A RESEARCH PROJECT REPORT ON

“Employee Job Satisfaction At Agrawal Bajaj Automobiles

IN

Mirzapur City
SUBMITTED IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE
AWARD OF MASTER OF BUSINESS ADMINISTATION DEGREE OF GBTU,
LUCKNOW

FOR

SESSION- 2015-2017
UNDER THE GUIDANCE OF SUBMITTED BY

Mr. Bhunsever Singh Poonam Verma

M.B.A. IV Sem.

Roll. No- 1507670020

GHANSHYAM BINANI ACADEMY OF MANAGEMENT SCIENCES (GBTU

CODE - 076)

Affiliated to G.B. Technical University, Lucknow and approved by AICTE, New

Delhi.

1
 TABLE OF CONTANT

Academic Certificate

Declaration

Acknowledgment

Executive Summary

List of the Figure

List of the Table

CHAPTER -1 PAGE-NO.
Problem Definition

Need of the Study

Scope of the Study

Review of the Literature

CHAPTER -2
Introduction About Industry

CHAPTER -3
Introduction About Bajaj Company

CHAPTER -4
Conceptual frame work of Bajaj bike
2
CHAPTER-5
Research methodology:-

 Statement of Objective

 Research Design & Hypothesis

 Data Collection Method

 Sampling Plan (Sample population, technique & Sample size)

 Area of research

 Time period of Research

 Limitation of the study

CHAPTER -6
Data Analysis & Interpretation

CHAPTER-7
Finding, suggestion, conclusion

Appendix
Glossary

Bibliography

Questionnaire

3
DECLARATION

I am Poonam Verma Student of MBA IV – Semester GBAMS Mirzapur declare

that The Project on "Agrawal Bajaj” Is the result of my own efforts and it is based on data

collected and guidance given to me.I have prepared it during my winter Internship for one

week in Jan. 2014. This report is correct to best of my knowledge and so far has not been published
anywhere else.

Poonam Verma

MBA-IV sem.

4
ACKNOWLEDGEMENT

I take this responsibility to express my profound and sincere gratitude to GHANSHYAM BINANI
ACADEMY OF MANAGEMENT SCIENCES MIRZAPUR for providing me with the
opportunity to explore the corridors of the corporate world and gather invaluable knowledge and
practical experience via the Winter Training Project.
I take the privilege of offering a deep sense of gratitude and indebtedness to Dr. Zeeshan Amir
(Director of G.B.A.M.S), MIRZAPUR, for providing me their able guidance and inspiration to
complete the Winter Training Report.
Above all no words can express my gratitude to my parents and friends who supported me through
thick and thin difficulties faced by me during the preparation of the project. I also owe a sense of
gratitude to my faculty members, respected, Bhuneswer Singh who guided me throughout my
Winter training and provided structured guidelines to work and progress.

5
Employee Satisfaction at the Agrawal Bajaj

EXECUTIVE SUMMARY

Employee satisfaction survey provides a channel for employees to communicate their view on a
wide range of issues in total confidence. Employee satisfaction survey was conducted to find out
the satisfaction level of the employees at “AGRAWAL BAJAJ”. The other objective was to find
out the areas of low satisfaction where corrective measures can be taken .The Employee
Satisfaction Survey helps companies to determine how their employees think, and to identify
employees needs and concerns so that improvements can be made and stronger teams can be
formed. Business performance is expected to increase as more satisfied employees will increase a
company competitiveness, and they are better able to recognize opportunities and threats, and better
leverage limited resources to maximize the company’s profits. Other intangible benefits include the
reinforcement of company goals and values, better internal and external communication, a positive
working and social environment, an improved company image and increased employee loyalty .For
this purpose a sample was selected by unstratified probability sampling and survey was done with
the help of questionnaire the result were analyzed for all the employees.

6
CHAPTER -1

7
 PROBLEM DEFINITION OF EMPLOYEE SATISFACTION

Statement of the problem:

This particular topic is selected because Employee satisfaction is a very important element
necessary for the smooth functioning of an organization .Employee surveys provide a
channel for employee to communicate their views on a wide range of issues in total
confidence .They help management to build up an accurate picture of how employees
perceive the organization and highlight the causes of employee dissatisfaction.

8
 Need of the study:

 To know the employee satisfaction level towards the organization.

 To understand the relationship within the organization.

 To study the communication flow within the organization.

 To determine the worker’s participation in decision-making.

 To find whether there is scope for improvement within the organization.

 To learn the practical aspects of the business.

9
 Scope of the study:

 Keeping the purpose of the study in mind which is to know the employee satisfaction level
towards the organization. I have conducted the study within the organization i.e. employees
of Agrawal Bajaj.

10
Objective of the study:

 To know the employee satisfaction level towards the organization regarding the

Infrastructure working condition compensation and other facilities.

 To understand the relationship within the organization

11
 LITERATURE REVIEW

It is realising the direct relationship between happy employees the key measures to
employee satisfaction are:

 Employee retention

 Productivity

 Customer satisfaction

 Profitability

All the above mentioned factors are obtained only if the employees are satisfied .This is
because satisfied employees tend to be more creative, tend to accept challenging jobs which
is an promotional opportunity to them .They tend to be more productive. Employees with
higher job satisfaction: believe that the organization will be satisfying in the long run care
about the quality of their work are more committed to the organization have higher
retention rates, and are more productive.

12
 TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION-
 Employee satisfaction surveys can cover as many or as few topics as are required by your
organization.

 Some of these topics include: •

 Job satisfaction •

 The company as a place to work •

 Organization direction, strategy and goals •

 Employee morale • Organizational relationships •

 Supervision •

 Management •

 Leadership •

 Culture, values and behaviours •

 Company image •

 Benefits •

 Compensation and rewards/incentives •

 Recognition and promotion •

 Training and development •

 Career opportunities •

 Quality products and services •Internal/external communications

• Organizational change •

13
Employee satisfaction has two components

1. Hygeiene issues

2 .Motivation issues

The hygiene issues are:

 1.Company and Administration Policy:

 They should be updated and accessible to all the employees so that the employees are
aware of all policies of the organization.

 2. Supervision: The supervisor should have the good leadership qualities and should give
positive feedback at regular interval.

 3. Salary: Employees want to be paid according to their competence and hard work.

 .4.Interpersonal Relations: It is the relation with the superior, peer and subordinate .The
employees should be given time for socialization .i.e. during lunch, tea break, etc.

 5. Working conditions: The working environment should be good so that the employees will
have sense of pride in working for the organization and should be provided with the
necessary facilities and adequate space to work efficiently.

• The motivation issues are:

• Work: The work should make employees believe that the work they are doing is
important.
• 2. Achievement: All employees want to do a good job and make use of their talent.
• 3. Recognition: Employees should be rewarded for high performance by bonus or at
least praising their efforts
• 4.Responsibilty: Employees should be given enough freedom or power to carry out their
task .They should have ownership of work and be given challenging work.

14
CHAPTER -2

15
 INTRODUCTION

The project consists of the topic called “a study on employee job satisfaction to enhance the
present working conditions at Agrawal Bajaj pvt. Ltd.” The Agarwal Bajaj deals with the sales of
Bajaj bikes. It is the dealer for entire Mirzapur city. It is a great opportunity for me to do the project
such good organization which grew very fast in just one as employees are the most valuable asset,
who is responsible for the growth and prosperity of the organization. Management wants to know
the level of satisfaction of the employees towards the organization and wants to enhance the present
working condition if any improvements are to be made. So keeping the objective in mind a
questionnaire was framed which covered most of the questions which would provide valuable
inputs to the managements, to enhance the working conditions and the make any improvements if
needed.

16
 ORGANIZATION PROFILE
 AGRAWAL BAJAJ Auto Pvt.Ltd. Bharuhana Road Mirzapur, Opp. G.D.Binani P.G.
College, Road, Mirzapur-231001. This Private limited company was established on 11th
March 2005 as authorized dealer of Bajaj vehicles in Belgaum city. Now Agrawal Bajaj is
having 14 sub dealers. Having record of selling around 5000 Bajaj vehicles in very short
period of time. This shows important role of dealer in selling vehicles & Deep dedication of
all members of Agrawal Motors. Now Agrawal Bajaj AUTO PVT.LTD is acting as the
biggest show room with Good Infrastructure in Mirzapur city. THE DIFFERENT BIKES
AVAILABLE UNDER AGRAWAL MOTORS ARE 1. CT100 2. PULSAR150 DTS-I 3.
DISCOVER DTS-I 4. DISCOVER.

17
MANAGEMENT PROFILE:

 MANAGING DIRECTOR: MR. MANISH AGRAWAL

 IEXECUTIVE DIRECTOR:MR. MUKUL LAL AGRAWAL

OFFICE STAFF:
 SALES EXECUTIVES: MR. ANUP YADAV.
 WORK SHOP MANAGER: MR. HAIDER.
 ACCOUNTS MANAGER:MR. MAHANTESH MADALGI
 CASHIER:MR. MUKUL LAL AGRAWAL
 RECEPTIONIST. SUNITA SINGH

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DEPARTMENTS

Sales Department: This department consists of the ales manager under who are sales
executives. The sales executives are the people who help the customers to provide the necessary
information regarding their product. They are the key people who convince the customers to buy
their product. This department is responsible for the sales of their product. Spares Department:
Spares department consist of a manager who looks after all the transaction carried out in the spare
department. This department holds the spares of the Bajaj bikes. Under the manager they are spares
employees who are responsible for the carrying out the sales of the spares and marinating the
records of the transactions. Accounts Department: This department also consists of manager under
whom there are other accountants working. This department is responsible for maintaining the
financial transactions carried out within the organization. Maintaining the financial transactions,
during theduay are to be recorded by the accounts department.

SUB DEALERS:
D.K. BAJA CITY OUTLET

19
 Sales of the Bajaj vehicles in AGRAWAL BAJAJ Pvt.Ltd.
 During 2005-2006:Mon - Apr May June July Aug Sept Oct Nov Dec Jan Feb Mar Apr May
June 200 205, 2005 200 198 200, 200, 200, 200, 200,200, 200 210 200 2006 5 5 5 5 5 5 5 5
6 6 6Sale 215 137 138 124 175 144 208 284 147 193 294 302 238 222 205This shows the
Great performance of Agrawal Auto Pvt Ltd. It has sold more than100 vehicles 4-5 times.
Rajeev Bajaj was very happy with performance of this dealer. So dealer plays very
important role in the success of any company.

 Bajaj-pulsar 150cc, mileage 50-55 kmpl. Bajaj pulsar 220cc, mileage 40-45 kmpl. Bajaj
pulsar 135cc, mileage 55-60 kmpl. Bajaj pulsar 200Ns, mileage 35-40 kmpl.

 Platina 100cc, mileage 70-75 kmpl.

 PRODUCT PROFILE

 Pulsar-DTS-I TECHNICAL SPECIFICATIONS: Pulsar 180 DTS-i Pulsar 150 DTS- I

Engine Type 4 stroke DTS-I air cooled 4 stroke DTS-I air cooled Displacement 178.6cc 143
.9cc Max power 12.28kw(16.5ps) 9.94kw(13.5ps) Max torque 15.22Nm 12.28Nm
Suspension Front Rear Tyres Front Rear.

Discover125cc: Engine Type 4- stroke, DTS-I Displacement 180cc Peak Power 16.5
bhp/12.15( kW) @8000 rpm Max Torque 15.22NmSuspensionFront Suspension
Telescopic longest stroke, 140mm Triple rate Spring, 5-way adjustable, Hydraulic shock
Absorbers, Vertical Rear Suspension travel 90mmBrakesFront Brakes Hydraulic operated
Disc Brakes- 260mmRear Brakes 130mm Drum Fuel Tank Main/ Reserve 14 L/ 13.4 L

20
 AGRAWAL BAJAJ BIKES: CT-100 CT-100 BAJAJ BIKE Type 4 stroke Cooling
Type Air Cooled Displacement 99.27 cc Max Power 8.2 bhp( 6.03 kW) @ 7500 rpm Max
Torque 8.05 Nm @ 4500 rpm Ignition Type C.D.I Carburettor Keihin-Fie Transmission
Type 4 speed gear box Electrical System 12 V, AC+DC Head Light 35/35 W Horn 12 V,
DC Chassis Type Tubular construction Suspension Front Suspension Telescopic Rear
Suspension Swing arm type with dual co-axial springs (spring-in- spring) and hydraulic
shock absorbers Tyres Front Tyre Size 2.75 x 17, 4/6 PR Rear Tyre Size 3.00 x 17, 6 PR
Brakes Front Brakes Mechanical expanding shoe, Friction type .

37. BAJAJ AGRAWAL SAMPLING: Sampling is the one techniques which allows us to
concentrate and give attention upon relativity.(i.e. Employees of Agrawal Bajaj) here the
sample size is 50.In other words, representation of a particular population. And is the subset
of the population. For conducting this survey it is required to concentrate on employees of
Agrawal Bajaj within the organization. For this purpose the questionnaire was incorporated
and the employees were selected and the size was 50.Stages in selection of sampling:

 Define the target population: According to my project my target population is

employees of Agrawal Bajaj.

 Specify the sampling frame: Concerned to the project sampling frame is all the
department employees of Agrawal Bajaj.

21
CHAPTER-3

22
COMPANY PROFILE
 Bajaj Motors Limited was incorporated in 1986 and started its commercial production in
1989. BAJAJ MOTORS have started in machining unit and backward integrated in
Forgings of Auto Components. We are into manufacturing of auto components mainly
precision engine components for Two Wheelers, Four Wheelers, Tractors and other Heavy
Machine Equipments. Bajaj motors are promoted by the highly qualified and experienced
promoters having a successful track record of more than 40 years of experience in the
manufacture of auto parts. Bajaj Brand Identity Our Brand is the visual expression of our
thoughts and actions. It conveys to everyone our intention to constantly inspire confidence.
Our customers are the primary audience for our brand. Indeed, our Brand Identity is shaped
as much by their belief in Bajaj as it is by our own vision. Everything we do must always
reinforce the distinctiveness and the power of our brand. We can do this by living our brand
essence and by continuously seeking to enhance our customers’ experience. In doing so, we
ensure a special place for ourselves in the hearts and the minds of our customers.

 Bajaj Brand Essence Our Brand Essence is the soul of our brand. Our brand essence
encapsulates our mission at Bajaj. It is the singular representation of our terms of
endearment with our customers. It provides the basis on which we grow profitably in the
market. Our Brand Essence is Excitement. Bajaj strives to inspire confidence through
excitement engineering. Blending together youthful creativity and competitive technology
to exceed the spoken and the implicit expectations of our customers. By challenging the
given. By exploring the unknown and thereby stretching ourselves towards tomorrow, today
Bajaj Brand Values: We live our brand by its values of Learning, Innovation, Perfection,
Speed and Transparency. Bajaj will constantly inspire confidence through excitement
engineering. Learning: Learning is how we ensure proactively. It is a value that embraces
knowledge as the platform for building well informed, reasoned, and decisive actions.
Innovation: Innovation is how we create the future. It is a value that provokes us to reach
beyond the obvious in pursuit of that which exceeds the ordinary.

 Perfection: Perfection is how we set new standards. It is a value that exhibits our
determination to excel by endeavouring to establish new benchmarks all the time. Speed:
Speed is how we convey clear conviction. It is a value that keeps us sharply responsive,
mirroring our commitment towards our goals and processes.
23
  Transparency: Transparency is how we characterise our selves. It is a value that makes us
worthy of credibility through integrity, of trust through sensitivity and of loyalty through
interdependence.

 MANAGEMENT PROFILE:-

 MR. Rahul Bajaj Chairman

 Madhur Bajaj Vice Chairman,

 Rajiv Bajaj Managing Director,

 Sanjiv Bajaj Executive Director,

 N. H Hingorani Vice President (Materials)

 Ranjit Gupta Vice President (Insurance)

 C. P Tripathi Vice President (Operations)

 Kevin Dsa Vice President (Finance)

 Pradeep Shrivastava Vice President (Engineering)

 S Sridhar Vice President (Mktg & Sales - 2Wh.)

 V S Raghavan Vice President (Corporate Finance)

 J. Sridhar Company Secretary.

 Rahul Bajaj Chairman Rahul Bajaj is an Honours Graduate in Economics and Law and a
Business Graduate from the Harvard Business School. He was appointed Chief Executive
Officer of Bajaj Auto in 1968 and took over later as Head of the Bajaj Group of companies.
Madhur Bajaj (Vice Chairman): After graduating in Commerce, Mr Bajaj did his MBA
from Lausanne, Switzerland. Joined as DGM in March 1983, took over as General Manager

Aurangabad Division in June 1986, as its Chief Executive in October 1988, he became

President of Bajaj Auto in September 1994, Executive Director in May 2000 and as Vice Chairman
in July 2001.Rajiv Bajaj (Managing Director): Rajiv Bajaj, who took charge as Managing Director
on 1st April 2005, is a Mechanical Engineer from Pune University. He later did his Masters in
Manufacturing Systems Engineering from the University of Warwick. 24
Joined as Officer on Special Duty in 1990, took over as General Manager (Products) in
February1993, as Vice President (Products) in June 1995, President in May 2000, President
&Whole Time Director in March 2002, Joint Managing Director in March 2003.

 Sanjiv Bajaj (Executive Director): Joined as Officer on Special Duty in 1994, took over as
Executive Director in April 2004, as General Manager (CF) in 1997, took charge as Vice
President (Finance) in April 2001. He is a Mechanical Engineer from Pune University, with
Masters in Manufacturing Systems from University of Warwick and MBA from Harvard
Business School. N H Hingorani (Vice President (Materials)): Joined in 1997 as General
Manager (Materials), took over as Vice President (Materials) in 1998. He is a Mechanical
Engineer from Malaviya Regional Engineering College, Jaipur Ranjit Gupta (Vice President
(Insurance)) Joined as General Manager (Co-ordination) in1988, and rose to become Vice
President (Materials) in 1995, Vice President (HRD) in2000 and Vice President (Insurance). He
did his Mechanical & Electrical Engineering from Indian Railway Institute of Mechanical &
Electrical Engineers. Honoured with fellowship of Institute of Electrical Engineering (London)
and membership of Institute of Mechanical ENGG London. C P Tripathi (Vice President
(Operations) Joined in January 1996 as Vice President (Waluj plant) and is now Vice President
(Operations). He is a Science Graduate from Agra University. Later he did Mechanical
Engineering from Indian Institute of Technology, Kharagpur. Kevin P D Sa(Vice President
(Finance)):Mr. Kevin joined Bajaj in September 1978 and is now Vice President (Finance). He
is a B.Com graduate. Later he did CA in 1978 and ICWA in 1981.Pradeep Shrivastava (Vice
President (Engineering)): Mr. Shrivastava joined Bajaj in April 1986 and is now Vice President
(Engineering). He is a Mechanical Engineer and later did post graduate diploma in Production
and Finance in 1986.S Sridhar (Vice President (Marketing & Sales- 2Wheeler)):Mr. Sridhar
joined Bajaj in March 2001 and is now Vice President (Marketing & Sales -2 Wheeler). He is a
Engineering Graduate in Agriculture.

 BOARD OF DIRECTORS: Board of Directors Rahul Bajaj Chairman Madhur Bajaj Vice
Chairman & Whole-Time Director Rajiv Bajaj Managing Director Sanjiv Bajaj Executive
Director Kanti kumar R. Podar Director Shekhar Bajaj Director D.J. Balaji Rao Director D.S.
Mehta Whole-Time Director J.N. Godrej Director S.H. Khan Director Mrs. Suman Kirloskar
Director Naresh Chandra Director Nanoo Pamnani Director Tarun Das Director Manish
Kejriwal Director Committees of the Board Audit Committee S.H. Khan Chairman J.N. Godrej
Nanoo Pamnani D.J. Balaji Rao Naresh Chandra Shareholders’ & Investors’ Grievance
committee D.J. Balaji Rao Chairman J.N. Godrej Naresh Chandra. 25
 Remuneration committee D.J. Balaji Rao Chairman S.H. Khan Naresh Chandra Registered
under the Indian Companies Act, VII of 1913REGISTERED OFFICE Akurdi, Pune 411
035WORKS Akurdi, Pune 411 035 Bajaj Nagar, Waluj Aurangabad 431 136 Chakan Industrial
Area, Chakan, Pune 411 501

 GROUP OF COMPANIES OF BAJAJ:

 Bajaj Auto is the flagship of the Bajaj group of companies. The group comprises of
27companies and was founded in the year 1926. The companies in the group are: Bajaj Auto
Ltd. Mukand International Ltd. Mukand Ltd. Mukand Engineers Ltd. Bajaj Electricals Ltd.
Mukand Global Finance Ltd. Bajaj Hindustan Ltd. Bachhraj Factories Pvt. Ltd. Maharashtra
Scooters Ltd. Bajaj Consumer Care Ltd.Bajaj Auto Finance Ltd. Bajaj Auto Holdings Ltd.
Hercules Hoists Ltd. Jamnalal Sons Pvt. Ltd. Bajaj Sevashram Pvt Ltd. Bachhraj & Company
Pvt. Ltd. Hind Lamps Ltd. Jeevan Ltd. Bajaj Ventures Ltd. The Hindustan Housing Co Ltd.
Bajaj International Pvt Ltd. Baroda Industries Pvt Ltd. Hind Musafir Agency Pvt Ltd. Stainless
India Ltd. Bajaj Allianz General Insurance Bombay Forgings Ltd.

 Company Ltd. Bajaj Allianz Life Insurance -Company Ltd.

 DIFFERENT MILESTONES OF BAJAJ COMPANY:2005December Bajaj Discover

launched June Bajaj Avenger launched February Bajaj Wave launched2004Sept/Oct Bajaj
Discover DTS-i launched August New Bajaj Chetak 4 stroke with Wonder Gear launched May
Bajaj CT100 Launched January Bajaj unveils new brand identity, dons new symbol, logo and
brandline2003October Pulsar DTS-i is launched. October 107,115 Motorcycles sold in a month.
July Bajaj Wind 125, The World Bike, is launched in India. Bajaj Auto launched its Caliber115
"Hoodibabaa!" in the executive February motorcycle segment.2001 Bajaj Auto launches its
latest offering in the premium bike segment November ‘Pulsar’ January. The Eliminator is
launched.2000 The Bajaj Saffire is introduced.1999 Caliber motorcycle notches up 100,000
sales in record time of 12 months. Production commences at Chakan plant.1998 .

 June 7th Kawasaki Bajaj Caliber rolls out of Waluj. July 25th Legend, India’s first four-stroke
scooter rolls out of Akurdi. October Spirit launched.1997 The Kawasaki Bajaj Boxer and the
RE diesel Auto rickshaw are introduced. 26
 1995November Bajaj Auto is 50.29 Agreements signed with Kubota of Japan for the
development of diesel engines for three-wheelers and with Tokyo R&D for un geared Scooter
and moped development. The Bajaj Super Excel is introduced while Bajaj celebrates its ten
millionth vehicle. One million vehicles were produced and sold in this financial year.1994 The
Bajaj Classic is introduced.1991 The Kawasaki Bajaj 4S Champion is introduced.1990 The
Bajaj Sunny is introduced.1986 The Bajaj M-80 and the Kawasaki Bajaj KB100 motorcycles
are introduced. 500,000 vehicles produced and sold in a single financial year.1985November
The Waluj plant inaugurated by the erstwhile President of India, Shri5 Giani Zail Singh.
Production commences at Waluj, Aurangabad in a record time of 16 months.

 1984January 19 Foundation stone laid for the new Plant at Waluj, Aurangabad.1981 The Bajaj
M-50 is introduced.1977 The Rear Engine Auto rickshaw is introduced. Bajaj Auto achieves
production and sales of 100,000 vehicles in a single financial year.1976 The Bajaj Super is
introduced.1975 BAL & Maharashtra Scooters Ltd. joint venture.1972 The Bajaj Chetak is
introduced.1971 The three-wheeler goods carrier is introduced.1970 Bajaj Auto rolls out its
100,000th vehicle.1960 Bajaj Auto becomes a public limited company. Bhoomi Poojan of
Akurdi Plant.1959 Bajaj Auto obtains licence from the Government of India to manufacture
two- and three-wheelers.1948 Sales in India commence by importing two- and three-
wheelers.1945November Bajaj Auto comes into existence as M/s Bachraj Trading
Corporation29 Private Limited.

27
 AWARDS & ACHIEVEMENTS OF BAJAJ COMPANY:
 Product Award Year By Bajaj Discover DTS-i - Bike of the 2005 OVERDRIVE Awards
2005Year 2005Bajaj Discover DTS-i - Indigenous 2005 OVERDRIVE Awards 2005Design of
the Year 2005BAJAJ AUTO - Bike Maker of the 2004 ICICI Bank OVERDRIVE Awards Year
2004 2004DTS-i Technology - Auto Tech of 2004 ICICI Bank OVERDRIVE Awards the Year
2004 2004Bajaj Pulsar DTS-i Bike of the 2004 ICICI Bank OVERDRIVE Awards Year 2004
2004Wind 125 Two Wheeler of the 2004 CNBC AUTOCAR Awards 2004Year 2004Wind 125
Bike of the Year 2004 2004 Business Standard Motoring Bajaj Pulsar 180 DTS-i BBC 2003
BBC World Wheels Award 2003World Wheels Viewers Choice Two Wheeler of Year
2003Bajaj Pulsar 180 DTS-i BBC 2003 BBC World Wheels Award 2003World Wheels Award
for Best Two Wheeler between Rs 55,000 to Rs70,000

 Bajaj Pulsar 150 DTS-i BBC 2003 BBC World Wheels Award 2003World Wheels Award for
Best Two Wheeler between Rs 45,000 to Rs55,000Bajaj Boxer AT KTEC BBC World 2003
BBC World Wheels Award 2003Wheels Award for Best Two Wheeler under Rs 30,000Bajaj
Pulsar - Motorcycle Total 2003 NFO Auto motive Customer Satisfaction Study Bajaj Pulsar -
Bike of the year 2003 ICICI Bank OVERDRIVE Awards 2003Bajaj Pulsar - Most exciting bike
of 2002 OVERDRIVE Awards the year Bajaj Eliminator - Bike of the year 2002 OVERDRIVE
Awards Bajaj Eliminator - Most exciting 2001 OVERDRIVE Awards bike of the year.

 Award Year By All India Trophy for Highest 1998-99 EEPC Exporter Focus LAC Award for
Outstanding 1998-99 India Trade Promotion Organisation Performance Export Excellence
1998-99 EEPC Certificate of Merit 1998-99 India Trade Promotion Organisation Award for
Export Excellence 1997-98 EEPC Export Excellence 1997-98 MCCIIA All India Trophy for
Highest 1997-98 EEPC Exporter Top Exporter Shield - Western 1996-97 EEPC Region Export
Excellence 1996-97 MCCIA Regional Top Exporter - Large 1995-96 EEPC Scale Manufacturer
Highest Export Performance 1995-96 EEPC Outstanding Export Performance 1995-96
Government of India, Ministry of Commerce Export Excellence Award 1995-96 MCCIA Top
Exporter Shield - Western 1995-96 EEPC Region Certificate of Merit 1995-96 Government of
India, Ministry of Commerce Award for Export Excellence 1994-95 EEPC Regional Top
Exporter - Large 1994-95 EEPC Scale Manufacturer All India Special Shield - 1994-95 EEPC
Consumer Durables Exporter.

28
 National Export award for 1994-95 Government of India, Ministry of Outstanding Performance
Commerce Western Region Top Export Award 1994-95 EEPC All India Special Shield - 1994-
95 EEPC Consumer Durables Regional Special Shield - Capital 1993-94 EEPC Goods Category
Award for Export Excellence 1993-94 EEPCKEY POLICY FOLLOWED BY BAJAJ
COMPANY: Environmental Policy Towards creating and preserving a cleaner environment
Bajaj Auto Ltd., manufacturer of two and three wheeler vehicles is committed to prevention of
pollution, continual improvement of our environmental performance and compliance with all
applicable environmental legislation and regulations. Towards this, we shall strive to:• Create a
proactive environment management system that addresses all environmentally significant
aspects related to our products and processes,• Minimise the generation of waste and conserve
resources Through better technology and practices, and Promote environmental awareness
amongst our employees and motivate them to fulfill our commitments. We, at Bajaj Auto,
pledge ourselves towards creating and preserving a cleaner environment.

 We at Bajaj Auto continue to firmly believe in providing the customer Value for money, for
years through our products and services. This we shall maintain and improve, In our decision
making, quality, safety and service will be given as much consideration as productivity, cost
and delivery. Quality shall be built into every aspect of our work life and business operations.
Quality improvements and customer satisfaction shall be the responsibility of
everyemployee.TPM Policy: We at Bajaj Auto adopt Total Productivity Maintenance as a
means of creating a safe and participative work environment in which all employees target the
elimination of losses in order to continuously enhance the capacity, flexibility, reliability and
capability of its processes, leading to higher employee morale and greater organizational
profitability.TPM Policy: We at Bajaj Auto adopt Total Productivity Maintenance as a means of
creating a safe and participative work environment in which all employees target the
elimination of losses in order to continuously enhance the capacity, flexibility, reliability and
capability of its processes, leading to higher employee morale and greater organizational
profitability.

29
CHAPTER-4

30
 CONCEPTUAL FRAME WORK
Job Satisfaction comprises of two words “Job” and “Satisfaction”. Before we define the phrase, it
is important to understand the word “satisfaction”. Satisfaction is defined as the fulfillment or
gratification of a desire, need, or appetite. Gratification is a state of being gratified or satisfied.
Therefore, one can conclude that “satisfaction” is an internal feeling and no amount of external
pleasures or comforts can satisfy you unless you want “to feel” satisfied.

job satisfaction as a pleasurable emotional state resulting from the appraisal of one’s job; an
affective reaction to one’s job; and an attitude towards one’s job. Weiss (2002) has argued that job
satisfaction is an attitude but points out that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that
we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our
behaviors.

Gone are the days when people used to join one company and retire from the same company after
spending their entire life in the company. Relocation for job was not the norm. However the
introduction of economic reforms in early 1990’s has changed the way of people’s outlook towards
their career and professional life. Thinking small or thinking less becomes unacceptable. People
begin to think that thinking little is a crime. The kind of money and comforts that people got
exposed to was something unrealistic and unimaginable by the previous generation. All this has
contributed to the greed of human being. Companies begin to offer numerous benefits to their
employees’ such as pick-and-drop facilities, mobile, high-tech cafeterias, fully subsidized houses,
financing for their higher education, stock-options, opportunity to work on-site, in-door games, and
in-house entertainment, option to work from home, so on and so forth. Has all these facilities and
benefits contributed towards the job-satisfaction of employees? No, it hasn’t. It has only
contributed to expand their greed. Doesn’t matter what you offer to them and how you keep them,
the moment they get any better offer, they will leave the company. So, how and when does an
employee begin to feel satisfied in his job?

31
CHAPTER-5

32
Research methodology

STATEMENT OF OBJECTIVE-

 To know the employee satisfaction level towards the organization regarding the

Infrastructure working condition compensation and other facilities.

 To understand the relationship within the organization

33
 RESEARCH DESIGN & HYPOTHESIS

Research Methodology:

Research methodology is considered as the nerve of the project. Without a proper well-
organized research plan, it is impossible to complete the project and reach to any
conclusion. The project was based on the survey plan. The main objective of survey was to
collect appropriate data, which work as a base for drawing conclusion and getting result.

Therefore, research methodology is the way to systematically solve the research problem.
Research methodology not only talks of the methods but also logic behind the methods used in the
context of a research study and it explains why a particular method has been used in the preference
of the other methods

Research design:

Research design is important primarily because of the increased complexity in the market as well as
marketing approaches available to the researchers. In fact, it is the key to the evolution of
successful marketing strategies and programmers. It is an important tool to study buyer’s
behaviour, consumption pattern, brand loyalty, and focus market changes. A research design
specifies the methods and procedures for conducting a particular study. According to Ker linger,
“Research Design is a plan, conceptual structure, and strategy of investigation conceived as to
obtain answers to research questions and to control variance.

34
Types of research are:

 Descriptive Research
The type of research adopted for study is descriptive. Descriptive studies are undertaken in many
circumstances when the researches is interested to know the characteristic of certain group such as
age, sex, education level, occupation or income. A descriptive study may be necessary in cases
when a researcher is interested in knowing the proportion of people in a given population who have
in particular manner, making projections of a certain thing, or determining the relationship between
two or more variables. The objective of such study is to answer the “who, what, when, where and
how” of the subject under investigation. There is a general feeling that descriptive studies are
factual and very simple. This is not necessarily true. Descriptive study can be complex, demanding
a high degree of scientific skill on part of the researcher.

Descriptive studies are well structured. An exploratory study needs to be flexible in its approach,
but a descriptive study in contrast tends to be rigid and its approach cannot be changed every now
and then. It is therefore necessary, the researcher give sufficient thought to framing research .

Data collection methods:

Data collection is a very important step in any research. It’s the pivot along which the whole
research revolves. If the data collected is not appropriate then the whole research will be of no use.

Data Collection basically involves collecting the relevant data from various sources may be primary
or secondary and then sorting the information so that meaningful information can be gathered from
the sorted data.

35
 Data can be collected from two sources:

 Sources of Data Collection

Primary sources Secondary Sources

 Primary Sources:

Primary sources include the data, which are first handed. They are collected directly from the
respondents using the data collection methods like the questionnaires, survey interviews, direct
observation, or tabulation. For primary data collection, we have to plan the following four
important aspects.

o Sampling
o Research Instrument

 Secondary Sources:

Secondary sources are the sources in which data has already been collected by some other person or
organization for their use and is used by the researcher for his purpose. These include websites,
trade associations, journals, books etc.

The Company’s profile, journals and various literature studies are important sources of secondary
data.

36
SAMPLING PLAN
(SAMPLE POPULATION, TECHNIQUE & SAMPLE SIZE)

 Sampling is the one technique which allows us to concentrate and give attention upon
relativity. (I.e. Employees of Agrawal Bajaj) here the sample size is 50.In other words,
representation of a particular population. And is the subset of the population. For
conducting this survey it is required to concentrate on employees of Agrawal Bajaj within
the organization. For this purpose the questionnaire was incorporated and the employees
were selected and the size was 50.

 Stages in selection of sampling:  Define the target population: According to my project

my target population is employees of Agrawal Bajaj.  Specify the sampling frame:
Concerned to the project sampling frame is all the department employees Agrawal Bajaj.
Specify sampling unit: Sampling unit consisting of selected sample.  Specify sampling
Method;
 SAMPLE TECHNIQUE: The sample technique adopted is random sampling method.
Since sample is going to be chosen from different respondents.

SAMPLE SIZE: 50

AREA OF RESEARCH - In Mirzapur City

TIME PERIOD OF RESEARCH- This study is carried out for a period of 15 days.

38
 LIMITATIONS OF THE STUDY

A few limitations and constraints came in way of conducting the present study, under which the
researcher had to work are as follows:-

 Although all attempts were made to make this an objective study, biases on the part of
respondents might have resulted in some subjectivity.

 Some of the employees are reluctant to give full information, this leads to bias & may not
reflect the true picture.
 The observations are only based on current scenario, as it could change in future.

39
CHAPTER-6

40
41
 TABLE:-1

RESPONSE NO. 0F RESPONDENTS % OF RESPONSES

Strongly agree 35 70

Agree 11 22

Neither agree nor disagree 3 6

Disagree 1 2

Strongly agree 0 0

Total 50 100

42
 CHART:-1

The infrastructure provided by the organization enables me to do my job better

120
100
100

80 70

60

40 NO.OF RESPONDENTS
22 % OF RESPONSES
20
6
2 0
0
STRONGLY AGREE NEITHER DISAGREE STRONGLY TOTAL
AGREE AGREE DISAGREE
NOR
DISAGREE

INTERPRITATION

 70% of the employees agree that the infrastructure provided to them enable them to
do their job better.
 22% of the employees agree to the same.
 6% of the employees neither agree nor disagree.
 2% of the employees disagree with this statement.

This question was asked to know whether the infrastructure provided to the employees
helps them to do their job with enthusiasm and to their satisfaction or not. From the
graph we can infer that infrastructure provided to the employees is good and helps
them to do their job better.

43
 TABLE:-2

Response No. of respondents % of responses

Cordial 45 90

Fair 05 10

Un cordial 0 0

Total 50 100

44
 CHART:-2

Employees- Employer Relations

120

100
100
90
80

60 No. of respondents
% of responses

40

20

10 0
0
Cordial Fair Uncordial Total

INTERPRITATION

 90% of the employees say that their relations with the employer are cordial.
 10% of the employees say that the relations are fair.

This question was asked to understand the relationship within the organization.
From the graph we can find that the relations within the organization are very good
Management must continue to maintain such relation in future for smooth running.

45
 TABLE:-3

Response No of respondents % of responses

Excellent 04 08

Good 18 36

Fair 10 20

Poor 18 36

Total 50 100

46
 CHART:-3

Opinion about incentive scheme.

120

100
100

80

60 No of respondents
% of responses

40 36 36

20
20
8

0
Excellent Good Fair Poor Total

INTERPRITATION

 8% of the employees say that incentive scheme is excellent.

 36% of employees say that the incentive scheme is good.
 20% of the employees say that the incentive scheme is fair.
 36% of the employees that the incentive scheme is poor.

This question was asked to know the opinion about the incentive scheme followed in the
organization.

47
 TABLE:-4

Response No. of respondents % of responses

Excellent working culture 37 74

Poor working culture 13 26

Total 50 100

48
 CHART:-4

About the working environment.

120

100
100

80 74

60 No.of respondents
% of responses
40
26

20

0
Excellent working Poor working culture Total
culture

INTERPRITATION

 74% of the employees feel that the working culture in the organization is excellent.
 26% of the employees feel just the opposite.

49
 TABLE:-5

Response No. of respondents % of responses

Strongly agree 24 48

Agree 15 30

Neither agree not disagree 4 8

Disagree 6 12

Strongly disagree 1 2

Total 50 100

50
 CHART:-5

My grievances & complaints are handled in time and to my satisfaction.

120

100
100

80

60 No. of respondents
48 % 0f responses

40
30

20 12
8
2
0
SA A NA/ND D SD Total

INTERPRITATION

 48% of the employees strongly agree to the statement that their grievances and
complaints are handled in time and to their satisfaction.
 30% of the employees to the same.

This question was asked to know whether the employee’s problems are solved fairly or not by the
management from the graph we can infer that the employees are satisfied with the management’s
problem solving.

51
 TABLE:-6

RESPONSE NO.OF RESPONDENTS % OF RESPONSES

MORE WORK LESS PAY 15 30

LESS WORK MORE PAY 1 2

EQUAL WORK EQUAL PAY 34 68

TOTAL 50 100

52
 CHART:-6

Opinion about task provided and the compensation.

120

100
100

80
68

60 NO.OF RESPONDENTS
% OF RESPONSES
40
30

20

2
0
MORE WORK LESS WORK EQUAL WORK TOTAL
LESS PAY MORE PAY EQUAL PAY

INTERPRITATION

 68% of the employees say that they are paid equally for the job which they are
doing and it is fair.
 30% 0f the employees say that are paid less compared to the job which they are
doing.
 2% of employees say that they are paid same compared the job which they are
doing.

53
 TABLE-7

Response No. of respondents % of responses

Excellent 28 56

Good 18 36

Poor 4 8

Total 50 100

54
 CHART-7

Lighting conditions provides by the organization.

120

100
100

80

60 No. of respondents

56 % of responses

40
36
20

8
0
Excellent Good Poor Total

INTERPRITATION

56% of the employees say that lighting conditions provides by organization are excellent.

And 36% of the employees say good the same. 8% of the employees say that it is poor.

55
 TABLE-8

Response No. of respondents % of responses

Yes 45 90

NO 5 10

Total 50 100

56
 CHART-8

Do you get clear communication from the management.

120

100
100
90
80

60 No. of respondents
% of responses

40

20

10
0
Yes NO Total

INTERPRITATION

90% of the employees say that they get clear communication from the Management.

10% of the employees say that they do not get clear communication from Management.

57
 Table:-9

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

MALE 40 80

FEMALE 10 20

TOTAL 50 100

58
 CHART-9

ANALYSIS OF THE DEMOGRAPHIC CHARACTERISTICS- CLASSIFICATION OF

THE RESPONDENTS BY GENDER

120

100
100

80
80

60 NO. of respondents
Percentage

40

20
20

0
Male Female Total

INTERPRETATION:

 Out of 50 respondents, it is inferred that 80% of the respondents are male and 20are female.

59
 TABLE:-10

Age No. of respondents Percentage

20-30 year 35 70

Above 30 year 15 30

Total 50 100

60
 CHART:-10

CLASSIFICATION OF THE RESPONDENTS BY AGE

80

70
70
60

50

40 No.of respondents
Percentage
30
30
20

10

0
20-30 year Above30 year

INTERPRETATION:

 Out of 50 respondents, it is inferred that 70% of the respondents are between the age group of 20-
30;
 30% of the respondents are between the age group Above 40;

61
CHAPTER-7

62
RECOMMENDATIONS, FINDING AND SUGGESTIONS

63
Findings:

 92% of the employees agree that the infrastructure provided by the organization enables them to
do their job better.

 90% of the employee-employer relations in the organization are cordial.

 64% of the employees are satisfied with the incentive scheme followed by the organization
whereas 36% are not satisfied with the same.74% of the employees say that the working
environment is excellent, And 26% of the employee say the poor.

78% of the employees are satisfied by the way their grievances and complaints are handled and
solved.

 68% of the employees feel that the pay is equal to the work they do and is fair, and 30% of the
employees feel that they are paid less for the work they do which is not fair.

56% of the employees say that lighting conditions provides by organization are excellent.

And 36% of the employees say good the same. 8% of the employees say that it is poor.

 90% of the employees say that they get clear communication from the management.

20% of the employees are female And 30% of the employees are Male.
Age group of the employees are 70% of the employees’ age (20-30) And above 30

64
 RECOMMENDATIONS
 All the employees should be treated equally and there should not be any bias treatment.
 Management must revise the salary administration system to satisfy the employees who
are not satisfied with the salary paid. Management must follow a system which
measures the employee’s performance at regular intervals and should be paid
accordingly. Management must design salary slabs for particular posts so as to
distinguish the mechanics from the supervisor’s. This will create a sense of respect
towards the respective posts.
 The administration policies should be updated so that all the employees are aware of the
policies.
 The training needs of the employees should be reviewed at least twice a year. Based on
that, training programs should be conducted for all the employees.
 Day to day work related training should be provided that is 80% job related and 20% on
management skills. conduct the workshop on team development. So that all employees
are aware of the benefits of team work.
 Maximum employees are looking for welfare facilities such as tea to be provided twice
a day to keep them fresh and active at work. Then employees in the service section don’t
have a lunch room and a change room. So the management must arrange for it so that
they feel good and enjoy themselves in the lunch hours. By providing such welfare
facilities the employees will develop a feeling of secureness which in turn will bound
them with the organization. The supervisor/manager should give regular feedback on
performance by holding informal meetings with each individual. Supervisor/manager
should appreciate and encourage employees to work hard.
 Job related training should be given once in 6 months. This will help the employees to
enhance the present skills and perform their tasks more effectively and efficiently.
 The incentive scheme which is followed presently is good but the incentives are to be
provided monthly rather than yearly. Or the management can follow a performance
based incentive scheme where the employee who works hard will get more incentives
than the employees who are not up to the mark. The performance of all the employees
should be recorded and depending on the extra efforts put by the employee should be
paid accordingly by the means of incentives.
 Cultural activities should be held to further motivate the employees to attain the goal.
65
 CONCLUSION

Employee satisfaction is realizing the direct relationship between happy and unhappy employees.
Following are the dimensions of employee satisfaction

 Employee retention

 Productivity

 Customer satisfaction

 Profitability.

All the above mentioned factors are obtained only if the employees are satisfied .This is because
satisfied employees tend to be more creative ,tend to accept challenging jobs which is an
promotional opportunity to them .They tend to be more productive. Employees with higher job
satisfaction: believe that the organization will be satisfying in the long run care about the quality of
their work • are more committed to the organization • Have higher retention rates, and • are more
productive.

To attain the long run goal employees should be treated equally , and should have opportunity to
express their views, ideas and opinions. They should be updated and accessible to all the employees
so that the employees are aware of all policies of the organization. The supervisor should have the
good leadership qualities and should give positive feedback at regular interval. The working
environment should be good so that the employees will have sense of pride in working for the
organization and should be provided with the necessary facilities and adequate space work
efficiently. Loyalty and performance should be rewarded by providing opportunities for career
development

66
BIBLIOGRAPHY

BOOK REFERENCE:

 Dr.C.R.kothari, “Research Methodology”, New Age International Publishers, second

revised edition, 2006. Pg.191.
 H.R. books

WEBSITES:

www.bajajauto.com www.google.com

1. www.wikipedia.org

67
 QUESTIONNAIRE

QUES.1- The infrastructure provided by the organization enables me to do my job better.

( a) Strongly agree (b) Agree

(c) Neither agrees nor disagree (d) Disagree

(e) Strongly disagree

QUES.2- How is the employee- employer relation in your organization?

(a) Cordial (b) Fair

(c) Uncordial

QUES.3- What is your opinion about the incentive scheme?

(a) Excellent (b) good

© fair (d) Poor

QUES.4- What do you feel about the working environment?

(a) Excellent working culture

(b) Poor working culture

QUES.5- My grievances & complaints are handled in time and to my satisfaction.

(a) Strongly agree

(b) Agree
(c) Neither agree nor disagree
(d) Disagree
(e) Strongly disagree

QUES.6- What is your Opinion about task provided and the compensation

(a) More work less pay

(b) Less work more pay
(c) Equal work equal pay

QUES-7. Lighting conditions provides by the organization?

(a) Excellent
(b) Good
(c) Poor
68
QUES-8. Do you get clear communication in your organization?

(a) Yes
(b) No

QUES-9. Age group (please tick)

(a) 20-30 year

(b) Above 30 year

QUES.10- Gender (please tick)

(a) Male
(b) Female

69