Professional Documents
Culture Documents
COLLAGE GUIDE
Dr. SUNIL KUMAR TIWARI
HOD of MBA(HRD)
APS University Rewa (MP)
PREFACE
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
ACKNOWLEDGEMENT
MUKESH
KUMAR VISHWAKARMA
M.B.A.
(HRD) 3rd SEM.
A.P.S.UNIV
ERSITY, REWA (M.P)
DECLARATION
I, Mukesh Kumar Vishwakarma s/o Shri L.N.
Vishwakarma
student
of
3nd
Semester,
M
ukesh Ku.Vishwakarma
MBA(HRD)3rd sem
2009-2011
A.P.S.U.Rewa (M.P.)
CONTENT
S.No.
Topic
Chapter 1
Company Profile
Chapter 2
Introduction of Job
Satisfaction
Chapter 3
Objectives
Chapter 4
Research
Methodology
Chapter 5
Observation &
Findings
Chapter 7
Suggestions
Chapter 8
Bibliography
Chapter 9
Annexure
PART 1
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
INTRODUCTION
Job satisfaction is not the same as
motivation. It is more if an attitude, an internal state of the
person concerned. It could, for example, be associated with a
personal feeling of achievement.
Job satisfaction is an individuals
emotional reaction to the job itself. It is his attitude towards his
job.
Definitions:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
JOB
FAMILY
POLITICS
LIFE
LEISURE
Human life has become very complex and completed in nowa-days. In modern society the needs and requirements of the
people are ever increasing and ever changing. When the
people are ever increasing and ever changing, when the
peoples needs are not fulfilled they become dissatisfied.
Dissatisfied people are likely to contribute very little for any
purpose. Job satisfaction of industrial workers us very
important for the industry to function successfully. Apart from
managerial and technical aspects, employers can be
considered as backbone of any industrial development. To
utilize their contribution they should be provided with good
working conditions to boost their job satisfaction. Any
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
PAY
Wages do play a significant role in determining of
satisfaction. Pay is instrumental in fulfilling so many needs.
Money facilities the obtaining of food, shelter, and clothing
and provides the means to enjoy valued leisure interest
outside of work. More over, pay can serve as symbol of
achievement and a source of recognition. Employees often
see pay as a reflection of organization. Fringe benefits have
not been found to have strong influence on job satisfaction as
direct wages.
10
PROMOTION
Promotional opportunities have a moderate impact on job
satisfaction. A promotion to a higher level in an organization
typically involves positive changes I supervision, job content
and pay. Jobs that are at the higher level of an organization
usually
provide
workers
with
more
freedom,
more
SUPERVISION
Two dimensions of supervisor style:
1. Employee centered or consideration supervisors who
establish a supportive personal relationship with subordinates
and take a personal interest in them.
2. The other dimension of supervisory style influence
participation in decision making, employee who participates
in decision that affect their job, display a much higher level of
satisfaction with supervisor an the overall work situation.
WORK GROUP
Having friendly and co-operative co-workers is a modest
source of job satisfaction to individual employees. The
working groups also serve as a social support system of
11
WORK CONDITION
The employees desire good working condition because they
lead to greater physical comfort. The working conditions are
important to employees because they can influence life
outside of work. If people are require to work long hours
and / or overtime, they will have very little felt for their
families, friends and recreation outside work.
Individual factors:
Individuals have certain expectations from their jobs. If their
expectations are met from the jobs, they feel satisfied. These
expectations are based on an individuals level of education,
age and other factors.
12
Level of education:
Level of education of an individual is a factor which
determines the degree of job satisfaction. For example,
several studies have found negative correlation between the
level of education, particularly higher level of education, and
job satisfaction. The possible reason for this phenomenon
may be that highly educated persons have very high
expectations from their jobs which remain unsatisfied. In their
case, Peters principle which suggests that every individual
tries to reach his level of incompetence, applies more quickly.
Age:
Individuals experience different degree of job satisfaction at
different stages of their life. Job satisfaction is high at the
initial stage, gets gradually reduced, starts rising upto certain
stage, and finally dips to a low degree. The possible reasons
for this phenomenon are like this. When individuals join an
organization, they may have some unrealistic assumptions
about what they are going to drive from their work. These
assumptions make them more satisfied. However, when these
assumptions fall short of reality, job satisfaction goes down. It
starts rising again as the people start to assess the jobs in right
perspective and correct their assumptions. At the last,
particularly at the fag end of the career, job satisfaction goes
down because of fear of retirement and future outcome.
Other factors:
Besides the above two factors, there are other individual
factors which affect job satisfaction. If an individual does not
have favourable social and family life, he may not feel happy
at the workplace. Similarly, other personal problems
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
13
Nature of job:
Nature of job determines job satisfaction which is in the form
of occupation level and job content.
Occupation level:
Higher level jobs provide more satisfaction as compared to
lower levels. This happens because high level jobs carry
prestige and status in the society which itself becomes source
of satisfaction for the job holders.
For example, professionals derive more satisfaction as
compared to salaried people: factory workers are least
satisfied.
Job content:
Job content refers to the intrinsic value of the job which
depends on the requirement of skills for performing it, and the
degree of responsibility and growth it offers. A higher content
of these factors provides higher satisfaction. For example, a
routine and repetitive lesser satisfaction; the degree of
satisfaction progressively increases in job rotation, job
enlargement, and job enrichment.
Situational variables:
Situational variables related to job satisfaction lie in
organizational context formal and informal. Formal
organization emerges out of the interaction of individuals in
14
15
4. Opportunity:
It is true that individuals seek satisfaction in their jobs in the
context of job nature and work environment by they also
attach importance to opportunities for promotion that these
job offer. If the present job offers opportunity of promotion is
lacking, it reduces satisfaction.
1. Work group: Individuals work in group either created
formally of they develop on their own to seek
emotional satisfaction at the workplace. To the extent
such groups are cohesive; the degree of satisfaction is
high. If the group is not cohesive, job satisfaction is
low. In a cohesive group, people derive satisfaction
out of their interpersonal interaction and workplace
becomes satisfying leading to job satisfaction.
16
Productivity:
There are two views about the relationship between job
satisfaction and productivity
1. A happy worker is a productive worker,
2. A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship
between job satisfaction and productivity; when job
satisfaction
increases,
productivity
increases;
when
17
expectations
from
individuals
for
job
Extrinsic
reward
Perceived equity
of rewards
Performanc
e
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
18
Satisfaction
Intrinsic
reward
THE RELATION BETWEEN PERFORMANCE AND SATISFACTION
Absenteeism:
Absenteeism refers to the frequency of absence of
job holder from the workplace either unexcused absence due
to some avoidable reasons or long absence due to some
unavoidable reasons. It is the former type of absence which is
a matter of concern. This absence is due to lack of satisfaction
from the job which produces a lack of will to work and
alienate a worker form work as for as possible. Thus, job
satisfaction is related to absenteeism.
HIGH
TURNOVER
JOB
SATISFACTION
ABSENCES
LOW
LOW
HIGH
19
Employee turnover:
Turnover of employees is the rate at which employees leave
the organization within a given period of time. When an
individual feels dissatisfaction in the organization, he tries to
overcome this through the various ways of defense
mechanism. If he is not able to do so, he opts to leave the
organization. Thus, in general case, employee turnover is
related to job satisfaction. However, job satisfaction is not the
only cause of employee turnover, the other cause being better
opportunity elsewhere.
For example, in the present context, the rate of turnover of
computer software professionals is very high in India.
However, these professionals leave their organizations not
simply because they are not satisfied but because of the
opportunities offered from other sources particularly from
foreign companies located abroad.
20
DIMENSIONS
INDIVIDUAL
ENVIRONMENTAL
SOCIAL
ORGANIZATIONAL
CULTURAL
FACTORS
FACTOR
FACTOR
FACTOR
21
Environmental
factors:-Economic,
social,
IMPORTANCE
TO
STUDY
JOB
SATISFACTION
The importance to the study of job satisfaction level is very
important for executives. Job satisfaction study importance
can be understood by the answer of the following question
1) Is there room for improvement?
2) Who is relatively more dissatisfied?
3) What contributes to the employee satisfaction?
4) What are the effects of negative employee attitudes?
22
work
underlies
self-esteem
and
identity
while
23
24
SATISFIED EMPLOYEE
25
work
arrangements,
possibly
including
telecommuting
Up-to-date technology
26
employee's
personal
characteristics,
the
manager's
personal
27
28
29
30
challenging,
supportive,
and
rewarding
work
31
32
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably
the most famous job satisfaction model. The main premise of
this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job.
Further, the theory states that how much one values a given
facet of work (e.g. the degree of autonomy in a position)
moderates how satisfied/dissatisfied one becomes when
expectations are/arent met. When a person values a particular
facet of a job, his satisfaction is more greatly impacted both
positively (when expectations are met) and negatively (when
expectations are not met), compared to one who doesnt value
that facet. To illustrate, if Employee A values autonomy in the
workplace and Employee B is indifferent about autonomy,
then Employee A would be more satisfied in a position that
offers a high degree of autonomy and less satisfied in a
position with little or no autonomy compared to Employee B.
This theory also states that too much of a particular facet will
produce stronger feelings of dissatisfaction the more a worker
values that facet.
Dispositional Theory
Another
well-known
job
satisfaction
theory
is
the
33
provide
people
with
satisfaction,
for
example
34
35
Responsibility.
36
37
38
INDUSTRIAL PROFILE
HISTORY OF POWER SECTOR DEVELOPMENT
IN INDIA
Power Development :
The electric power generation in India on a commercial basis
is almost a
39
about 4.1
installed
COMPANY PROFILE
40
STRATEGIC INITIATIVES:
NTPC has acquired 44.6% equity stake in Transformers &
Electrical
Kerala
Ltd.
(TELK)
for
manufacturing
of
41
42
signed
with
BEML for
joint
business
43
signed
with
Arunachal
Pradesh
for
44
45
46
INTRODUCTION TO NTPC
VINDHYACHAL
47
Project name:
Station
Address:
P.O.vindhyanagar-486585,
Distt. Singrauli, Madhya Pradesh
Approved capacity:
Stage-II
500X2MW, Stage-III 500X2MW)
Coal source:
Water source:
Beneficiary States:
Madhyapradesh, Chattisgarh,
Maharashtra, Gujrat,
Goa, Daman & Diu and Dadar Nagar
Haveli
Approved investment:
crores,
stage-III Rs 4201.5 crores
Unit I
: 210MW
October 1987
Unit I
: 500MW July
1988
Unit III
: 210MW
February 1989
Unit IV
: 210MW
December 1989
48
Unit V
: 210MW
March 1990
Unit Commissioned
Unit VI
: 210MW
February 1991
Unit VII
: 500MW
March 1999
Unit
VIII:
500MW
February 2000
Unit IX
: 500MW July
2006
Unit X
: 500MW March
2007
International assistance
USSR-stage-I
World Bank under Time Slice
Loan Stage-II
49
clearance
and
CEA techno
economic
BENEFICIAL STATES
1. Madhya Pradesh
2. Chhattisgarh
3. Maharastra
4. Gujarat
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
50
Power allocation:
Madhya Pradesh
23.1%,
Chattisgarh
4.2%,
Maharashtra
31.9%,
Gujrat
23.9%,
1.9%
Unallocated
15%
COAL SOURCE
Northern coal field ltd. (NCL) mines
Project
Distance
Dudhichua
7KM
Nigahi
10KM
Jayant
5KM
51
NTPC MISSION
52
NTPC VISION
VINDHYACHAL VISION
53
CORE VALUE
Business Ethics
Customer Focus
Organizational &
Professional
Pride
o Mutual
Respect and
Trust
54
Innovati
on and
Speed
Total
Quali
ty
for
Exce
llenc
e
NTPC OBJECTIVES
55
56
57
NTPC
strongly
believes
in
achieving
organizational
the project
58
59
from
HR FUNCTIONS AT NTPC
The entire gamut of functions relating to HR in NTPC has
been organized under three levels, viz. Corporate, Regional
and Project levels. The responsibilities vary from level to
level depending on the tasks assigned, accountability and
implementation criteria. An overview of these functions is
hereby given in this section.
60
Development,
Organizational
Resource research
61
organization
structure,
development
specification/descriptions.
with
the
various
of
Recruitment
activities
job
deals
pertaining
to
of
office
facilities
and
62
training
programmes
under
the
63
64
working
environment
in
accordance
with
innovation,
speed
&
efficient
minimization,
maximization,
developing
ash
utilization
&
maintaining
E-Mail Policy
NTPCs EOP & communication department is making
every effort to provide its employees with best technology
available to conduct the companys official business. In this
65
standalone
computer
systems
designed
to
be
AN OVERVIEW
Project
NTPC OWNED
COAL
GAS/LIQ.FUEL
TOTAL
OWNED BY JVs
No of
projects
15
07
22
Commissioned
capacity
(MW)
22,895
3,955
26,850
66
COAL
GAS/LIQ.FUEL
GRAND
03
01
26
314*
740**
27,904
TOTAL
*captive power plant under JVs with SAIL
** power plant under JV with GAIL,FLs&
MSEB
PROJECT PROFILE
Coal based power stations
Coal based
1. Singrauli
Korba
2.
3. Ramagunda
4.
m
Farakka
State
Uttar Pradesh
Chattisgarh
Andhara
Pradesh
West Bengal
Commissioned
Capacity
(MW)
2,000
2,100
2,600
1,600
67
3,260
2,000
1,340
840
68
Coal/hydro
State
Fuel
1.
Kahalgaon stage II
Bihar
Coal
Additional
capacity under
implementation
(MW)
500
2.
Coal
500
1980
3.
4.
(stage II)
Barh
Bhilai (exp.power
Bihar
Chattisgarh
Coal
Coal
500
1980
500
5.
6.
7.
8.
Chattisgarh
West Bengal
Uttar Pradesh
Andhara
Coal
Coal
Coal
Coal
500
500
980
1000
9.
(stageII)
Koldam (HEPP)
Pradesh
Himachal
hydro
800
Pradesh
Uttarakhand
Uttrakhand
hydro
hydro
600
520
Chattisgarh
vishungad(HEPP)
Total (coal +hydro)
10,860
69
PART -3
OBJECTIVE OF THE
STUDY
OBJECTIVES
70
job
satisfaction
among
Work
environment
in
the
organization.
To
know
whether
the
71
72
73
RESEARCH
METHODOLOGY
74
DATA COLLECTION
For any study there must be data for analysis
purpose. Without data there is no means of study. Data
collection plays an important role in any study. It can be
collected from various sources. I have collected the data
from two sources which are given below:
1.
Primary Data
Personal Investigation
Observation Method
2.
Secondary Data
75
drawn.
76
DATA ANALYSIS
&
INTERPRETATION
Table No: 1
Working hours are convenient for me.
1
2
3
4
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
2
1
14
61
77
strongly Agree
Total
22
100
CHART1
Interpretation:
From the above chart and table it is clearly evident
that 22% of the
respondents strongly agree that working hours are
convenient from them
and 61% agree with that and 14% neither agree nor
disagree and 1%
disagree with the working hours and 2% are strongly
against working
hours.
Table No: 2
I'm happy with my work place
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
78
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
1
3
10
55
31
100
Chart 2
Interpretation:
From the above table it is clear that 31% respondents
are strongly agree and
55% respondents are agree that they are happy with
their work place only
and 10% employees are neutral with their work
place & 3% disagree and 1% strongly disagree
towards their work place.
79
Table No: 3
I feel i have too much work to do
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
10
26
45
17
100
Chart 3
Interpretation:
From the above table it is quite clear that the work
load is not
80
Table No: 4
Safety measures provided by the company
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
3
7
6
58
26
100
CHART 4
Interpretation:
81
TABLE NO. 5
My relationship with my supervisor is cordial
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
2
6
55
35
100
CHART 5
82
Interpretation:
From the above table it is clear that relationship
between
employees and their supervisors are cordial because
35% of respondents
strongly agreed to it and 55% agreed to it and only 2
&2 % disagreed and
6% of respondents have neither agreed nor
disagreed.
TABLE NO 6
My supervisor is not partial
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
3
7
56
32
100
CHART 6
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
83
Interpretation:
From the above table it is evident that the
supervisors are not
partial to the employees as 32% strongly agreed and
56% agreed to the
question but 3% disagreed and 2% strongly
disagreed and 7% of respondents have neither agreed
nor disagreed.
TABLE NO 7
My supervisor considers my idea too while taking
decision
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
1
8
64
25
100
84
CHART 7
Interpretation:
From the above table it is clear that 64 and 25% of
the
respondents agree that supervisors consider their
employees ideas also
and only 1 &2% disagreed and 8% neither agreed
nor disagreed.
TABLE NO 8
I'm satisfied with the support from my co-workers
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
2
7
59
30
100
85
CHART 8
Interpretation:
From the above table it is clear that relation with coworkers is
quite good as nearly 89% of the respondents agree
that they are satisfied
with support from co-workers and only 4% disagreed
and 7% have no
answer to this.
TABLE NO 9
People here have concern from one another
and tend to help one another
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
0
5
11
66
18
100
86
CHART 9
Interpretation:
From the above table it is clear that in this
organization people
have concern over each other as 18% strongly agreed
and 66% agreed
and only 5% disagreed and 11% neither agreed nor
disagreed.
TABLE NO 10
I'm satisfied with the refreshment facilities
1
2
3
4
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
8
7
12
57
87
strongly Agree
Total
16
100
CHAR10
Interpretation:
From the above table it is clear that 16% employees
are strongly satisfied
with the refreshment facilities offered by the
company as 7% of
respondents disagreed and 8% strongly disagreed
and 12% neither
agreed nor disagreed and only 57% agreed.
88
TABLE NO 11
We are provided with the rest and lunch room and
they are good
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
7
17
34
32
10
100
CHART 11
Interpretation:
From the above table it is quite evident that 7%
strongly
disagreed and 17% of the respondents disagreed and
34% neither agreed
nor disagreed and only 42% of the respondents are
satisfied with the rest
and lunch room provided.
89
TABLE NO 12
The parking space for our vehicles are satisfactory
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
6
11
61
20
100
CHART 12
Interpretation:
From the above table it is clear that respondents are
not satisfied
with the parking facilities provided by the company
as 2% of
respondents
strongly
disagreed
and
6%
of
90
Table no 13
I fell I'm paid a fair amount for the work i do
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
3
1
12
50
34
100
Chart 13
Interpretation:
From the above table it is evident that the
respondents are
satisfied with their salary as 50% agree and 34%
strongly agree. Only
`1% disagree and 3% strongly disagree, 12% neither
agree nor disagree.
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
91
Table no 14
I'm satisfied with the chances for my promotion
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
3
7
11
43
36
100
Chart 14
Interpretation:
From the above table it is quite clear that employees
are satisfied
with their chances for promotion as 43% agree and
36% strongly agree.
Only 7% disagree and 3% strongly disagree, 11%
neither agree nor
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
92
disagree.
Table no 15
I'm satisfied with the allowances provided by the
organization
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
2
8
50
38
100
Chart 15
Interpretation:
From the above table it is clear that the employees
are satisfied
with the allowances and other benefits provided by
the organization as
93
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
1
10
54
33
100
CHART 16
Interpretation:
From the above table it is evident that employees
boss are
94
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
2
14
57
25
100
CHART 17
Interpretation:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
95
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
5
9
8
52
26
100
Chart 18
Interpretation:
Mukesh Kumar Vishwakarma MBA (HRD) A.P.S.University Rewa (M.P.)
96
9%
respondent
disagree
from
the
Table no 19
I am happy with hospital facility at NTPC.
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
26
19
21
27
7
100
Chart 19
Interpretation:
97
Table no 20
I am satisfied with the sports facilities.
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
7
7
27
50
9
100
Chart 20
98
Interpretation:
From the above table it is clear that the employees
are satisfied
with the sports facilities provided by the organization
as
50% agree and 9% strongly agree. Only 7% disagree
and 7% strongly
disagree, 27% neither agree nor disagree
Table no 21
I am satisfied with welfare facilities of NTPC.
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
5
5
7
71
12
100
Chart 21
Interpretation:
99
the
welfare
facilities
provided
by
the
organization as
71% agree and 12% strongly agree. Only 5%
disagree and 5% strongly
disagree, 7% neither agree nor disagree
Table no 22
Overall I'm satisfied with my job
1
2
3
4
5
Strongly Disagree
Disagree
Neither Agree Nor Disagree
Agree
strongly Agree
Total
2
1
6
52
39
100
Chart 22
100
Interpretation:
From the above table it is evident that Overall
satisfactions of the
respondents are good as 52% agree and 39%
strongly agree. Only 2%
strongly disagree and 1% disagree and 6% neither
agree nor disagree.
FINDINGS
101
respondents
relationship
with
the
communication
and
motivation
of
102
103
SUGGESTION
AND
RECAMANDATION
In the organization most of employees are satisfied
with all the facilities provided by company. But there
are some employees also who are not satisfied with
the company. Management should try to convert
unsatisfied employees in to satisfied employees.
Because if employee is not satisfied than the he is
not able to give his 100% to his work and the
productivity of employee decrease. So management
should try to satisfied his employees because
employees are the assets of the company not a
liabilities.
LIMITATIONS OF THE STUDY
Limitation are as follows
Data
collected
is
based
on
questionnaire.
The number of employees in NTPC (VSTPS)
is more, so sample size is
limited by 100.
104
would
take
any
action
against them
The findings and conclusions are based
on knowledge and experience of the
respondents sometime may subject to bias.
BIBLIOGRAPHY
BOOKS:
Ashwathapa K., Human Resource Management
(third edition), Tata Mc Graw Hill
Publication Company Ltd.
Chhabra. , T. N. Human Resource Management,
Dhanpat Rai $Co(P)Ltd. India, ninth edition.
Web-Site:www.ntpc.co.in
www.google.com
105
ANNEXURE
106
Questionnaire
Strongl Disagr
Q
NO.
Question
ee
Neither
(2) Agree
Disagr
nor
ee
Disagr
(1)
ee
the
4.
5.
6.
cordial.
My senior is not partial.
My senior considers my ideas while
7.
taking decision.
I am satisfied with the support I get from
8.
my coworkers.
People here have concern from one
9.
10.
facility.
We are provided with the rest and lunch
11.
12.
13.
satisfactory.
I feel I am paid a fair amount for the
107
(4 Agr
)
(3)
2.
3.
Agre Stro
work I do.
I am satisfied with the chances for my
14.
promotion.
I am satisfied with the allowances
15.
16.
17.
18.
of the company.
I am happy with hospital facility at
19.
20.
NTPC.
I am satisfied with the sports facilities.
I am satisfied with welfare facilities of
21.
NTPC.
Overall I am satisfied with my present
22.
job.
Thanking you
108