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JOB SATISFACTION OF EMPLOYEE AT MPSEB

Job Satisfaction
Of
Employee
At
MPPTCL

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JOB SATISFACTION OF EMPLOYEE AT MPSEB

INDEX
Sr. No.

Particulars

Page No.
(i)
(ii)
(iii)
(iv)

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

Forward
Declaration
Certificate of company
Acknowledgement
Executive Summary
Introduction
Company Profile
Objective of The Study
Research Methodology
Data Analysis & Interpretation
Findings
Suggestions
Conclusion
Bibliography
Annexure

Executive
Summary
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EXECUTIVE SUMMARY
The research is on the basis of A STUDY ON JOB SATISFACTION OF
EMPLOYEES ATMPSEB.No company cannot achieve its goals if it does not have
the right set of employees. The employees in a company largely determine the
success of the company. This is the reason why companies put in extensive efforts in
choosing candidates for their company. Most of the times, skills and knowledge of
the employee is considered to gauge his performance in the company. One factor that
is being overlooked by most of the company owners is employee satisfaction.
Various surveys and researches have shown that employee satisfaction plays a pivotal
role in performance of the candidate. If any company wants to draw out the best from
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its employees then it should provide best means to satisfy the need and requirements
of its customers. Before one can know various ways to facilitate employee
satisfaction, it is essential to understand what does it actually mean.The study was
based on the descriptive research design. The sampling design being used here is
Simple Random Sampling. The sample size 100 has been used.
Thus this report seeks to utilize primary research, through
questionnaires

and

secondary method

involves

data

structured

collection

through

magazines and websites.


The tools being used for analysis and interpretation are Percentage methods,
Graphs & Pie Charts.
The Suggestion made by the employees where mostly implemented whenever they
were applicable.

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JOB SATISFACTION OF EMPLOYEE AT MPSEB

Introduction

Introduction
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A system which seeks to merge the activitiesassociated with human resource


management (HRM) and information technology (IT) into one commondatabase
through the use of enterprise resource planning (ERP)software. The goal of HRIS is
to merge the different parts of human resources, including payroll, labor productivity,
and benefitmanagement into a lesscapital-intensive system than the mainframes used
to manage activities in the past.
Human Resource Development (HRD) is the framework for helping employees
develop their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes an opportunities as employee training, employee
career development, performance management and development, coaching,
succession planning, key employee identification, tuition assistance, and organization
development.
The focus of all aspects of Human Resource Development is on developing the most
superior workforce so that the organization and the individual employees can
accomplish their work goals in service to customers.
Human Resource Development can be formal such as in classroom training, a college
course, or an organizational planned change effort. Or, Human Resource
Development can be informal as in employee coaching by a manager. Healthy
organizations believe in Human Resource Development and cover all of these.
Job satisfactionthe sense of fulfillment and pride felt by people who enjoy their work
and do it well. This feeling is enhanced if the significance of the work done and its
value are recognized by those in authority (see empowerment; motivation; selfactualization).
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The factors that determine job satisfaction are investigated by industrial and
organizational psychology because it is widely accepted that a satisfied workforce is
more productive and compliant than a dissatisfied force. The general conclusion is
that to motivate and reassure employees, managers should encourage the sense of
community felt by everyone in a successful organization, in addition to broadening
their jobs (see job enlargement; job enrichment) and praising their work.

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Concept Of Human Resource


The term human resorce may be defined as the total knowledge, skill, creative
abilities, talents & aptitudes of an organizations work force, as well as the values,
attitudes, approaches & beliefs of the individuals involved in the affairs of the
organization. It is the sum total or aggregate of inherent abilities, acquired knowledge
& skills represented by the talent & and aptitude of the persons employed in an
organization.
Several terms have been used by various management thinkers to represent
human resources. These include personnel, people at work, manpower, Staff,
& employee. Whatever may be the term used,

the human resources of an

organization include all individuals engagedin various organizational activities in


different level.
According to Leon C. Megginson, from the national point of view, human
resources may be defined the knowledge, skills, creative abilities, talents & aptitudes
obtained in the population; whereas from the point of view of the individual
knowledge & skill as exemplified in the talents & aptitudes of there employees.
Juices Michael calls these resources, human factor which refer to a whole
consisting of interrelated interdependent & interacting physiological, psychological,
sociological, & ethical components. Thus, human resources are multi-dimensinal in
nature. They work in the organization for the fulfillment of their needs. These needs
may be physiological, social& psychological.

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Human Resource
Development
Human Resource Development (HRD) is the framework for helping employees
develop their personal and organizational skills, knowledge, and abilities. Human
Resource Development includes such opportunities as employee training, employee
career development, performance management and development, coaching,
succession planning, key employee identification, tuition assistance, and organization
development.
The focus of all aspects of Human Resource Development is on developing the most
superior workforce so that the organization and individual employees can accomplish
their work goals in service to customers.
Human Resource Development can be formal such as in classroom training, a college
course, or an organizational planned change effort. Or, Human Resource
Development can be informal as in employee coaching by a manager. Healthy
organizations believe in Human Resource Development and cover all of these

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Job Satisfaction
Defination:The satisfaction or utility that a worker receives from employment. Job satisfaction
might result from the working environment (friendly co-workers, supportive boss) or
from the type of work performed (playing sports, creating artwork, accomplishing
goals). Satisfaction generated by a job is part of the "total compensation" an
employee receives, meaning workers with more job satisfaction are often willing to
accept a lower monetary wage the sense of fulfillment and pride felt by people who
enjoy their work and do it well. Various factors influence job satisfaction, and our
understanding of the significance of these stems in part from Frederick Herzberg. He
called elements such as remuneration, working relationships, status, and job security
"hygiene factors" because they concern the context in which somebody works.
Hygiene factors do not in themselves promote job satisfaction, but serve primarily to
prevent job dissatisfaction. Motivators contribute to job satisfaction and include
achievement, recognition, the work itself, responsibility, advancement, and growth.
An absence of job satisfaction can lead to poor motivation, stress, absenteeism, and
high labor turnover
Job satisfactionThe sense of fulfillment and pride felt by people who enjoy their work
and do it well. This feeling is enhanced if the significance of the work done and its
value are recognized by those in authority (see empowerment; motivation; selfactualization).
The factors that determine job satisfaction are investigated by industrial and
organizational psychology because it is widely accepted that a satisfied workforce is
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more productive and compliant than a dissatisfied force. The general conclusion is
that to motivate and reassure employees, managers should encourage the sense of
community felt by everyone in a successful organization, in addition to broadening
their jobs (see job enlargement; job enrichment) and praising their work.
An absence of job satisfaction has been blamed for absenteeism, accident proneness,
high labour turnover rates, poor industrial relations, and a demotivated workforce that
produces

shoddy

work

(see

alienation).

Organizational psychologists have shown that apart from the human needs fulfilled
by working, satisfaction is also related to the expectations aroused by the job: both
the needs and the expectations require fulfillment if the job is to provide satisfaction.
How to get more than satisfaction at work.
Find meaning in your work, even if your job is un-challenging, or menial, finding
meaning will make it much more bearable, if indeed that is how you feel.(that your
work is unbearable)

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There are three levels of meaning, that we as workers can obtain from our work.
No meaning. Work makes no sense to you
Work has meaning because it supports you and your family
Work has meaning in itself because you are contributing to something great or
you are making the world a better place.
The important thing here is that to some of us, work has no meaning, or that the job
they do has no meaning (to them). The difference is that some people understand the
meaning of their work, and sadly some don't.

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10 Ways to Maintain Your Meaning for Work
Believe - Believe in what you are doing
Be Honest - Trust in yourself and in others
Don't be afraid - Fear can and will hold you back - Overcome your fears
Be objective - Look at the big picture
Respect differences - Be non judgmental
Learn from your mistakes - Learning is key
Support your co-workers Be enthusiastic - Enthusiasm is contagious
Be results orientated - Performance = potential minus interference
Work as part of a team -

From Satisfied to Happiness


Once you have found your own meaning for work, then you are on the right
track towards happiness, for it is surely happiness that we all seek, in any activity?
There is of course an added bonus here, you can tell all of your friends and
family, work colleagues and associates
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Dimensions Of Job Satisfaction


Job satisfaction is a complex concept and difficult objectively. The level of job
satisfaction is affected by a wide range of variables relating to individual, social,
cultural, organizational and environmental factors as stated below:
Individualfactors:

Personality, education, intelligence & abilities, age,

marital status and orientation to work.


Social factors:

Relationship with co-workers, group working and norms,

opportunities for interaction, informal relations etc


Cultural factors: Attitudes, beliefs and values.
Organizational factors:

Nature and size of organization, formal structure,

personnel policies and procedures, industrial relation, working conditions,


nature of work, supervision and styles of leadership.
Environmental factors:

Economic, social, technical and governmental

influences.

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Consequences Of Job
Dissatisfaction
High degree of absenteeism
High Labour Turnover
Negative publicity about the organization
Decreased productivity
Lower efficiency
Inferior quality work
More errors while performing work
Frustration
Lack of enthusiasm

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Lack of resistance to change

Measures To Increase Job


Satisfaction
Right job for the right person
The very first suggestion to increase the job satisfaction among employees is
that the allocation of the work among the employees must be made on scientific basis
so that right job is allocated to the right person.
Proper remuneration
The remuneration must be adequate & proper so that the employees may feel that
they are being duly awarded for their job.
Security of job
The job of employees must be secured so that they may feel stable in their jobs.
Promotion opportunity
Promotion opportunities must be available to the employees so that they may
contribute their best efforts to achieve the targets.
Freedom to work
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Adequate freedom must be granted to the employees to do their work so that


they may satisfy their ego.

Company Profile

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Introduction Of The
Organization
Historical Profile of Events

The Electricity (supply) Act, 1948 is a landmark in the history of power


development in our country. Conceived in the background of post war reconstruction and
development, it aimed at the coordinated development of electricity on a regional basis to
enable centralized generation, bulk supply and systematic distribution in an efficient and
economical manner under the control and direction of one authority. This laid down the
basis for the formation of State Electricity Boards.n
The Madhya Pradesh Electricity Board was the first board to be formed in the
country, on 9 Dec 1950. At that time the jurisdiction of the board covered the
Mahakaushal region of the present state of Madhya Pradesh and Vidarbha region of the
present Mahakaushal State.
The board in its present form was constituted with effect from the 01 April 1957 in
pursuance of the state, Re-organization Act, 1956. Thus its jurisdiction extends to the
whole of the State of Madhya Pradesh. Established in 1950, by the covenant of
Government, the Madhya Pradesh Electricity Board for the M.P.S.E.B. has successfully
shouldered the awesome responsibility of making the power reach to millions in the
gigantic state of Madhya Pradesh. Responsible of the generation, transmission and
distribution of Electricity, the M.P.S.E.B. has recorded significant and consistent success
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in providing vitally needed power to the industrial, agricultural, commercial and
domestic sectors. One of the oldest Electricity Boards in the country, the M.P.S.E.B. has
truly grown in every dimension over the last four decades. Barely seven years after its
inception, the Electricity Department of functional Madhya Pradesh Bharat, were Vindya
Pradesh and Bhopal merged into it enlarging its functional areas enormously. With
headquarters at Shakti Bhawan Jabalpur, the Board is functionally divided into eight
regions. Its manpower strength of almost a hundred thousand personnel, spread
throughout Madhya Pradesh ensures the reach of power deep into the hinterland. Both in
spirit and objective the M.P.S.E.B. has filled an ongoing dedication to its mission-socially
committed, environmentally conscious and commercially profitable. In that endeavor the
Board has laid thrust not only in constantly improving the quality of supply and service,
provided to consumers. Today it forms a crucial pivot in the development of Indias
largest State.

M.P.S.E.B. as an Organization
The constitution and composition of the State Electricity Boards, is laid down
under section 5 of the Electricity (supply) Act, 1948. Accordingly the Board shall consist
of not less than three and not more than seven members appointed by the State
Government, one of whom would be appointed a Chairman. The chairman conducts its
full time conduct the day-to-day work. The ex-officials members attend the meeting of
the Board and they represent the policy of the government.
The Government of Madhya Pradesh vide order dated 1 st July, 02 has incorporated
Madhya Pradesh PaschimKshetraVidyutVitran Company Limited as a wholly owned
Government of Madhya Pradesh corporations under the Companies Act, 1956 to
undertake activities of distribution and retail supply for and on behalf of Madhya Pradesh
State Electricity Board in the areas covered by the Commissionaires of Indore and Ujjain.
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Govt. of MP proposed a transient phase in which the assets and liabilities would
continue to be serviced by the Board, with only the operational activities being vested
onto this order dated 16th July, 02 has granted approval to this reorganization and bringing
in economy and efficiency in the operational activities of electricity sector.

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Objectives of MPSEB
The main objectives are to achieve efficiency gains and making necessary changes
to make the Company commercially viable, progressively self sustainable and less
government dependent and at the same time, balancing the interest of the consumers in
regard to quality of service and economical tariff. The plan includes among other things,
metering, billing, collection, identifying the present deficiencies and the improvements to
be made, mapping supply feeders, measurements of energy supplied to feeders and audit,
study of losses and scheme for progressive reduction, in input cost, consumer affairs
handling, investments required for improvements in the distribution system etc.

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ELECTRICITY ACTWe recognize that for the success of reforms the support from customers remain
vital. We therefore focus on providing the best service to the customers that include
quality and reliable supply, quicker attention to fuse off calls and billing related
problem.The Acts related with electricity are Electricity Act 1910, Electricity Supply Act
1948, Elecctricity Act2003, M.P. Electricity Reforms Act2000.
MPSEB and its companies are also setting certain target in respect of consumer
care.

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Objective
Of
The study

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Objective Of The Study


Madhya Pradesh PoorvaKeshtra which one of the largest utility public sector
undertaking power generator and distribution. Its network is spread all over the state of
M.P. there are thousands of employees working in the organization.
In such a large organization with so many employees it is obvious that there will be
immense scope for my study. City division East power house has been selectedfor field
work & study of Indian Market.
The main objectives of this are as follows:
1. The major objective of this research study is to find the satisfaction level of the
employees of Madhya Pradesh PoorvaKeshtraregarding their job.
2. To what extent does the dimensions like salary, reward policies, job security,
working conditions, supervision etc affect the job satisfaction level.
3. To discover the areas of low satisfaction and to find ways to improve it.

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Research
Methodology

Research Methodology
Research in common parlance refers to a search for knowledge. Research is an academic
activity and as such the term should be used in technical sense.
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According to CLIFORD WOODY research comprises defining and
redefining problems, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data, making deduction and reaching conclusion, and at last
carefully testing the conclusion to determine whether they fir the formulating hypothesis.
Various uses of having a research design are as follows:
It provides answers to various questions such as What is the object of research?
What data are needed and how will these are gathered?
What will be the time, place and sample of study?
How will the data be analyzed and interpreted?
It acts as a standard guidepost, which helps the researchers in measuring his/her
shortcomings and deviations in actual research and later on.
It forestalls the possibility of a fruitless enquiry and acts as an insurance against future
failure.

Research Methodology Used In


The Project

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According to Charles Pierce, the great American Philosopher, there are four
methods of knowing about four acts of fixing our beliefs about various matters. These are
tenacity, authority, intuition and science.
Tenacity is the tendency to continue to believe a proposition through habit or
inertia. We accept a proposition as true, simply because we have always believed it to be
true. When differences of opinion surface, there is no satisfactory method for knowing
which of several tenaciously held beliefs is correct.
Another method commonly used to know the fact is to consult some authority.
Instead of holding on doggedly to ones beliefs, their confirmation is sought from some
expert in the area concerned. Example: a medical doctor, an organizational consultant, a
lawyer, a politician, a philosopher, a religious leader etc. but these experts may also differ
in there opinion. So this is not satisfactory way of knowing about facts.
Intuition is another method of knowing about facts. This method relies upon its
appeal to reason. Propositions, which agree with reason, are considered to be correct,
they are self evident.
The last method is scientific research. It involves investigation of some
hypothetical propositions. It is systematic and controlled. It is systematic and controlled.
It is empirical in nature based on larger experience of others. The investigator does not
rely on his/her own senses. It also includes all the above mentioned methods to some
extent.

METHODOLOGY
The input in report incorporates the qualitative information obtained from personal
interviews and interactions with some key members of the management. The data was
obtained from 30 members of the organization that responded to the questions asked.
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THE ENTIRE PROCESS


The next step was to design the entire work. The step is very important in any
research. It is on the effectiveness of this step that the ultimate reliability and validity of
research finding depends. Since the research used here is non-experimental type the
following sources were used to make it effective:

Collection of DataIt is essential to collect PRIMARY DATA to make sample survey. A successful and the
most popular technique of data collection is through a questionnaire, thus a questionnaire
was framed and distributed manually among the employees of M.P.S.E.B. (Shakti
Bhawan), Jabalpur.

Preparation of QuestionnaireFormal questionnaire was designed to conduct the study. The final version of
questionnaire was achieved after a pilot study, discussion and analysis. The proof the
survey includes firstly visiting the employees of M.P.S.E.B. (Jabalpur) and solicit their
suggestion for improvement. Secondly questionnaire were distributed manually among
30 employees of M.P.S.E.B. (Shakti bhavan), Jabalpur.
Questionnaire was prepared consisting of 10 questions relating to various aspects of
Job Satisfaction. Each question covers a different dimension of Job Satisfaction. There
are options in each question and for each alternative/option total respondents are
identified and noted. Each question is analyzed separately. Based on the total number of
respondents Bar graph are prepared which shows the total percentage of respondents
who are favoring a particular option in each question. Each is supported by charts to
facilitate ease of understanding.

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SAMPLE PLAN
1. Units-Employees of M.P.S.E.B. (SHAKTI BHAVAN), JABALPUR
2. Size- 30 respondents.

ANALYSIS OF DATA
Three preliminaries should be followed for analyzing a data: Editing
Classifying
Coding
The contents of data obtained in the study were carefully checked for any possible
inconsistencies or incompleteness. And then finally the data was interpreted to reach a
final conclusion.

Data Analysis
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And
Interpretation

Analysis And Interpretation


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Ques 1) To what extent are you satisfied with the job?
Very high
High
Average
Low
Not at all satisfied
60%

50%

40%

30%

20%

10%

0%
very high

high

average

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low

not at all satisfied

JOB SATISFACTION OF EMPLOYEE AT MPSEB

Interpretation
55% of the respondents were satisfied with the job, 10% are highly
satisfied while 20% indicates the low level of satisfaction.
Ques 2) Indicate the extent of satisfaction regarding following dimensions?
SALARY
Very high
High
Average
Low
Not at all satisfied

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Interpretation
81% of the respondents were satisfied with the salary structure ,
15% were not satisfied while 4% of the respondents were not at all satisfied
WORKLOAD
Very high
High
Average
Low
Not at all satisfied

Interpretation
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26% of the respondents were highly satisfied with the amount of
workload, 52% were satisfied with the workload , 15% found it average while 8% of
the respondents were not satisfied with the workload

REWARDS
Very high
High
Average
Low
Not at all satisfied
40%
35%
30%
25%
20%
15%
10%
5%
0%
Very high

High

Average

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Low Not at all satisfied

JOB SATISFACTION OF EMPLOYEE AT MPSEB

Interpretation
Majority of the respondents were not at all satisfied with the
reward system of the organization, 24% were satisfied with the reward system while
19% found it to be average.

CHANCES OF CAREER ADVANCEMENT


Very high
High
Average
Low
Not at all satisfied

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40%
35%
30%
25%
20%
15%
10%
5%
0%
Very high

High

Average

Interpretation
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Low Not at all satisfied

JOB SATISFACTION OF EMPLOYEE AT MPSEB


Majority of the respondents were of the opinion that they are not
satisfied with the chances of career advancement, 35% found it to be average while
only 8% found it to be satisfactory

Ques 3) Are you planning to switch to another job?


Yes
No
Cant Say
70%
60%
50%
40%
30%
20%
10%
0%
Yes

No

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Can't say

JOB SATISFACTION OF EMPLOYEE AT MPSEB

Interpretation
58% of the respondents admitted that they are planning to switch
the job, 30% said No while 12% cannot say anything on this topic.

Ques 4) Are you of the opinion that your job is according to your qualification?
Yes
No
Cant Say

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90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes

No

Interpretation
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Can't say

JOB SATISFACTION OF EMPLOYEE AT MPSEB


83% of the respondents agreed that the job is according to their
qualification, 4% said no while 13% cannot say anything on this topic.

Ques 5) Are your superiors supportive when you ask for help?
Yes
No
Cant Say

Interpretation
65% of the respondents agreed that the superiors are very
supportive, 25% said No while 10% cannot say anything on this topic.
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Ques 6) Are you satisfied with the benefits and facilities which are provided by the
organization?
Yes
No

Interpretation
72% of the respondents agreed that they are fully satisfied with
the benefits and facilities given by the organization, 28% responded negatively

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Ques 7) Do you feel that there is job security in the organization?


Very high
High
Average
Low
Not at all satisfied

Interpretation

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49% of the respondents feel that there job is highly secure, 36%
feels it satisfactory, 12% feels that there job is not secure while 3% feels that the job
is not at all secure.

Ques 8) Rate the effectiveness of the communication channel of the organization?


Very effective
Effective
Average
Poor
Cant say

Interpretation

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40% of the respondents feel that the communication channel is
satisfactory, 47% said it is average while 10% feels that the communication channel
is very poor.

Ques 9)To What Extent Your Suggestions Are taken into consideration?
Always
Frequently
Occasionally
Rarely
Never

Interpretation

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Majority of the respondents agreed that occasionally there
suggestions are taken into consideration while 17% think there suggestions are
usually ignored.

Ques 10) Do you feel proud to be the part of this organization?


Yes
No
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes

No

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JOB SATISFACTION OF EMPLOYEE AT MPSEB

Interpretation
77% of the respondents agreed that they are proud to be the part of
the organization while 23% said they dont feel so.

Table showing how frequently respondents like their satisfaction


PARTICULARS

FREQUENCY

PERCENTAGE

Monthly

16

40%

Half- yearly

08

20%

Yearly

14

35%

One time single

02

05%

TOTAL

40

100%

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5%
40%

35%

Monthly

Half yearly

Yearly
20%

One time single premimum

Table showing whether MPSEB are receiving the job analysis notice in advance
PARTICULARS

FREQUENCY

PERCENTAGE

Yes

36

90%

No

04

10%

TOTAL

40

100%

From the above table it can be inferred that:


90 % of the respondents have agreed that they are receiving job opportunity
notice in advance.
10 % of the respondents have not agreed that they are receiving others job.
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36

40
35
30
No. of respondents
Yes

25

No

20
15
10

Table showing the respondents opinion regarding whether MPSEB website


www.mpseb.com is informative & suggestive
PARTICULARS

FREQUENCY

PERCENTAGE

Yes

32

80%

No

08

20%

TOTAL

40

100%

From the above table it can be inferred that:


80 % of the respondents have an opinion that MPSEB website is informative &
suggestive.

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Satisfaction on information given by MPSEB website

8
Yes

No

32

20 % of the respondents have an opinion that MPSEB website is not Table


showing the number of respondents who are interested in

to hold more policies other than the one you are using now
PARTICULARS

FREQUENCY

PERCENTAGE

Yes

28

70%

No

12

30%

TOTAL

40

100%

From the above table it can be inferred that:


70 % of the respondents are interested to hold more policies.
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30%
Yes

No

70%

30 %

of the respondents are not interested to hold more than one policy.

Findings

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Findings
Major Findings
More than half of the respondents find their job quite satisfactory.
The employees seem to be quiet comfortable with the working provided to
them.
The salary is comparatively satisfactory & so majorities of respondents &
comfortable with it.
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The satisfaction level regarding the reward system seems to be low. A chunk
off portion of the respondents has shown their dissatisfaction with the reward
system.
Chances of career development also seemed to be not that much satisfactory.

Suggestions
Following are the suggestions which can be useful for the improvement of job
satisfaction level amongst the employees:
Performance of the employees has to be evaluated efficiently
All the policies need to be revised regularly
Mere revision of the policies is not sufficient. Proper communication is also very
important.
To develop more enthusiasm and zeal amongst employees, a new promotion policy
need to be designed
Performance based incentives and rewards should be given frequently
Instead of giving merely seniority wise promotion skills, abilities and experience
should also be taken into consideration.
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Common SugestionFrom
Employees
1. Proper training should be imparted to re-deployed employees.
2. Boosting environment should be created for the employees to perform better.
3. Computerization of all the departments should be done properly so as to make
the work easier & more systematic.
4. Rationalization of work should be done properly as some of the employees are
overloaded with work & find great difficulty with excessive working hours

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Conclusion
Based on the analysis of the data collected, the following conclusions drawn are:
The satisfaction level of the employees of MPSEB regarding their job is high
Except a few dimensions, all other dimensions like salary, job security, working
conditions, communication channel, supervision etc are provided to the employees
in the best possible manner.
The dimensions which need more attention are workload and chances of career
advancement especially policies regarding promotions and training & development
There isnt much utilization of Reward system, which again is a very important
dimension to increase the morale and job satisfaction amongst the employees.

Annexure
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Bibliography
Tata Mc. Graw-Hill
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Publishing co. ltd. 3rd edition
HRM&D

A.K. Singh
B.R. Duggal

Sunrise Publication 1st edition.


HRD Prof. P.C. Tripathi
Sultan Chandra & sons
Education publication new Delhi
5th Edition 2003

Website
www.mpseb.org
www.wikipedia.org
www.mpsebjobs.com

Questionnaire
Ques 1) To what extent are you satisfied with the job?
A. Very high
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B. High
C. Average
D. Low
E. Not at all satisfied

Ques 2) Indicate the extent of satisfaction regarding following dimensions?

A. WORKLOAD
Very high
High
Average
Low
Not at all satisfied
B. REWARDS
Very high
High
Average
Low
Not at all satisfied
C. CHANCES OF CAREER ADVANCEMENT
Very high
High
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Average
Low
Not at all satisfied
D. Non Of
Ques 3) Are you planning to switch to another job?
Yes
No
Cant Say
Ques 4) Are you of the opinion that your job is according to your qualification?
Yes
No
Cant Say
Ques 5) Are your superiors supportive when you ask for help?
Yes
No
Cant Say
Ques 6) Are you satisfied with the benefits and facilities which are provided by the
organization?
Yes
No
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Ques 7) Do you feel that there is job security in the organization?


Very high
High
Average
Low
Not at all satisfied
Ques 8) Rate the effectiveness of the communication channel of the organization?
Very effective
Effective
Average
Poor
Cant say
Ques 9) To What Extent Your Suggestions Are taken into consideration?
Always
Frequently
Occasionally
Rarely
Never
Ques 10) Do U feel Proud to be the part of this organization?
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Yes
No

Signature

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