Major Project Report

On
“Employee’s Satisfaction & Perception”

Submitted in Partial Fulfillment for the Award of the

Degree of Bachelor of Business Administration 2021-2024

Under the Guidance of: Ms. Priyanka Garg

Submitted By: Anmol Agrawal
University Enrolment No: 09814701721

Maharaja Agrasen Institute of Management Studies

(A unit of Maharaja Agrasen Technical Education Society)
Affiliated to GGSIP University; Recognized u/s 2(f) of UGC.
Recognized by Bar Council of India; ISO 9001: 2015 Certified Institution
Maharaja Agrasen Chowk, Sector 22, Rohini, Delhi-110086
 CERTIFICATE FROM THE INSTITUTE GUIDE

This is to certify that the minor project titled “Employee’s Satisfaction &
Perception” is an academic work done by Anmol Agrawal, submitted in the partial
fulfilment of the requirement for the award of the degree of BBA at Maharaja
Agrasen Institute of Management Studies, Rohini, New Delhi, under my guidance &
direction.

To the best of my knowledge and belief the data & information presented by him in
the project has not been submitted earlier.

Signature:

Name of the Guide: Ms. Priyanka Garg

Designation: Assistant Professor

 DECLARATION BY THE STUDENT

This is to certify that I have completed the Major Project report titled “Employee’s
Satisfaction & Perception” under the guidance of Ms. Priyanka Grag in partial
fulfilment of the requirement for the award of Degree of BBA at Maharaja Agrasen
Institute of Management Studies, Delhi. This is an original piece of work & I have not
submitted it earlier elsewhere.

Name of the Student: Anmol Agrawal

University Enrolment No: 09814701721

Program: Bachelor of Business Administration (BBA)

Batch: 2021 – 2024

 ACKNOWLEDGEMENT

Guidance, inspiration, and motivation have always played a key role in the success of
any venture.

I would like to pay my sincere regards to all those who guided me in my project work.
I would like to avail this opportunity to pay my sincere gratitude and regards to Prof.
(Dr.) Rajni Malhotra Dhingra, Director and Dr. Manoj Verma, HOD, Business
Administration, Maharaja Agrasen Institute of Management Studies for providing me
such a wonderful opportunity to widen the horizons of my knowledge. I would also
like to express my heartfelt thanks to my Project Supervisor Ms. Priyanka Garg, for
giving her support, guidance, and encouragement throughout the project work.

Last but not the least I would like to thank my parents, family and friends who have
directly or indirectly contributed to making this project a success.

Name of the Student: Anmol Agrawal

University Enrolment No: 09814701721

Program & Section: BBA 6B

Batch: 2021 – 2024

 EXECUTIVE SUMMARY

A Study on “EMPLOYEE’S SATISFACTION” was carried out in . The main

objective of the research was to find the satisfaction level of employees in the
organization.

Employee satisfaction is essential to the success of any business. The important

factors that are to be considered in the job satisfaction of employees are salary,
promotion, working condition, and so on...

The study was done as part of Descriptive Research. Convenience sampling

technique was employed for selecting the sample. The primary data was collected
by means of questionnaire. The secondary data was collected from the company
records and data available. A structured questionnaire was given to twenty
employees and the data was collected based on the same. The data was analyzed
using PERCENTAGE method and five-point scale method. Utmost care has been
taken from the beginning of the preparation of the questionnaire till the analysis,
findings and suggestions. The analysis leads over to the conclusion that majority
of the employees are satisfied. Dissatisfaction with reference to some of the factors
was also reported. It was found that dissatisfaction among employees will affect
the work performance and productivity of the organization. Valuable suggestions
and recommendations are also given to the company for the better prospects.
 TABLE OF CONTENT

Particular Page No.

Title Page
Certificate from Institute Guide
Declaration by the Student
Acknowledgement
Executive Summary
Table of Content
Chapter 1 Introduction
Chapter 2 Literature Review
Chapter 3 Research Methodology
 Meaning of Research
 Objective of the Study
 Scope of the study
 Research Design & Types of Research Design
 Sample size, Sampling technique
 Data Collection/Data Sources
Chapter 4 Data Analysis & Interpretation
Chapter 5 Findings & Observations
Chapter 6 Suggestions & Conclusion
References & Bibliograpy
Annexure – Questionnaire
 CHAPTER 1
INTRODUCTION TO THE
PROJECT
 INTRODUCTION TO THE PROJECT
Organization is a group of people whose activities have been planned & coordinated
to meet organizational objectives. An organization that exists to produce & provide
services have a good chance to survive & prosper it.
The biggest challenge to the manager is to make all employees contribute to the
success of the organization in an ethical & socially responsible way. The society well-
being, to a large extend depends on its organization particularly business organization.
It is the business organization which makes goods & service available, provided job,
generate wealth & land stability & security to the people.
To assist employees in achieving their personal goals, at least these goals enhance the
individual’s contribution to the organization. Personal objective of employees must be
met otherwise employee performance & satisfaction may decline & employee may
leave the organization.
Employee Satisfaction

Employee satisfaction or job satisfaction is, quite simply, how content or satisfied
employees are with their jobs. Employee satisfaction is typically measured using an
employee satisfaction survey. Factors that influence employee satisfaction addressed
in these surveys might include compensation, workload, perceptions of management,
flexibility, teamwork, resources, etc.
These things are all important to companies who want to keep their employees happy
and reduce turnover, but employee satisfaction is only a part of the overall solution. In
fact, for some organizations, satisfied employees are people the organization might be
better off without.
Employee satisfaction and employee engagement are similar concepts on the surface,
and many people use these terms interchangeably. The importance of knowing the
difference between satisfaction and engagement is critical for an organization to make
strategic decisions to create a culture of engagement. Employee satisfaction covers the
basic concerns and needs of employees. It is a good starting point, but it usually stops
short of what really matters.
Human resource is the important factor of the organization. If this factor is not
satisfied or not work properly then organization cannot achieve their target.
For that purpose, employees of are asked to supply information about the content of
job, given their familiarity with it. An organization expects accurate information about
the job as well as organization is also concerned about the employee’s reaction to
having their jobs analyzed. In order to prevent employee dis-satisfaction uncertainty
& anxiety, organization should communicate the reason for conducting the job
analysis& keep the employees informed about employee satisfaction process.
Employees are the most valuable assets of an organization there should be a conscious
effort to realize its goals by satisfying needs and aspiration of employees.
Organization must meet their goals by which employees feel satisfied in their work
lines because the key strength of the company determined by the human power of the
organization.
Employee satisfaction a potential problem
The problem with employee satisfaction is that it does not focus on the things that are
important to your most talented staff. A happy or content employee might be quite
satisfied with a job that requires very little effort. This employee might be perfectly
content doing the bare minimum required to keep his or her job. These employees are
likely "very satisfied" with their jobs. They usually lack leadership and purpose. Their
performance might be "good enough". They are unlikely to leave the company, but
they are not necessarily adding value.
As opposed to satisfied employees, engaged employees add value by pushing limits,
driving growth and innovation. Organizations that embrace a value-centric,
engagement focus, too, have to push limits, Companies with an engagement strategy
provide informal and formal learning experiences in order to create significant
opportunities for employees so employees feel valued and recognized for their work.
Engaged employees will often snatch up these opportunities, satisfied employees
often will not.
Employee satisfaction surveys can lead an organization down the wrong path. As a
company, if you focus on increasing the wrong kind of employee satisfaction, you risk
entrenching those employees who are adding the least value while driving your most
talented employees out.
Job Satisfaction is influenced by:
Job satisfaction may lead to cost reduction by reducing absences, task errors, conflicts
at work and turnover.
As work is an important aspect of people’s lives and most people spend a large part of
their working lives at work, understanding the factors involved in job satisfaction is
crucial to improving employees ‘performance and productivity.
Factors affecting the level of job satisfaction are;

 Working Environment.
 Fair Policies and Practice.
 Caring Organization.
 Appreciation.
 Pay.
 Age.
 Promotion.
 Feel of Belongings.
  Initiation and Leadership.
 Feel of Being Loved .
 Value of your Ideas and Opinions in the decision of an organization.

Research done by various researcher show that satisfied, motivated employees will
create higher customer satisfaction and in turn positively influence organizational
performance. Noticing this trend, many organizations are investing in measuring and
quantifying employees opinions and attitudes by incorporating Employees
Satisfaction Surveys into their existing HR and organizational processes.
By establishing frequent and consistent employee feedback processes, enterprises can
retain and develop their most important asset: employee

Benefits of Employee Satisfaction:

Increased Productivity
There is a direct correlation between employee satisfaction and better productivity.
Employee satisfaction surveys won’t in and of themselves fix issues with morale, but
they demonstrate to employees that you value their opinion and care about how happy
they are in their roles. This alone can help motivate your workforce. Just make sure
that when you are given feedback, you act on it; otherwise, the purpose of the exercise
is defeated and it signals to employees that you actually don’t care much about their
job satisfaction.
Issue Identification
Employee fulfilment surveys give workers the opportunity to anonymously voice
concerns they may otherwise have avoided bringing up, due to fear of retribution or
timidity. And they’re not only good for employees; they help management become
aware of issues that they otherwise may have missed. This is because many people
don’t feel comfortable speaking openly about how they feel about their roles, their
managers, and even the company as a whole.
Career Development
Employee satisfaction surveys can help indicate gaps in employee training, and can
even help you equip employees with the tools they need to advance within your
organization. Surveys provide the opportunity for workers to share areas they feel
uncomfortable, and can provide insight into what areas require more employee
training. Giving adequate training can also help equip employees with the tools they
will need to progress and develop professionally, meaning they are better prepared to
step into higher-level roles.
Ultimately, employee satisfaction surveys don’t just help employees; they also help
your business. An organization is only as good as its workforce. And if you
understand what to improve to increase employee fulfilment you can ensure that your
workforce – and your business – perform better.
Employee Retention
High employee turnover costs money. For every employee you need to replace, you
must go through the recruitment, interviews, training, and more. Furthermore, current
employees already know the lay of the land, with experience and knowledge that is
valuable to your company and takes time – and money – for new employees to
acquire. Employee retention is a far more effective and financially sound strategy.
Employee fulfilment surveys are important for employee retention because they
provide insight into how the employees feel about their roles, managers, and your
company, which allows you to make improvements that incentivize employees to
stick with your organization rather than jump ship.

OBJECTIVE OF THE STUDY

 To configure out the importance of already existing policies or bringing
satisfaction among the employees.
 To investigate the employee satisfaction level towards employee welfare
services
 To study sufficiency of training and development programs being opted by the
organisation.
 To understand the communication and understanding between the employees.

Sources Of Data:-
The task of data collection begins after a research problem has been defined and
research design plan chalked out. Basically two types of data are available to the
research namely:-

 Primary Data:- We collect primary data during the course of doing

experiments research but in case we do research of the descriptive type and
performs surveys, whether sample survey or census surveys, then we can
obtain primary data either through observation or through direct
communication with respondents in one form or another or through personal
interviews.
 Secondary Data:- Secondary data means data that are already available i.e.,
they refer to the data which have already been collected and analyzed by
someone else.
In the present study, primary as well as secondary data has been used.
SCOPE
 In this project, Focus is on measuring the satisfaction level of employee at .
Satisfaction is measured in term of various parameters like salary & wages,
employee welfare, training & development etc.
 For students it gives the guidelines for conducting such surveys. It assists the
management to take corrective actions in order to give maximum satisfaction
to their employees.
 This project provides the basis of innovation, identifies the critical areas to
satisfy an employee and it is an aid to decision making.
 CHAPTER 2
RESEARCH METHODOLOGY
Research Methodology and Literature Review

Research is an art of scientific investigation. It refers to a search for knowledge. The

advance Learner’s Dictionary English lays down the meaning of research as, “A
careful investigation or inquiry especially through search for new facts in any branch
of knowledge.”
Research Methodology is a way to systematically solve the research problem. The
research begins its formation when the problem or objective of the research is
identified for which a research report is conducted. The main objective for which
this report is carried out is to find out “Satisfaction level of employees at”.

Type of research used:-

 Descriptive:- Descriptive research includes surveys and fact-findings enquiries

of different kind. The major purpose of descriptive research is description of
the state of affairs as it exists at present. The main characteristics of this
method is that the researcher has no control over the variables; he can only
report what has happened or what is happening.
Research Design:-
A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research design is the conceptual structure within which
research is conducted; it constitutes the blueprint for the collection, measurement and
analysis of data.

Different types of Research Design are as follows:-

 Research design in case of exploratory research studies.

 Research design in case of descriptive studies.
 Research design in case of diagnostic research design.
 Research design in case of hypothesis-testing research design

In this study Descriptive research studies is used because descriptive research

studies are those studies which are concerned with describing the characteristics of a
particular individual, or a group and situation etc. and in this report the descriptive
research design is used to find out the satisfaction level of employees at .

The design in such studies must focus attention on the following or process in
descriptive research design is as follows:-

 Formulating the objective of the study.

 Designing the methods of data collection.
 Selecting the sample
 Collecting the data.
  Processing and analyzing the data.
 Reporting the findings.

Sample Design:-
In most of the research design it becomes almost impossible to examine the entire
universe. So the only alternative is to report to sampling. This is true for the present
study as well. Basic principles to be followed in sampling are that the sample chosen
must be representative of entire universe to be studied.

Universe and Survey Population: -

Universe is the set of objectives to be studied. It can be finite and infinite. And survey
population is a part of universe that represents the whole universe.

Sampling Method:-
In the present study, convenience sampling method has been used.

Data Collection Method:-

In dealing with any real life problem it is often found that data at hand are inadequate,
and hence, it becomes necessary to collect data that are appropriate. There are several
ways of collecting data which differ considerably in context of a survey, data can be
other resources at the disposal of the researcher.

Primary Data can be collected through various methods like:-

 Questionnaire method
 Observation Method
 Through Schedules
 Interview method

In the present study Primary data is collected through Questionnaire cum

personal interview method.

Secondary data can be collected through various methods like: -

 Magazines
 Newspapers
 Websites
 Books

In the Present Study Secondary Data is collected through: -

 Different Websites
 Company Journals
 Books
 CHAPTER 3
DATA ANALYSIS AND
INTERPRETATION
Data Analysis & Interpretation

Data collection through Questionnaire resulted in availability of the desired

information but these were useless until these were analyzed. Tabulating refers to
bringing together similar data and compiling them in an accurate and meaningful
manner. In this present study the data collected by questionnaire was analyzed,
interpreted with the help of table, pie charts and bar diagrams.
Data collection through Questionnaire resulted in availability of the desired
information but these were useless until these were analyzed. Tabulating refers to
bringing together similar data and compiling them in an accurate and meaningful
manner. In this present study the data collected by questionnaire was analyzed,
interpreted with the help of table, pie charts and bar diagrams
SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
COMMUNICATION WITH SUPERIOR

Interpretation:-
35% employees strongly agree that superior communicate to them what they expect
and 37% employees agreed with it, but 8% employees are neutral with this statement
and 20% employees are disagreeing with the statement.
SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST IN
JOB

Interpretation:- 20% employees states their job is very interesting and 50% employees
also quite satisfied with the nature of the job they perform but 16% are neutral and
14% are disagreeing with interest of job.

SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY

COMPANY
Interpretation:- 36% employees are very much satisfaction with holidays provided by
organization and 40% employees are quite satisfied but 8% employees are neutral
with the statement and 16% employees are dissatisfied with the statement.

SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOURS IN

THE COMPANY
Interpretation:-28% employees are very satisfied with their working hour in the
organization and 50% employees are also satisfied with working hour, 8% employees
are neutral, 10% people are disagreed and 4% employees are strongly disagreed with
their working hours in the organization.

SATISFACTION LEVEL OF EMPLOYEES ABOUT CO-OPERATION FROM

CO- WORKERS
Interpretation:-16% employees are very much satisfied with co-operation from their
co-workers and 72% employees are satisfied and 12% employees are neutral and 10%
employees are disagreed with co-operation from their co-workers.

SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY

SENIORS FOR EMPLOYEES GREIVENCES
Interpretation:-16% employees are very much satisfied with action taken by seniors
for employees grievances and 48% employees are satisfied and 24% employees are
neutral but 8% employees are dis-satisfied action taken by seniors for employees
grievances and 4% employees are very dis- satisfied.
SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK METHOD
USED BY THEIR SENIORS.

Interpretation:-16% employees are very much satisfied with feedback method

(employee suggestion box) used by their senior and 50% employees are satisfied,
16% employees are neutral and 18% people are disagreed with feed back methods
used by their seniors.

SATISFACTION LEVEL OF EMPLOYEES ABOUT SHARING SUFFICIENT

INFORMATION ABOUT IMPORTANT FACTORS AFFECTING THEM
Interpretation:- 8% employees are very much satisfied regarding share sufficient
information about important factor affecting them, 55% employees are satisfied, 28%
employees are neutral and 9% people are disagreed regarding share sufficient
information about important factor affecting them.
SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK BEING FAIRLY
DISTRIBUTED IN THE WORK GROUP
Interpretation:- 8% employees are very much satisfied regarding work is being fairly
distributed in the work group, 48% employees are satisfied and 16% employees are
neutral but 24% employees are disagreed and 4% employees are strongly disagreeing
with the statement.
SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS &
RECOGNITION GIVEN TO THEM
Interpretation:-8% employees are very much satisfied with rewards & recognition
system of the company and 28% employees are satisfied 24% employees are neutral
but 28% employees are dissatisfied with rewards & recognition system and 12%
employees are very dissatisfied.
SATISFACTION LEVEL OF EMPLOYEES ABOUT CANTEEN FACILITY
PROVIDED BY COMPANY

Interpretation:-36% employees are very much satisfaction with canteen facility

provided by company and 20% employees are neutral but 16% employees are
dissatisfied with canteen facility provided by company and 28% employees are very
dissatisfied with canteen facility provided by company.
SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR SALARY BEING
PROVIDED FAIRLY AND TIMELY.
Interpretation:-16% employees are very much satisfied with their salary provided
fairly and timely. 32% employees are satisfied and 8% employees are neutral but 32%
employee are disagreeing with their salary and 12% employees are strongly
disagreeing with their salary.
SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE BEING
SANITIZED PROPERLY.
Interpretation:- 28% employees are very much satisfied with proper safety protocols
being followed for COVID-19 in the work place. 48% employees are satisfied and
20% employees are neutral but 8% employee are disagreed and 4% employees are
strongly disagreeing with work place.
SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY
Interpretation:-16% employees are very much satisfied with promotion policy. 20%
employees are satisfied and 20% employees are neutral but 28% employee are
dissatisfied and 16% employee are very dissatisfied with promotion policy.
SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR PERFORMANCE
APPRAISAL SYSTEM

Interpretation:-12% employees are very much satisfied with their performance

appraisal from their superior. 52% employees are satisfied, and 12% employees are
neutral with their performance appraisal system but 16% employee are disagreed and
8% employee are strongly disagreed with their performance appraisal system.
SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR WORK BEING
MEANINGFUL TO THEM

Interpretation:- 48% employees are satisfied with their work and 16% employees are
neutral but 20% employee are disagreed and 16% employee are strongly disagreeing
with their welfare activities.
SATISFACTION LEVEL OF EMPLOYEES ABOUT COMPANY BEING
OPEN TO CHANGES.
Interpretation:-12% employees are very much satisfied as their opinions are being
valued. 52% employees are satisfied and 20% employees are neutral but 8%
employees are disagreeing and 8% employees are strongly disagreed with the
statement.
CHAPTER 4
FINDINGS
FINDINGS
1. Local talents need to be recruited in the company.
2. Company needs to focus on the betterment of society.
3. Promotion and Increment policies need to be revised.
4. Self-appraisal is required.
5. Management policies are not discussed with every department before
implementation.
6. Canteen’s food needs improvement in quality and rates should also be revised
as it is on expensive side.
7. Morale building is required.
8. Management policy needs to be transparent with employees.
9. Company needs to pay attention on promotion at lower level.
10. Working facilities like gloves, glasses, helmets & fans etc. needs
improvement.
11. Company should use alternate methods for collecting feedback from
employees as lower- level employees are not educated enough.
12. Company should distribute the work fairly between the same level employees.
13. Company should work on improving rewards and recognition system.
14. Company should provide the salary fairly and timely with their employees.
15. Information regarding important factors affecting the employees practice
should be shared sufficiently with them as they can process with their tasks
with proper knowledge.
 CHAPTER 5
CONCLUSION AND
SUGGESTIONS
CONCLUSION

1. In conclusion it can be said that employees in are overall satisfied with the
communication with their superiors.
2. They are satisfied with the holidays provided to them. They are also satisfied
with the working hours of their job.
3. Employees are not so much satisfied with their training and development
program provided to them. Employees are not so much satisfied with their
salary being provided timely and fairly.
4. They are satisfied being connected to their co-workers. Employees in the
company are satisfied with the safety measures used in the organization.
5. They are also satisfied with the action taken by their seniors for employee
grievances They are also satisfied with the co-operation received from co-
workers.
6. They are also quite satisfied with the feedback method used for suggestions
but some of them being unable to read and write remains dis-satisfied.
7. They are also satisfied with the company sharing sufficient information about
important factors affecting their work practices and methods they use in their
job.
8. They are quite satisfied with the work being distributed fairly among the same
work group but few of them are not satisfied as the think their work is not
meaning full to them.
9. They are also not much satisfied with the organization’s promotion policy.
They are also quite satisfied with their performance appraisal system.
10. They are also overall satisfied with the workplace being sanitized properly
with all the safety protocols being followed.
SUGGESTIONS

Compensation
Salary naturally continues to play a decisive role in employee satisfaction. Paying fair
wages that correspond to the qualifications of the employees is a key factor. A
common misconception is that bonuses lead to higher motivation of individual
employees, when in fact, performance-related remuneration often even tends to have
the opposite effect. A fair wage accompanied by support and recognition from
superiors and colleagues has proven much more motivating. Benefits such as
company cars, phones or job tickets can’t hurt either.

Correct Lighting

In addition to ergonomic working equipment, lighting plays a major role when it

comes to shaping a workplace that everyone feels comfortable in. Bad lighting or lack
of daylight can cause the employees to become unhappy and unmotivated very
quickly. The willingness to perform well decreases, the frequency of errors increases
and so does the risk of accidents.
A simple rule of thumb: the brighter the workplace and the more daylight seeps
through, the happier the employees will be. The optimal lux value is set at 500 lux for
employees with good vision and at around 750 – 1500 lux for visually impaired
employees.
Employment Contracts

Employment contracts are an essential part of employee satisfaction. Unlimited

term employment contracts convey that the employment relationship is long-term and
not limited by an event or time. This can reduce stress and anxiety of employees
because it reduces risk and uncertainty. Maternity protection clauses and the
contractual guarantee of parental leave also show the employees that they are valued.

Transparency and Feedback

Especially in large companies, daily work is often marked by great uncertainty.

Employees do not know whether their superiors are satisfied with their performance
and how they are perceived in general. Transparency can be improved through regular
feedback meetings and 1-on-1s. Potential conflicts can often be prevented in this way.
Nevertheless, conflict is sometimes inevitable. Should such a situation arise, it is
important to approach it directly. An example would be to address conflicts between
colleagues with a third-party mediator.
Employment Insurance

The right range of insurance policies plays a major role in employee satisfaction.
More and more people are interested in a company pension plan. Direct insurance,
accident insurance and supplementary health insurance are also of interest to
employees. This relatively simple instrument of employee satisfaction is often
underestimated and therefore used seldomly. Finding out what preferences employees
have in this regard and providing them with a customized portfolio can be a game
changer.
Hearing to employees suggestions

Often the solution to a problem can be found simply by listening attentively, not just
as a colleague but as a person. What are the employees worried about? What are their
fears and needs? What motivates them? What are their ambitions? Which tasks do
they like to take on and what is
particularly important to them? Taking the time to listen to private, or at least not
exclusively business internal topics, can go a long way.

Team Building

It is no secret that a strong team bond increases the productivity of employees. Hence,
managers should actively encourage and organize team building activities. Some ideas
to encourage team building are company retreats, social areas in the office or optional
leisure activities.
Praise

The desire for recognition can be satisfied by direct and sincere praise. Praise is a
form of spontaneous appreciation. Ideally, it is specific enough to let the person know
why he or she receives it. Praise can be given to managers as well as to colleagues or
customers. This form of appreciation is comparable to an occasional pat on the back.
It conveys one’s own values and goals and thus indirectly reinforces a desired
behaviour.
Rewards

Rewards for special achievements within companies can also satisfy the need for
esteem. As described in point 6, however, an increase in satisfaction through bonuses
is questionable. Developing a gratification system that rewards employees according
to their annual performance review may reap better results. For example, reward
employees with vouchers for visits to trade fairs, exhibitions, galleries, restaurants,
cinemas or other events. Internal awards can also be be given, for example, to
employees who have shown themselves to be particularly conscientious, orderly,
friendly or helpful during the course of the year.
Upskilling

Most people are willing to become better at what they do for a living.
Instrumentalizing this willingness can easily lead to a win-win situation for both
parties. Qualified employees are very valuable. For many young and well-trained
specialists, what opportunities for personal and professional development companies
offer is decisive in the choice of an employer. Companies that

want to assert themselves in the abovementioned “war for talent” must therefore offer,
or at least support, further training measures for employees.
Feedback and Staff Appraisals

Ideally, staff appraisals take place regularly to provide feedback to employees and
managers. They are important for employees and employers alike to align goals and
drive development. By setting goals and agreeing on development opportunities, they
can further their education and stringently expand their own career path. A positive
assessment of performance based on the objectives achieved is also a good
opportunity for employees to express a desire for promotion or salary adjustment.
One-on-ones can thus open up motivating perspectives and pave the way for a future
in the company for the employees.
LIMITATIONS

 Sample size does not exactly represent the total population.

 Language problem while interacting with few uneducated employees and of
different states.
 Response from respondents may be different from actual view. Respondents
might not disclose actual views.
 As the study was conducted at one branch (group) only, result involving may
not be true at zonal level.
REFERENCES &
BIBLIOGRAPHY
BIBLIOGRAPHY
BOOKS
Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley
International Ltd.,2019
Aswathappa.. K. Organizational Behavior, New Delhi, Himalaya Publishing House,
2014.
Raom V.S.P Human Resource Management – Text & Cases, New Delhi, Excel Books,
2011.
Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance Learning,
April,2016.
Stephan P. Robbinson, Organizational Behavior, New Delhi, Prentice Hall of India,
2010.

WEBSITES
Various website sources like-
blog.vantagecircle.com › employee-satisfaction ,
www.questionpro.com › blog › employee-satisfaction
CHAPTER 6
ANNEXURE
EMPLOYEE’S SATISFACTION SURVEY QUESTIONNAIRE

The questionnaire contains a number of statements related to human resource policies,

systems and practices of the organization. The participants are required to choose one
option as their response out of five options given for each statement. These options
are based on FIVE POINTS SCALE – Strongly agree (SA), Agree (A), Neutral (N),
Disagree (D) and strongly disagree (SD).
It is assured that individual response would be kept confidential and only the
conclusion or common views will be communicated to the top management.

Do your superior communicates clearly with you?

Do your job is interesting enough to perform it well?
The number of holidays provided by the organization is sufficient?
Are you satisfied with the working hours defined by the company?
Are you satisfied with training & development program of the company?
Do you feel connected to your co-workers?
Are you satisfied with the sufficiency of safety measures used in the organization?
Are you satisfied with the co-operation received from your co-workers?
Are you satisfied with the senior taking immediate & suitable action to redress
employee’s grievances?
Are you satisfied with the feedback method of employee’s suggestion box used by
your seniors?
Are you satisfied with the team member sharing sufficient information about
important method affecting you?
Are you satisfied with the work given being fairly distributed among same level
employees or same group?
Are you satisfied with the reward & recognition system in the organization?
Are you satisfied with the food & snacks provided in the canteen?
Are you satisfied with the salary being given fairly and timely?
Are you satisfied with the work place being sanitized properly by following all safety
protocols?
Are you satisfied with the promotion policy of the organization being well defined &
in practice?
Are you satisfied with the performance appraisal system of the company?
Are you satisfied with your work being meaningful to you?
Are you satisfied with the company being open to changes after suggestions from
employees?

S.No. STATEMENTS RESPONSES

SA A N D SD
1. Do your superior communicates clearly with you?
2. Do your job is interesting enough to perform it well?
3. The number of holidays provided by the organization is
sufficient?
4. Are you satisfied with the working hours defined by the
company?
5. Are you satisfied with training & development program
of the company?
6. Do you feel connected to your co-workers?
7. Are you satisfied with the sufficiency of safety measures
used in the organization?
8. Are you satisfied with the co-operation received from
your co-workers?
9. Are you satisfied with the senior taking immediate &
suitable action to redress employee’s grievances?
10 Are you satisfied with the feedback method of
employee’s suggestion box used by your seniors?
11. Are you satisfied with the team member sharing
sufficient information about important method affecting
you?
12. Are you satisfied with the work given being fairly
distributed among same level employees or same group?
13. Are you satisfied with the reward & recognition system
in the organization?
14. Are you satisfied with the food & snacks provided in the
canteen?
15. Are you satisfied with the salary being given fairly and
timely?
16. Are you satisfied with the work place being sanitized
properly by following all safety protocols?
17. Are you satisfied with the promotion policy of the
organization being well defined & in practice?
18. Are you satisfied with the performance appraisal system
of the company?
19. Are you satisfied with your work being meaningful to
you?
20. Are you satisfied with the company being open to
changes after suggestions from employees?