Bausch+lomb Employee Satisfaction Survey

1
INDEX
Particulars
Page no.
Executive summary
Introduction
3-7
Company profile with SWOT 8-16

analysis
Theoretical Aspects of
Satisfaction
Research Methodology
Job 17-22
23-24
Data Analysis
25-49
Findings & Suggestion
50-53
Questionnaire
Bibliography
54-56
57
Executive Summary
The core objective of the internship is to get the hands-on experience of the real world
organization and is to fill the requirement of the BBA program as prescribed by the IPU
University.
The main aim of the study is to analyze and examine level of job satisfaction among the
Bausch & Lomb India Pvt. Ltd employees and to know the problems faced by the
employees of the various categories. It further explains the area on which employees are
mostly dissatisfied. The level of satisfaction has been measured, through a survey, mainly
based on the following factors
Salaries
Incentives Schemes
Working Environment
Management relationship with employees
Facilities provided to employees
Policies
Employee Training
Based on that survey it was found that besides several other factors the economic
development of a country depends upon the effective functioning of employees.
Motivated employees always have higher productivity & this is only possible by taking
necessary steps for the satisfaction of employees in their respective jobs. The
management should be more helpful and sympathetic towards the problems faced by the
workers at the workstation.
Introduction
Human resource is considered to be the most valuable asset in any organization. It

is the sum-total of inherent abilities, acquired knowledge and skills represented by the
talents and aptitudes of the employed persons who comprise executives, supervisors and
the rank and file employees. It may be noted here that human resource should be utilized
to the maximum possible extent, in order to achieve individual and organizational goals.
It is thus the employees performance, which ultimately decides, and attainment of goals.
However, the employee performance is to a large extent, influenced by motivation and
job satisfaction
The term relates to the total relationship between an individual and the employer
for which he is paid. Satisfaction does mean the simple feeling state accompanying the
attainment of any goal; the end state is feeling accompanying the attainment by an
impulse of its objective. Job satisfaction does mean absence of motivation at work.
Research workers differently described the factors contributing to job satisfaction and job
dissatisfaction.
The survey made regarding the job satisfaction in Bausch & Lomb will facilitate
and enables the management to know the perceptions and inner feelings regarding the job
they are performing on day-to-day basis. The term job satisfaction reveals and focuses on
the likes and dislikes of the employees of Bausch & Lomb. In this particular study the
researchers tries to identify the causes for satisfaction and dissatisfaction among the
employees. So this is the most effective and selective instrument for diagnosing and
peeping into the employees problems.
Job satisfaction survey can give the most valuable information the perceptions and
causes. For satisfaction/dissatisfaction among the employees attitude towards job
satisfaction may be either positive or negative. This positive feeling can be re-in forced
and negative feelings can be rectified. This survey can be treated as the most effective and
efficient way, which makes the workers to express their inner and real feelings
undoubtedly.
For any future course of action/ development, which involves employees
participation, is considered. The management will get a picture their employees
acceptance and readiness. This survey also enables to avoid misinterpretations and helps
management in solving problems effectively. It is observed during study some of the
employees accepted the proposal survey research.
A perfectly contentment and satisfaction motivates an employees to be confident
with a high morale, it is an asset to organization as a whole.
Thus the high motivation and morale of an employee make him to remain in the
organization and encourage him to face cut throat competition and gives him enough
dynamism to face challenges.
Every human being possess him own unique resource, if properly channels it by
supportive and supplement, ultimately for achieving organization goals.
As proper breathing and diet is necessary to healthy human being so as is contentment to
the job satisfaction. This contentedness ultimately acts as a key factor to human resource
development.
Definition
Job satisfaction refers to a persons feeling of satisfaction on the job, which acts as
a motivation to work. It is not the self-satisfaction, happiness or self-contentment but the
satisfaction on the job.
Hoppock describes job satisfaction as any combination of psychological,
physiological and environmental circumstances that cause and person truthfully to say I
am satisfied with my job.
Job satisfaction is defined as the, pleasurable emotional state resulting from the
appraisal of ones job as achieving of facilitating the achievement of ones job values.
OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction
among the Bausch & Lomb India Pvt. Ltd employees and to know the problems faced by
the employees of the various categories. The specific objectives are as follows:
o To present a profile of Bausch & Lomb and organizational structure etc.,
o To identify the extent of job satisfaction in the Bausch & Lomb employees.
o To evaluate the working environment in Bausch & Lomb.
o To examine satisfaction regarding the salary and other benefits of its employees.
o To suggest suitable measures to improve the overall satisfaction of the employees in
the organization.
SCOPE OF THE STUDY

The study is limited to the employees working in Bausch & Lomb Gurgaon office. The
study tries to understand the level of satisfaction among the employees of Bausch &
Lomb. It further explains the area on which employees are mostly dissatisfied.
Job satisfaction of the employees has been analyzed on the basis of the following
seven job related factors.
Salaries
Incentives Schemes
Working Environment
Management relationship with employees
Facilities provided to employees
Policies
Employee Training
PROFILE OF
BAUSCH & LOMB INDIA
PRIVATE LIMITED
Bausch & Lomb Inc. is the United States' leading ophthalmic goods firm and stands as
one of the premiere contact lens manufacturers in the world. The company also produces
Ray-Ban sunglasses, the best-selling line of sunglasses in the world, as well as several
other brands of high-end sunglasses.
It sold such unrelated units as its skin care products and its oral care business and
directed acquisitions toward high-margin eye care products, such as those for ophthalmic
surgery.
The company's pharmaceutical unit was also narrowing its focus to prescription and overthe-counter ophthalmic. Valeant Pharmaceuticals International, Inc., (NYSE: VRX)
(TSX: VRX) completed its acquisition of Bausch + Lomb in August, 2013. Valeant
Pharmaceuticals International, Inc. (NYSE/TSX: VRX) is a multinational specialty
pharmaceutical company that develops, markets and manufactures a broad range of
pharmaceutical products primarily in the areas of dermatology, eye health, neurology and
branded generics. Bausch + Lomb, is the well-known company and respected for
healthcare brands in the world.
The Company offers the widest and finest range of eye care products including contact
lenses and lens care products, pharmaceuticals, intraocular lenses and other surgery
products. The company is solely dedicated to protecting and enhancing the gift of sight
for millions of people around the world from the moment of birth through every phase
of life. Bausch and Lomb marked its commercial operations presence in 1992 with vision
care business in India and then started surgical Business in 1998.
Currently the company is the market leader in contact Lens & Lens care categories and is
ranked as the 3rd largest in the surgical Ophthalmology space.
Bausch and Lomb India is known for introducing world class products in consistent
fashion. Bausch and Lomb then entered into Aesthetics segment with wide range of
invasive and noninvasive aesthetics treatments into the anti-ageing, skin tightening, bodycontouring and skin enrichment segment.
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Contact lens maker Bausch & Lomb entered India's aesthetic market with the launch of
American brands like Thermage and Fraxel.
The company entered into aesthetic market with launch of brands like Thermage, Fraxel
and clear+Brilliant. India is the 3rd largest country in terms of sales revenue in the south
Asia Region.
Accountability the company take responsibility to deliver on duties and promises to the
stakeholders. Creativity and Entrepreneurship the Company constantly search for new
ways to do things better while creating value. Resourcefulness the Company work best as
a lean, high-performing workforce and invest in resources only where it makes business
sense to do so.
Speed The Company make decisions and work quickly without sacrificing execution.
Transparency The Company share information openly and communicate directly.
Teamwork and Talent Development the Company strive to build the best team in the
industry by investing in one another.
PEOPLE STRATEGY Bausch and Lomb people strategy is a critical component in the
Bausch and Lomb way of driving performance. It acts as a roadmap for attracting,
retaining and developing our most valuable assets People. The strategy sets out specific,
actionable steps that are in place, to support employees worldwide in becoming the best at
what they do.
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Vision & Mission Statement
i. Vision: To be number one the most admired and valuable health & Wellness
Company transforming lives positively.
ii. Mission: Build value for all stakeholders by providing innovative health and
wellness solutions to the community we serve. B&L helping consumers to see
better to live better through innovative technology and design.
iii. The most important objective is to serve all our stakeholders, patients &
consumers who use the companys products, physicians who recommend them
and the customers who provide retail outlets for these products.
iv. Implementation of Triple play as a regular commercial proposition
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Business Strategy
Business strategy is to focus on core geographies. The growth of the business is further
augmented through lower risk, out-put focused research which can primarily be achieved
by:
Focusing on innovation through internal research and development, acquisition and in
licensing
. Focusing on capabilities and critical skills needed to bring new technologies to the
market.
Focusing on productivity through measures such as outsourcing commodity services
and leveraging industry overcapacity
In addition to product development and selective acquisitions, their strategy also involves
deploying cash through repurchases and debt repayments, as well as share buybacks. This
strategy allows them to maximize both the profitability and growth rate of the Company
and to enhance shareholder value.
13
Product / Business Portfolio
Bausch + Lomb offer the worlds widest and finest range of products. In
India It has following Business units:
Business Units
Vision care Refractive Aesthetics
Surgical
The product portfolios under each Business units are as under:

Vision care- This division deals with contact lens and lens care products. B&L contact
lens offerings span the entire spectrum of wearing modalities and include such wellknown brand names as PureVision, SofLens, Boston and Optima. B&L lens care products
include Biotrue and renu brand of chemical disinfectants for soft contact lenses as well as
the Boston line of products for cleaning GP contact lenses.
Refractive- Offers full spectrum of leading laser procedures
Aesthetics- Provides innovative safe and effective derma solutions for patients.
Surgical- It provides the worlds most valuable ophthalmic experience. Devices &
machines for cataract and vitreoretinal surgery. The products are:
Phaco equipment
Intra ocular lenses
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Company Management
MANAGING DIRECTOR
DIRECTOR(SURGICAL)
MR.SANJAY BHUTANI
MR.PREMAL PANDYA
DIRECTOR(VISION CARE)
MR.INDRANEEL CHAKRAVARTY
Sanjay
Bhutani
Organization Chart of Bausch & Lomb:

India Managing Director Office
Organization Structure
Managing Director
(Sanjay Bhutani)
Finance controller
(Nidhish Moghe)
Sales Director-VC(Inderanil
Chakravarothy
Finance
Manager
HR
Manager
Finance
Executiv
e
HR
Executiv
e
RBM
ASM
SSE/SE
(Source-HR department)
SWOT ANALYSIS
Sales Director-SU, AE
& Ref Premal Pandya
RBM
ASM
Supply Chain
Director- K.Y
Shankar
Senior
Manager
Manager
SSE/SE
Executive
Executiv
e
15
Strengths:
Trust, mutual respect and ethical behavior are essential to Bausch + Lombs
relationships with eye care professional partners, customers, and employees. In
these relationships, they conduct their business with the highest ethical standards
always assuring that their behaviors are consistent with both the letter and the
spirit of company policies, laws and regulations and with the exercise of good
business judgment. (Source Bausch + Lomb Code of Business Conduct and
Ethics.)
Bausch & Lomb India owns more than 60 % market share in lens category and
around 90% market share in lens care category (source : Press release by
indiantelevision.com Posted on : 26 Nov 2014)
Bausch & Lomb Brands has strong reputation in the market.
Employees are assets. The people of Bausch + Lomb are the driving force behind
what they accomplish for their customers and patients.(source : Our People
Strategy in Action available on website)
Bausch + Lomb is committed to good corporate citizenship and donates millions

of dollars and thousands of volunteer hours to hundreds of organizations
worldwide that support their mission of perfecting vision and enhancing life.
(Source : Website)
B+L competitors are slow to adopt new technologies.
Weaknesses:
Bausch & Lomb has little market presence in tier 3 cities.

Marketing spends are very low.
Dropout rate of consumers are very high
Low penetration in India
Low product range Vs competition in Surgical Business
Opportunities:
B+L business sector is expanding, with many future opportunities for success.
Parent co wants to encourage Indian businesses.
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Threats:
Developments in technology may change this market beyond B+L ability to adapt.
The competitor Cooper Vision is very aggressive in marketing
A small change in the focus of a large competitor might wipe out any market
position B+L achieve.
Conclusion- B+L should decide to specialize in rapid response, good value services to
local businesses and expand his distribution reach to Tire 3 cities. Marketing would be in
selected local publications to get the greatest possible market presence for a set
advertising budget, and the B&L should keep up-to-date with changes in technology
where possible. B&L should also make their policies employees friendly.
17
Theoretical
of
Job Satisfaction
Aspects
18
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.
The success of any organization depends on the effective utilization and motivation of
human resources..
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 a 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 to survive.
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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.
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.
They are:
1) Fulfillment theory
2) Discrepancy theory
3) Equity theory
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4) Two-factor 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.
(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.
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(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 dis-satisfiers the
absence of which cause dissatisfaction however their presence does not result in job
satisfaction.
This theory is considered invalid as a person can get both satisfaction and dissatisfaction
at the same time.
DETERMINANTS OF JOB SATISFACTION

According to Abraham A. Kumar there two types of variables, which determine the job
satisfaction of an individual. These are:
1.
1.
Organization Variables
2.
Personal Variables
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. The relationship may
also stem from the need fulfillment theory.
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
22
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.
v.
Interaction among Employees: Here the question is, when interaction in

the work group is a source of job satisfaction and when it is not.
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
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
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Research Methodology
Universe & Sources of data
In the preparation of this report, the primary data is collected from questionnaire and
secondary data from company Journals, magazines, newspapers and web sites.
Sample size:
The satisfaction survey has been conducted among all India Employees. There are 190
employees in the Gurgaon office of Bausch & Lomb. The responses were received from
130 employees which are close to 70%.
Methods of data collection
Data, which is gathered by administering questionnaires, was processed in simple manner
to determine the level of satisfaction among employees. Every response was assigned
some score based on this overall satisfaction level was determined.
It has been analyzed with 3 methods.
1. At over all Company level. Satisfaction of overall employees for each question
has been interpreted.
2. At Department Level: the overall responses have been categorized into the
following department & responses of each questions has been analyzed.
a.
b.
c.
d.
e.
f.
Sales
Commercial
Service
Supply Chain
Finance & IT
General & Admin
3. At experience level: Employees has been categorized into following 2 groups &
has been analyzed thru CHI square test.
1. Exp 1- All employees who have more than 3 year
experience in this company has been considered in this
group.
2. Exp 2-All employees who have less than 3 year experience
in this company has been considered in this group.
24
Tools and techniques of analysis of Data
Chi-Square Test
The Chi-Square Independence Test is used to determine whether two categorical variables
associated with the same item act independently on that item.
The project analyses dependency the results of the various questions in the questionnaire
on experience of the employee.
n
Chi-Square Statistic= X2= (Actuali Expectedi )2

i=1
Expectedi
Contingency Table
A contingency table is a two-way cross-tabulation. Each row in the contingency table is
associated with one of the levels of one of the categorical attributes and each column is
associated with one of the levels of the other categorical attribute.
Data collected is carefully tabulated and analyzed by using satisfaction methods and also
various graphs and % methods are used to present the data.
25
DATA ANALYSIS
26
DATA ANALYSIS Company level
1. Are you satisfied with the wages paid to you?

Yes
No
80
20
(Data in Percentage)
Yes
No
Interpretation: 80 percent of the employees are satisfied with the wages paid to tem.
Only 20 percent of the employees feel that there should be a hike in wages paid to them.
27
2. Do you have any incentives wage schemes for efficient work on your organization?
Yes
No
70
30
80
70
60
50
40
30
20
10
0
Yes
No
Interpretation: 70 percent of the employees feel that there should be an incentive wage
scheme for efficient work in the organization.
28
3. Are you satisfied with the present working conditions and environment?
Yes
No
90
10
No
Y es
10
20
30
40
50
60
70
80
90
100
Interpretation: Almost all the employees are satisfied with the present working
conditions and environment.
29
4. Is the management helpful and sympathetic to your problems?
To Some extent
To Large extent
70
30
70
60
50
40
30
20
10
0
Yes
No
Interpretation: 70% of the employees feel that the management is sympathetic to some
extent in their problems faced at workstation.
30
5. Are you satisfied with the facilities provided with the organization?
To Some extent
To Large extent
90
10
90
80
70
60
50
40
30
20
10
0
Yes
No
Interpretation: Almost all the employees are satisfied with facilities provided with the
organization.
31
6. Does the management have good relation with the employees?
To Some extent
To Large extent
70
30
70
60
50
40
30
20
10
0
Yes
No
Interpretation: 70% of the employees feel that the management has a good relation with
the employees and only 30% of them feel that the management should improve their
relation with the employees.
7. Do you feel that the company policies really protect your interest?
To Some extent
To Large extent
60
40
32
Yes
No
(
Data in Percentage)
Interpretation: 60% of the employees feel that the company policies really protect their
interest. 40% of them feel that their interests are not protected.
33
8. Do you have any problems with the present management setup?
YES
NO
10
90
Interpretation: 90% of the employees are satisfied with the present management setup
and the other 10% is not satisfied and feel that there should be change in the setup.
34
9. -Do you feel that the company policies should be changed?
To Some extent
To Large extent
60
40
60
50
40
30
20
10
0
Yes
No
Interpretation: 60% of the employees feel that the company policies should be changed
and 40% of them feel that the policies of the company are up to their satisfaction.
35
10. Does the company provide any training to improve your performance? If yes, are you
satisfied with the training provided?
To Some extent
To Large extent
90
10
Yes
No
Interpretation: Almost all the employees are satisfied with the training provided by the
company to improve their performance.
36
DATA ANALYSIS Department level

Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
37
32
6
9
13
7
No
10
7
2
1
2
4
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
%
Yes
79%
82%
75%
90%
87%
64%
No
21%
18%
25%
10%
13%
36%
% Yes
% No
Interpretation: More than 75 percent of the employees are satisfied with the wages paid
to them in all departments except in General & Admin. 36 percent of the employees feel
that there should be a hike in wages paid to them.
37
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
35
28
7
6
10
6
%
Yes
74%
72%
88%
60%
67%
55%
No
12
11
1
4
5
5
No
26%
28%
13%
40%
33%
45%
General and Admin.

Finance & IT
Supply chain
% No
% Yes
Service
Commercial
Sales
0%
20%
40%
60%
80%
100%
Interpretation: More than 1/4th employees in all departments except service feel that
there should be a change in incentive wage scheme for efficient work in the organization.
38
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Numbers
Yes
42
36
8
9
12
10
No
5
3
0
1
3
1
%
Yes
89%
92%
100%
90%
80%
91%
No
11%
8%
0%
10%
20%
9%
% Yes
% No
Interpretation: Most of the employees are satisfied with the present working conditions
and environment.
39
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Numbers
Yes
35
26
4
9
8
7
No
12
13
4
1
7
4
%
Yes
74%
67%
50%
90%
53%
64%
No
26%
33%
50%
10%
47%
36%
% Yes
% No
Interpretation: Close to 50% employees in service and finance feel that management is
not helpful to their problems whereas in other departments this percentage goes down to
less than 37%.This shows that management is helpful to the employees who are directly
related to sales.
40
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Numbers
Yes
41
36
8
9
13
10
No
6
3
0
1
2
1
%
Yes
87%
92%
100%
90%
87%
91%
No
13%
8%
0%
10%
13%
9%
% Yes
% No
Interpretation: Almost all the employees are satisfied with facilities provided with the
organization.
41
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
32
28
6
8
11
6
No
15
11
2
2
4
5
%
Yes
68%
72%
75%
80%
73%
55%
No
32%
28%
25%
20%
27%
45%
90%
80%
70%
60%
50%
40%
30%
% Yes
20%
% No
10%
0%
Interpretation: Employees in sales (32%) and general & admin (45%) feel that the
management should do more to improve their relationship.
42
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
29
25
6
6
9
4
No
18
14
2
4
6
7
%
Yes
62%
64%
75%
60%
60%
36%
No
38%
36%
25%
40%
40%
64%
80%
70%
60%
50%
40%
30%
20%
% Yes
% No
10%
0%
Interpretation: More than 60% employees in all department except general & admin
(36%) feel that the current policies really protect their interest.
43
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Numbers
Yes
4
4
0
0
1
1
No
43
35
8
10
14
10
%
Yes
9%
10%
0%
0%
7%
9%
No
91%
90%
100%
100%
93%
91%
% Yes
% No
Interpretation: Most of the employees are satisfied with the present management setup
in all departments.
44
9. Do you feel that the company policies should be changed?
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
31
23
5
6
9
7
No
16
16
3
4
6
4
%
Yes
66%
59%
63%
60%
60%
64%
No
34%
41%
38%
40%
40%
36%
70%
60%
50%
40%
30%
20%
10%
% Yes
% No
0%
Interpretation: close to 60% of the employees feel that the company policies should be
changed and close to 40% of them feel that the policies of the company are up to their
satisfaction.
45
10. Does the company provide any training to improve your performance?
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
44
38
8
10
14
11
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
No
3
1
0
0
1
0
%
Yes
94%
97%
100%
100%
93%
100%
No
6%
3%
0%
0%
7%
0%
% Yes
% No
Interpretation: Almost all the employees are agreeing that training is provided to
improve their performance.
46
11.
If yes, are you satisfied with the training provided?
Department
Sales
Commercial
Service
Supply chain
Finance & IT
General and Admin.
Numbers
Yes
43
37
8
9
11
10
No
4
2
0
1
4
1
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
%
Yes
91%
95%
100%
90%
73%
91%
No
9%
5%
0%
10%
27%
9%
% Yes
% No
Interpretation: Almost all the employees are satisfied with the training provided by the
company to improve their performance.
47
Data Analysis-At experience level

Hypothesis-The level of experience of employees has no effect on the satisfaction with
the wages paid to them.
The Chi-square statistic is 0.0078. The P value is 0.929433. This result is not significant
at p < 0.05.
Thus, the null hypothesis cannot be rejected.
Hypothesis-The experience level of employees has no effect on the incentives given to
them.
The Chi-square statistic is 0.2843. The P value is 0.59389. This result is not significant at
p < 0.05.
Hypothesis-The experience level of employees has no effect on the satisfaction of
employees towards present working conditions and environment.
at p < 0.05.
48

Hypothesis- Employees feel that management is helpful to their problem irrespective of
their level of experience.
at p < 0.05.
Hypothesis-The experience level of the employees has no significant effect on the level
of satisfaction with the facilities provided in the organization.
at p < 0.05.
Hypothesis-The level of experience of employees have no significant effect on the
relations of management and employees.
The Chi-square statistic is 0.723. The P value is 0.395155. This result is not significant at
p < 0.05.
49
Hypothesis-The experience level of the employees have no significant effect on the
satisfaction level of employees towards company policies.
at p < 0.05.
satisfaction level of employees towards the present management setup.
at p < 0.05.
9. If yes, are you satisfied with the training provided?

satisfaction level of employees with the training provided to them.
at p < 0.05.
50
Finding & Suggestions
51
Findings
Most of the employees are satisfied with the wages paid to them. In General &
Admin. 36 percent of the employees feel that there should be a hike in wages paid
to them. . The result is independent of experience group.
70 percent of the employees feel that there should be an incentive wage scheme
for efficient work in the organization. Employees in service feel that there should
be a change in incentive wage scheme for efficient work in the organization. . The
result is independent of experience group.
Almost all the employees in all departments are satisfied with the present working
conditions and environment.
Over all 70% of the employees feel that the management is sympathetic to some
extent in their problems faced at workstation. When we further drill down to
department wise we find Close to 50% employees in service and finance feel that
management is not helpful to their problems whereas in other departments this
percentage goes down to less than 37%.This shows that management is helpful to
the employees who are directly related to sales. The result is independent of
experience group.
Almost all the employees in all departments are satisfied with the facilities
provided with the organization.
Overall 70% of the employees feel that the management has a good relation with
the employees. Employees in sales (32%) and general & admin (45%) feel that the
management should do more to improve their relationship. The result is
independent of experience group.
60% of the employees feel that the company policies really protect their interest,
but 64% employees in general & admin feel that their interests are not protected.
90% of the employees are satisfied with the present management setup and the
other 10% is not satisfied and feel that there should be change in the setup.
52
60% of the employees feel that the company policies should be changed and 40%
of them feel that the policies of the company are up to their satisfaction
Almost all the employees are agreeing that training is provided to improve their
performance. The result is dependent on experience group. Employees having
higher experience in this company feel that training provided to them is sufficient
to improve their performance whereas newer employees are not satisfied with the
current training.
53
SUGGESTIONS:
.
Close to 50% employees in service, Finance and IT are dissatisfied with the
managements approach to solve their problems. Therefore management should be
more helpful and sympathetic towards the problems faced by the workers at the
workstation and ask for suggestions from the employees from every department
about their problems.
More than 60% employees in all the departments feel that the current company
policies should be changed. This shows that the current policies are not meeting
the expectations of the employees. Therefore the company policies should be
reviewed & revise in such a way that it protects the interests of all employees
regardless of their department.
More than 33% employees in shared services i.e. supply chain, finance and
general and administration are dissatisfied with the current incentive schemes.
Management should alter the current schemes to make it lucrative to employees of
all departments.
Chi 2 analysis shows that employees having experience of more than 3 years feel
that the training provided to them should be more effective. Therefore there
should be an effective training system which will help to enhance the performance
& skills of all employees regardless of their experience.
It has been observed that the satisfaction level is very high of employees who are
directly related to the sales i.e. sales, commercial and service whereas the
satisfaction level is average of the employees in shared services/support function
i.e. supply chain, finance, IT and general & administration. Management should
give equal importance to all the departments and there should be more
participation from shared services employees in defining the policies.
54
Annexures
55
QUESTIONNAIRE
A.
Profile:
Name
Department
Designation
Date of Joining

(a)
Yes
(b)
No
2. Do you have any incentive wage schemes for efficient work in your
organization?
(A).
Yes
(b).
No
(A).
Yes
(b).
No

(A).
Yes
(b).
No
(A).
Yes
(b).
No
56
(A).
Yes
(b).
No
(A).
Yes
(b).
No

(A).
Yes
(b).
No
9. Do you feel that the company policies should be changed?

(A).
Yes
(b).
No
10. Does the company provide any training to improve your performance?
(A).
Yes
(b).
No
11. If yes, are you satisfied with the training provided?

(A).
Yes
(b).
BIBLIOGRAPHY
No
57
Books
:
Davis, Keith. Human Relations in Business. New York: McGraw-Hill Book
Company, 1957, Chapter 13, 14.
Haire, Mason. Psychology in Management. New York: McGraw-Hill Book

Company, 1956, Chapter 4.
Dooher, m. Joseph (Editor). Effective communication on the job. New York:

American Management Association, 1956.
Newspaper
Sushma, Bausch & Lomb enters Indian aesthetic market, Times of India, Nov
30, 2014.
Internet
http://www.bausch.com/our-company/about-bausch-lomb/the-bauschlomb-story#.Vi2OqtIrLIU (10/8/15)
http://www.bausch.com/our-company/people-strategy#.Vi2PMtIrLIU (10/8/15)
http://www.bausch.in/en-in/our-company/business-integrity (16/10/15)
http://www.bausch.in/en-in/our-company/community-relationships (16/10/15)
http://onlinestatbook.com/2/chi_square/Chi_Square.html (16/10/15)
http://onlinelibrary.wiley.com/ (23/8/15)
N.R.Indran, Bausch & forays into India thriving $230 million Market, India
Times, Nov 26, 2014 .
.
--*--

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1

Company profile with SWOT 8-16

Findings & Suggestion

Human resource is considered to be the most valuable asset in any organization. It

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

Vision & Mission Statement

iv. Implementation of Triple play as a regular commercial proposition

Product / Business Portfolio

The product portfolios under each Business units are as under:

Organization Chart of Bausch & Lomb:

Bausch & Lomb Brands has strong reputation in the market.

Bausch + Lomb is committed to good corporate citizenship and donates millions

B+L competitors are slow to adopt new technologies.

Bausch & Lomb has little market presence in tier 3 cities.

I am satisfied with the job is one way to define job satisfaction.

Group and social relationship outside the job.

Job satisfaction is the favorableness or un-favorableness with which employees

In order to understand job satisfaction, perhaps the first step should be to

Job Satisfaction Leads To

(3) Equity Theory

(4) Two-Factor Theory

DETERMINANTS OF JOB SATISFACTION

variety and nature of tasks called for is a function of occupational level.

Considerate Leadership: People to be treated with consideration. Hence

Interaction among Employees: Here the question is, when interaction in

Interaction is more satisfying when:

Tools and techniques of analysis of Data

Chi-Square Statistic= X2= (Actuali Expectedi )2

DATA ANALYSIS Company level

1. Are you satisfied with the wages paid to you?

4. Is the management helpful and sympathetic to your problems?

6. Does the management have good relation with the employees?

8. Do you have any problems with the present management setup?

9. -Do you feel that the company policies should be changed?

DATA ANALYSIS Department level

General and Admin.

4. Is the management helpful and sympathetic to your problems?

6. Does the management have good relation with the employees?

8. Do you have any problems with the present management setup?

9. Do you feel that the company policies should be changed?

If yes, are you satisfied with the training provided?

1. Are you satisfied with the wages paid to you?

4. Is the management helpful and sympathetic to your problems?

9. If yes, are you satisfied with the training provided?

Finding & Suggestions

1. Are you satisfied with the wages paid to you?

4. Is the management helpful and sympathetic to your problems?

6. Does the management have good relation with the employees?

8. Do you have any problems with the present management setup?

9. Do you feel that the company policies should be changed?

11. If yes, are you satisfied with the training provided?

Haire, Mason. Psychology in Management. New York: McGraw-Hill Book

Dooher, m. Joseph (Editor). Effective communication on the job. New York:

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