Professional Documents
Culture Documents
Job Satisfaction
Of
Employee
At
MPPTCL
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1
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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and
secondary method
involves
data
structured
collection
through
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Introduction
Introduction
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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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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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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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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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Company Profile
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Introduction Of The
Organization
Historical Profile of Events
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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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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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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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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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
50%
40%
30%
20%
10%
0%
very high
high
average
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low
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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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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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.
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High
Average
Interpretation
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No
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Can't say
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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No
Interpretation
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Can't say
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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Interpretation
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Interpretation
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Ques 9)To What Extent Your Suggestions Are taken into consideration?
Always
Frequently
Occasionally
Rarely
Never
Interpretation
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No
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Interpretation
77% of the respondents agreed that they are proud to be the part of
the organization while 23% said they dont feel so.
FREQUENCY
PERCENTAGE
Monthly
16
40%
Half- yearly
08
20%
Yearly
14
35%
02
05%
TOTAL
40
100%
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5%
40%
35%
Monthly
Half yearly
Yearly
20%
Table showing whether MPSEB are receiving the job analysis notice in advance
PARTICULARS
FREQUENCY
PERCENTAGE
Yes
36
90%
No
04
10%
TOTAL
40
100%
36
40
35
30
No. of respondents
Yes
25
No
20
15
10
FREQUENCY
PERCENTAGE
Yes
32
80%
No
08
20%
TOTAL
40
100%
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8
Yes
No
32
to hold more policies other than the one you are using now
PARTICULARS
FREQUENCY
PERCENTAGE
Yes
28
70%
No
12
30%
TOTAL
40
100%
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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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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56
A.K. Singh
B.R. Duggal
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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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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Signature
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