SUMMER TRAINING REPORT ON

A STUDY ON EMPLOYEE SATISFACTION OF UAS INTERNATINAL

Undertaken at

Submitted in partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

to
Guru Gobind Singh Indraprastha University, Delhi

Under the Guidance of Submitted by

RASHEEQA TABASSUM ANJALI SIWAS
Assistant Professor MBA-III Semester
007171903916

Session 2016-17
PERIYAR MANAGEMENT AND COMPUTER COLLEGE
“Periyar Centre”, FC–33, Plot No. 1&2, Institutional Area, Jasola, New Delhi – 110025
CONTENTS

Chapter Particular(s) Page No.

Certificate-1
Certificate-2
Summer Training Appraisal Form
Acknowledgements
Executive Summary
1 Introduction
2 Literature Review
3 Research Methodology
4 Data Reduction, Presentation & Analysis
5 Data Interpretation
6 Summary & Conclusions
References/ Bibliography
Appendices
- List of Tables
- List of Figures
 ACKNOWLEDGMENT

It is really a matter of pleasure for me to get an opportunity to thank all the persons who
contributed directly or indirectly for the successful completion of the project report, “a
study on employee satisfaction of UAS International”.

I wish to express my gratitude to the branch manager Mr. SHUBHANSHU JAIN & Miss
SAKSHI MISHRA of UAS International for giving me an opportunity to be a part of their
esteem organization and enhance my knowledge by granting permission to do a summer
training Project. They provided me with their assistance and support whenever needed,
which has been instrumental in completion of this project. I am thankful to them, for their
support and encouragement throughout the tenure of the project. Also I am thankful to my
faculty guide MS. RASHEEQA TABASSUM from PERIYAR MANAGEMENT OF COMPUTER
COLLEGE for being a source of support during this training period. Last but not the least I
am grateful to all the staff members of UAS INTERNATIONAL for their kind cooperation
and help during the course of my project.
 TO WHOM IT MAY CONCERN

I Anjali Siwas , Enrolment No.00717903916 from MBA-III Semester of the Periyar

Management and Computer College hereby declare that the Summer Training Report (MS-204)
entitled a study on employee satisfaction at UAS International is an original work and the same
has not been submitted to any other Institute for the award of any other degree.

Date: Signature of the Student

Certified that the Summer Training Report submitted in partial fulfillment of Master of Business
Administration (MBA) to be awarded by G.G.S.I.P. University, Delhi by Anjali Siwas,
Enrolment No.00717903916 has been completed under my guidance and is satisfactory.

Date: Signature of the Guide

Prof. Rasheeqa Tabassum
Assistant Professor
EXECUTIVE SUMMARY

A Study on “Employee Satisfaction of Employees” was carried out in UAS

INTERNATIONAL. The main objective of the research was to find the satisfaction level of
employees in the organization.

Employee satisfaction is essential to the success of any business. The important factors that are
to be considered in the employee satisfaction of employees are salary, promotion, working
condition, and so on...

The study was done as part of Descriptive Research. Convenience sampling technique was
employed for selecting the sample. The primary data was collected by means of questionnaire.
The secondary data was collected from the company records and websites. A structured
questionnaire was given to fifty employees and the data was collected based on the same. The
data was analyzed using percentage method and Likert scale method. Utmost care has been taken
from the beginning of the preparation of the questionnaire till the analysis, findings and
suggestions. The analysis leads over to the conclusion that majority of the employees are
satisfied. Dissatisfaction with reference to some of the factors was also reported.It was found that
dissatisfaction among employees will affect the work performance and productivity of the
organization. Valuable suggestions and recommendations are also given to the company for the
better prospects.
1.2 RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization
achieves its objectives. It is very important from the organization point of view to keep them
satisfied. The purpose of study is to understand the level of satisfaction among the employees to
UAS INTERNATIONAL and suggest the area for improvement if any.
CHAPTER -1

INTRODUCTON
MEANING

Employee satisfaction is a measure of how happy workers are with their employee and working
environment. Keeping morale high among workers can be tremendous benefit to any
organization, as happy workers will be likely to benefit to any company. There are many factors
for maintaining high employee satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face to face
meeting either employees to gather information. Both of these tactics have pros and cons and
should be chose carefully. Surveys are often annoying allowing workers more freedom to be
honest without fear. Interview with company management can feel intimating but if done
carefully can let to workers know their voice has been heard and their concern addressed by
those in changes. Surveys and meetings can truly got the center of data surrounding employee
satisfaction and can be great tools to identify specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and group
outings can help close bonds among workers. Many companies also participate in team building
retreats that are designed strengthen the working relationship of the employers in the non-
working related settings. Company trips, pain ball wars and guided back parking trips are
versions of this type of team building strategy, with which many employees have founded
success.

Of course, few will not experience a boost in morale after receiving more and many raises and
bonuses can seriously affect employee satisfaction and should be given when possible. Yet
money cannot solve all morale issues and of a company with wide spread problems for workers
cannot improve their overall improvement, a bonus may be quickly forgotten as daily stress of an
unpleasant employee continuous to mount.

The backbone of employee satisfaction in respect for workers and the employee they perform. In
every interaction with management, employees should be treated with courtesy and interest. In
easy avenue for employers to discuss problems, with upper management should be maintained
and carefully monitored. Even if management cannot meet all the demands of employees.
Showing workers that they are being heard and putting honest dedications into compromising
will often help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

• Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.

• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

 Wages and Salary

 Benefits
 Rewards And Penalties

PROMOTION AND CAREER DEVELOPMENT FACTORS

> Opportunities for promotion.
> Training program participated or will do.
> Capacity of career development.

WORK TASK FACTORS

• Quantity of task.

• Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS

 Level of coaching
 Level of assignment for employee.
 Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS

• Tools and equipment.
• Working methods
• Working environment

CORPORATE CULTURE FACTORS

 Relationship with co-workers
 Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE

FACTORS
 Competencies and personalities of employee are suitable for employee.
 Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS

SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole employee in
return for the salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hours that employees work in excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

Grievance handling means help to solve a problem of the person who is in trouble and went
some kind of help. It is to help such a person is a way that can give him justice to his satisfaction.

WELFARE FACILITY

Employee welfare aims at providing such service facilities and amenities, which enables a
worker to perform their employee well. An employee welfare facility consists of canteen, rest
rooms, housing facility, medical facility, educational facility and transportation facility. This
study helps to find out the various accretions facilities they are provided by the company.

TEAM WORK

The process of working a group of people in order to achieve a goal.

TRAINING

Training is the format and systematic modification of behavior. Which occurs as a result of
education, introduction development and planned experience.
EMPLOYEE SECURITY

It is the probability that an individual will keep his or her employee. A employee with a high
level of employee security in such that a person with the employee would have a small chance of
become employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms. Communication

requires a sender, a message and need not be present as aware of the seniors intent to
communicate at the time of communication thus communication can occurs across vast distances
in time and space. Communication requires that the communicating panics share an area of
communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to employee shares. All work
schedules have one thing in common; the employee is doing work under an employer. Today's
employers understand that flexibility is what employee requires in their work schedules. If they
don't employers should beware

SIGNIFICANCE OF THE STUDY

Employee satisfaction is an important aspect as far as an organization is considered. Employees

are back bone of every organization. So it is responsibility of the management to keep the
employees to contribute more.

It is said that satisfied employees are more productive. So every organization is giving high
priority to keep their employees satisfied by providing several facilities which improves
satisfaction and reduce dissatisfaction.

I want to know whether the employees in UAS INTERNATIONAL are satisfied or not. So I
had to address the problem in my study.
1.2 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

• The primary objective of the research is to find employees’ satisfaction level of the
organization.

SECONDARY OBJECTIVES

• To access the general attitude of the employees towards UAS INTERNATIONAL.

• To understand the problem of the employees in the working condition.

• To know how employees opinion about work place, pay and benefits.

• To study and analyses the various factors affecting the employee satisfaction level.

1.3 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in UAS INTERNATIONAL

which covers the various working schedule, remuneration, developing overtime allowance, work
freedom, employee position etc.. The scope is to understand the employee satisfaction. The study
is conducted at UAS INTERNATIONAL covering 50 employees and data collected based on
the questionnaire prepared.

The backbone of the employee satisfaction is respect for workers and employee they
perform. And easy revenue for employee to discuss problems with upper management should be
maintained and carefully monitored. The study was done to know the employee satisfaction in
UAS INTERNATIONAL. Employee are backbone of every organization so the organization
should consider a lot the employee should be motivated and satisfied. So that they can work
more and hence to reach the organization is to its great.
1.4 COMPANY PROFILE
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering high
quality training, which results in a large number of on-board consultants & require Interns
through-out the year. Hence Interns can work at any point of time for either 2 months or 3
months or 6 months based on the college policy of Internship program. Though our client base is
spread across, BFSI &Telecom Sector. Since we have a large client base in Banking Sector
consisting more of Public Sector Banks. Few of the prominent Banks are Punjab National Bank,
Bank of Baroda & Bank of Karnataka etc. We are looking out for Interns passionate to make
their career in Banking & Insurance Sector, specifically in the area of HR & Marketing. UAS
International is able to facilitate various training and development programs/internships in India
and abroad with top B-schools and has trained almost 52000 and above interns till date. Liaison
with 26 universities in India with the base size of 900 & above campus. International Liaison
with 80 universities in abroad with the base size of 500 & above. Having a Team of 42 exclusive
corporate trainers. Company is having asset under management of 80cr.The operations
of the company are spread beyond the national boundaries of India.

Keeping in mind the most critical needs in today's context, we have emerged as a service partner
of Various Banks providing a one stop Solution offering a gamut of services - Training &
development, International & National Internship, International & National Placement &
Student exchange program abroad. Moreover we are India's 1st Organization to launch a
customer care for the students for the mentioned Services - Training &development,
International & National Internship, International & National Placement & Student
exchange program abroad. Thus, our mission is to establish high standards of professional
etiquette and to effectively.Facilitate a comprehensive and accomplished system of continuing
professional development for every possible profession through our exceptional
training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Live Project to train and develop the
knowledge and resource based skills in the candidates to fill the void of the business
environment.
1.4.3 Vision

“To be a progressive leader and the first choice of clients for providing dynamic solutions-
integrating people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a

comprehensive & accomplished system of continuing professional development for every
possible profession through our exceptional training solutions.”

1.4.4 PRODUCT

 The only brand in india and abroad which is having the call centre for student for the
mentioned services.
 For international and national internship assistance
 For international and national placement assistance

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a service partner
providing clients a one stop solution offering a gamut of services “ Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More are India's 1st Organization to launch a customer care for the students for
the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, mission is to
establish high standards of professional etiquette and to effectively facilitate a comprehensive
and accomplished system of continuing professional development for every possible profession
through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source, with
the facilities, resources and learning expertise to fully achieve the desired goals. For the purpose,
UAS International has come up with a unique International Internship Program,
International Live Projects, Various Training Programs on Personality Development/Career
Management/How to get a desirable Job etc. & 3 days Workshops on how to choose career
options to train and develop the knowledge and resource based skills in the candidates to fill the
void of the business environment. This is not all; we also look forward to the successful
placements of our Interns with the top companies of national and international repute.
 CHAPTER -2

LITERATURE REVIEW
LITERATURE REVIEW

According to Moyes, Shao & Newsome (2008) the employee satisfaction may be described as
how pleased an employee is with his or her position of employment. As Spector (1997) defined
job satisfaction as all the feelings that a given individual has about his/her job and its various
aspects. Employee satisfaction is a comprehensive term that comprises job satisfaction of
employees and their satisfaction overall with company’s policies, company environment etc.

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s
needs, wants and desire. Satisfaction depends basically upon what an individual wants from the
world, and what he gets.” Employee satisfaction is a measure of how happy workers are with
their job and working environment. It is certain that there may be many factors affecting the
organizational effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction, Bhatti & Qureshi,
(2007)

According to Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction

(composed of four dimensions: general satisfaction with work; employee relationships;
remuneration, benefits and organizational culture; and employee loyalty). The model's
underlying hypotheses were conceptually developed and empirically tested.The findings
support the hypothesized relationships between employee satisfaction, intrapreneurship and
growth. The influence of the control variables was also assessed in the model and firm age
was found to be influential.

According to José Varela González, Teresa García Garazo, (2006) "Structural relationships
between organizational service orientation, contact employee satisfaction and citizenship
behavior is to contribute to the knowledge of how organization service orientation (OSO )
influences job satisfaction and organizational citizenship behavior (OCB) of customer ‐contact
employees. The empirical results enable one to identify the dimensions of OSO on which the
managers of hotel firms should place greater emphasis in order to stimulate employee job
satisfaction and OCB.
In general, most definitions cover the affective feeling an employee has towards their profession.
This could be the job in general or their outlooks towards specific aspects of it, such as: their
colleagues, pay or working conditions (Luthans, 1992.) . In addition, the scope to which job
outcomes meet or go beyond expectations may decide the level of job contentment (Taber, 1995)
. However, job satisfaction is not only about how much an employee take pleasure in doing
work. Taber and Alliger (Maslow, 1995.)Found other measures (such as, level of concentration
required for the job, level of supervision, and task importance) all had no impact on satisfaction.
This study demonstrates that the accumulating pleasure of work responsibilities added up to
overall job satisfaction.
 Chapter 3
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

The data needed for the study is collected from the employees, through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented
through tables and charts.

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction levels
of employees.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of Twenty One
Days.

SAMPLE SIZE

The sample size of this study is 50 respondents.

DATA COLLECTION

The data collected for the study consists of both primary and secondary data.

PRIMARY DATA

In this study primary data were collected through personnel interview using questionnaire. The
questionnaire was administered to fifty employees of UAS INTERNATIONAL

SECONDARY DATA

Secondary data for this study was collected from.

 Previously published records, statistics, research reports and documents.

 Books, Periodical and websites.
QUESTIONNAIRE

In this study the researcher have used a questionnaire consisting of twenty multiple choice based
questions

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.
 CHAPTER 4&5

DATA ANALYSIS AND INTERPRETATION

TABLE NO.6.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20%

2-5 years 14 28%

Above 10 years 26 82%

Total 50 100

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5 years Above 10 years

NO OF RESPONDENTS

INTERPRETATION

From the above table, 20% of employees have the working experience below 2 years and 28% in
between 2-5 years, at the time 82% employees’ work above 10 years in this institution
TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND
PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING AND

PROGRAMMES

40%

30%

20%

10%

0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION

From the above table 36% of employees are highly satisfied in training programmes, 40% of
employees satisfied and 24% dissatisfied.
TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF
INSTITUTION

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%

Bad 8 16%

Average 6 12%

Total 50 100

CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF

INSTITUTION

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

Form the above table 72% of employees had good opinion about the safety measure and 16%
had bad opinion, same time 12% employees had average safety measure only provided.
TABLE NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%

Satisfied 22 44%

Dissatisfied 8 16%

Total 50 100

CHART NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied
and 16% dissatisfied.
TABLE NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24%

No 8 16%

Can’t say 30 60%

Total 50 100

CHART NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO

REALISE EMPLOYEES APPLICATION AND AMBITION

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.
TABLE NO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 14 28%

No 6 12%

Can’t say 30 60%

Total 50 100

CHARTNO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

35
30
25
20
15
10
5
0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 8% of employees to get chance to be involved and identified with goal and
image. 12% should not get chance and 60% of employees are not answered the question
TABLE NO.6.7:SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 30 60%

No 6 12%

Can’t say 14 28%

Total 50 100

CHART NO. 6.7:SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING
35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 60% of employees get chance to be involved in decision making 12%
should not get chance and 28% of employees are not answered the question.
TABLE NO.6.8:SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 20 40%

No 10 20%

Can’t say 20 40%

Total 50 100

CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employees feels the good team spirit, 20% should not feel and 40%
of employees are not answered the question.
TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER
PROMOTION AND GROWTH OPPORTUNITES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 34 68%

No 6 12%

Can’t say 10 20%

Total 50 100

CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER

PROMOTION AND GROWTH OPPORTUNITES

40

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 6% employees to get proper promotion and growth opportunities, 12% of
employees should not get, 20% employees are not answered the question.
TABLE NO.6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE
OPINION AND SUGGESTIONS

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 28 56%

No 8 16%

Can’t say 14 28%

Total 50 100

CHART NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TO THE

OPINION AND SUGGESTIONS

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 56% of employees are agreed that supervisor listen to their opinions and
suggestions, but 10% employees are disagree and 28% employees are not answered the question.
TABLE NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 24 48%

No 16 32%

Can’t say 10 20%

Total 50 100

CHART NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

35
30
25
20
15
10
5
0
Yes
No
Can’t say

NO OF RESPONDENTS
PERCENTAGE

INTERPRETATION

From above table 48% of employees satisfied the overall allowances, 32% should not satisfied
and 20% of employees are not answered the question.
TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING BEHAVIOUR
AND SUPPORT OF MANAGEMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 38 76%

Bad 4 8%

Average 8 36%

Total 50 100

CHART NO. 6.12: OPINION OF EMPLOYEES REGARDING

BEHAVIOUR AND SUPPORT OF MANAGEMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From above table 76% of employees are shared a good experience and 8% in a Bad level, 16% in
average level.
TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION:From the above table 36% of employees are highly satisfied and the
work facilities provided by the company. 20% are satisfied and 24% of employees are not
satisfied
TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 10 16%

Satisfied 38 74%

Dissatisfied 2 4%

Total 50 100

CHART NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR

40

35

30

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above table 16% of employees are highly satisfied the working relationship with their
supervisor and 76% satisfied and 4% is dissatisfied.
TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 44 88%

Satisfied 2 4%

Dissatisfied 4 8%

Total 50 100

CHARTNO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

NO OF RESPONDENTS

Highly satisfactory Satisfied Dissatisfied

INTERPRETATION

From the above table 88% is highly satisfied on companies’ motivational programmes and 4%
satisfied and 8% dissatisfied.
TABLE NO.6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED
WITH THE TIME OF THE EMPLOYEE

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 36 72%

Satisfied 4 8%

Dissatisfied 10 20%

Total 50 100

CHART NO.6.16: SHOWING WHETHER THE EMPLOYEES SATISFIED

WITH THE TIME OF THE EMPLOYEE

40
35
30
25
20
15
10
5
0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above 72% of employees highly satisfied with the working time 8% satisfied and 20%
dissatisfied.
TABLE NO.6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES

OPINION NO OF RESPONDENTS PERCENTAGE

Good 40 80%

Bad 4 8%

Average 6 12%

Total 50 100

CHART NO.6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 80% of employees have good opinion about refreshment and recreation
facilities and 8% have bad opinion and 12% have average opinion.
TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN
EMPLOYYES SUGGESTIONS AND GRIEVANESS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%

Bad 4 8%

Average 40 80%

Total 50 100

CHART NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT IN

EMPLOYYES SUGGESTIONS AND GRIEVANESS

45
40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 12% of employees have good opinion about and regarding management
support in employees’ suggestion and grievances.
TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY THE
MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%

Bad 4 12%

Average 38 76%

Total 50 100

CHART NO.6.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION

From the above table 12% of employees have good opinion regarding management
understanding of employees need and wants. 12% have bad opinion and 70% having an average
opinion.
TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%

Bad 6 12%

Average 8 16%

Total 50 100

CHART NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 72% of employees satisfied with the work environment and 12% of them
having bad and 16% having an average satisfaction regarding our statement.
HYPOTHESIS TESTING

CHI-SQUARE TEST

H0: There is no significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

H1: There is significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

OBSERVED FREQUENCY HIGHLY SATISFIED DISATISFIED TOTAL

SATISFIED

Employees work facilities 18 20 12 50

Employees work relationship 10 38 2 50

with supervisor

Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E

O= Observed Frequency

E= Expected Frequency

Expected Frequency= Row Total/Column Total * Grand Total

O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142

20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom= (c-1) (r-1)

5% level of significance= 2

Table value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is
rejected and it concluded that there is significant relationship between employees’
satisfaction in work facilities and working relationship with supervisor.
 Chapter 6

FINDINGS AND SUGGESTIONS AND CONCLUSION

FINDINGS

 Majority of the employees know the overall goals of the company.

 Most of employees are highly satisfied (88%)with motivational programmes provided by
the company.
 Only 16% of employees are dissatisfied with the leave and other conditions provided by
the company.
 Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
 Majority of employees are satisfied with the allowances provided by the company.
 Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
 Most of the employees always get a chance a part of decision making (60%).
 Majority of employees satisfied (40%)with the good team exist in the organization.
 Majority of employee’s opinion are the superior listen to their opinion and suggestion.
 Only 16% of employees are not to get enough time to spend with your family on leave
occasion.
 Most of employees satisfied (72%)the time of the employee.
 24% employees dissatisfied the training programmes conducted by the company.
 Majority of employees have a good opinion about safety measures provided by institution
(72%).
LIMITATIONS OF THE STUDY

 This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
 The research was carried out in a short span of time, where in the research could not
widen the study.
 The period of study was too short. So it was not possible to collect the relevant
information with in that period.
 The findings are based on the answers given by the employees, so any error or bias may
be affect the validity of the finding

SUGGESTIONS

 Management have to make effective communication channels in the firm.

 Management should take remedial measures to improve general working condition of the
firm there by employees will be satisfied in their employee.
 Management should take proper care to maintain employee-employer relationship.
 Proper guidance and counseling should be provided to the employees so that their mental
satisfaction can be improved.
 Management should provide proper safety measures in the organization, so the
employees will be secured in the employee.
 Management should provide promotional facilities to the employees then only they will
be motivated in the employee.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet industry standards.
 Management should provide more opportunities to employees in order to participate in
decision making.
CONCLUSION

As a part of our project work, I got an opportunity to spend a period of thirty five days in UAS
INTERNATIONAL. It helped me to analyze the working of the organization which helped as to
convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in UAS

INTERNATIONAL. It is indeed necessary for any organization to understand the need of their
employees and fulfill them before they leave the organization. If nothing is done by the
organization then there are chances to loose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the employee.
Majority of the employees are satisfied with the salary structure, promotional programs, working
condition, allowances provided by the organization. They are also satisfied with the employer-
employee relationship and communication channel in the organization. But still only 40% of the
employees get opportunities to participate in decision making. Also majority of the employees
are not provided with the welfare measures. If the firm concentrates of the findings and
suggestions of their survey, we hopefully believe that the organization can further bring out their
labor with full satisfaction and obtain good result.
 BIBLIOGRAPHY
 Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction, intrapreneurship
and firm growth: a model", Industrial Management & Data Systems, Vol. 111 Issue: 4,
pp.589-607, https://doi.org/10.1108/02635571111133560
 José Varela González, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
 Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
 Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model:
state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

 Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature review’,
International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans, F., Organisational
Behaviour (6th Edition). New York, McGraw-Hill, 1992.

 www.uasinternational.com

 google
 ANNEXURE

QUESTIONNAIRE

I,ANJALI,IIIrd Semester MBA Students of PMCC College. This is a survey conducted as part
of my minor project in partial fulfillment of the masters. under the GGSIPU. The Information
given by you will be used purely for Academic purpose and will be kept confident. I will be very
much obliged if you spare some time for answering the following questions.

Name : Sex: Position:

PERSONAL INFORMATION

Age:

20-30 30-40 41-50 51 &Above

Education Qualification:

10TH 12TH Degree Other

Monthly Income:

Below 10000 10000-20000 20000-45000

1. Whether Company Give more concern for production or people?

People Production

2. Whether the company give reward to the employee?

Yes No
Opinion Highly- Satisfied Neutral Dis- Highly-
Satisfied Satisfied DisSatisfied

3. Salary provided

4. Incentives Provided

5. Drinking Facility

6. Rest Time

7. Break Duration

8. Food

9. Time Schedule of work

10. Reward Provided

11. Cohesive relationship with team members

12. Feelings of employee security

13. Able to adjust with colleagues and

mannerism
14. Fair employee grievance policy

15. Able to adjust with colleagues &

mannerism
16. Fair employee grievance policy

17. Compressed work week policy

18. Providing leave salary

19. Employee Improving Social Status