Professional Documents
Culture Documents
ON
“EMPLOYEE SATISFACTION”
AT
SUBMITTED BY
ROLL NO 21
THROUGH
PUNE-1
2010-2011
1
INDEX
1 Acknowledgement 03
2 Introduction 04
3 Company Profile 05
4 Exclusive Summary 07
5 Objectives Of Survey 08
6 Research Methodology 09
8 Areas To Improving 37
9 Questionnaire 38
10 Bibliography 41
11 Spreadsheet 42
2
ACKNOWLEDGEMENT
3
INTRODUCTION
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1.1 ‘People are our greatest asset’ is a mantra that companies have
been chanting for years. But only a few companies have started putting
Human Resources Management (HRM) systems in place that support this
philosophy. There are a number of challenges in the Indian industry which
require the serious attention of HR managers to ‘find the right candidate’
and build a ‘conducive work environment’ which will be beneficial for the
employees, as well as the organization. The industry is already under
stress on account of persistent problems such as attrition, confidentiality,
and loyalty. Other problems are managing people, motivation to adopt
new technology changes, recruitment and training, performance
management, development, and compensation management. With these
challenges, it is timely for organizations to rethink the ways they manage
their people. Managing HR in the knowledge based industry is a
significant challenge for HR managers as it involves a multi task
responsibility. In the present scenario, HR managers perform a variety of
responsibilities. Earlier their role was confined to administrative functions
like managing manpower requirements and maintaining rolls for the
organization. Now it is more strategic as per the demands of the industry.
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tempo of any organization. An urgent priority for most of the
organizations is to have an innovative and competent HR pool; sound in
HR management practices with strong business knowledge.
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1.5 Recruitment and Training
Recruitment has become a major function from an imperative sub system
in HR, particularly in the industry. HR managers play a vital role in
creating assets for the organization in the form of quality manpower.
Attracting new talent also is a top priority for software companies, but less
so for smaller companies. Another challenge for HR managers is to put
systems in place to make the people a perfect fit for the job. Skill
redundancy is fast in the industry. To overcome this problem,
organizations give the utmost priority to training and skill enhancement
programs on a continuous basis. Many companies are providing technical
training to the employees on a quarterly basis. These trainings are quite
useful also in terms of providing security to the employees.
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monotonous nature of work. The same also leads to recurring training
costs. Inconsistent performance directly affects revenues. Dwindling
motivation levels lead to a loss of interest in the job and a higher number
of errors.
The most common purpose for surveying employees is satisfaction.
Employee satisfaction surveys deal with workplace issues, such as
benefits, commitment to diversity, and effective communications. The
data from these surveys helps paint a portrait of employee attitudes and
opinions. These kinds of surveys are particularly useful after a company
has undergone some sort of change, such as a layoff, an acquisition, or a
new department head. They also help employers isolate the root causes
of persistent problems, such as low productivity or high expenses.
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SECTION 2
10
COMPANY PROFILE
2.1 AVI Electronics & Networks Pvt Ltd Pune was established with a
vision and perseverance of offering the best technologies and innovations
in deploying customer’s interactive solutions. It has now become a name
to reckon with. And today it is a leading Indian IT Infrastructure Solutions
Company.
2.3 AVI Electronics & Networks Pvt Ltd also designs and offers solutions
for System Integration, LAN Solutions (Local), CAN Solutions (Campus),
MAN (Metropolitan), WAN Solutions (Wide), Video Conferencing and
Telephony as per various customer requirements using UTP, OFC,
Wireless, ISDN and Leased Line Connectivity. A strong technical team
enables us to provide end-to-end, cost-effective Enterprise solutions
including advance technologies like VLAN, VPN and VoIP also we keep our
self equipped with ultra modern technologies.
2.4 The Company keeps itself equipped with ultra modern technologies,
so customers can access the benefits of today’s technology and in turn
help to keep their business a step ahead. Our partnership with strong
brands and leading equipment manufacturers from across the world gives
the best available choices for product selection for highest performing and
end-to-end enterprise solutions.
11
designing and developing customer specific RF products and Data, Voice
and Video connectivity solutions.
12
Employees.
2.9. Dedicated technical staff that is on duty 24x7 handles the Network
Operations Centre. Their Professional System Administrators are
constantly monitoring server and network status to ensure the site is
always up and functioning.
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➢ Cyberoam Certified, TrendMicro Certified, Sophos
Certified, EMC Certified, HP Certified Partner
Mission.
2.16 AVI aims at delivering services which will open new possibilities for
our customers and allow them to work effectively and creatively.
2.17 Company’s values are: people, customers and quality. Besides, its
other core values are:
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(b) Mutual Trust. To have a faith in colleague / co-worker
being a bonafide person and in his working according to
predefined process/systems.
(c) Commitment. Committing to honour a promise, to
achieve a goal/ target or being responsible for given/ accepted
assignment with ultimate aim of achieving desired results.
(d) Continuous Improvement. Improving each and
every system, method, procedure and process to reduce time,
cost and complexity in business activities and to create overall
satisfaction
(e) Professionalism. Handling the job/responsibilities with
skills to achieve the desired results within given time, without
having a feeling of obligation.
(f) Institutionalization. Making a system, method and
procedure to make it a regularly adhered way of working.
(g) Assertiveness. Expressing in good spirit, without fear,
ones own views without intention to offend or insult the other
person.
2.18 AVI offers its clients the full array of IT lifecycle solutions. They
provide solutions and support from basic routing and switching, to
advanced technologies like Unified Communications (including Internet
Protocol (IP) Telephony), Wireless Local Area Networks (WLAN), and
Virtual Private Networks (VPN), Data Centre, Storage and Security, Avi
Electronics offers best-in-class networking solutions.
2.19 Avi can assist customers in every step, from initial planning, through
implementation, to maintenance and support of your total IT
infrastructure. The company has assisted many corporates in their
successful deployment of network solutions and support, network
infrastructure services, network security solutions, storage solutions,
managed services and given professional technical consulting and
support.
2.20 AVI Electronics & Networks Pvt. Ltd. Provides solutions in the
following domains:-
➢ Networking.
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➢ Security.
➢ Voice.
➢ Servers.
➢ Storage.
➢ Virtualization.
➢ Telecom.
➢ Consultancy.
➢ Integration.
➢ Technical Training.
➢ Managed Services.
2.22 AVI Electronics & Networks Pvt Ltd is partnered by the following
global giant)(list not exhaustive):
➢ Cisco.
➢ Microsoft.
➢ Hewlett Packard.
➢ Dell
➢ Beyond Security.
➢ Avaya.
➢ D-Link.
➢ Krone.
➢ EMC.
➢ Trend Micro.
➢ Symantec.
➢ McAfee.
➢ Radvision.
➢ Emerson
2.23 The company is located on Market Yard Road. The postal address of
the company is:-
Poonam Plaza
Market Yard Road
Pune – 411037.
Principal Customers.
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➢ Defence.
➢ DRDO.
➢ ITES.
➢ BPO.
➢ KPO.
➢ Education.
➢ Banking.
➢ Finance.
➢ Insurance.
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SECTION 3
18
EMPLOYEE SATISFACTION
19
and become committed and have more likely to be motivated to provide
high level of customer service, by doing so will also further enhance the
employee’s satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and
employee stability ensures the successful implementation of continuous
improvement and customer satisfaction. Customer satisfaction will no
doubt lead to corporate success and greater job security. These will
further enhance employee satisfaction. Therefore, employee satisfaction
is a prerequisite for customer satisfaction.
3.9 Job satisfaction describes how content an individual is with his or her
job. It is a relatively recent term since in previous centuries the jobs
available to a particular person were often predetermined by the
occupation of that person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors
include the level of pay and benefits, the perceived fairness o the
promotion system within a company, the quality of the working
conditions, leadership and social relationships, the job itself (the variety of
tasks involved, the interest and challenge the job generates, and the
clarity of the job description/requirements).
3.10 The happier people are within their job, the more satisfied they are
said to be. Job satisfaction is not the same as motivation, although it is
clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management
style and culture, employee involvement, empowerment and autonomous
workgroups. Job satisfaction is a very important attribute which is
frequently measured by organizations. The most common way of
measurement is the use of rating scales where employees report their
reactions to their jobs. Questions relate to relate of pay, work
responsibilities, variety of tasks, promotional opportunities the work itself
and co-workers. Some questioners ask yes or no questions while others
ask to rate satisfaction on 1 – 5 scale 9where 1represents “not all
satisfied” and 5 represents “extremely satisfied”).
Definitions
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3.11 Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one’s job; an affective reaction to one’s
job; and an attitude towards one’s job. Weiss (2007) has argued that job
satisfaction is an attitude but points out that researchers should clearly
distinguish the objects of cognitive evaluation which are affect (emotion),
beliefs and behaviours. This definition suggests that we from attitudes
towards our jobs by taking into account our feelings, our beliefs, and our
behaviours.
Affect Theory
3.12 Edwin A. Lockes Range of Affect Theory (1976) is arguably the most
famous job satisfaction model. The main premises of this theory is that
satisfaction is determined by a discrepancy between what one wants in a
job and what one has in a job. Further, the theory states that how much
one values a given facet of work (e.e. the degree of autonomy in a
position) moderates how satisfied/dissatisfied one becomes when
expectations are/are not met. When a person values a particular facet of a
job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met),
compared to one who does not value that facet. To illustrate, if Employee
A values autonomy in the workplace and Employee B is indifferent about
autonomy, then Employee A would be more satisfied in a position that
offers a high degree of autonomy compared to Employee B. this theory
also states that too much of a particular facet will produces stronger
feelings of dissatisfaction the more a worker values that facet.
Dispositional Theory
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levels of self-esteem (the value one places on his self) and general self-
efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control
over her/his own life, as opposed to outside forces having control) leads to
higher job satisfaction. Finally, lower levels of neuroticism lead to higher
job satisfaction.
3.15 There are many methods for measuring job satisfaction. By far, the
most common method for collecting data regarding job satisfacting is the
Likert scale (named after Rensis Likert). Other less common methods of
for gauging jobsatisfaction include: Yes/No questions, True/False
questions, point systems, checklist, forced choice answers. The Job
Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job
satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and opportunities, coworkers, supervision,
and the work itself. The scale is simple, participants answer either yes, no,
or decide in response to whether given statements accurately describe
one job. The Job in General Index is an overall measurement of job
satisfaction. It was an improvement to the job Descriptive Index because
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the JDI focused too much on individual facets and not enough on work
satisfaction in general.
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SECTION 4
24
RESEARCH METHODOLGY
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behaviour is highly influenced by the environment. Because of this factor,
we cannot expect that one can act in the same way on a particular
problem in all situations.
4.7 If there is dissatisfaction with the job it will make the workers
become restless which may be reflected in the form of low production,
high wastage of materials, accidents, conflicts among workers,
absenteeism, high employee turnover, strike and lockouts etc. Therefore,
it is more important to study the job satisfaction of workers as it one of
deciding factors which will determine the whole operation of an
organization.
(f) Include open and close ended questions while seeking data.
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(a) Measure job satisfaction of the employees of Avi Electronics &
Networks Pvt Ltd, Pune.
(a) Observation
(b) Experimentation
(c) Survey
4.12 Primary Data. The Primary Data required for this project work was
collected through Questionnaires. This method consisted of preparing
detailed questions covering the Employee satisfaction standards in the
Company. Thereafter it was distributed amongst a total of 30 personnel of
the Company(respondents) who were randomly selected. Further, no
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names were sought from those filling in this Questionnaire so as to obtain
their free and frank opinion as also to protect their privacy. The format of
the Questionnaire is attached as Annexure I to this report.
(a) Universe. The Universe for the purpose of this report was
finite i.e., Avi Electronics & Networks Pvt Ltd, Pune.
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(c) The Organization is reluctant to openly share data/information
and tend to keep sensitive data/information confidential which is
understandable.
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SECTION 5
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DATA ANALYSIS & INTERPRETATION
Q-1 Are you clear about the results expected of you in your job?
The responses showed that majority of the employees were clear about
their job. The response was as under:-
No 2 6.7
Can’t say 0 0
Total 30 100
Interpretation.
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Q-2 Are you clear about the overall goals of the company?
No 3 10
Can’t say 0 0
Total 30 100
Interpretation.
Employees of the company are quite clear of the goals of the organization
32
Q-3 Are you satisfied with your job assignment?
No 5 16.67
Can’t say 6 20
Total 30 100
Interpretation.
While a large proportion of the employees are happy and satisfied with
their work assignment, a fairly large proportion do not appear to be happy
and satisfied.
33
Q-4 Does your job make use of your skills and abilities?
Yes 21 70
No 3 10
Can’t say 6 20
Total 30 100
Interpretation.
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Q-5 Do you get a sense of accomplishment from your work?
No 5 16.67
Total 30 100
Interpretation.
35
Q-6 Would you like to continue in your current area of work?
Yes 26 86.67
No 2 6.67
Total 30 100
Interpretation.
36
Q-7 Does your job, through variety and challenge, provide opportunities
for learning and growth?
Yes 18 60
No 4 13.33
Total 30 100
Interpretation.
Yes 28 93.33
37
No 0 0
Total 30 100
Interpretation.
The environment at the work place is neat, clean, tidy and hygienic.
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Q-9 Does your job leave you with sufficient time for your personal/family
and social life?
Response No Percentag
e
Yes 29 97
No 1 0
Can’t say 0 3
Total 30 100
Interpretation.
39
Q-10 Are your superiors fair and equitable in their dealings with people?
Response No Percentag
e
Yes 27 90
No 2 6.66
Total 30 100
Interpretation.
40
Q-11 Have your performance appraisals been fair?
Yes 20 66.67
No 5 16.67
Total 30 100
Interpretation.
41
Q-12 Are there clear criteria for giving rewards?
Response No Percentag
e
Yes 26 86.67
No 3 10
Total 30 100
Interpretation.
42
Q-13 Is credit for work well done given timely?
Response No Percentage
Yes 19 63.33
No 9 30
Total 30 100
Interpretation.
Reveals the fact that while most of the time, good work is being
appreciated, however more emphasis is required to ensure that good
work does not go unrecognised.
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Q-14 How satisfied are you with your total remuneration package
considering your duties and responsibilities?
Response No Percentage
Extremely 13 43.33
satisfied
Satisfied 7 23.33
Neutral 4 13.33
Dissatisfied 4 13.33
Extremely 2 6.67
dissatisfied
Total 30 100
Interpretation.
44
Q-15 Roles and responsibilities of people in the workplace are clearly
defined?
Neutral 1 3.33
Disagree 4 13.33
Strongly 3 10
Disagree
Interpretation.
Roles and responsibilities in the company are well defined in most of the
cases. However more needs to be done towards better division and
definition of the same.
45
Q-16 Superiors in the company welcome free and frank communication
from employees?
Response No Percentag
e
Strongly 14 46.67
agree
Agree 6 20
Neutral 2 6.67
Disagree 4 13.33
Strongly 4 13.33
Disagree
Interpretation.
Free and frank opinions from employees are welcome in the company.
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SECTION 6
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Findings
(b) Only 63 percent of the employees were satisfied with their job
assignments.
(i) Only 63 percent of employees thought that credit for work well
done was given timely.
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(k) 67 percent of employees were satisfied with freedom for free
and frank communication with superiors.
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Suggestions
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SECTION 7
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CONCLUSION
7.3 Finally to conclude, I would like to submit that while pursuing this
research, I learnt that it is very important to learn the background/genesis
of the topic/subject/issues first, so as to understand the
requirement/problem at hand and then consider its present status and
future prospects so as to arrive at a suggested set of
solutions/recommendations/suggestions so vital to the purpose of such
studies.
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SECTION 8
SECTION 8
53
BIBLIOGRAPHY
Reference websites.
1. http://www.avielectronic.com/
2. www.wikipedia.com
Reference Books.
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SECTION 9
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ANNEXURE I
Copy No ……
Date ….
QUESTIONNAIRE: PARTICIPANTS
Q-1 Are you clear about the results expected of you in your job?
a. Yes.
b. No.
c. Can’t say.
Q-2 Are you clear about the overall goals of the company?
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
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Q-4 Does your job make use of your skills and abilities?
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
Q-7 Does your job, through variety and challenge, provide opportunities
for learning and growth?
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
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Q-9 Does your job leave you with sufficient time for your personal/family
and social life?
a. Yes.
b. No.
c. Can’t say.
Q-10 Are your superiors fair and equitable in their dealings with people?
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
a. Yes.
b. No.
c. Can’t say.
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Q-14 How satisfied are you with your total remuneration package
considering your duties and responsibilities?
a. Extremely satisfied.
b. Satisfied.
c. Neutral.
d. Satisfied.
e. Extremely dissatisfied.
a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
e. Strongly disagree.
a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
e. Strongly disagree.
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a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
e. Strongly disagree.
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