Final Project

CHAPTER -1
INTRODUCTION
1
AN INTRODUCTION TO EMPLOYEE SATISFACTION
1.1 INTRODUCTION:
Employee satisfaction has defined as function of perceived performance and expectations. It

is person’s feeling of pleasure or disappointing resulting form comparing a product outcome
to his/her expectations. If the performance falls short of expectations, the employee
dissatisfied and if it matches the expectations, the employee satisfied. A high satisfaction
implies improvement efficiency and performance for doing work or service. The process is
however, more complicated then it appears.it is important for any organization to offer high
satisfaction, as it reflects high loyalty and it will not lead to switching over one at better
comes in.
Employee satisfaction is a prerequisite for the customer satisafaction.
Enhanced employee satisfaction leads to higher level of employee retention.
A stable and committed workforce ensures successful knowledge transfer, sharing,and

creation a key to continuous improvement ,innovation, and knowledge-based customer
satisfaction.
When companies are committed with providing high quality products and service; when
companies set high work standards for their employees ‘when employees are empowered
through training and development, provided with knowledge and information , permitted to
make mistakes without punishment ,and trusted ‘ they will experience an increase in their
level of satisfaction at work.
This level of satisfaction can be enhanced further if teamwork and visionary leadership are
introduced.
Continuous improvement comes from the efforts of the empowered employees motivated by
visionary leadership. This is supported by the findings that empowerment and visionary
leadership both have significant correlation with employee satisfaction. Teamwork is also
supported by the findings. In addition, the study found significant correlation between
employee satisfaction and employee’s intension to leave.
2
1.2 HISTORY:
Benjamin Schneider a professor of organizational psychology at the university of Maryland may

be the father of the To study & analysis of employee satisfaction. Schneider was able to prove a
statistical link between employee satisfaction and customer satisfaction during his work.
1. From this point other studies have been conducted including the highly respected “The
service profit chain”
2. That linked satisfied employees with an increase in customer satisfaction resulting in

increased profits. You will start to see that there is an evolution of surveys .The employee
opinion survey led to research that linked employee satisfaction to increased customer
satisfaction and increased profitability and as more research was done the employee
satisfaction survey evolved into the employee commitment survey. Currently the
employee satisfaction survey is used by organization that have not moved to the
employee engagement survey.
1.3 DEFINITION:
The term employee satisfaction was brought to limelight in 1935.the studies conducted prior
to 1933 by Hoppock observed that employee satisfaction is combination of
psychological,physiological and environment circumstances that cause person to say “ I am
satisfied with my job.
1. Employee satisfaction is “a set of favorable and unfavorable feelings with which

employees view their work.”
2. Employee satisfaction will be as “ the amount of overall positive affect that individual
have towards their jobs.
3
1.4 THEORIE’S OF EMPLOYEE SATISFACTION:
The company's ability to fulfill the physical, emotional, and psychological needs of its
employees.Three specific theories were formulated during this period, which although
heavily attacked and now questionable in terms of validity, are probably still the best-known
explanations for employee motivation. These are the hierarchy of needs theory, Theories X
and Y, and the two-factor theory. These theories represent a foundation from which
contemporary theories have grown, and practicing managers still regularly use these theories
and their terminology in explaining employee motivation.
A] Maslow’s Hierarchy of Needs Theory

It’s probably safe to say that the most well-known theory
of motivation is Abraham Maslow’s hierarchy of needs. He hypothesized that within every
human being there exists a hierarchy of five needs. These needs are:
1.Physiological: - Includes hunger, thirst, shelter, sex, and other

bodily needs.
2. Safety: - Includes security and protection from physical and emotional
3.Social: - Includes affection, belongingness, acceptance and friendship
4.Esteem: - Includes internal esteem factors such as self-respect,autonomy .
5. Self-actualization: - The drive to become what one is capable of

becoming; includes growth, one’s potential and self fulfilment.
4
B] McGregor’s Theory of X and Theory of Y
The management action of motivating human being in the
organization, according to Douglas McGregor,involves certain assumption, generalisation and
hypotheses relating to human behaviour and human nature.
Theory X Failure
Success
1] Theory of X :-
Theory X is traditional theory. In this theory x is Boss-ship concept.In this theory workers
are not involved in decision making process. workers have only follow the orders of Boss
workers have to maintain rules and discipline there is no corporation between workers and
management there is close supervision of manager.All the decision are taken by boss there is
no any right to the workers to suggest anything to the boss.so result of the theory is fail.
2] Theory of Y:-
Theory Y is modern theory. It’s completely opposite to theory of x.In this theory there is
leadership concept .In leadership workers are involved in decision making process there is
cooperation between worker & management workers are happy because there is problem are
solved .In this theory workers are motivated they gives full support to the management there
is high performance and efficiency there is no conclusion and conflict between workers &
management. The result of this theory is success.
5
C] Fredrick Herzberg’s Two Factor Theory
The most popular theory of work motivation is based on research started by Fredrick
Herzberg.Herzberg has explained motivational. Theory in terms of hygienic factor. Herzberg
has stated that this two factor are important. Hyenas factors does not motivated the
employees. Factor consists of company policy administration job security working condition,
common etc. they provide negative sight.
Motivational factor consist of achievement advancement growth
status,prestigepoweropportunities sometime people does not require money they require
recognition from other people. Motivational factor motivate the employers to performance
accordingly.
Two Factor
Hygiene Factor Motivational Factor
Dis-satisfied Satisfied
Company policy,salary, Achievement, Growth,

Working condition, job security, Advancement, status,
Administration etc.power, opportunity etc.
Negative Positive
6
CHAPTER-2
COMPANY PROFILE
7
HISTORICAL BACKGROUND:-
CTR has been manufacturing and marketing various products since 1964 catering to a large
number industry segments. Our product range includes Flange Mounted Tap Changer, In Tank
Tap Changer, Pressed Steel Radiators, Nitrogen Injection Fire Protection System for Power
Transformers, Electronic & Electrical Capacitors, Material Handling Equipment, Industrial
Safety.
The Material Handling Equipment range includes Manually operated equipment such as
Standard Hand Pallet Trucks, Special Application Hand Pallet Trucks, Scissor Lift Tables,
Manual Stackers, Drum/Barrel Handling Equipment etc. The Electrically operated equipment
comprises of Semi-Electric Stackers, Standard Electric Stackers, Electric Reach Stackers,
Electric Reach Lift Trucks, Electric Tow Trucks, Fixed and Mobile Dock Leveler, Scissor Lift
Platforms for loading/unloading etc. and in Forklift Truck category, Electrical and Diesel Forklift
Trucks.
Our Material Handling Equipment are perfect for the movement of industrial goods, etc., as these
are engineered with the use of latest as well as core technology of the industry. We keep up with
rising industrial / technological standards and bring forth new as well as effective material
handling technologies. Such quality work has enabled us to develop efficient, reliable,
serviceable and economical products. Also, we have been meeting exact requirements of
industries like infrastructure, manufacturing, services, logistics, aviation, ports, power and
railways etc. It is all due to the consistent improvement in the quality of Material Handling
Equipment and other offered products. Moreover, the equipment ensures smooth flow of work
with its advanced components, sophisticated operations and safety design features. We not only
offer just qualitative products but also assure that these are value for your money, and are
innovative in nature.
8
COMPANY PROFILE:-
Business Type : Exporter / Manufacturer / Supplier
Year Established : 1964
No. Of Employees : 1000
Company Branches : AURANGABAD, PUNE
Website : http://www.ctr.in
BANK OF MAHARASHTRA, CANARA BANK, ICICI

Bankers :
BANK
Standard Certification : ISO 9001, ISO 9002
Pallet truck, pallet truck with scale, electric pallet truck,

hand pallet truck, multi function hand pallet truck, industrial
Products Exporter, Supplier and
: stacker, semi electric stacker, full electric reach stacker, full
Manufacturer
electric stacker, electric counter balance stacker, lift table
and platform, high raised lift table, aluminu...
CONTACT INFORMATION
Company
Name CTR MANUFACTURING INDUSTRIES LTD.
NAGAR ROAD, NEAR VIMAN NAGAR FRONT INORBIT MALL,
Address
Pune - 411014, Maharashtra, India
Phone No +917817084533
Fax 91-20-26633425
Contact
Mr. S. J. Gijare (G.M)
Person
Mobile +917817084533
9
PRODUCT AND SERVICES:-
Mobile Dock Leveler Arial Work Platform
Scissor Lift Platform Eletronic Reach Stacker
Drum Handling Equipment

10
Manual Stacker Pallet Eletronic Forklift
Hand Pallet Truck Scales Fixed Dock Leveler
Electric order picker Safety Interlock
11
CHAPTER-3
OBJECTIVE OF STUDY
12
OBJECTIVE OF STUDY
 To find out the level of satisfaction of the employees of Ctr.mfc.ltd.Vimannagar.Pune.

 To identify issues of dissatisfaction among the employees.
 To give recommendations for enhancing job satisfaction.
13
CHAPTER-4
SCOPE OF STUDY
14
SCOPE OF STUDY
 The research work conducted would help to examine the level of employee satisfaction of
ctr.mfc.ltd,vimannagar pune.
 The factors affecting employee’s satisfaction are covered within the scope of project.
 The scope of this project is limited to ctr.mfc.ltd.vimannagar pune.and inludes:-

 All the Head of the Departments
 Employees of all Department
 Service and department
 Sales and marketing
 Administration
 Security
15
CHAPTER-5
RESEARCH METHODOLOGY
16
RESEARCH METHODOLOGY
INTRODUCTION:-
Research is the art of scientific investigation .i.e. an careful investigation or enquiry specially
through research for new facts in any branch of knowledge. Where as research comprises
defining and redefining , formulating and suggesting solutions, collecting, organizing and
evaluating data etc to a problem of research.
TITLE OF THE STUDY:
“TO STUDY AND ANYLISIS OF EMPLOYEE SATISFACTION.”
SAMPLE SIZE SELECTION:

I have selected simple random sampling and finalized 50 sample as representative of all
employees. Whereas, simple random sampling is also called as probability sampling. Under this
sampling design, every item of the universe has an equal chance of inclusion in the sample.
QUESTIONNAIRE DESIGN:
Closed ended type of questionnaire is designed and it has been covered all the departments of
“CTR manufacturing ltd,viman nagar pune.”
STATASTICAL DATA USED:
Graphical method under Pie diagrams and Bar Diagrams are used for the analysis of each
Question.
17
RESEARCH DESIGN:
The Research Design is also called as the blue print of the research. This study is related to
descriptive type of research design .Descriptive research includes surveys and fact –findings
enquiries of various kinds. The major purpose of descriptive research is description of the state
of affairs as it exists at present. Main objective is to obtain complete and accurate information in
the particular study. Because it helps to identify what actually we want to measure along with the
clear cut idea of descriptions. It helps to protect from bias and maximized reliability.
DATA COLLECTION:
For this study following research methodology is used:
Primary data:
Primary data is the first hand data, is collected for the research in this study. It is collect through
the discussion, interview and questionnaire.
Secondary data:
Secondary data is secondary information which is collected from sources in this particular study
secondary data is collected from the office rewards, magazines, internet etc.
18
RESEARCH METHODOLOGY:
Sr. No. Topic Result
1 Type of research Descriptive and Analytical
2 Types of Data Primary and Secondary data
3 Population 500
4 Sample size 50
5 Primary Data Questionnaire and Interview
6 Secondary Data Books, magazines and websites
7 Types of sampling Convenience & purposive
19
CHAPTER – 6
DATA ANAYLISIS & INTERPRETATION
20
WORK ENVIORNMENT
In order to assess company employee’s opinion on work environment the survey asked
respondents to rate their level of agreement with each of the following statements:
Q.1 Adequate freedom /independence is given to do my job effectively.
Sr.no Particulars No Of Respondents Percentage

1 Strongly Agree 20 40%
2 Agree 05 10%
3 Neutral 10 20%
4 Disagree 10 20%
5 Strongly Disagree 05 10%
Total 50 100
No of respondents
Strongly agree Agree Neutral Disagree Strongly disagree
10%
20% 40%
20%
10%
Interpretation:-
Above the chart 40% respondents are strongly agree with adequate freedom 10% are agree,20%
are disagree and 10% are strongly disagree.
21
Q.2 All necessary resources, equipment, facilities are provided.
Sr.no Particulars No of Respondents percentage

2 Agree 08 16%
3 Neutral 04 8%
4 Disagree 14 28%
Total 50 100
No of Respondents
4%
Strongly agree
28%
44% Disagree
Neutral
Agree
Strongly disagree
8%
16%
Interpretation:
Above the chart 44% respondents are strongly agree with all facilities & 16% respondents are
agree & 8% respondents are neutral 28% are disagree & 4% are strongly disagree.
22
PERFORMANCE MANAGEMENT SYSTEM
Q.1 Appraisal system is conducted and is fair.
Sr.no Particulars No of Respondents Percentage

2 Agree 12 24%
3 Neutral 02 04%
4 Disagree 20 40%
Total 50 100
No of respondents
4% 12%
Strongly agree
40% 24%
Disagree
Neutral
Agree
20% Strongly disagree
Interpretation:
Above the chart 12% respondents are strongly agree with appraisal system & 24% are agree &
04% are neutral 40% are disagree &20% are strongly disagree.
23
Q.2 There is no bias /prejudice on the part of superior while assessing one for appraisal .
Sr.no particulars No of employee percentage

2 Agree 15 30%
3 Neutral 07 14%
4 Disagree 03 06%
Total 50 100
No of Respondents
10%
6%
Strongly agree
40%
Disagree
14%
Neutral
Agree
Strongly disagree
30%
Interpretation:
Above the chart 40% respondents are strongly agree the no bias of appraisal system & 30% are
agree ,14% are neutral ,06% are disagree & 10% are strongly disagree.
24
TRAINING AND DEVELOPMENT
Q.1 Training & development programs are regular and effective.

2 Agree 08 16%
3 Neutral 06 12%
4 Disagree 14 28%
Total 50 100
18%
26%
strongly agree
agree
netural
16%
Disagree
Strongly agree
28% 12%
Interpretation:
Above the chart 18% respondents are strongly agree with effective training programs & 16% are
agree ,12% are neutral ,28% are disagree &26% are strongly disagree.
25
Q.2The training provided covers all necessary facts of your responsible field and
practically approachable.
Sr.no Particulars No of Respondents percentage

2 Agree 15 30%
3 Neutral 12 24%
4 Disagree 12 24%
Total 50 100
No.Of Respondents
10% 12%
Strongly agree
Disagree
24%
Neutral
30%
Agree
Strongly disagree
24%
Interpretation:
Above the chart 42% respondents are strongly agree responsible for training field& 30% are
agree ,24% are neutral ,24%are disagree & 10%are strongly disagree.
26
Q.3 Training opportunities are provided to employee.

2 Agree 05 10%
3 Neutral 05 10%
4 Disagree 10 20%
Total 50 100
No of Respondents
20%
Strongly agree
40%
Disagree
Neutral
20% Agree
Strongly disagre
10% 10%
Interpretation:
Above the chart 40% respondents are strongly agree with training opportunity & 10% are
agree,10% are neutral, 20% are disagree &20% are strongly disagree.
27
RELATIONSHIP WITH SUPERIOR:
Q.1 My superior is well informed of my work and involves me in decision that affects my
work or work environment.

2 Agree 10 20%
3 Neutral 06 12%
4 Disagree 07 14%
Total 50 100
No Of Rspondents
18%
36% strongly agree

Disagree
14% Neutral
agree
strongly disagree
12%
20%
Interpretation:
Above the chart 36% respondents are strongly agree with work & 20% are agree ,12% are
neutral, 14% are disagree &18% are strongly disagree.
28
Q.2 My superior treats me with respect and encourages my development and boosts my
confidence.

2 Agree 12 24%
3 Neutral 04 08%
4 Disagree 14 28%
Total 50 100
No of Respondents
8%
12% 28%
Strongly agree
Disagree
Neutral
28%
Agree
24%
Strongly disagree
Interpretation:
Above the chart 12% respondents are strongly agree with development of work & 24% are
agree, 08% are neutral, 28% are disagree & 14% are strongly disagree.
29
RELATIONSHIP WITH PEERS /COLLEGUS
Q.1 Relationship with co-workers are pleasant.

2 Agree 04 08%
3 Neutral 09 18%
4 Disagree 12 24%
Total 50 100
No of Respondents
Strongly agree Disagree Neutral Agree Strongly disagree
8%
34%
24%
18% 16%
Interpretation:
Above the chart 16% respondents are strongly agree relationship with peers&collegus& 08% are
agree ,18% are neutral, 24% are disagree &34% are strongly disagree.
30
Q.2 My subordinate treat you with respect.

2 Agree 12 24%
3 Neutral 13 26%
4 Disagree 06 12%
Total 50 100
No of Respondents
12% 16%
30% 24%
18%
Interpretation:
Above the chart 18% respondents are strongly agree with respective treat with subordinate
&26% are agree , 26% are neutral,12% are disagree & 20% are strongly disagree.
31
REWARDS AND RECOGNITION
Q.1 Company offers reward based on performance.

2 Agree 04 08%
3 Neutral 12 24%
4 Disagree 17 34%
Total 50 100
No of Respondents
6%
28%
34%
8%
24%
Interpretation:
Above the chart 28% respondents are strongly agree with reward based performance & 08% are
agree , 24% are neutral ,34% are disagree & 06% strongly disagree.
32
Q.2 Reward & recognition and other employee activities motivate to perform better.

2 Agree 05 10%
3 Neutral 04 08%
4 Disagree 18 36%
Total 50 100
No of Respondents
strongly agree disagree neutral agree stromgly disagree
8%
38%
36%
10%
8%
Interpretation:
Above the chart 38% respondents are strongly agree with reward & recognition & 10% agree
&,08% are neutral ,36% are disagree & 08% strongly disagree.
33
WELFARE FACILITIES
Q.1 Recreational activities & function like picnics, retirement function, founder’s day, etc.
are held to motivate & boost the employee.

2 Agree 06 12%
3 Neutral 07 14%
4 Disagree 16 32%
Total 50 100
No of Respondents
strongly agree Disagree Neutral Agree Strongly disagree
8%
24%
12%
20%
36%
Interpretation:
Above the chart 12% respondents are strongly agree with welfare facilities & 12% are agree,14%
are neutral ,14% are disagree %30 % are strongly disagree.
34
Q.2 Welfare facilities like education programme has been started for those employee
haven’t completed their education.

2 Agree 12 24%
3 Neutral 10 20%
4 Disagree 10 20%
Total 50 100
No of Respondents
Strongly agree agree Neutral disagree Strongly disagree
18%
21%
21%
20%
20%
Interpretation:
Above the chart 18% respondents are strongly agree with education programmed & 24% are
agree,20% are neural, 20% are disagree & 18% are strongly disagree.
35
RECRUITMENT AND SELECTION PROCESS
Q.1 Recruitment and selection process are satisfactory.

2 Agree 15 30%
3 Neutral 13 26%
4 Disagree 05 10%
Total 50 100
No of Respondents
10%
24%
12%
25%
29%
Interpretation:
Above the chart 20% respondents are strongly agree with recruitment & selection process &
30% are agree , 20% are neutral , 10% are disagree & 10% are strongly disagree.
36
TEAMWORK
Q.1 In my department we work as a team.

2 Agree 08 16%
3 Neutral 05 10%
4 Disagree 12 24%
Total 50 100
No of respondents
16%
35%
23%
10% 16%
Interpretation:
Above the chart 36% respondents are strongly agree with department of work &16% are agree,
10% are neutral , 24% are disagree & 16% are strongly disagree.
37
COMMUNICATION
Q.1 Management keeps you informed about important is issues and changes regarding the
organization and your department.

2 Agree 11 22%
3 Neutral 09 18%
4 Disagree 12 24%
Total 50 100
No of respondents
12%
24%
strongly agree
Disagree
24% Neutral
Agree
strongly disagree
22%
18%
Interpretation:
Above 24% respondents are strongly agree with management communication & 22% are agree,
18% are neutral , 24% are disagree & 12% are strongly disagree.
38
Q.2 There is a good interdepartmental communication in manger’s and employee.

2 Agree 12 24%
3 Neutral 04 08%
4 Disagree 12 24%
Total 50 100
No of respondents
strongly agree Disagree Neutral Agree strongly disagree
4%
24%
40%
8%
24%
Interpretation:
Above the chart 40% respondents are strongly agree with good interdepartmental
communication skill & 24% are agree , 08% are neutral , 24% are disagree & 04% strongly
disagree.
39
SALARY
Q.1 My salary related issues are solved by HR execution.
2 Agree 11 22%
3 Neutral 15 30%
4 Disagree 07 14%
Total 50 100
No of respodents
Strongly agree Disgree Neutral Agree strongly disagree
14%
20%
14%
22%
30%
Interpretation:
Above the chart 20% respondents are strongly agree with salary & 22% are agree , 30% are
neutral , 14%are disagree & 14% are strongly disagree.
40
LABOUR LAWAS:
1. Are you satisfied with company policies and procedure.
2 Agree 14 28%
3 Neutral 06 12%
4 Disagree 07 14%
Total 50 100
16%
30%
strongly agree
agree
14%
neutral
disagree
strongly adisagree
12%
28%
Interpretation:-
Above the chart 30% respondents are strongly agreewith policies and procedure & 28% are
agree , 12% are neutral ,14% are disagree & 16%are strongly disagree.
41
Q.1 I will recommend CTR.MFC.LTD to my friends.
Recommend No of Respondents % No of Respondents

Yes 39 88
No 11 12
Recommend
45
40
35
30
25 No of Respondent
20
Recommend % NO of
15 Respondents
10
0
yes no
Interpretation:
From the survey we found that 88% of employees agreed that they recommend
CTR. Ltd and 12% disagreed to the same.
42
Q.2 I will grade my company as.
Name of company No of Respondents % of Respondents

Excellent 25 56
Good 15 39
Fair 10 5
No Of Respondents
Excellent Good Fair
1% 0%
41%
58%
Interpretation:-
The survey we found that 56% of employees grade their company as excellent while 39% CTR
Ltd as good remaining 12% employees grade CTR as a fair.
43
Q.3 I would like to suggest.
Suggestion No of Respondents % No of Respondents

Salary Revise 15 30
Fair competition 4 8
Team Building 6 12
Transport 15 30
Other Facility 10 20
Suggestion
Salary Revise Fair Competition Team Building Transport Other Facility
20%
30%
30% 8%
12%
Interpretation:-
The survey we can interpret that 30% of employees suggest to revise salary,8% of suggest to
have fair competition, 12% of employees suggest to have team building ,30% employees suggest
to have transport facilities and 20% of employees suggest to improve.
44
CHPATER-7
FINDINGS
45
FINDING
46
CHPATER-8
SUGGESTION
47
SUGGESTION
1) Team leads should arrange activities, games or task related to work which can
encourage team building
2) Top management should conduct monthly meetings with employees to increase their
involvement in decision making which will enhance organization commitment.
3) Company should introduce reward system such as financial incentive,allowance,

fringe benefit to give motivation to employees.
4) On job training method should be given more preference to give practical knowledge
to employees & to make more interesting & effective training programme.
5) Organization should organize various sport activities& health club for employee as
recreational activities.
6) As 60% of the employees are opinion that performance appraisal system is not fair
management should implement management by objective (MBO) method to bring
transparency in appraisal system.
7) Labour law are implemented all policies and procedure in the organization
,employees facing problem regarding awareness and understanding of those laws &
calculation etc. company should appoint legal Hr/employee who can give information
to them.
48
CHPATER-9
CONCLUSION
49
CONCLUSION
The reports highlight the importance of that play vital role employee satisfaction level.
Employee are satisfied with product & service activities but still some improvement is
required which make customer more sufficient. The survey will make the CTR company
aware of about employee satisfaction level. This will improve the service provided by the
employee which will in turn build a good image for a company .The company will great
idea where the areas need to improve.
CTR Ltd has to make sure that its employee are well
satisfied not only employee but also organization. It has benefited from the purpose of
HR study conducted on its effectiveness most of the employees are well with activities
through still scope for improvement in it.
50
CHPATER-10
LIMITATION
51
LIMITATIONS
1) The study is restricted to CTR.MFC.LTD,Vimannagar pune.
2) Biased response of the respondent.
3) This study is done in a span of 2 months only.
4)The answers given by respondents have to be believed and have to be taken for
granted as truly reflected their perception.
5) Due to restricted company policies a few question could not be added in the
questionnaire
52
CHPATER-11
BIBLIOGRAPHY
53
BIBLIOGRAPHY
Books and manuals referred:-

1. Kothari, C. R.; (2008); Research Methodology and Techniques; Vikas publishers, New Delhi.
2. Rao, V. S. P.; (2005); Human Resource Management; Excel Books publishers, New Delhi.
3. SubaaRao, P; (2010); Human Resource Management; Himalaya Publishing House, New

Delhi.
Websites:-
www.ctr.in
www.wikipedia.com
www.hr.blr.com
54
CHPATER-12
ANNEXURE
55
ANNEXURE
1. Adequate freedom / independence is given to do my job effectively.
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
2. All necessary resources ,equipment ,facilities are provided.
3. Appraisal system is conducted and fair.
4. There is no bias /prejudice on the part of superior while assessing one for appraisal.

5. Training & development programme are regular and effective.
6. The training provided covers all necessary facts of your responsible field and
practically approachable.

7. Training opportunities are provided to employee.
8. My superior is well informed of my work and involves me in decision that affects my
work or work environment.
9. My superior treats me with respect and encourages my development and boost my
confidence.
10. Relationship with co-workers are pleasant.
11. My subordinate treat you with respect.
56
12. Company offers reward based on performance.
13. Reward & recognition and other employees activities motivate to perform better.
14. Recreational activities & function like policies, retirement function founder’s day etc.
are held to motivate & boost the employees.
15. Welfare facilities like education programme has been started for employee haven’t
completed their education.
16. Recruitment and selection process are satisfactory.
17. In my department we work as a team.
18. Management keeps you informed about important is issues and changes regarding the
organization and your department.
19. There is a good interdepartmental communication in manager’s and employee.
20. My salary related issues are solved by HR execution.
21. Are you satisfied with company policies and procedure.
22. I will recommend CTR.MFC.LTD to my friends.
a) Yes b) No
23. I will grade my company as.
a) Excellent b) Good c) Fair
24. I would like to suggest.
a) Salary revise b) Fair competition c) Team building d) Transport e) Other facility
57

Final Project

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Final Project

Uploaded by

Copyright:

Available Formats

CHAPTER -1

Employee satisfaction has defined as function of perceived performance and expectations. It

Employee satisfaction is a prerequisite for the customer satisafaction.

Enhanced employee satisfaction leads to higher level of employee retention.

A stable and committed workforce ensures successful knowledge transfer, sharing,and

Benjamin Schneider a professor of organizational psychology at the university of Maryland may

2. That linked satisfied employees with an increase in customer satisfaction resulting in

1. Employee satisfaction is “a set of favorable and unfavorable feelings with which

A] Maslow’s Hierarchy of Needs Theory

1.Physiological: - Includes hunger, thirst, shelter, sex, and other

2. Safety: - Includes security and protection from physical and emotional

3.Social: - Includes affection, belongingness, acceptance and friendship

4.Esteem: - Includes internal esteem factors such as self-respect,autonomy .

5. Self-actualization: - The drive to become what one is capable of

Hygiene Factor Motivational Factor

Company policy,salary, Achievement, Growth,

Business Type : Exporter / Manufacturer / Supplier

Year Established : 1964

No. Of Employees : 1000

Company Branches : AURANGABAD, PUNE

BANK OF MAHARASHTRA, CANARA BANK, ICICI

Standard Certification : ISO 9001, ISO 9002

Pallet truck, pallet truck with scale, electric pallet truck,

Mobile Dock Leveler Arial Work Platform

Scissor Lift Platform Eletronic Reach Stacker

Drum Handling Equipment

Hand Pallet Truck Scales Fixed Dock Leveler

Electric order picker Safety Interlock

 To find out the level of satisfaction of the employees of Ctr.mfc.ltd.Vimannagar.Pune.

 The scope of this project is limited to ctr.mfc.ltd.vimannagar pune.and inludes:-

evaluating data etc to a problem of research.

TITLE OF THE STUDY:

“TO STUDY AND ANYLISIS OF EMPLOYEE SATISFACTION.”

SAMPLE SIZE SELECTION:

STATASTICAL DATA USED:

For this study following research methodology is used:

Sr. No. Topic Result

1 Type of research Descriptive and Analytical

2 Types of Data Primary and Secondary data

5 Primary Data Questionnaire and Interview

6 Secondary Data Books, magazines and websites

7 Types of sampling Convenience & purposive

DATA ANAYLISIS & INTERPRETATION

Q.1 Adequate freedom /independence is given to do my job effectively.

Sr.no Particulars No Of Respondents Percentage

Sr.no Particulars No of Respondents percentage

Sr.no Particulars No of Respondents Percentage

Sr.no particulars No of employee percentage

Sr.no particulars No of employee percentage

Sr.no Particulars No of Respondents percentage

Sr.no particulars No of employee percentage

Sr.no Particulars No of Respondents Percentage

36% strongly agree

Sr.no Particulars No of Respondents Percentage

Q.1 Relationship with co-workers are pleasant.

Sr.no Particulars No of Respondents Percentage

Sr.no particulars No of employee percentage

Q.1 Company offers reward based on performance.

Sr.no Particulars No of Respondents Percentage

Sr.no Particulars No of Respondents Percentage

Sr.no Particulars No of Respondents Percentage

Sr.no Particulars No of Respondents Percentage

Q.1 Recruitment and selection process are satisfactory.

Sr.no Particulars No of Respondents Percentage