Professional Documents
Culture Documents
Shivaji University,Kolhapur
Chapter I
Introduction To Study
1.1 Job satisfactionUsually a human being spent a major part of his/her life in the organization or he
works to earn the money. Work is a social reality and social expectations to which
men seem to conform. It not only provides states to the individual but also binds him
to society. The nature and significance of work is an important aspect of the study.
The term job satisfaction was brought to limelight by Hoppok.
According to him, job satisfaction is the combination of psychological,
physiological and environmental circumstances that cause a person to truthfully say
I am satisfied with job.
Job satisfaction is the end filling of a person after performing
a task. To the extent that a persons job fulfills his dominant needs and in
consistent with his expectations and values, the job will be satisfying. the
feeling would be positive or negative depending upon whether need is
satisfying or not.
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CIMDR,Sangli
Shivaji University,Kolhapur
1.2 Objectives
1) To study the Job Satisfaction of management in various determinants like job
content, occupational level, pay and promotion, work group and supervision of
Swabhimani Agro Products Producer Co. Ltd., Jaysingpur.
2) To know the satisfactory level of the employees in the Swabhimani Agro
Products Producer Co. Ltd., Jaysingpur.
3) To make suggestion for better job satisfaction of Swabhimani Agro Products
Producer Co. Ltd., Jaysingpur.
1.3 Scope of the studyAlthough we might not be able to say that A happy workers is more
productive, it might be true that happy organizations are more productive
Scope of the study is limited with the organisation.
The study made on the topic of Job Satisfaction will reveal the factor
of feelings of employees.
This report is useful to the management of the company to know the
satisfaction levels of employees and they can take measures to
increase productivity.
1.4 Limitations of the study
detailed.
The employees of organisation did not give direct response to some
1.5Research methodology-
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CIMDR,Sangli
Shivaji University,Kolhapur
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CIMDR,Sangli
Shivaji University,Kolhapur
CHAPTER II
Company Profile
2.1 Introduction:
The Swabhimani Agro Products Producer Co. Ltd Udgaon has been formed
in June 2009 by local farmers from Shirol, Hatkanangale and Miraj Taluka of Sangli
and Kolhapur District under the guidance of their dynamic chairman Shri. Devappa
Anna Shetti (Raju) renowned social worker who is a mass leader of the thousands of
Sangli and Kolhapur district of western Maharashtra.
The main objective of this producer company is to collect the available milk
from the above area to process it and making various products from it like The other
objective of the company is to encourage the member farmers to increase the milk
production in future so that this dairy plant will have sufficient milk which will be
collected, process and dispatched to the various markets directly from the company.
The company is primarily engaged in the business of procurement of milk
and after processing trading the same in local as well as nearby market. Presently it is
collecting more than 50000 liters of milk a day from around more than 279 collection
centers and marketing the same in local market, southern and western Maharashtra,
north Karnataka, Goa etc. The company is selling this milk under its brand name
Swabhimani. The company has registered its own brand, trade mark, patent with
various authorities. Off late it has also entered into the manufacturing of by products
like Shrikhand, Amrakhand, Lassi, Ghee etc.
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CIMDR,Sangli
Shivaji University,Kolhapur
The customer giving good quality milk and milk products at reasonable rates
2
3
4
5
6
7
in increasing the demand for Swabhimani milk and milk products day by day.
To increase market share of the milk and milk products.
To give opportunity to workers for studying dairy technology, etc.
Better price for milk suppliers & farmers.
very thing.
Long time quality control and give good service.
ACHIEVEMENT
In short period SAPPCL has reached 50,000 LPD. Milk collection from rural
areas. Also milk collection in 2011-2012
1
2
3
4
5
6
7
309939 liter
305331 liter
242772 liter
208041 liter
204360 liter
181940 liter
177171 liter
2.4Board of Directors:
Name
Position
Chairman
CEO
Director
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CIMDR,Sangli
Shivaji University,Kolhapur
Director
Director
Director
Director
Director
Director
Director
Director
Director
Director
Director
Director
Director
Marketing department:
Swabhimani agro product producer co. Ltd have their good consumer
relationship. The pricing policy is organisation is purchase as per good quality sign
and keep market price are lower than other competitive brands. Simply the
organisation provides their qualitative products in satisfied prise to consumer. For
incensement of organisation output it uses effective advertisement strategy and
distribution channels.
Channels of distributionM.B.A.-2014-15
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CIMDR,Sangli
Shivaji University,Kolhapur
Milk purchase
collection
Retailer
consumers.
process
storage
packing
dealers
SALES DEPARTNENT:
SWABHIMANI AGRO PRODUCTS PRODUCE COMPANY LTD. Has started
the marketing of milk in nearly cities & local areas also. They have well experienced
marketing staff. The marketing officers are engaged in dairy touch to the market &
customers.
They contacts the with dealers & distributors in the market & tries to established the
new market of milk & milk products.
The sangh also expends. Some funds on advertisement of milk & milk products,
such as danglers, stickers, wall-painting & other electronic media also.
The quality of SWABHIMANI products is superior to the other brands so the sale &
demand as milk & milk products is increasing rapidly.
The present collection per day of Buffs milk 34,000 & Cow milk 24,000.
MILK ANALYSIS :1
CLR TEST :- ( correct lacto meter & reading )
2
FAT TEST:3
S.N.F. :- ( solid not fat )
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4
5
6
7
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Shivaji University,Kolhapur
PASTEURIZATION OF MILK
2. SHRIKHANDSwabhimani agro product producer co. Ltd produce ultimate quality and also
tasty shrikhand in 200 gm& 500g.
PROCESS OF SHRIKHAND
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CIMDR,Sangli
Shivaji University,Kolhapur
Badam pista.
Mango.
CONTAINS :
Chakka, Badam Pista, Sugar, welchi, nutmeg
PACKAGING :
50gms, 100 Gms, 150gms, 250gms plastic cups & poly pouches also
SHRIKHAND ANALYSIS : 1
2
Moisture
AcidityProtein
PROCESS OF AMRAKHAND
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Shivaji University,Kolhapur
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CIMDR,Sangli
Shivaji University,Kolhapur
SWEET:
In sweets we have these following varieties like Khava, Basundi, Chakka,
Shrikhand, and Amrakhand.
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CIMDR,Sangli
Shivaji University,Kolhapur
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CIMDR,Sangli
Shivaji University,Kolhapur
Chairma
Board of
Directors
Managing
Director
H.R.
Department
Security
staff/Clerk
HOD
Accounts
Office
r
HOD Dairy
Officer
Techofficer/Q.C.O
Q.C. Staff
Clerk
Clerk
Clerks
Labours
HODProcurement
Officer
Clerk
HOD
Marketing
HOD
Veterinary
Officer
L.S.S
Electricians
Clerks
Boileroperators/labo
rs
Clerks
Supervisor
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HOD
Maintainance
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CIMDR,Sangli
Shivaji University,Kolhapur
CHAPTER III
Theoretical Background
Job Satisfaction:
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CIMDR,Sangli
Shivaji University,Kolhapur
Job satisfaction is the end filling of a person after performing a task. To the extent
that a persons job fulfills his dominant needs and in consistent with his expectations
and values, the job will be satisfying. the feeling would be positive or negative
depending upon whether need is satisfying or not.
Job satisfaction is different from motivation and morale. Motivation refers to
the willingness to work. Satisfaction, on the other hand, implies a positive emotional
state. Moral implies a general attitude towards work and work environment. It is a
group phenomenon where as a job satisfaction is an individual feeling.
Job satisfaction may be considered a dimension of morale and morale could also be a
source of satisfaction. Attitude are predis-position that make the individual behave in
a particular way. Job satisfaction, on the contrary, is the end feeling which may
influence subsequent behaviour. Thus, job satisfaction is an employees general
attitude towards his job.
Determinants Of Job Satisfaction:The various factors influencing job satisfaction may be classified in to two
categories;
1. Environmental factors, and
2. Personal factors.
Environmental Factors.
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CIMDR,Sangli
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iii.
Pay and Promotion: All other things being equal, higher pay and better
opportunities for promotion lead to higher job satisfaction.
iv.
Work Group: Man is a social animal and likes to be associated with others
interactions in the work group help to satisfy social and psychological need
and, therefore, isolated workers tend to be dissatisfied. Job satisfaction is
generally high when an individual is accepted by his peers and he has a high
need for affiliation.
v.
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CIMDR,Sangli
i.
Shivaji University,Kolhapur
ii.
Sex: One study revealed that women are less satisfied than men due
to fewer job opportunities for females. But female workers may be
more satisfied due to their lower occupational aspiration.
iii.
Theories of Job Satisfaction:The main theoretical approaches to job satisfaction are as follows:
1. Need fulfilment theory.
2. Equity theory.
3. Two factor theory.
4. Discrepancy theory.
5. Equity Discrepancy theory.
1. Need fulfilment theory:According to theory a person is satisfied when he gets from his job
what he wants. The more he wants something or the more important it is to
him, the more satisfied he is when he received it. In other words, Job
satisfaction will vary directly with the extent to which those needs of an
individual which can be satisfied are actually satisfied. Vroom views
satisfaction in terms of the positively valued outcomes that a job provides to
person. Thus, job satisfaction is positively related to the degree to which
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CIMDR,Sangli
Shivaji University,Kolhapur
ones need are fulfilled. The fulfilment theory suffers from a major drawback.
Satisfaction is a function of not only what a person receives but what he feels
he should receive. What may satisfy one individual may not satisfy the other
due to difference in their expectations. The strength of an individuals desire
or his level of inspiration is an important determinant of job satisfaction.
Thus, job satisfaction is a function of the degree to which the employees
needs are fulfilled in the job situation.
Perceived
Personal
Input
Inputs of
Perceived
Comparis
Perceived A
Outcomes
Actually
Perceived Received Perceived B
Outcomes that
Outcomes of
should be
Comparison
Fig. Others
Equity Theory Of Jobreceived
Satisfaction.
A = B
Satisfaction
A < B
Dissatisfaction
A > B
Guilt Discomfort
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CIMDR,Sangli
Shivaji University,Kolhapur
Equity theory takes into account not only the needs of an individual but also
the opinion of the reference group to which the individual looks for guidance.
3. Two Factors Theory:Frederick Herzberg and his colleagues developed the two factors
theory. According to this theory satisfaction and dissatisfaction are
interdependent of each other and exist on a separate continuum. One set
of factors known as hygiene factors ( Company policy, administration,
supervision, pay, working conditions, and interpersonal relations) act as
dissatisfiers. Their absence causes dissatisfaction but their presence does
not result in positive satisfaction. The other set of factors known as
satisfiers ( achievement, advancement , recognition, work itself and
responsibility ) lead to satisfaction.
4. Discrepancy theory:According to this theory job satisfaction depends upon
what a person actually receives from his job and what he expects to
receive. When the rewards actually received are less than the expected
rewards it causes dissatisfaction. In the words of Locke, job satisfaction
and dissatisfaction are functions of perceived relationship between what
one wants from ones job and what one perceives it is actually offering.
In other words, satisfaction is the difference between what one actually
received and what he feels he should receive. this theory fails to reveal
whether over satisfaction is or is not a dimension of dissatisfaction and
if so, how does it differ from dissatisfaction arising out of the situation
when received outcomes one feels he should receive.
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CIMDR,Sangli
Shivaji University,Kolhapur
Perceived
A= B
Perceived
Satisfaction
Outcome Received
Discrepancy
Approach to Job Satisfaction. A< B
Outcomes OneFig.
Feels
A
5. Equity-discrepancy
He Should Received Theory:Perceived
He Should Receive
Dissatisfaction
This is a combination of equity and discrepancy
A> B
theories. Lawler has adopted the difference approach of discrepancy
Perceived over
theory rather than the ratio approach of equity theory. From equity
theory
Satisfaction
the concept of comparison has been selected to serve as an intervening
variable. Under this theory satisfaction is defined as the difference
between the outcomes that one perceives he actually received and
outcomes that one feels he should receive in comparison with others.
When the individual feels that what he actually received is equal to what
he perceives he should receive there is satisfaction. Thus, an individuals
reception of its reward is influenced by more than just the objective
amount of the factor. Because of this psychological influence the same
amount of reward often can be seen quite differently by two people, to
one it can be a larger amount while to another person it be a small
amount.
Perceived
personal Job
Job Satisfaction.
Perceived
Inputs Fig. Determinants of
Perceived
PerceivedAmount
Amountthat
Perceived Inputs
Actual of
Outcomes
should
be
Received
Received
and outcomes of
Outcomes
Difference
Group
Difference Group
Received
A=B
Satisfaction
A>B
Dissatisfaction
B
Guilt Inequity
This model reveals that a persons perception of what he shouldA<
receive
is
.
Discomfort
influenced by the inputs and outputs of others. If his inputs are similar to those of
referent group but his outcomes are less he is likely to be more satisfied who
perceive:
a. their inputs are low;
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CIMDR,Sangli
Shivaji University,Kolhapur
b. their jobs are less demanding;
c. their reference group have less favourable input
output balance;
d. they are receiving a high outcome level; and
e. their referent groups are receiving less output
6. Social Reference Group Theory:Reference group defines the way an individual looks at the world.
According to this theory job satisfaction occurs when the job meets the
interest, desires and requirements of a persons reference group. In the
other words, job satisfaction is a function of the degree to which the
individual looks for guidance in evaluating the world and defining social
reality.
The social reference group theory is similar to the need fulfilment theory
except that it takes into account not the desires, needs and interests of the given
individual but rather the point of view and opinions of the groups to whom the
individual looks for guidance. this theory is an incomplete explanation to the extent
some people are independent of group opinions and group pressure.
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Shivaji University,Kolhapur
CHAPTER IV
Data Analysis And Interpretation
The researcher has studied employees job satisfaction in Swabhimani agro products
producer co. Ltd. various dimensions included are; job content, occupational level,
pay and promotion, work group and supervision to conduct this study the
questionnaire was prepared and get filled through 61 employees. These
questionnaires are analyzed and presented as below;
Recruitment
Recruitment is made as per the cadre strength approved by Registrar of cooperatives. And they said cader strength is within the preview of co-operative act and
rules. Reservation policies of the government are being followed for recruitments.
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CIMDR,Sangli
Shivaji University,Kolhapur
Whenever organisation goes for recruitment the necessary steps are being taken as
per the guidelines stated in its Bye law and proper advertisement will be given in the
local and state Newspapers for the posts required and all the processes are made as
per Govt. Norms and Suitable candidates will be called either for written test or
interview or both.
Employee promotion
Swabhimani agro product producer co. Ltd promotes their employees as per
due to good performance & carrying job attendances are taken to the confederation.
Uniform
Swabhimani agro product producer co. Ltd provides light collared and
satisfied about security purpose uniform to employees.
Transfer
The transfer facilities are given. It is in the hands of Managing Director. If the
transfer is on the request, employee is not entitled for cash benefits but if it is not on
request, he is entitled for cash benefits.
Experience
21
3 to 5 yrs
30
10
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CIMDR,Sangli
Shivaji University,Kolhapur
30
21
10
3 to 5 yrs
From the above chart we can observe employees Experience in the industry.
21 employees are less than 3 years. 30 employees experience are 3 to 5 yeas
experience. 10 employees are more than 5 years experience.
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CIMDR,Sangli
Shivaji University,Kolhapur
JOB CONTENT
Table No.1
Neither
Highly
Information Flow
Working Environment
Work Efforts
Nature Of job
Changes
&
Innovations
M.B.A.-2014-15
nor
Highly
satisfie
Satisfie
satisfie
Dissatisfie
dissatisfie
d
5
14
54
16
d
38
26
0
20
d
0
0
0
0
d
18
21
0
24
d
0
0
7
0
21
34
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CIMDR,Sangli
Shivaji University,Kolhapur
54
38
Information Flow
14 16
5
34
Nature Of job
00000
00
00
From the above chart we can observe employees satisfaction towards job content.
61 employees are interviewed and their opinion for different aspects of job content
is;
About Information flow-: 5 employees are highly satisfied , 38 employees are
satisfied & 18 employees are dissatisfied; Working environment-: 14 employees are
highly satisfied , 26 are satisfied, 21 are dissatisfied; Work efforts-: 54 employees
highly satisfied & 7 are highly dissatisfied; Nature of job-: 16 employees are highly
satisfied, 20 are satisfied & 18 are dissatisfied; Changes & innovation-: 6 employees
are highly satisfied, 38 are satisfied & 18 are dissatisfied.
Highly
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Satisfied
Highl
CIMDR,Sangli
Shivaji University,Kolhapur
dissat
satisfied
satisfied
0
0
0
0
0
0
0
23
0
0
20
5
0
0
0
41
56
7
61
61
0
0
31
0
0
23
20
5
0 0
M.B.A.-2014-15
0 0
0 0 0 0 0
0 0
Page 29
0 0
0 0 0
CIMDR,Sangli
Shivaji University,Kolhapur
From the above chart we can observe employees satisfaction towards job content.
61 employees are interviewed and their opinion for different aspects of job content
is;
About Use & application of skills, experience & qualification-: 41 employees are
highly satisfied & 20 are highly dissatisfied: Private & safety working area -: 56
employees are highly satisfied & 5 are highly dissatisfied; Kind of work required to
perform-:7 employees are highly satisfied 31 are satisfied & 23 are dissatisfied;
Shifts-: All employees are highly satisfied ;Working Hours-: All employees are
highly satisfied.
OCUPATIONAL LEVEL
Table No. 1
Neither
Highly
Satisfie
nor
satisfied
Motivation
55
Security
54
Personal Growth 11
Conflicts
d
0
0
22
satisfied
0
0
0
Dissatisfied
0
0
28
dissatisfied
6
7
0
Resolve
15
56
Motivation
56
55 54
Security
PersonalGrowth
Highly
Conflicts Resolve
28
22
15
11
6 7
0 0
M.B.A.-2014-15
0 0 0 0
Page 30
0 0
CIMDR,Sangli
Shivaji University,Kolhapur
From the above chart we can observe employees satisfaction towards Occupational
level. 61 employees are interviewed and their opinion for different aspects of
Occupational level is;
About Motivation-: 55 employees are highly satisfied & 6 are highly dissatisfied;
Security-: 54 employees are highly satisfied & 7 are highly dissatisfied; Personally
Grow-: 11 employees are highly satisfied , 22 are satisfied & 28 are highly
dissatisfied; Conflicts Resolve-:-: 56 employees are highly satisfied & 15 are highly
dissatisfied.
Highly
satisfied
Neither
Highly
Dissatisfied dissatisfied
development
0
Distance Travels Each Day To
61
Work
Design Or Shape of organisation
Counselling Programme
0
0
0
0
0
0
0
0
0
2
0
56
Sponsoring
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Training
&
59
61
5
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CIMDR,Sangli
59
Shivaji University,Kolhapur
61
61
56
5
Deisign Or Shap of organisation
0
0 0 0 0
2
Councelling Programme
0 0 0 0
0 0 0 0
Table no. 2
From the above chart we can observe employees satisfaction towards Occupational
level. 61 employees are interviewed and there opinion for different aspects
Occupational level is;
About Sponsoring Training & development -: All employees are Highly dissatisfied;
Distance Travel Each Day To Work-: 59 employees are highly satisfied & 2 are
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CIMDR,Sangli
Shivaji University,Kolhapur
nor
Highly
satisfied
Satisfied satisfied
Dissatisfied dissatisfied
42
43
34
3
38
0
0
0
34
0
0
0
0
24
0
Reward
system
Bonus & Incentives
Overall Compensation
Welfare Scheme
Career Opportunity
4243
38
34
0
0
0
0
0
19
18
27
0
23
34
27
24
23
Overall Compensation
1918
3
Welfare Scheme
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0 0 0
0 0 0Opportunity
0 0
0 0 0
Career
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CIMDR,Sangli
Shivaji University,Kolhapur
From the above chart we can observe employees satisfaction towards Pay &
Promotion. 61 employees are interviewed and their opinion for different aspects Pay
& Promotion is;
About Appreciation & Reward System-:42 employees are highly satisfied & 19 are
highly dissatisfied; Bonus & Incentives-: 43 employees are highly satisfied & 18 are
highly dissatisfied; Overall Compensation-: 34 employees are highly satisfied & 27
are highly dissatisfied; Welfare Scheme -: 3employees are highly satisfied ,34 are
satisfied & 24 dissatisfied; Career Opportunity-:38 employees are highly satisfied &
23 highly dissatisfied
Table No. 2
Neither
nor
Highly
satisfie
Highly
satisfied Satisfied d
Current Salary
20
0
0
Level Of Salary relative
Dissatisfied dissatisfied
0
41
Experience
Salary Increment
Fringe benefits
0
0
0
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61
38
27
0
0
0
0
0
0
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0
23
34
CIMDR,Sangli
Shivaji University,Kolhapur
Current Salary
Salary Increment
Fringe Benefits
61
38
34
27
24
20
0 0 0 0
0 0 0 0
0 0 0 0
23
From the above chart we can observe employees satisfaction towards Pay &
Promotion. 61 employees are interviewed and their opinion for different aspects Pay
& Promotion is;
About Current Salary-: 20 employees are highly satisfied & 24 are highly
dissatisfied; Level of Salary Relative Experience-: All employees are highly
satisfied; Salary Increment-:38 employees are highly satisfied & 23 are highly
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CIMDR,Sangli
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dissatisfied; Fringe Benefits-: 27 employees are highly satisfied & 34 are highly
dissatisfied.
Work Group
Neither
Relationship
with
Highly
nor
satisfie
satisfie
Highly
Satisfied d
Dissatisfied dissatisfied
8
61
40
0
13
0
other
people
Social aspect of work
Table No. 1
0
0
0
0
61
40
13
8
0
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From the above chart we can observe employees satisfaction towards Work Group.
61 employees are interviewed and their opinion for different aspects Work group is;
About Relationship with other people-: 8 employees are highly satisfied & 40 are
satisfied & 13 Dissatisfied; Social Aspect of work-: All employees are highly
satisfied.
Supervision
Table No. 1
Highly
Neither
satisfie
nor
Satisfied satisfied
23
0
Dissatisfied dissatisfied
26
0
freedom
11
Comfortable to take risk
20
Opportunity
in
interested
30
0
0
0
20
0
0
41
project
29
Style of supervision
Amount of flexibility
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d
12
Highly
&
32
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CIMDR,Sangli
Shivaji University,Kolhapur
Style of supervision
32
20
30
29
26
23
20
12 11
0 0
0 0 0 0
0 0
0 0
From the above chart we can observe employees satisfaction towards Supervision.
61 employees are interviewed and their opinion for different aspects Supervision is;
About Style of supervision-: 12 employees are highly satisfied , 23 are satisfied & 26
Dissatisfied; Amount of flexibility & freedom-: 11 employees are highly satisfied ,
30 are satisfied & 20 Dissatisfied; Comfortable to take risk-: 20 employees are highly
satisfied , & 41 Dissatisfied; Opportunity in interested project-: 32 employees are
highly satisfied , & 29 Dissatisfied.
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Table No. 2
Neither
Highly
nor
Highly
45
40
31
0
0
0
0
0
4
0
21
26
16
0
0
Involvement in management
Amount of work
61
45
40
31
21
26
16
4
0 0 0 0
M.B.A.-2014-15
0 0 0
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0 0
0 0
CIMDR,Sangli
Shivaji University,Kolhapur
From the above chart we can observe employees satisfaction towards Supervision.
61 employees are interviewed and their opinion for different aspects Supervision is;
About Access the resources necessary-: All employees are highly satisfied; Balance
of work & personal
16 are highly
Overall Satisfaction
Table No. 1
Neither
nor
Highly
Overall
satisfaction
satisfie
Highly
satisfied Satisfied d
Dissatisfied dissatisfied
4
7
32
27
with
company
Overall satisfaction with job
25
27
0
0
0
0
25
27
27
7
4
0
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Shivaji University,Kolhapur
From the above chart we can observe employees satisfaction towards Overall
Satisfaction. 61 employees are interviewed and their opinion for different aspects of
Overall Satisfaction is;
About Overall satisfaction with company-: 4 employees are highly satisfied , 25 are
satisfied & 32 Dissatisfied; Overall satisfaction with job-: 7 employees are highly
satisfied , 27 are satisfied & 27Dissatisfied.
CHAPTER V
Findings, Observations &Suggestions
Findings & observation:
About information flow very few employees are highly satisfied, most of
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Most of employees are dissatisfied as they have to cope of with the changing
environment.
Employees are can maintain their privacy of working at company takes due
care of employees safety and employees are satisfied with the security
estimated.
Conflicts in company are resolved in well manner.
For improvement of both company and employees must get the training and
development and organise the counselling programme for personal growth of
employees.
About compensation and reward system around 70% are satisfied and around
increment.
42.63% employees are dissatisfied with the style of supervision so, company
can change the style of supervision. 67.22% employees are highly dissatisfied
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Suggestions:
1. Company can organise the training and development programme for
job enrichment and job enlargement.
2. Company can organise the counselling programme for develop the
employee skills.
3. If company is not provide the monitory scheme provide the nonmonitory schemes.
4. Company can change the supervision style.
5. Employees are satisfied with the overall job but not satisfied with the
company performance.
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Conclusion& Bibliography
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Appendix
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