the study.
TOOLS OF THE STUDY
HYPOTHESIS STUDY
Percentage analysis is used for analyzing the data collected.
Percentages are obtained when ratios are multiplied by 100
No. of respondents
Percentage of respondents = ---------------------------- X 100
Total No.of respondents
3.9) ANALYTICAL TOOL USED IN STUDY
The tools used for the analysis are as follows:

• • TABLES
88
• • BAR GRAPHS
• • PIE CHARTS
1. TABLES: Tables are used to address the response of the respondents in a definite
term with the objective that it ends up being definitely not hard to survey the data
accumulated.
2. BAR GRAPHS: Bar chart is a diagram that uses either level or vertical bar to
show relationship among categories. One centre point of the chart exhibits the specific
orders being pondered and the diverse turn addresses a strong worth. 38
3. PIE CHARTS: A pie chart is a circular statistical graphic, which is divided into
slices to illustrate numerical portion. In a pie chart, the arc length of each slice is
proportional to the quantity it represents.
4. LIKERT SCALE: Likert scaling is a bipolar scaling method, measuring either

positive or negative response to a statement.
3.10) LIMITATIONS OF THE STUDY
• Busy timetable of office people.

• Due to time requirement, the examination work has been embraced inside the
specified season of 3 weeks.
• To make great pictures respondents may give reactions that may change from
reality.
• Due to time restriction, test size for the task study is restricted to just 117
managers.
• The examination admittance to the staff was restricted because of the move
framework.
• The zone grasped in research in Panipat zone figuratively speaking. At any

rate to do an absolute report a wide territory is required, so the locale is moreover a
basic of the examination.
• Most of the representatives are not prepared to share the data.
89
• Analysis of essential information is done on the suspicion that the appropriate
responses given by the respondents are valid and right.
CHAPTER 4 - DATA ANALYSIS AND INTERPRETATION
2. Your Gender
Table No. 4.1
GENDER NO. OF PERCENT

RESPOND VALUE
ENTS
FEMALE 6 5%
MALE 109 94%
OTHERS 1 1%
90
INTERPRETATION
Mostly Employees working in the company are males, only 6 females work in
the company.
3. Your Age?
Table No. 4.2
AGE NO. OF RESPONDENTS PERCENT

VALUE
BELOW 18 14 12.3%
18-24 YEARS 45 39.5%
ABOVE 24 55 48.2%
YEARS
INTERPRETATION
91
From the above chart it can be analyzed that the 12.3% of the respondent are aged
between below 18 years, 39.5% of the respondent are aged between 18-24 years,
48.2% of the respondent are aged between 24 years and above.
4. Monthly income?
Table No. 4.3
RESPONSE NO. OF RESPONDENTS PERCENT

VALUE
BELOW 10000 37 32.5%
10000-25000 40 35.1%
ABOVE 25000 37 32.5%
92
INTERPRETATION
The above Pie Chart shows that about 33% of the respondent has the salary less than
Rs. 10000, same number of respondents have more than 25000 salary while 35% of
the respondents have a salary between Rs 10000 & 25000.
5. How many years of experience you have in this company?
Table No. 4.4

VALUE
1 TO 3 YEARS 35 30.2%
4 TO 6 YEARS 46 39.7%
ABOVE 6 35 30.2%
YEARS
93
INTERPRETATION
From the above chart it can be analyzed that the 30 % of the respondent says that they
have below 3 years experience, 40% of the respondent says that they have 4-6 years
experience, 30% of the respondent says that they have 6 years and above experience
in this company.
6. Do you feel satisfied with your work?
Table No. 4.5

VALUE
YES 40 34.5%
NO 38 32.8%
SOMETIMES 38 32.8%
94
INTERPRETATION
From the above chart it can be analyzed that the 34 % of the respondent are satisfied
with their work and 33% of the respondent are not satisfied.
7. What's needed to improve your work skills?
Table No. 4.6
RESPONS NO. OF RESPONDENTS PERCENT

E VALUE
SALARY 46 41.1%
MOTIVATION 48 42.9%
OTHER 18 16.1%
95
INTERPRETATION
The above Pie Chart shows that about 43% of the respondent want an increase in their
salary while 41% of the respondent need motivation to upgrade their skill.
8. Employee superior relationship?
Table No. 4.7

VALUE
FRIENDLY 43 37.1%
AUTOCRATIC 43 37.1%
OTHERS 30 25.9%
96
INTERPRETATION
The above Pie Chart shows that about 37% of the respondent have friendly
relationship with their superiors and 37% have autocratic relationship.
9. Are you satisfied with your working environment?
Table No. 4.8

VALUE
YES 37 32.5%
NO 40 35.1%
SOMETIMES 37 32.5%
97
INTERPRETATION
The above Pie Chart shows that about 40% of the respondents are satisfied with the
working environment of the company while about 36% of the respondents are not
satisfied with the working environment of the company and remaining 24% of the
respondents are sometimes satisfied.
10. Are you satisfied with the rules and policies of the company?
Table No. 4.9
RESPONS NO. OF RESPONDENTS PERCENT

E VALUE
SATISFIED 49 43%
DISSATISFIED 38 33.3%
NEUTRAL 27 23.7%
98
INTERPRETATION
rules and policies of the company while about 33% of the respondents are not
satisfied with the rules and policies of the company and remaining 24% of the
respondents are sometimes satisfied.
11. Are there opportunities for career growth?
Table No. 4.11

VALUE
AGREE 44 37.9%
DISAGREE 41 35.3%
NEUTRAL 31 26.7%
99
INTERPRETATION
opportunities for carrier growth provided by the company while about 35% of the
respondents are not satisfied with the opportunities for carrier growth provided by the
company and remaining 27% of the respondents are neutral.
12.Do you feel as though your job responsibilities are clearly defined?
Table No. 4.12

VALUE
AGREE 53 45.7%
DISAGREE 37 31.9%
NEUTRAL 26 22.4%
100
INTERPRETATION
The above Pie Chart shows that about 46% of the respondents feel that the job
responsibilities are clearly defined by the company while about 32% of the
respondents feel that the job responsibilities are not clearly defined by the company
and remaining 22% of the respondents are neutral.
101
13. Do you like your job utilizes your skills and abilities as much as it could?
Table No. 4.12

VALUE
AGREE 56 49.1%
DISAGREE 32 28.1%
NEUTRAL 26 22.8%
INTERPRETATION
The above Pie Chart shows that about 49% of the respondents feel that their job
utilizes their skills and abilities while about 28% of the respondents feel that their
job does not utilizes their skills and abilities and remaining 23% of the
respondents are neutral.
102
14.Is company policies really protect the employees interest?
Table No 4.13

VALUE
AGREE 53 45.7%
DISAGREE 34 29.3%
NEUTRAL 29 25%
103
INTERPRETATION
The above Pie Chart shows that about 46% of the respondents feel that the company
policies really protect the employees interest while about 29% of the respondents feel
that the company policies does not protect the employees interestand remaining 25%
of the respondents are neutral.
15. Are you satisfied with the performance appraisal system?
Table No. 4.14

VALUE
Below 10000 48 42.1%
10000-25000 39 34.2%
Above 25000 27 23.7%
104
INTERPRETATION
performance appraisal system of the company while about 33% of the respondents are
not satisfied with the performance appraisal system of the company and remaining
24% of the respondents are neutral.
16. Is management behavior is helpful to your problems?
Table No. 4.15

VALUE
YES 49 42.2%
NO 40 34.5%
SOMETIMES 37 23.3%
105
INTERPRETATION
The above Pie Chart shows that about 42% of the respondents feel that management
behaviour is helpful to their problems while about 34% of the respondents feel that
management behaviour is not helpful to their problems and remaining 23% of the
respondents are neutral.
17. whether company provides you training and development time to time?
Table No. 4.16

VALUE
YES 39 33.9%
NO 36 31.3%
SOMETIMES 40 34.8%
106
INTERPRETATION
training and development provided by the company while about 35% of the
respondents are not satisfied with training and development provided by the company
and remaining 27% of the respondents are neutral.
18. Whether your job enhances your self esteem?
Table No. 4.17

VALUE
YES 59 50.9%
NO 35 30.2%
SOMETIMES 22 19%
107
INTERPRETATION
The above Pie Chart shows that about 51% of the respondents feel that job enhances
their self esteem while about 30% of the respondents feel that job do not enhances
their self esteem and remaining 19% of the respondents are neutral.
19.Whether company rewards you for valuable suggestions?
Table No. 4.18

VALUE
YES 55 47.8%
NO 33 28.7%
SOMETIMES 27 23.5%
108
INTERPRETATION
The above Pie Chart shows that about 48% of the respondents feel that the company
rewards them for their valuable suggestions while about 29% of the respondents feel
that the company does not reward them for their valuable suggestions and remaining
23% of the respondents are neutral.
20. Do you feel you have enough freedom to decide how you do your work?
Table No. 4.19

VALUE
YES 70 59.3%
NO 35 29.7%
SOMETIMES 13 11%
109
INTERPRETATION
The above Pie Chart shows that about 59% of the respondents feel that they have
enough freedom to decide how they do their work while about 30% of the respondents
feel that they do not have enough freedom to decide how they do their work and
remaining 11% of the respondents are neutral.
21. Do you feel like your manager cares about your feedback?
Table No. 4.20

VALUE
YES 59 47.8%
NO 34 28.7%
SOMETIMES 25 23.5%
110
INTERPRETATION
The above Pie Chart shows that about 24.6% of the respondents feel that their
manager cares about their feedback while about 44% of the respondents feel that their
manager does not care about their feedback and remaining 31.4% of the respondents
are neutral.
22. Do you have access to the material resources you need to do your work

properly?
Table No. 4.21

VALUE
YES 46 39%
NO 58 49%
SOMETIMES 14 12%
111
INTERPRETATION
The above Pie Chart shows that about 39% of the respondents feel that they
have access to the material resources they need to do their work while about 49% of
the respondents feel that they do not have access to the material resources they need
to do their work and remaining 12% of the respondents are neutral.
23. Will your organization protects the employees from discrimination?
Table No. 4.22

VALUE
YES 33 28%
NO 43 36.4%
SOMETIMES 42 35.6%
112
INTERPRETATION
The above Pie Chart shows that about 28% of the respondents feel that the association
shields the workers from separation while about 36% of the respondents feel that the
association doesn't shield the representatives from segregation and staying 35% of the
respondents are impartial.
24. Will your organization celebrates its accomplishment and learnings?
Table No. 4.23

VALUE
YES 31 27%
NO 62 52%
SOMETIMES 23 20%
113
INTERPRETATION
The above Pie Chart shows that about 27% of the respondents feel that the association
praises its achievement and learnings while about 53% of the respondents feel that the
association doesn't commend its achievement and learnings and staying 20% of the
respondents are impartial.
CHAPTER 5 - FINDINGS, SUGGESTION & CONCLUSION
5.1) FINDINGS
 In this organization, 30.2% individuals with 1 to 3 yrs of experience are

working and 39.7%people have 4 to 6 yrs of experience while 30.2%
individuals have in excess of 6 yrs of working experience.
 There are 34.5% of individuals in organization who are happy with the work
and 32.8% of peope are disappointed with the work while 32.8% are the
individuals who are at times happy with the work.
 41.1% individuals need pay to improve work abilities ,42.9% individuals need
inspiration to improve aptitudes while rest need different assets to improve
their work abilities.
114
 37.1% individuals have inviting relationship with superior,37.1% individuals
have despotic relationship with prevalent.
 A large portion of the representatives of the organization are happy with the
workplace and rules and guidelines of the organization.
 37.9% are concur with the vocation development openings while 35.3% are
disappointed with profession development openings.
 I found in this investigation that 45.7% individuals are agreeable to plainly

characterized work obligations while 31.9% individuals can't help
contradicting the announcement.
 45.7% are in favor that organization strategies truly secure the workers
intrigue while 29.3% can't help contradicting the above proclamation.
 There are 42.2% individuals who says yes that administration conduct is
useful to their issues while 34.5% individuals state no in such manner.
 The greater part of the representatives of the organization are in favor that
activity upgrades confidence while 30.2% of representatives of the
organization are not for upgrades confidence.
 47.8% individuals of organization says yes that organization compensations

for important proposals while 28.7% individuals says no in such manner.
 59.3% of representatives are concur that they have enough opportunity to

conclude how to accomplish work while 29.7% are not happy with the
opportunity to accomplish work.
 The majority of the workers are against the organization that it can not shield
them from segregation. 14.26.7% workers are concur that association
commends its achievement and learnings while others are disappointed with
the announcement.
5.2) Conclusion
Representative fulfillment is imperative factor for the presentation of association since

it gives the premise to the establishment of the association. Based on study which I
experienced, I came to realize that worker fulfillment level is high however there are
odds of ad lib.
As there is posivite connection between's the Emotional Intelligence and Job

fulfillment so at the hour of choice and recruiting of the representatives, there must be
lead a test to check Emotional Intelligence of the workers which will help in
decreasing the disappointment among the representatives and will help in improving
their fulfillment with the activity and their general fulfillment with the organization.
115
To expand the degree of fulfillment, some more advances can be taken by the
freedom, for example, self rating by the workers and uplifting feedback framework
for expanding the presentation of representatives. The essential objective was to
consider fulfillment concerning execution the executives arrangement of the
association what's more, from study, I came to realize that most of the workers are
happy with the strategies of the association. To build the level of fulfilled
representatives, association should work for them.
5.3) Suggestion
 Appraisal of the performance should be done continuously.
 Association need to guarantee job clearness among the workers.

 Encouraging feedback ought to be utilized for expanding the representatives
execution.
 It is recommended that association of examination in execution the board
exercises ought to be expanded.
 Appraiser ought to have appropriate information with respect to the distinctive
rating scales in the examination report.
 Workers ought to be offered opportunity to give recommendations with
respect to execution the executives framework.
 Preparing ought to be given for aptitudes stock improvement.
 Work hours ought to be given.
 There ought to be appropriate preparing given to the workers on improving the
passionate remainder and building up their Emotional insight qualities or
attributes.
 There should be participative administration in the association as a large

portion of the representatives feel that their perspectives and thoughts ought to
be esteemed and thought of.
 Association needs to guarantee that there ought to be amicable representative
prevalent relationship.
116
117
Bibliography/ References
118
BIBLIOGRAPHY/ REFERENCES
BOOKS:
Internet Website links
http://shodhganga.inflibnet.ac.in/bitstream/10603/29623/1/chapter%201.pdf
https://citeseerx.ist.psu.edu/viewdoc/download?
doi=10.1.1.736.2298&rep=rep1&type=pdf
http://www.trp.org.in/wp-content/uploads/2016/11/IJISS-Vol.1-No.1-Jan-June-2011-
pp.26-30.pdf
https://www.researchgate.net/publication/
238335958_The_Link_Between_Leadership_Style_Communicator_Competence_and
_Employee_Satisfaction
https://www.alliedacademies.org/articles/customers-satisfaction-in-public-and-
private-sector-banks-in-india-a-comparative-study-10882.html
119
ANNEXURE
Questionnaire
1. Are you aware about the present boom in Market?

 Yes
 No.
2. What method do you follow for marketing of your products?

 Only Direct sales Method
 Only Indirect Dealership Method
 Both
3. Do you think Advertisement is an effective method of selling your design

products?
 Yes
 No
 Do not know/ Cannot say
4. What type of advertising will be helpful in increasing stability of your

Designed products?
 Product Specific
 Company Specific
 Personality oriented
 Do not know / Cannot say
5. Do you think that branding helps in the marketing of your design products?
 Yes
 No
120
6. Do you think that Designed Products are effective methods of sale
promotion?
 Yes
 No
7. Do you think that Foreign Direct Investment (FDI) should be allowed in the
Designed Products sector in India?
 Yes
 No
121
***Thank you***
122

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A

SUMMER TRAINING PROJECT

“EMPLOYEE SATISAFCTION IN LIBERTY SHOES INDIA”

Submitted in partial fulfillment of the requirement

for the reward of degree of

Bachelor of Business Administration

Under the supervision of: Submitted by KAJAL JAIN

Dr. Nancy Arora BBA 5th Sem (Roll No: 18028)

PANIPAT INSTITUTE OF ENGINEERING AND TECHNOLOGY

AFFILIATED TO KURUKSHETRA UNIVERSITY, KURUKSHETRA

Name KAJAL JAIN

BBA 5th SEM

Roll No: 18028

I am neither expert nor a trend spotter. I am a management student with foundations

Student Name: KAJAL JAIN

Student Roll No: 18028

Chapter number Topic Page No.

1.1) Introduction to the Industry 7-17

1.2) Introduction to the Company 18-28

1.3) Introduction to the Topic 29-43

CHAPTER 2 LITERATURE REVIEW 44-48

CHAPTER 3 RESEARCH METHODOLOGY

3.0) Research methodology 49-53

3.1)Statement of the problem

3.2) Justification of the study

3.3) Objectives of the study

3.4) Scope of the study

3.5 ) Research design

3.6) Collection of data

3.7)Sources of data collection

3.9)Analytical tool used in study

3.10) Limitations of study

CHAPTER 4 ANALYSIS & INTERPRETATION 54-66

CHAPTER 5 FINDINGS, SUGGESTION &

(ONLY SINGLE FORMAT APA OR

1.1) INTRODUCTION TO THE INDUSTRY

Footwear is the industry which accounts to generate maximum number of

The phenomenal rise of entrepreneurship across footwear industry gives an insight to

Footwear styling and growth

The historical background identifies the transformation of Footwear from commodity

Structural reforms for inclusive industry growth

Ministry of MSME in India has introduced clustering across footwear sector to

Footwear industry- The new age career

Milestones achieved/ footwear towering heights:

 India exports about 115 million pairs.

Market Players in the Value Chain

Revenue in the Footwear market amounts to US$7,923m in 2020. The market is

 Increasing disposable income and economic growth

 Growth in modern retailing and e-tailing

 Sharp focus on women’s footwear

 Tough competition from unorganized players

 Sluggish growth of the Indian leather footwear market

 Import from China

Liberty Shoes Limited (LSL) is an Indian shoe company, based in Karnal, Haryana.

Adesh Gupta became the CEO of LSL on 16 July 2001.

The company was incorporated on 3 September 1986 as a Public Limited Company

What gives Liberty the edge is vertically integrated manufacturing infrastructure on

Vulcanizing : Vulcanization is a process for making rubber more durable by using

Sports Shoes School Shoes