A PROJECT REPORT

on
STUDY ON EMPLOYEE JOB SATISFACTION
Submitted in partial fulfillment of the requirements for
the degree of
Master of Business Administration
(MBA)
By
Priya kalantri
(Roll No.12088)
A Study Conducted for the Company:
ATLAS CASTALLOY LTD,
CHINCHWAD - PUNE
At
International Institute of Management Science
Chinchwad, Pune

AKNOWLEDGEMENT
I am deeply indebted to many people for the successful completion of this project.I would
like to take this opportunity and go on record to thank them for their help and support.I am
thankful to the International Institute of Management Science for all the support provided for this
project.
I express my deep sense of gratitude and sincere feelings of obligation to my Project
Guide Mrs.Vandana Mam who helped me in overcoming many difficulties and who imparted
me the necessary conceptual knowledge.
I also wish to acknowledge the excellent support of my Company Guide Mr. Rahul
Godbole Sir for this work.
I wish to thank all my teachers and friends too, for their helpful inputs, insightful
comments, steadfast love and support.

Signature of the student

(Miss. Priya Kalantri)

DECLARATION

I, Miss. Priya hereby declare that this project is a record of authentic work carried out by
me during the academic year 2013-2014 and has not been submitted to any other University or
Institute towards the award of any degree.

Signature of the student

(Miss. Priya Kalantri)

EXECUTIVE SUMMARY
HRM is a term used to refer the philosophy, policies, procedures and practices
related to the management of people begin an organization. Today every organization has to face
highly competition. Therefore organizations try to do right thing at the right time. In that
situation HRM plays major roll to achieve organizational goals. Satisfaction is the one of major
concept in Human Resource Management.
Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and stay
loyal to the company. There are many factors in improving or maintaining high employee
satisfaction, which wise employers would do well to implement.
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 work groups, pay, work responsibilities,
variety of tasks, promotional opportunities the work itself and co-workers.
Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss
(2002) 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 behaviors.
This definition suggests that we form attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviors

INDEX

Introduction

Objectives of the study

Scope of the study

10

Need Of The Study

11

Theoretical Background of the Topic

12

Company Profile :
Company Profile

20

History of Organization
Organization Chart
7

Product Profile
Research Methodology

35

Data Analysis

38

& Interpretation

Learning from SIP

50

10

Findings

51

11

Suggestions

52

12

Limitations

53

13

Conclusion

54

14

Bibliography

55

15

Questionnaire

56

INTRODUCTION

Employee job satisfaction

Employee satisfaction is essential to the success of any business. A high rate of employee
contentedness is directly related to a lower turnover rate. Thus, keeping employees satisfied with
their careers should be a major priority for every employer. While this is a well known fact in
management practices, economic downturns like the current one seem to cause employers to
ignore it. There are numerous reasons why employees can becomediscouraged with their jobs
and resign, including high stress, lack of communication within the company, lack of
recognition, or limited opportunity for growth. Management should actively seek to improve
these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is
an expense best avoided.
Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If your employees are satisfied they would produce superior quality
performance in optimal time and lead to growing profits. Satisfied employees are also more
likely to be creative and innovative and come up with breakthroughs that allows a company to
grow and change positively with time and changing market conditions.

DEFINITIONS OF JOB SATISFACTION

Different authors give various definitions of job satisfaction. Some of them are taken
from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of

ones job. An effective reaction to ones job.Weiss Job satisfaction is general attitude, which is
the result of many specific attitudes in three areas namely:
Specific job factors
Individual characteristics
Group relationship outside the job
Blum and Naylor
Job satisfaction is defined, as it is result of various attitudes the person
hold towards the job, towards the related factors and towards the life in
general.
Glimmer
Job satisfaction is defined as any contribution, psychological, physical,
and environmental circumstances that cause a person truthfully say, I am
satisfied with my job.
Job satisfaction is defined, as employees judgment of how well his job on
a whole is satisfying his various needs
Mr. Smith
Job satisfaction is defined as a pleasurable or positive state of mind
resulting from appraisal of ones job or job experiences.

IMPORTANCE
In my point of view, the study of "employee satisfaction" helps the company to maintain
standards & increase productivity by motivating the employees. This study tells us how much the
employees are capable & their interest at wok place? What are the things still to be satisfy to the
7

employees. Although "human resource" are the most important resources for any organization,
so to study on employees satisfaction helps to know the working conditions & what are the
things that affects them not to work properly. always majority of done by the
machines/equipments but without any manual moments nothing can be done. so to study on
employee satisfaction is necessary.
Employee satisfaction means employee gets everything what their needs and desire then
ultimately the production increases. if employee will be satisfied they will give their best to the
organization . So that employee satisfaction is extremely important to any organization. Job
satisfaction is a two way Street in that both the employer and employee must insure that it exists.
The nature of a job can be planned, altered and changed. From the perspective of the
employee, studies have shown that workers who enjoy their jobs and believe that they can play a
role in the company's success perform better. They must also be made aware that the job is not a
"dead-end one. That good performance can lead to promotions and better pay. So job
satisfaction is vital for the employees attitude.
The employer wants to always make sure that the employees are happy with their jobs.
As stated above, all the good things that job satisfaction brings helps the company and its
employees. The company also has a system whereby employees can make suggestions on how
their jobs or other things they see can make a positive change. There must be a monetary award
for good suggestions.

OBJECTIVES OF THE STUDY

The Objective of my study is to understand and critically analyze the Employee job
satisfaction survey at ATLAS CASTALLOY LTD CHINCHWAD-PUNE

1.
2.
3.
4.
5.

To measure the employees job satisfaction in Atlas Castalloy Ltd.

To study the employee perception towards organization.
To study the attitude of the employee towards their work.
To give suggestions for the growth and perspective of the company.
To study whether the employees have a clear understanding of the Business
Objectives of the organization.

Scope of the study:

1. Job Satisfaction is an important output that employees work for Organization.
2. It is an interesting and significant area for conducting research.

3. The study made on the topic of Job Satisfaction will reveal the factor of feelings of
employees.
4. This report is useful to the management of the company to know the satisfaction level of
employees and they can take measures to increase productivity.
5. This report may be result to the management students for reading, and may be useful in
preparing their reports on the Job Satisfaction ,in business concerns,public organizations
etc.

NEED OF THE STUDY

One of the most widely mentioned theories of motivation is the hierarchy of needs
theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a
hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs
is satisfied, this kind of need ceases to be a motivator.
10

As per his theory these needs are:

Physiological needs : These are important needs for sustaining the human life. Food, water,
warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in the
primary list of need satisfaction. Maslow was of an opinion that until these needs were satisfied
to a degree to maintain life, no other motivating factors can work.
Security or Safety needs: These are the needs to be free of physical danger and of the fear of
losing a job, property, food or shelter. It also includes protection against any emotional harm.
Social needs : Since people are social beings, they need to belong and be accepted by others.
People try to satisfy their need for affection, acceptance and friendship.
Esteem needs : According to Maslow, once people begin to satisfy their need to belong, they
tend to want to be held in esteem both by themselves and by others. This kind of need produces
such satisfaction as power, prestige status and self-confidence. It includes both internal esteem
factors like self-respect, autonomy and achievements and external esteem factors such as states,
recognition and attention.
Need for self-actualization : Maslow regards this as the highest need in his hierarchy. It is the
drive to become what one is capable of becoming; it includes growth, achieving ones potential
and self-fulfillment. It is to maximize ones potential and to accomplish something.

THEORETICAL BACKGROUND OF THE TOPIC

I am satisfied with the job is one way to define job satisfaction Limelight on job
satisfaction was brought by Hop pock in 1935. He reviewed 32 studies on job satisfaction. Prior
of 1933 the job satisfaction is combination of psychological, physiological and environmental
circumstances that course to say truthfully that I am satisfied with my job.
11

The success of any organization depends on the effective utilization and motivation of
human Job satisfaction is an integral of the organizational climate and importance element in
management and employee relationship. Job satisfaction is derived from the Latin words Satis
and facere, which means enough and to do respectively. Job satisfaction refers to an
employees general attitude towards his job.
Situational Factor.
Individual Characteristics.
Group and social relationship outside the job.
Job satisfaction is the ultimate function of all these and many individual attitudes put
together. Many thinkers consider it a collective force and not an unitary phenomenon. Every
individual has some needs and desires that need to be fulfilled. Any job, which fulfils these
needs, provides satisfaction. Satisfaction is ones contentment job that induces motivation and
interest in work, which creates pleasure or happiness from job. Hence satisfaction plays a vital
role in every aspect of individuals life, without satisfaction in life it becomes very difficult
MEANING
The term job satisfaction refers to an employees general attitude towards his job. Job
satisfaction is the favorableness or un-favorableness with which employees view their work. In
order to understand job satisfaction, perhaps the first step should be to demarcate the boundaries
among such terms as attitudes motivation and morale. A job is an important part of life.
Job satisfaction influences ones general life satisfaction. The result is that satisfaction arises
from a complex set of circumstances in the same way the motivation does.
Job Satisfaction Leads To :
Motivates towards high productivity.
Want to remain with organization.
Act effectively in crisis.
12

Accept necessary changes without resentment or resistance.

Promotes the interest of the workers in the organization.
Theories :
There are vital differences among experts about the concept of job satisfaction. Basically,
there are four approaches/ theories of job satisfaction.
1) Fulfillment theory
2) Discrepancy theory
3) Equity theory
4) Two-factor theory
5) Herzberg's Motivation - Hygiene Theory
(1) Fulfillment theory :
The main aim of this theory is to measure satisfaction in terms of rewards a person receives
or the extent to which his needs are satisfied. Job satisfaction cannot be regarded merely as a
function of how much a person receives from his job but it is the strength of the individuals
desire of his level of aspiration in a particular area.

The main difficulty in his approach as observed by willing is that job satisfaction is not
only a function of what a person receives but also what he feels he should receive, as there would
be considerable difference in the actual and expectations of persons.
(2) Discrepancy Theory :
The proponents of this theory is that satisfaction is the function of what a person actually
receives from his job satisfaction and what he thanks receives or expects to receive. This
approach does not make it clear whether or not over satisfaction is a part of dissatisfaction and if
so, how it differs from dissatisfaction.
13

(3) Equity Theory :

The proponents of this theory are of the view that a persons satisfaction determined by his
perceived equity which in from is determined by his input-output balance when compared to
others input-output balance. Input-output balance is the perceived ratio of what a person received
from his job relative to what he contributes to the job.
(4) Two-Factor Theory :
This theory was developed by Herzberg, Manusner, Paterson and Capwell who identified
certain factors as satisfiers and dissatisfies. Factors such as achievement, recognition
responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does
not result in dissatisfaction on the other hand the factors such as supervision salary, working
conditions etc are dissatisfies the absence of which cause dissatisfaction however their presence
does not result in job This theory is considered invalid as a person can get both satisfaction and
dissatisfaction at the same time.
(5) Herzberg's Motivation-Hygiene Theory :
This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study of
200 engineers and accountants of the Pittsburgh area in the USA, he established that there are
two separate sets of conditions (and not one) which are responsible for the motivation &
dissatisfaction of workers.
When one set of conditions (called 'motivator') is present in the organization, workers feel
motivated but its absence does not dissatisfy them. Similarly, when another set of conditions
(called hygiene factors) is absent in the organization, the workers feel dissatisfied but its
presence does not motivate them. The two sets are unidirectional, that is, their effect can be seen
in one direction only.
DETERMINANTS OF JOB SATISFACTION
According to Abraham A. Kumar there two types of variables, which determine the job
satisfaction of an individual. These are:
14

1. Organization Variables
2. Personal variable
1. Organization variables:
i. Occupational Level : The higher the level of the job, the greater the satisfaction of the
individuals. This is because, higher level of jobs carry greater prestige and self-control. This
relationship between occupational level and job satisfaction stems from social reference group
theory in our society values some jobs more than others. Hence people in values like them more
than those who are in non-valued jobs.
ii. Job content: Greater the variation in job content and less the repetitiveness with which the
tasks must be performed, the greater the satisfaction of the individuals involved. Since job
content in terms of variety and nature of tasks called for is a function of occupational level. The
theoretical arguments given above apply here also.
iii. Considerate Leadership: People to be treated with consideration. Hence considerate
leadership results in higher job satisfaction than in considerate leadership.
iv. Pay and Promotional opportunities: All other things being equal these two variables are
positively related to job satisfaction.

Interaction is more satisfying when:

a) It results in the cognition that other persons attitudes are similar to ones own since, this
permits are ready calculability of the others behavior and constitutes a validation of ones self.
b) It results in being accepted by other and
c) It facilitates and achievement of goals.
2. Personal Variables

15

For some people, it appears that most jobs will be dissatisfying irrespective of the
organizational conditions, where for other most jobs will be satisfying personal variable for this
difference.
i) Age
ii) Educational Level
iii) Role perception
iv) Sex
Factors Affecting Job Satisfaction
There are 3 main factors influencing on Job Satisfaction clustered as physical,
psychological and environmental factors as below:
1.Psychological Factors and Job Satisfaction

Health and Safety: Managing safe and healthy work environments is one of the most important
environmental challenges facing organizations. Good health and safety brings more benefits that
are healthy workers are more productive and can produce at a higher quality. According to
Maslows Hierarchy, physiological needs are the first stage in job satisfaction where as long are
the work place is healthy and safe, it will create a pleasant and secure impression in employees
mind towards work.

Job Nature: The main source of satisfaction is, of course, job itself. Researches, dedicated to
job characteristics and carried out in correlation with working place projecting, testify that the
very content of work and autonomy by its implementation represent two most important
motivation factors correlated with labor. As research indicated, other main components of job
satisfaction are interesting and difficult job without time for tedium and job giving a man one
certain status. Dealing with a workload that is far too heavy and deadlines that are impossible to
reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of
16

deadlines results in conflict between employees and supervisors and raises the stress level of the
workplace. (Hill, 2008).
Job Security: Job security is the assurance that a particular employee will have their job in long
term due to the low probability of losing it potentially. Positive job security nature also adds
more value to the image and the reputation of an organization as job offered has the guaranteed
security and reliable. Also, job security has a great influence in increasing job satisfaction of its
employees where once the employee is confident about not losing the job, it will create no
mental stress where the employee has its own freedom to fully concentrate on the work they
perform.
Job promotion : Companies provide promotion to their employees considering experience,
service and some companies reward promotions through measuring employees talents and
capabilities. Using data from the 1989 and 1990 waves of the NLSY, Pergamit and Veum (1989)
find a positive correlation between promotions and job satisfaction (Kosteas, ND). Companys
give their priority to current employees to apply vacancy is arises. In that situation employees
can achieve their individual goals obtaining promotion. Through such a situation, increases
employees satisfaction and they more contribute to the productivity.

2.Physical Factors and Job Satisfaction

Payment: Money rewards are multi complex and multisided job satisfaction factor. Money not
only gives people an opportunity to satisfy their primary needs, but also fosters satisfaction of
higher levels needs.
Working groups: Direct affect on job satisfaction makes the very nature of work groups.
Working group serves for a single worker is a source of support, comfort, advice and enjoyment
from the very job. A good working group fosters a gaining of a greater joy and pleasure from

17

job. On another hand, when the opposite situation is observed, when it is hard to get along with
the people, the given factor imposes negative impact on job satisfaction
Welfare Services : Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the morale and
motivation of the employees high so as to retain the employees for longer duration. Labor
welfare includes various facilities, services and amenities provided to workers for improving
their health, efficiency, economic betterment and social status.
Use of skills and abilities: Everyone has skills and abilities. Some are unique aptitudes and
talents, which may include musical abilities (singing, playing an instrument, composing music),
artistic skills (drawing, painting, sculpting), athletic skills (running, jumping, throwing), or any
other ability that comes easily and naturally. Some skills and abilities are used in daily work life.
The company should identify which skills and abilities are available in the employee and should
give opportunities for improve them.

3.Environmental Factors and Job Satisfaction

Working conditions: One more factor imposing moderate impact on job satisfaction is working
conditions. If conditions are good (e.g. offices are neat and cozy, clean and engaging), staff could
easier manage their job. If bad working conditions were available (e.g. it is hot or noisy in the
office), it would be more difficult for employees to implement their work. Otherwise, working
conditions affect job satisfaction similar to working groups influence. If all were favorably
around, there would not be problems with job satisfaction.
Management style & culture: Organizational culture is the organizations pattern of beliefs,
expectations, and values as in company and industry practices. A major organizational factor to
which new employees must be socialized is the culture of the group they are joining.
18

The potential benefits of improved job design are unlikely to be realized, if attention is
focused on the content of jobs alone. Equal, if not more important, is the process by which
redesign is carried out. This has led to recognition of the importance of management style and,
increasingly, of organization culture. Central to improving the quality of working life is a
participative, open style of management involving employees in decisions that affect them,
including the design or choice of the technology itself. Personnel policies, including those related
to pay and benefits, should attempt to develop a relationship of trust among all members and
sections of the organization, and a confident partnership approach to trade unions.

Company Profile

ATLAS CASTOLLOY LTD.

19

COMPANY INTRODUCTION
Name:
Factory address:
Certification:
Registered office address :

Atlas Castalloy Ltd.

D/2 block, MIDC, chinch wad, Pune- 411019.
ISO 9001:2008 & ISO/TS 16949:2009
UdyogMandir Compound, 7/c, Bhagoji, Keer Marg,

Head of organization:
Year of commencement of Production:
Area of factory:
Item manufactured:
Capacity:

Mahim, Mumbai-4000016
Mr. S Rai, Director.
1969.
Plant 9 - 1998 sq.mtrs.
Aluminum Alloy Castings.
5000 metric tons p.a.
20

Registration under factories act, 1956:

60650 Pune /2(a)(i) 33.335.4

HISTORY OF ORGANIZATION
The Alicon group is a union of Alicon Castalloy Ltd (formerly known as Enkei
Castalloy), Atlas Castalloy Ltd., Silicon Meadows Design Ltd, Silicon Meadows Engineering
Services Ltd & Illichmann castalloy,GmbH & s.r.o grouped under one umbrella.

The name for the group company alicon is coined from the words aluminum and
ikon. alicon is a conglomerate that reflects a group of companies coming together to
form a large, trusted and respectable entity with the vision and passion to go with it.

Today we are one of the largest integrated aluminium casting manufacturing Group in
India offering end-to-end solutions across the entire value chain and delivering best-inclass Gravity & Low Pressure aluminium casting (Sand Casting/ Gravity Die Casting /
Low Pressure Die Casting) to our customers at the most optimal costs. We are also
pioneers of the unique Pie system for low pressure die casting a system which enhances
productivity with minimum utilization of resources like machines, space and manpower.
21

Technical expertise from Enkei Japan has helped in establishing one of the most
advanced manufacturing systems in India for aluminum die cast products.

alicon group is growing rapidly at almost 100% each year for the last 3 years,both in
domestic and International markets. In continuation of its growth pursuit, alicon is
aggressively targeting international customers and has a vision to achieve sales of 1000
Crores by 2015-16 for the alicon group.
Working with Alicon is not a job. It's a journey; an experience. There's so much to

explore here - even about your self - that every day is a new day. You want a challenging and
enjoyable work environment; Come to us, for we want you to realize your potential. You want to
be recognized for your work; with us, you can fulfill your aspirations.
We are building tomorrow's enterprise today. And guess who's making this possible? Our people
- Yesterday, Today and Tomorrow - and who embody our DNA of creating Decisive Leaders in
all areas. We believe there's a bit of an Icon in everyone which is in going with the spirit
behind our logo ALICON to be an icon in aluminum.
At Alicon, employees are invaluable assets and their career and personal growth are
of prime concern to the Company. We provide a congenial atmosphere to work, learn and grow.
The Company conducts various programmes to train their staff in the latest and the best foundry
technology and management practices.
The success of our client satisfaction lies in our peoples contribution. We are a team
of dynamic, talented and above all hardworking individuals where one can always find the
incandescent exuberance of youth under the esteemed aegis of industry leading professionals.
This blend of young and experienced talent is the strongest foundation for our organization. We
enable our people achieve their fullest potential and accelerate growth. Our culture based on
motivation, team work and mutual respect provides excellent career opportunities. We are
committed to deliver superior quality at all stages of career progression and help our people
succeed not only professionally but also personally.
ETHICS : We set the highest standards in ethical conduct in the task that we undertake. Our
founders have imparted us valuable lessons of honesty and integrity that eventually nurture trust.
22

Keeping this priceless advice in all our endeavors, it is our relentless goal to offer a service
which defines new levels of quality and trust.
RESPECT: We appreciate the talent, skills and expertise of our people and are proud of our
diverse approach where everyone associated with our business; colleagues, clients, partners; are
treated with mutual respect irrespective of their race, caste, creed, color, religious beliefs or
gender.
EMPLOYEE RECOGNTION
We staunchly believe that success is a team effort and realize that our employees colleagues play
a vital role in the success of the company. We attribute our success to our pool of engineers
which are a perfect blend of young talent who have been well educated to tomorrows modern
technology and our senior mentors who have always supported and guided our engineers with
their valuable experience.

Company policy
We amalgamate the best of European engineering, Japanese Quality and Indian
Ingenuity to produce exceptional and innovative aluminum casting products.
VISION:

Become the globally preferred supplier for light Alloy Casting Solutions.
MISSION:

Grow the employees, associates and suppliers.

Ensure total customer satisfaction.

Increase shareholder value.

23

VALUES:

Quality, Integrity and respect.

Encourage Entrepreneurship, Ownership and Accountability.

Ownership and Accountability.

Commitment to the environment and community

ALICON DNA
1. We encourage decisive leaders at all levels.
2. Leaders nurture employees and always keep their interests in mind.
3. We empower people and maintain a positive environment.
4. We believe in performing with integrity.
5. We greet every one with a smile and in high spirit.
6. We aim at working using the Alicon vector.
7. We stay to our purpose.
8. We believe in continuous improvement and benchmarking.
9. We aim at delighting our customers with innovation.

24

10. We have a flexible attitude to adapt to shift in the market.

11. We create visions and set high targets for ourselves.
12. We believe in creating an organic environment for the society.
13. We use the 5s methodology.
14. We uphold agility to discipline in our work.
15. We advocate ownership and accountability.
16. We encourage perseverance in case of failur
QUALITY OBJECTIVE
12345678-

To reduce customer complaints.

To implement continual improvement projects
To impart training.
To reduce field returns.
To reduce accidents.
To improve employee moral.
To meet statutory and regulatory requirement
To improve productivity.

ORGANIZATION CHART

25

OrganizationChart

PLANT HEAD
PLANT
HEAD

ADMINISTRATION
ADMINISTRATION
DEPARTMENT

HR
HR
DEPRTMENT
DEPRTMENT

FINANCE
FINANCE
DEPARTMENT
DEPARTMENT

MARKETING
MARKETING
DEPARTMENT

OPERATION
OPERATION
DEPARTMENT
DEPARTMENT

PRODUCT PROFILE
Alicon Group is catering to various domains including Auto, Agricultural, Marine,
26

TRAINING
TRAINING

&
DEVELOPMENT
DEVELOPMENT

Medical, Locomotive, Extreme Sports & Power sector. alicon group has been in the forefront in
developing new and challenging products for it's customers. They are leading manufacturers of
Aluminium casting in Gravity and Low pressure technology for major automotive
manufacturers in India and exports to USA and Europe. Alicon Group has cutting edge
technology, people and facilities to service its growing list of Indian and International clients.
Alicon Group Product Range
AUTO SECTOR :
1.Cylinder Heads
2.Intake Manifold
3.Bridge fork Top
4.Brackets
5.CAC Tank
6.Swing Arm
7.Others
1.
NON AUTO SECTOR:
1.Agriculture
2.Retro & Marine
3.locomotive
4.Infrastructure
5.Energy
6.Defense
7.Medical Health

27

AUTO SECTOR :

1. Cylinder heads :

2. Intake Manifold :

28

3. Bridge Fork Top

4. Engine & Transmission Brackets

29

5.CAC Tanks

30

6.Swing Arm

7.Other Auto Components

31

NON AUTO SECTOR:

1.Agriculture Components

32

2.Aero & Marine Components

3.Locomotive Components

4.Infrastructure Components

33

5.Energy Components

6.Defense Components

34

7.Medical & Health Components

RESEARCH METHODOLOGY

35

Research refers to a search for knowledge. It is a systematic method of collecting and

recording the facts in the form of numerical data relevant to the formulated problem and arriving
at certain conclusions over the problem based on collected data.
a) The research design descriptive. The primary information collected through
questionnaire. The questionnaire were personally given to each other.
b) Data Collection Method: The information necessary for this survey is collected by
trapping primary and secondary sources.
Research design
Research designs are concerned with turning the research question into a testing project.
The research design has been considered as a blueprint for research. Here the descriptive
research design is used.
Sampling :
Sample Population:
There are totally 650 employees working in the organization
Sample size:
A Sample of 100 respondents was taken into consideration for my study and the data was
collected.
Sampling Area :
The research was conducted at ATLAS CASTALLOY LTD. CHINCHWAD PUNE.

Sampling technique
To study the project a simple random sampling technique under lottery method is used
36

Questionnaire Design
A questionnaire is being framed for collecting the appropriate data required for collecting
the information based on 4 variable physical factor, social factor, climate factor, welfare factor
&question framed to test each variable

Period of study
The period of study for this project was 2 months.

Data Collection
Collection of data was done by

Questionnaires
Interview

Source of Data:-The data collected for this project work was from two sources
1. Primary Source
2. Secondary Source.
Primary Sources.
Questionnaire
Personal Interaction
Secondary sources

Previous reports on employee satisfaction

Related information from internet.

Books and publication

Statistical tools used:

For the purpose of analysis t-test , PERCENTAGE RANKING methods are used for
calculations and the result were interpreted. These methods are used to minimize the error of data

37

collected. Graphs were used to represent the data for the better and accurate interpretation of
result.
Statiscal tools used for analysis are as follows:
T-test Method
Ranking Method.
t-test Method:
t-test is based on t-distribution and is considered an appropriate test for judging the
significance of a sample mean or for judging the significance of difference between the means of
two samples in case of small samples(s) when population variance is not known (in which case
we use variance of the sample as an estimate of the population variance).In case two samples are
related , we use paired t-test (or what is known as difference test)for judging the significance of
the mean of difference between the two related samples. It can also be used for judging the
significance of the coefficient of simple and partial correlations. The relevant test statistics ,t, is
calculated from the sample data and then compared with its probable value based on tdistribution at a specific level of significance for concerning degree of freedom for accepting or
rejecting the null hypothesis. It may be noted that t-test applies only in case of samples(s)when
population variance is unknown.
Ranking Method.
A ranking is a relationship between a set of item such that. For any two items, the
first is either, ranked higher than ranked lower than or ranked equal to the second. In the
mathematics. this is known as weak order or total preorder of objects. It is not necessarily a total
order of object because two different objects have same ranking. The ranking themselves are
totally ordered for example, materials are totally preordered by hardness , while degree of
hardness are totally ordered.

DATA ANALYSIS AND INTERPRETATION

Table No. 1

38

1.BUSINESS OBJECTIVE
No. of
Questions

Strongly
Agree
Agree
1
30
2
30
3
26

Dont
Know

Strongly
Disagree
Disagree
10
15
8
15
8
19

20
35
31

25
12
16

BUSINESS OBJECTIVE
40
35
30

Strongly Agree
Agree

25

Dont Know

NO. OF RESPONDENT 20

Disagree

15

Strongly Disagree

10
5
0

NO. OF QUESTIONS

Interpretation :
From the above diagram it interpriate that the majority of respondents are given positive
response i.e above 50% towards business objective of the company.

HYPOTHESIS:

39

H1 :-

Better communication will show a greater increase in satisfaction

among employees
H0 :- Better communication will not show a greater increase in satisfaction
among employees
Table No. 2
COMMUNICATION:
SR.
NO
C1
C2
C3
C4
C5

(2621)2
(1821)2
(1621)2
(0821)2
(3721)2
483/4
120.75

SA

A
26
18
16
8
37
105
21

DK
32
38
14
22
30
136
27.2

(3227.2)2
(3827.2)2
(1427.2)2
(2227.2)2
(3027.2)2
348.8/4
87.2

Mean (x1) =

11
9
13
10
16
59
11.8

SD
19
14
37
27
9
106
21.2

12
21
20
33
8
94
18.8

(11-11.8)2

(19-21.2)2

(09-11.8)2

(14-21.2)2

(13-11.8)2

(37-21.2)2

(10-11.8)2

(27-21.2)2

(16-11.8)2

(09-21.2)2

30.8/4
7.7

488.8/4
122.2

(1218.8)2
(2118.8)2
(2018.8)2
(3318.8)2
(0818.8)2
370.8/4
92.7

483+348.8+30.8+488.8+370.8/5
= 1732/5

Mean(x1)
3.44

=
40

And
Variance() =
=

120.75+87.2+7.7+122.2+92.7/

430.55 /5
Variance () =
86.11

And

Variance(2s1) = (86.11)2
= 7415

JOB SATISFACTION
Sr.No.
J1
J2
J3
J4
J5
J6
J7
J8
J9
J10
J11

(2120.2)2
(1020.2)2
(1320.2)2
(3220.2)2
(30-

SA

A
21

DK
31

D
8

SD
14

26

10
14
22
33
21
13
37
18
18
14
32
28
11
24
5
30
27
13
12
18
26
28
18
18
10
15
27
33
9
16
31
23
18
13
15
13
16
11
32
28
8
12
13
31
36
23
22
26
16
13
222/1 265/1 191/1 220/1 202/1
1
1
1
1
1
20.18
24
17.4
20
18.4

(31-24)2

(08-17.4)2 (14-20)2

(14-24)2

(22-17.4)2 (33-20)2

(37-24)2

(18-17.4)2 (18-20)2

(28-24)2

(11-17.4)2 (24-20)2

(27-24)2

(13-17.4)2 (12-20)2
41

(2618.4)2
(2118.4)2
(1418.4)2
(0518.4)2
(18-

20.2)2
(2620.2)2
(1520.2)2
(3120.2)2
(1320.2)2
(0820.2)2
(2320.2)2
777.64/1
0
77.764
Mean (x2)

18.4)2
(28-24)2
(18-17.4)2 (18-20)2
(1018.4)2
2
2
2
(27-24)
(33-17.4) (9-20)
(1618.4)2
(23-24)2
(18-17.4)2 (13-20)2
(1518.4)2
(16-24)2
(11-17.4)2 (32-20)2
(2818.4)2
2
2
(12-24)
(13-17.4) (31-20)2
(3618.4)2
(22-24)2
(26-17.4)2 (16-20)2
(1318.4)2
581/10
547/10
744/10
782.56/
10
58.1
54.736
74.4
78.256
= 777.64+581+547+744+782.56/11
= 3432.56/11
= 312.05/100
= 3.12

And

Mean(x2)
3.12

Variance() = 77.764+58.1+54.736+74.4+78.256/5
= 343.256/5
And

Variance () =
68.65

Variance(2s2) = (68.65)2
= 4713

Now we calculate t-test method for two independent means :

Communication : x1 = 3.44 ,
42

n1=5, &

2s1 = 7415 And

Job Satisfaction: x2 = 3.12,
n2 = 11 , &
2s2= 4713

Formula of t-test method :

t=

x1 -

x2

(n1-1)2s1+ (n2-1) 2s2

n1 + n2 - 2

t=

n1

n2

3.44- 3.12

(5- 1)(7415)+ (11-1) (4713)

5 + 11 - 2

t=

1 +

16

11

0.32

(4)(7415) + (10)(4713)
14

t=

55

0.32

76790

14

t =

1 +

0.32
43

0.29

5485
t =

0.32

*
*

74.06
t = 4.32 * 0.53
t = 2.29

t=
Interpretation:
1.761

44

0.29
0.53

Table No. 3
ORGANIZATION:

Sr No.
1
2
3
4
5
6

Strong
Strong
ly
ly
Dont
Disagr Disagr
Agree Agree Know
ee
ee
19
33
11
22
15
17
28
8
29
18
22
30
9
22
17
8
28
16
30
18
16
19
13
30
22
8
32
11
38
11

45

ORGANIZATION
40
35
30

Strongly Agree

25

Agree
Dont Know

NO. OF RESPONDANTS 20

Disagree

15

Strongly Disagree

10
5
0

NO. OF QUESTIONS

Interpretation:The above diagram shows that the no. of respondents gives the fluctuating response
about organization and its functioning. For 1st and 3rd question there is positive response .Also
question no. 4th ,5th, and 6th have negative response.
Table No. 4
QUALITY PERFORMANCE:

Sr No.
1
2
3
4
5

Strong
ly
Dont
Disagr
Agree Agree Know
ee
6
29
18
27
20
31
9
23
17
28
17
23
13
29
17
23
8
29
14
29

46

Strong
ly
Disagr
ee
20
17
15
18
20

QUALITY PERFORMANCE
35
30
25

Strongly Agree

20

Dont Know

Agree

NO. OF RESPONDENT 15

Disagree
Strongly Disagree

10
5
0

NO. OF QUESTIONS

Interpretation:The above graph shows that the responses for the quality performance for the products is
based on central tendency because all the responses are centralized towards 3rd option that is
Dont know.

Table No. 5
TRAINNING & DEVELOPMENT :

Sr No.
1
2
3
4

Strong
Strong
ly
ly
Dont
Disagr Disagr
Agree Agree Know
ee
ee
22
37
6
19
16
13
24
18
27
18
22
31
11
21
15
9
25
11
34
21
47

21

28

29

15

TRAINNING AND DEVELOPMENT

40
35
30

Strongly Agree

25

Agree
Dont Know

NO. OF RESPONDENTS 20

Disagree

15

Strongly Disagree

10
5
0

NO. OF QUESTIONS

Interpretation:From the above diagram ,it shows that the no. of respondents for the all questions gives
positive response. so the majority of respondents have getting good training and development
facility.

HYPOTHESIS:H1 :- The organizations Environment, Health and safety have a very strong impact on Job
Satisfaction
H0 :- The organizations Environment, Health and safety have not a very strong impact on Job
Satisfaction
48

Table No. 6
EMPLOYEE HEALTH & SAFETY :
Sr No.
E1
E2
E3
E4
E5

(1614.6)2
(1214.6)2
(1614.6)2
(2614.6)2
(0314.6)2
275.2/4
68.8

SA

DK

SD

16
38
17
20
9
12
30
21
34
3
16
26
19
27
12
26
22
12
18
22
3
16
13
38
30
73/5
132/5 82/5
137/5 76/5
14.6
26.4
16.4
27.4
15.2

(3227.2)2
(3827.2)2
(1427.2)2
(2227.2)2
(3027.2)2
275.2/4
68.8

Mean (x1) =

(11-11.8)2

(19-21.2)2

(09-11.8)2

(14-21.2)2

(13-11.8)2

(37-21.2)2

(10-11.8)2

(27-21.2)2

(16-11.8)2

(09-21.2)2

59.2/4
14.8

299.2/4
74.8

(1218.8)2
(2118.8)2
(2018.8)2
(3318.8)2
(0818.8)2
462.8/4
115.7

275.2+275.2+59.2+299.2+462.8/5
= 1371.6/5
=274.32/100

Mean(x1)
2.74

Variance()=

And

68.8+68.8+14.8+74.8+115.7/5
49

342.9/5
Variance () =
68.58

And Variance(2s1) = (86.11)2

=4703

Now we calculate t-test method for two independent means :

Job Satisfaction: x1 = 3.12,
n1 = 11 , &
2s1 = 4713
Employee Health & Safety : x2 = 2.74 ,
n2 =5,&

2s1 = 4703

t=

x1 -

x2

(n1- 1)2s1+ (n2-1) 2s2

n1 + n2 - 2

t=

*
n1

n2

3.12 2.74

(11- 1)(4713)+ (5-1) (4703)

11 + 5 - 2

t=

11

*
5

0.38

(10)(4713) + (10)(4703)

14

t=

1 +

55

0.38

65942

*
50

0.29

16

14

t =

0.38

t =

4710.14

0.38

0.29

0.53

68.63
t = 5.53 * 0.53
t = 2.93

t=
1.761

Interpretation :-

Learning from SIP : There are various aspects of HR policies and procedure followed in the organization and
they are interlinked.The SIP provided me with a platform to get a practical approach to
51

the policies and producers in the organization.During the study I ,have observed that
many of the employees are not completely satisfied with their job although their salary is
good enough and they often feel overworked.I also got a scope to study about the
organizational culture prevailing in the organization. The JDs and JRs are as per the
culture of the organization. The work pattern clearly reflects the ethics & values of the
organization.Overall its an amazing to be part of this organization. I was also excited
about the contribution I have made so far. This SIP made me step out of my comfort zone
and helped me in expanding my learning horizons and made me discover something new
and absolutely worth it.

Findings

52

Suggestions

53

Limitations:
1. The study is conducted only at ATLAS CASTALLOY LTD.
2. Due to the limitation of time, research could not be made more detailed.
3. Due to the confidentiality of some information accurate response was not revealed
by some of the respondents.
4. Respondents had marked the answer in questionnaires which may be socially
incorrect irrespective of their actual feelings.

54

Conclusion :-

55

Bibliography

56

Questionnaire

EMPLOYEE JOB SATISFACTION

SURVEY

57

EMPLOYEE SATISFACTION SURVEY

OPINION SURVEY 2014

The objective of this short survey is to gain an insight into employees opinions about
matters that affect their motivation, satisfaction and empowerment, and to understand how this
might affect Company performance.There are 40 questions to be answered. As it is an opinion
survey, there are no incorrect answers! There are no trick questions.

The survey is broken down into seven sections:

Business Objectives

Communication

Organisation

Quality Performance

Training & Development

Environmental, Health & Safety

Job Satisfaction
Read each separate statement and then tick the box that most closely fits your opinion of

that statement. If you are unsure of what your opinion is of the statement or of the subject
matter, tick the Dont know box.
(Rating Criteria: 5, 4,3,2,1.. Most positive =5 and most negative = 1 )
Strongly Agree
BUSINESS OBJECTIVES

Agree Dont Know Disagree Strongly Disagre

4

I have a clear understanding

of the Companys Business
Objectives.

58

I have a better knowledge of

how the Company is
performing than I did twelve
months ago.
I believe that satisfying the
Customer through quality
and delivery are fundamental
objectives of the Company.

COMMUNICATION

Strongly Agree
5

Agree Dont Know Disagree Strongly Disagree

4

Over the past twelve months,

communication has improved
within the Company.
I have a clear understanding
of the Companys
performance against its
Business Objectives.
The Company does not give
us enough information about
how we are performing.
My immediate boss never
listens to what I have to say.
I believe that I am able to talk
to anybody in the Company

Organization

Strongly Agree

59

Agree Dont Know

Disagre

Strongly Disagree

1
2

I understand where I fit in the

Companys structure.
My team and I do not know
how we can contribute to the
success of the Company.
If I need support, I know
where I can find it.
The structure of the Company
has changed for the better
over the past twelve months.
I have a clear understanding
of who is my customer
I understand who is the Head
and his Staff Team.

Quality performance

Strongly Agree
5

Agree Dont Know Disagree

4

The Company is more

interested in output than
product quality.
The Company has a strong
focus on quality.
I understand what TS16949
mean to both the Company
and Customer.
Quality performance has
improved over the past twelve
months at the Company.
The Companys quality
60

Strongly Disagree
1

systems help me do my job

well.
Training

& Strongly Agree

Development

Agree

Dont Know

Disagree
2

Strongly
Disagree
1

I am able to do my job well.

I know how I can get access
to training & development if I
require it.
More training would allow me
to perform my job more
effectively.
The Company is doing more
training & development now
than it was twelve months
ago.
More training will not help
me with my current job.

Employee Health & Safety

Strongly Agree
5

Agree Dont Know Disagree

4

Environment, health & safety

(EH&S) is a key priority for
the Company.
EH&S performance at the
Company has improved over
the past twelve months.
I am able to make a personal
contribution towards
achieving the Companys
environmental objectives.
The Company has a genuine
commitment to health &
61

Strongly Disagree
1

safety.
I do not feel safe at work.
(i.e. the process/equipment I
use)

Job Satisfaction

Strongly Agree
5

Agree Dont Know Disagree

4

Overall, I enjoy my job.

I do not have the level of job
security I would like to have.
I am more confident about the
future for my job than I was
twelve months ago.
I am acknowledged when I do
a good job.
I want to do the best that I can
in my job.
I feel that the job I do is
important for the Company.
Generally, I like the people I
work with.
The Company encourages me
to express my views now
more than it did twelve
months ago.
62

Strongly Disagree
1

I dont make suggestions

because its a waste of time.
The Company uses my full
potential.
I would recommend the
Company to friends as a good
place to work.

63