CP Ar 27

COMPREHENSIVE PROJECT REPORT
On
A Study on Employee Job Satisfaction
At
Asahisongwon colors limited
Submitted to
Institute Code: 708
Chaudhari Technical Institute
Under the Guidance of

Dr. Amit Patel
(HOD)
In partial Fulfilment of the Requirement of the award of the degree of
Master of Business Administration (MBA)
Offered By
Gujarat Technological University
Ahmedabad
Prepared by:
Patel Rajal V.
Prajapati Anjali P.
Enrl. No:-177080592019
177080592023
MBA (Semester -IV)
April, 2019
GTU-MBA-SEM -IV 1
Student’s Declaration
I hereby declare that the COMPREHENSIVE Project Report “A Study on Employee Job
Satisfaction” in “Asahisongwon Color Ltd.” Is a result of our own work and our indebtedness
to other work publication, references, if any, have been duly acknowledged. If we are found
guilty of copying from any other report or published information and showing as our original
work, or extending plagiarism limit, we understand that we shall be liable and punishable that
university may decide.
Enrollment no Name Signature

177080592019 Patel Rajal V.
177080592023 Prajapati Anjali P.
Place: - Date:-
GTU-MBA-SEM -IV 2
Preface
With the respect and pleasure, we are privileged to submit our report to Chaudhry Technical
Institute.
Comprehensive project refers to work experience that is relevant to professional development as
an essential component in the development of the practical and professional skill required of a
manager and an aid to prospective employment.
As a student of MBA, we got an opportunity to learn on training. The project title is organization
development initiatives at asahisongwon ltd-An Empirical Study.
I successfully completed my training report within the specified time. It was really a thrilling
experience for me with senior officials of industry and to interact with different members,
employees of the organization. It was an experience of enjoyment through hard work and
dedication.
This research investigated by employee job satisfaction to the organization. This study adopted a
descriptive survey design in the investigation of the organization development in asahisongwon
ltd.
The organization encourage sharing of information knowledge and resource; and provided
opportunities for employees to learn and grow.
Teaching gives the knowledge of theoretical aspects of management but implementation of
theory gives practical knowledge of management field. The aim of this comprehensive project is
to introduce the fundamentals and the basic principles of employee satisfaction in real life day to
day application of business transaction.
We are thankful to Asahi Sangwon Colors Limited for giving us such a valuable opportunity to
work with them.
GTU-MBA-SEM -IV 3
Acknowledgement
The objective of comprehensive project is to give budding management students a good
exposure to both knowledge and corporate life. Our comprehensive project at Asahi Sangwon
Colors Limited, has been one in which each day was a learning experience.
The project was on the study of “Employee Job Satisfaction at Asahi Sangwon Colors Limited”.
It has been a knowledgeable experience for us.
We take immense pleasure in thanking Chaudhary technical institute, Gandhinagar our beloved
education institution for having permitted our to carry out this CP.
We wish to express our deep of gratitude to our college Head Dr. Amit Patel for giving an
opportunity to prepare this report. We are definitely like to thank our project guide Dr. Amit
Patel for able guidance and useful suggestion, which helped us in completing work in time. We
are also like to thank all our respondents without whom the project would not have been
successful.
Last but not least We extent our sincere thanks to all our friend and family member who were
involved in some way or the other in the making of the CP.
GTU-MBA-SEM -IV 4
Executive summary
In modern economy dealing with human resource is one of the most important and challenging
task for the entire organization. Within it proper management, HRM is regarded as the core
activity of business. And to achieve the goal of organization, measuring satisfaction level of
employee is very important HRM tool.
We have got an opportunity to do our comprehensive project in Asahi sangwon colors limited.
Employee job satisfaction was a much popularized subject during the 1980’s and 1990’s where
much of the literature, focused on the link between Employee satisfaction and Employee
Performance.
The concept of employee satisfaction can be traced back to Edward Thorndike. Who in the early
1900’s published an article in the Journal of Applied Psychology where he explored the
relationship between work and satisfaction.
The concept of Employee Satisfaction has certainly been researched very thoroughly over the
years and has been linked to many other issues like employee loyalty, employee commitment,
employee engagement and job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950’s developed his theory which
identified two dimensions of satisfaction, namely motivation and hygiene.
Hertzberg maintained that the hygiene factors could not motivate employees but rather helped
minimize dissatisfaction levels if addressed. These hygiene factors include topics such as;
company policies, supervision, salary, interpersonal relationships and working conditions.
The motivating factors addressed topics such as; the work itself, achievement, recognition,
responsibility, and advancement. If continuously good levels are maintained in respect of these
topics, a motivated work force is created.
GTU-MBA-SEM -IV 5
Index
Sr. No Titles Page No.
Preface 3
Acknowledgement 4
Executive summary 5
CHAPTER:1
 Industry profile 8
 Company profile 13
CHAPTER:2
 Introduction of the Topic 31
CHAPTER:3
 Research Methodology 42
 Frequency Table in SPSS 43
 Chi-square test 70
CHAPTER:4
Conclusion 213
CHAPTER :5
Findings 215
Bibliography 216
Annexure 217
GTU-MBA-SEM -IV 6
CHAPTER:-1
GTU-MBA-SEM -IV 7
Industry profile
Asahi Songwon Colors Ltd.is in the business of manufacturing pigments. Pigments are basically
colourants, adding colour to everything around us, namely ink, paints, textiles, rubber etc.
Asahi Songwon Colors Ltd. Is a leading player in Indian Pigment industry and intends to become
a leading manufacturer of pigments around the world. The company is in the manufacturing of
CPC Beta Blue and Blue Crude, exporting substantial production to leading MNCs around the
world on account of quality of its products.
Colour codes of industries for environment clearances

Fighting pollution gets renewed thrust with government releasing new ‘colour’ codes for
industries based on their pollution load factor.
On 5 march 2016 , minister of state of environment , forest and climate change, Prakash
javadeker released the four colour categorization for industries as per the following pollution
index score between 0 to 100:
 Industries with pollution index score of 60 and above : Red category
 Industries with pollution index score of 41 to 59 : Orange category
 Industries with pollution index score of 21 to 40 : Green category
 Industries with pollution index score including and up to 20: White category
Size of industry
A large number of paints outlet or shops have automated / manual dealer tinting systems. Today
India has more than 20000 outlet in operation, probably the highest for any country. There are
only approximately 7000 tinting system in china for a market two and half time of India’s size.
30%to the paint industry revenue in India is accumulated from industrial paints. The size of the
paint Indian industry is around 940 million litres and is valued at approximately $2 billion. The
organized sector comprises 54%of the total volume and 65% of the value. In the last ten years,
the Indian paint industry has grown at a compounded annual growth rate of 12-13%.
GTU-MBA-SEM -IV 8
Industry structure
The Indian chemical industry is one of the oldest industries in India it creates an immense variety
of products which impinge on virtually every aspects of our live. Chemicals are one of key input
materials in the world finding application in all manufacturing sectors. India is the third largest
producer of chemicals in Asia and sixth largest in the world. With the increase in industrial
activities, the demand for manufacture pigments which is an integral part of chemical industry.
Pigment industry is divided into organic and inorganic pigments based on their chemical
composition, whereas organic pigment consists of high performance pigments, AZO pigment
and phthalocyanines pigments. China has emerged as the global leader in the AZO pigments
while India has emerged as a global hub for Phthlo pigments on accounts of growing access of
international technologies, qulityandstrogenvironmental compliances copper phthalocyanine
pigment by virtue of their exceptionally brilliant shade, high tectorial strength, low cost ,
outstanding properties have been ruling the colorant world. Your company is specialized in
Phthlo pigment and one of leading manufacturers of the blue pigments in India. With India
slowly becoming the preferred location for phtahlocyanine pigments a part from China, globally
the market is becoming more favourable for the company.
Basic Objectives
ASCL aims to become a market leader in the pigment industry. With this view in the backdrop.
The company’s principal manufacturing facilities at padre [Vadodara], manufacturing CPC Blue
Crude and Beta Blue pigment has an installed capacity of 11400 tonnes per annum. The
company is in the process of adding new products in its basket in future.
Promoters Background & History

ASCL was promoted by Mrs. Paru M. Jaykrishna, having rich business experience in the field of
manufacturing pigments & Chemicals and Travel Industry. Mrs. Paru M. Jaykrishna started
pigment manufacturing activities in 1994. She was also president of Gujarat Chamber of
commerce and Industry [GCCI], first lady elected for this post in Gujarat’s Chamber history.
Mr. Gokul Jaykrishna, joint managing director, looks after the day to day and strategic
operations of the company. Under his leadership the company has achieved many exports and
excellence awards during last 10 years.
GTU-MBA-SEM -IV 9
Competitive analysis of five forces portals model
Barriers to
Supply Demand
Entry
5 forces portals model
Bargaining power Bargaining power

Competition
of supplier of customer
GTU-MBA-SEM -IV 10
 Supply:-
Supply exceeds demand in both the decorative as well as the industrial paints segments. Industry
is fragmented.
 Demand:-
Demand for decorative paints depends on the housing sector and good monsoons. Industrial paint
demand is linked to user industries like auto, engineering and consumer durable.
 Barriers to entry:-
Brand, distribution network, working capital efficiency and technology play a crucial role.
 Barging power of supplier:-

Price increase constrained with the presence of the unorganised sector for the decorative
segment. Sophisticated buyer of industrial paints also limit the bargaining power of suppliers. It
is therefore that margins are better in the decorative segment.
 Bargaining power of customers:-

High due to availability of wide choice.
 Competition:-
In both categories, companies in the organised sector focus on brand building. Higher pricing
through product differentiation is also followed as a competitive strategy.
GTU-MBA-SEM -IV 11
PESTLE Analysis
Political factors
 India the largest democratic country in world
 The political situation is more or less stable in nature
 Export oriented economy
Economic factors
 Market based economy
 Second fastest growing economy in the world
 India is the third largest in term of purchasing power
 Introduction of FDI in paint sector
Social factors
 India is the second largest populated economy in the world
 Rise in price of raw material
 Import of raw material
Technological factors
 Emerging of IT sector
 Modernization of paint like [waterproof paints, Teflon coating, creating colors shops etc.]
 Lead free paints
Environmental factors
 Impact of volatile organic compounds [VOCs]
 Lead free paints
 Season and climate changes
Legal factors
 Pollution control law
 Health and safety law
 Environmental law
GTU-MBA-SEM -IV 12
Company Profile
Company name: - Asashi Songwon Colors Ltd.
Address: - Thaltej –shilaj Road, Thaltej, Ahmedabad.
Telephone: - 91-79 3982 5000

Fax number:- 91-79 3982 5100
Web site:- www.asahisongwon.com
VISION
Company’s vision is to be the leader in its field of pigment by supplying quality and environment
friendly products to MNC’S worldwide.
Mission
 To be an innovation and creative partner of MNC’S in the areas of trading, business development
and strategic partnership based on many year of good relationship with them.
 To be the market leader in the pigment industry globally.
 To be the largest supplier of blue crude in the world, AND in next 5 years aiming to be an
integrated pigment manufacturer.
 To be the preferred supplier of finished pigments to MNC’S worldwide with a higher pigments
capacity.
GTU-MBA-SEM -IV 13
SWOT Analysis
Strength
 Total is one of the leading oil and Colors companies
 It has diverse operations in chemicals & oil
 Strong brand equity
 Excellent relation with customers
 Entering nuclear energy sector
Weakness
 Legal issues
 Employee management
 Limited global presense
 Hign cost of finance and Govt intervention in the land dealing
Opportunity
 Increasing fuel/oil prices
 More colours well discoveries
 Expansion in new geographies
 Reduction in interest rate
Threats
 Environmental regulations
 High competition
 Fluactuating interest rates
GTU-MBA-SEM -IV 14
Customer satisfaction
Since inception without single dispute we have been dealing multinationals and large companies
worldwide
CLARINANT Collaboration since 14 year
DIC Supply agreement for 14 year
SUN CHEMICALS USA Yearly supply agreement since 14 year
BASF Regular supply since 6 year
Asahi’s journey to the top

1993 commenced production of PIGMENT GREEN near Ahmedabad
1996 Songwon Colour Company Limited of South Korea enter into a joint venture by way of
financial investment and supply of technology for green crude
1996 the name wae subsequently change to Asahi Songwon Colors Limited
2001 SCCL was taken over by Clariant limited, Switzerland
2003 Technical collaboration with Clariant for manufacture of CPC Blue Crude
2007 Entered into supply agreement DLC, Japan, who infused equity of 10.5 crores.
Customer base includes large MNCs across the world
2007 The company went for its IPO of 33.50 cro successful for its expansion forward
integration programme.
2008 set up additional capacity of CPC blue crude of 6600 TPA resulting into installecapacity to
10200 TPA.
As a forward integration, installed Beta Blue Capacity 1200 TPA, which became operative.
2010 Expansion of Beta Blue Capacity from 1200 TPA to 2040 TPA.
2014 Pursuant to scheme of arrangement sanction by the Hon’ble high court of Gujarat in the
nature of demerger CPC green division was transferred to Aksherchem Ltd.
2016 Debottlenecking of CPC blue crude to 10200 TAP.
GTU-MBA-SEM -IV 15
Asahi’s journey to the top
Expansion of capacity and addition of new product in 2016-17

Product / facility Capacity
1 New product / facility 0.128MW
Solar plant 600TPA
Alpha blue 2400 TPA
2 Explanation of capacity
Beta Blue 15:4
Brains behind our success
Mrs Paru M. Jaykrishna Chairperson and MD

Mr Gokul M. Jaykrishna Jt. Managing Director
Mr. H. K. Khan, IAS (Retd.) Independent Director
Ex. Chairman Gujarat Ambuja Cement,
GSFC, secretary
Petroleum Ministry, govt. of india, etc.
Mr. R.K. Sukhdevsinhji Independent Director
Ex. CMD – BPCL and currently top
management of Essar Group.
Mr. Arvind Goenka Independent Director
Duncun Group – Goenka Family
Mr. Gaurang Shah Independent Director
Industrialist
Prof. Pradeep J. Jha Independent Director
Mr Munjal M. Jaykrishna Director
GTU-MBA-SEM -IV 16
Key Products & Applications
Captive Consumption
For
Upstream Products
CPC
Blue Crude
Sold to other Pigment

&
Ink Manufacturers
Pigment Blue 15:0:-

Asafast 4000 K:
 Medium Red Shade Blue suitable for Low Temperature Plastic
Asafast 4000 AQ:

 Red Shade Blue with strong Colors for Water based Dispersion and Textile
Pigment Blue 15:1:-

Asafast 5000 K:
 Easy Dispersible Red Shade Blue
 Resistance to Heat and Migration
 Recommendation for Fiber Application
Pigment Blue 15:3:-

Asafast 325:
 Use in Paste Inks including Heatset
 Coldset and Sheetfed Offset Line
 Provide excellent Inks Properties and Colors Values
GTU-MBA-SEM -IV 17
Pigment Blue 15:3:-
Asafast 330:
 Universal type for wide Range of Applications
 Applications including Coating, Inks and Plastic
Pigment Blue 15:3:-

Asafast 330 K:
 Offers ease of Dispersion suitable for wide range of Polymers including Polyolefin, Styrene, PP,
PET, PVT, etc.
 Provide Low Filter Pressure Value makes it suitable for Plastic Fiber
Pigment Blue 15:4:-

Asafast 9000:
 Used in Solvent Packaging Inks
 Provides Low Ink Viscosity
 Excellent Gloss and transparency
 Suitable for Wide Range of Resins and Substrates
End User Industries:-

Inks
Paints
Plastics
Textiles
Rubber
Company name Turnover in 2017

(in billion USD)
DIC-SUN 4.42
FLINT INK 2.30
TOYO INK 1.30
SAKATA INK 1.29
SIEGWERK 1.10
GTU-MBA-SEM -IV 18
Paint Industry:-
Highly raw material intensive industry
The per the capita consumption of paints in India stand at 0.5 kg. As compared to 1.6 kg. In
China and an average of 22 kg. p.a. in the developed countries – upward growth opportunities
Two broad categories:
 Decorative: Exterior/Interior wall paints, wood finishes, enamels (growth around12 – 15% p.a.)
 Industrial: Automotive coatings, powder coatings, protective coatings (growth around 25 – 30%
p.a.)
Company name Turnover in 2017

(in billion USD)
AKZO NOBEL COATINGS 10.66
PPG INDUSTRIES 14.30
SHRWIN – WILLIAMS 7.42
RPM 4.81
NIPPON PAINT 4.30
DUPONT 4.28
BASF 3.64
World Organic Pigment Market:-

1) World Market Size – USD 26 Billion
2) Expected Growth is 3.8% annually through 2023
3) Asia Pacific Region will lead gains and increase its market share to half of the world demand by
2023
4) DIC, Clariant and BASF are 3 largest players
5) Asahi’s market share stands to 6% of world’s Phthalo Pigment market
Cost Effectiveness
 Production base moving to cost efficient countries like India due to cost effectiveness.
 High quality products are manufactured in India for the global markets.
 Companies in US, Europe, South Korea and Japan have tie-ups for direct supplies of the
products from India.
GTU-MBA-SEM -IV 19
Strategy
Relationships Financial
with
Performance
Multinationals
Proven Strategic
Technology Outlook
ASAHI
Global focus Focused

outlook
Qualified people Product quality
GTU-MBA-SEM -IV 20
Asahi –key competitive strengths
 Diversified end user industry on growth path.
 Long term relation with major MNC’s like DLC of Japan, clariant and BASF.
 World leader like DIC and clariant having equity stake in ASAHI.
 Consistent and the superior quality products
 Technical and financial collaboration with the world largest ink manufacturer-DIC.
Our Purpose Statement:-
Knowledge:-
Positioning as a knowledge company, and investing in processes, practices and products to
reinforce our competitive advantage.
Shareholder Value:-
To do everything in order to maximise shareholder value in long term.
Employees:-
To be preferred Chemical Company for employees to work at.
Culture:-
Our DNA will be marked by the urgency to grow the fastest within the shortest time.
Customisation:-
Ensure higher proportion of product customisation around specific customer needs that
translate into enduring relationships.
Responsibility:-
Ensured business sustainability by making sizable forward looking investments in effluent-
treatment units, infrastructure and mind-set.
Governance:-
Constitution of Board of Directors, recruitment of specialized professionals, institutionalisation
of systemic checks and balances, extensive compliance with all stringent norms and a
commitment to run business in an ethical manner.
Value-creation:-
Create value through scaling at lower costs, optimising asset utilisation, managing cost, and
addressing a larger share of the customer wallet.
GTU-MBA-SEM -IV 21
Strengths:
1) Corporate Strengths:-
 Entrenched experience:-
The company’s two and half decade plus industry experience has translated into client
retention on the one hand and higher wallet share on the other.
 Stringent compliance:-
The company’s products have been validated by esteemed MNCs, leaders in their
respective spaces(ink, paint and plastic). The company is registered with the
Department of Scientific and Industrial Research operating under the aegis of the
Ministry of Science and Technology. The Company’s plants are certified for ISO
9001:2008 and ISO 14001:2004.
 Intellectual capital:-
The company’s management comprises professionals and technologies(35% of the total
employee base).
 Environmental responsibility:-
The company has made proactive investments in plants, processes and practices to
protect the environment, enhancing confidence among stakeholders –
communities,customers shareholders and the government – that the company’s
business is safe and sustainable. The company invested Rs 27 crore in effluent emissions
management infrastructure.
2) Marketing strengths:-
 Logistical efficiency:-
The company enjoys enduring relationships with distributors in South Africa, Taiwan and
Spain, among others.
 Trusted vendor:-
The company enjoys the reputation of being a trusted vendor addressing evolving
customer needs. Exports accounted for 87% of the revenues, marked by incremental
order sizes.
GTU-MBA-SEM -IV 22
 Client visibility:-
The company’s customers comprise some of the largest and most quality-conscious
global companies like DIC (Japan), Sun Chemicals (USA).
 Enduring relationships:-
The company’s relationships have evolved from traditional transactional engagements
to longstanding collaborative partnerships. The result: 97% of the company’s 2014-15
revenues were derived from the clients with whom it has been associated for more than
five years.
3) Qualitative Strengths:-
 Product quality:-
Asahi’s business has been woven around first – rate product quality which stems from a
best in class QMS (quality maintenance system), standard operating procedures, a
dedicated quality management team.
 Top-of-the-line equipment:-
The company has invested in top of the line ink and plastic testing equipment, which
includes vibro shakers, muller machines and injection moulding machines which have
helped the company meet the demanding standards of customers worldwide.
 Industry benchmark:-
The company’s quality policy meets and exceeds customer expectations by delivering
products of the highest quality through reliability and service improvements.
 Process expertise:-
The company’s quality management is driven by efficient systems and processes, which
result in higher operational stability and predictability.
 Continuous improvement:-
The company has fostered a culture of continuous improvement with a keen emphasis
on process control, variability reduction and waste elimination.
4) Manufacturing strengths:-
 Strategic location:-
The company enjoys abundant access to technically qualified personnel as Gujarat is the
largest produce r of chemicals in India.
GTU-MBA-SEM -IV 23
 Extensive scale:-
The company is a leading manufacturer of phthalocyanine pigments and derivatives in
India, accounting for 5% of the world organic pigment production.
 Wide portfolio:-
The company is engaged in the manufacture of phthalo pigment varieties like CPC blue
crude and the gamut of beta blue pigments.
 Diverse applications:-
About 40% of the pthalocyanine pigments are used in the manufacture of printing inks,
while the rest finds applications in paints, plastics, textiles and paper industries.
 Inherent benefits:-
The company’s CPC blue division is registered as an EOU (export oriented unit).
 Prudent practices:-
The company rationalised manufacturing costs through periodic investments, superior
technology absorption and consistent monitoring to emerge as one of the most
competitive globally in its segment.
GTU-MBA-SEM -IV 24
Marketing Departments:-
Sudarshan Chemical:-
 Sudarshan Chemical is largest pigments manufacture in india.
Pigments for:-
 Coatings
 Plastics
 INKS
 Cosmetics
 Pigments mainly include Azos, Napthols, Phthalos.
Meghani organizationLimited:-
MOL is engaged in manufacturing and marketing of a range of pigments and Agro
Chemicals.
Business Segments:-
Pigments
Agrochemicals
Basic Chemicals
Other
Ishan Dyes & Chemicals Limited:-

 Product:-
 CPC Blue crude
 Alpha Blue
 Beta Blue
Kesar petro products Limited:-

 Leading Manufactures of CPC Blue crude contribution 15% of total market of CPC in
india.
 Product:-
 CPC Blue Crude:- 18,000 MT p.a
 Alpha Blue:- 2,400 MT p.a
 Pigment Green 7:- 600 MT p.a
GTU-MBA-SEM -IV 25
Mazda Colours Limited:-
 Mazda is CPC product in India and manufactures a complete range of phthalocyanine
ppigments.
 Product:- CPC Blue Crude, Pigment Blue, pigment Green, Ruber master batch for rubber
industry.
 A new Trading Division has been established to facilitate the supply of a whole range of
pigments, including AZOs, Carbazol Vioelet, Inorganic and other High performance
pigments, pigment intermediates, Agrochemical technical and pharmaceutical Bulk
drugs.
Production department:-
DIC Corporation & Sun Chemical Corporation:-

 DIC Corporation World’s Largest INK company
 Acquired sun Chemical Corporation USA in 1986
 Segements:
Printing INKS, Fine chemicals, Polymers, Compounds, application Materials
BASF Germany:-
 BASF is World’s largest Chemical company
 BASF Germany in mainly works in following Segments:-
 Chemicals
 Performance products
 Functional Materials & Solutions
 Agricultural Solutions
 Oil & Gas
Clariant Chemicals (Global);-

 Clariant is a world leader in specialty chemicals
 Segments:
 Care Chemicals
 Cataysis
 Natural resources
 Plastic & Coatings
GTU-MBA-SEM -IV 26
Clariant Chemicals (india) LTD:-
o Clariant is a world leader in specialty chemicals
o Segments
o Pigments & Colours
o Dyes & Specially Chemicals
Choksi Colurs pvt ltd & Choksi Organics pvt ltd:-

 Choksi Exports is frontline manufacturers and exporters of Organic Pigments from India.
 Products:-
 Pigment Blue
 Pigment Green
Poddar Pigments:-
 Poddar pigments has the unique distinction of being the first company in India to
manufacture Master batches for dope dyeing of Polypropylene, Nylon & Polyester
Multifilament Yarn / Fibers.
 Segements:-
 Man Made Fiber
 Plastic & Packaging
 Engineering Compounds
Mallak Specialties:-
 Pigments manufacture
 Segments:-
 Adhesive & Polymers
 Pigments & Colourants
 Agrochemicals
GTU-MBA-SEM -IV 27
Finance Department:-
Top customers for F.Y 2016-17 :-
Sr. No. Customer Quantity (in MT) % of Total Sales
1 DIC Corporation 2,320.58 25.96%
2 Sun chemical 1,509.46 16.88%
corporation
3 BASF company Ltd 1,068.80 11.95%
4 Clariant Chemicals 924.00 10.33%
(india) Ltd
5 Siegwerk druckfarben 900.00 10.07%
AG
6 Other 2217.82 24.81%
ASAHI SONGWON COLORS LTD FUNDAMENTALS

Parameter Values
Market Cap (Rs. In cr.) 305.52
Earnings per share (EPS TTM) (Rs.) 18.80
Price to earnings (P/E) Ratio 13.24
Book value per share (Rs.) 148.01
Price /book (MRQ) 1.68
Price /earnings (TTM) 10.08
ROCE (%) 21.65
PAT margin 9.46
Dividend yield 1.21
Face value 10
GTU-MBA-SEM -IV 28
ASAHI SONGWON COLORS LTD FINANCIAL SUMMARY
Parameter MAR 17 (‘Mn.) MAR 16 (‘MN.)

Balance sheet:
Share capital 122.72 122.72
Total non-current liabilities 221.50 229.86
Total current liabilities 654.70 610.15
Total liabilities 2442.15 2200.09
Total non-current assets 1309.41 1259.37
Currents investments 0.00 0.00
Cash and bank 26.30 26.32
Total current assets 1132.73 940.71
Total assets 2442.15 2200.09
Profit & Loss:-
Gross Sales 2644.21 2285.70
Net Sales 2570.88 2239.20
Total Expenditure 2107.61 1849.61
Operating Profit 474.15 425.92
Profit after Tax 250.18 209.83
Segment Wise Revenue:-
Segment Particulars FY 16 FY 15 % Growth

Chemicals Sales 14,161 15,940 -11%
EBITDA 3,334 3,358 -1%
EBIDTA ( %) 23.54% 21.06% ----
Performance Sales 15,782 17,003 -7%
Products EBITDA 2,653 2,487 7%
EBIDTA (%) 16.81% 14.63% ---
Functional Sales 19,706 20,127 -2%
Materials & EBITDA 3,057 2,421 26%
Solutions EBIDTA (%) 15.51% 12.03% ---
Agricultural Sales 5,859 6,324 -7%
Solutions EBITDA 1,373 1,435 -4%
EBIDTA (%) 23.43% 22.70% ---
Oil & Gas Sales 2,912 14,124 -79%
EBITDA 1,679 2,811 -40%
EBIDTA (%) 57.66% 19.90% ---
GTU-MBA-SEM -IV 29
CHAPTER:- 2
GTU-MBA-SEM -IV 30
Introduction of the Study
Job Satisfaction is the favourableness or un-favourableness with which the employee views his
work. It expresses the amount of agreement between one’s expectation of the job and the
rewards that the job provides. Job satisfaction is a part of life satisfaction. The nature of one’s
environment of job is an important part of life as job Satisfaction influences one’s general life
satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee.
In a narrow sense, these attitudes are related to the job under condition with such specific
factors such as wages. Supervisors of employment, conditions of work, social relation on the
job, prompt settlement of grievances and fair treatment by employer. However, more
comprehensive approach requires that many factors are to be included before a complete
understanding of job satisfaction can be obtained. Such factors as employee’s age, health
temperature, desire and level of aspiration should be considered. Further his family
relationship, Social status, recreational outlets, activity in the organization etc. Contribute
ultimately to job satisfaction.
Job Satisfaction is one of the major interests to the organizational behaviour and the practice of
HRM. It reflects employee’s attitudes towards their job and commitment to an organization Job
satisfaction refers to one’s feelings or state of mind regarding the nature of their work. It
describes how content an individual is with his or her job.
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not self-satisfaction happiness or self-contentment but satisfaction on the job.
According to Vroom, “Job Satisfaction is the reaction of the workers against the role they play in
their work.”
“Job Satisfaction as a general attitude of the workers constituted by their approach towards the
wages, working conditions, control promotion related with job, social relations in the work,
recognition of talent and some similar variables personal characteristics, and group relations
apart from the work life.”
“Job Satisfaction is the total of the sentiments related with the job conducted. If the worker
perceives that his/her values are realized with in the job, she/he improvises a positive attitude
towards his/her job and acquires job satisfaction.”
GTU-MBA-SEM -IV 31
Importance of Job Satisfaction
1) Lower Turnover:-
Turnover can be one of the highest costs attributed to the KR department. Retaining
workers help to create a better environment, and makes it easier to recruit quality
talent and save money.
A person is more likely to be actively searching for another job if they have low
satisfaction; whereas, a person who is satisfied with their job is less likely to be job
seeking.
2) Higher Productivity:-
Irrespective of job title and pay grade, employees who report high job satisfaction tend
to achieve higher productivity. When someone is happy with their job, they focus well
and they pay attention to their tasks.
They seem themselves responsible and accountable for achieving the organizational
goal that does make them happy.
3) Increased Customer Satisfaction:-

Keeping employees safe and satisfied can lead to higher sales, lower costs and a
stronger bottom line.
Basically, profit can be earned by selling, the products or giving services to the
customers.
If the employees are satisfied with their job then they can give better customer service
and we know that customer retention and loyalty are dependent on the basis of the
given service of the employees.
If customer’s loyalty increased, automatically it will lead to increase profit.
4) Employee Absenteeism:-
It is likely that a satisfied worker may miss work due to illness or personal matters, while
an unsatisfied worker is more likely to take “mental health” days, i.e. days off not due to
illness or personal reason.
When people are satisfied with their job they may be more likely to attend work even if
they have a cold; however, if they are not satisfied with their job, they will be more
likely to call sick even when they are well enough, to work.
5) Helps to Earn Higher Revenues:-

No amount of training or motivational – would help, unless and until individuals develop
a feeling of attachment and loyalty towards their organization. Employees waste half of
their time fighting with their counterparts or sorting out issues with them.
GTU-MBA-SEM -IV 32
Satisfied employees are the happy employees who willingly help their fellow workers
and cooperate with the organization even during emergency situations.
6) Satisfied Employees Tend to Handle Pressure:-

Employees who are happy with their jobs are willing to participate in training programs
and are eager to learn new technologies, software which would eventually help them in
their professional career.
Satisfied employees accept challenges with a big smile and deliver even in the worst of
circumstances.
Employee satisfaction is of utmost importance for employees to remain happy and also
deliver their level best.
Satisfied employees are the ones who are extremely loyal towards their organization
and stick to it even in the worst scenario.
How to increase Job Satisfaction

1) Provide a positive working environment:-
Creating job satisfaction begins by first providing a positive work environment. Fran
Tar Kenton says, to find what motivates people, “you have to find what turns people
on”. This is the most important factor in the process. A motivating working
environment requires going over and beyond the call of duty and providing for the
needs of the worker.
2) Reward and Recognition:-

Mark Twain once said, “I can live for two months on a good compliment” Personal
recognition is a powerful tool in building morale and motivation. A part on the back,
a personal note from a peer or a supervisor does wonders. Small, informal
celebrations are many times more effective than a once a quarter or once a year
formal event.
3) Involve and Engage the Workforce:-

People may show up for work, but are they engaged and productive? People are
more committed and engaged when there is a process for them to contribute their
ideas and employee suggestions. This gives them a sense of ownership and pride in
their work.
GTU-MBA-SEM -IV 33
4) Develop Worker’s skills and potential:-
Training and education motivates people and makes them more productive and innovative. At
Federal Express, all customer contact people are given six weeks of training before they ever
answer the first phone call. Learning never stops and testing continues throughout their
employment tenure.
There are many reasons training and development makes sense. well trained employees are
more capable and willing to assume more control over their jobs.
Evaluate and Measure Job Satisfaction:-

Continuous evaluation and never ending improvement is the final step of the company.
Evaluation is a nonstop activity that includes a specific cycle of steps. The primary purpose of
evaluation is to measure progress and determine what needs improving. Continuous evaluation
includes, but is not limited to, the measurement of attitudes, morale, and motivation of the
workforce.
9 Types of Employee Satisfaction

Employee satisfaction is an indicator of employee engagement that is calculated with a
confidential, or often anonymous, survey that asks employees directly, “how satisfied are you
with your job?” As with customer satisfaction, employee satisfaction is useful because there is
no better way to know if people are happy than to ask them directly. The following are
common elements if employee satisfaction.
Hygiene Factors:-
Hygiene Factors are minimum working conditions that don’t boost employee satisfaction if they
are met. However, if they are absent they can result in extremely low employee satisfaction.
These are basic elements such as water, coffee, tea, comfortable chairs and a safe working
environment that employees expect.
Extrinsic Motivation:-
Motivation driven by compensation, incentives, rewards, status and praise.
Intrinsic Motivation:-
Internalizing a firm’s mission and believing you play an important role. In some cases,
employees feel pulled towards work and find it personally rewarding.
Certainty:-
Many employees prefer working for leaders who provide certainty in the form of a stable
strategy and plans that are clearly communicated. When strategy seems random. Political and
unstable people tend to feel things are hopeless or absurd.
GTU-MBA-SEM -IV 34
Tone at the Top:-
Respect for a firm’s leadership. For expel, the belief that a firm’s leaders live up to the firm’s
values and mission.
Productivity:-
Overworked people may be unhappy. Under-worked people may also unhappy. Idle time can
be boring and lead employees to have a low sense of accomplishment.
Culture:-
The norms, values and expectations of an organization. For example, office politics that is
reasonable and courteous as opposed to negative and uncivil.
Job Security:-
Employees who don’t feel secure in their job tend to be dissatisfied. For example, rumours of a
layoff can reduce employee satisfaction.
Quality of Working Life:-

The quality of the job itself includes factors such as office location, interior design, tools and
processes.
Pros & Cons of Employee Satisfaction Surveys

Pros of Employee Satisfaction
Increased involvement:-
Surveying is the best way to get into the heart of every employee and knowing what problems
they are actually facing and trying really hard to help them get rid of such problems. For the
majority of an employee, it becomes very difficult to put forward their problems in front of
their boss.
A great medium for communication:-

Employee satisfaction surveys are a employees can communicate with the managers or upper
class of people working with them in the same organization for the upliftment of the
organization. It helps in creating a line of communication between different groups of people
working in any company.
GTU-MBA-SEM -IV 35
An improvised approach:-
Make the employees raise their voice over the issues they want to bring to the company and
those they have been holding back for a long time. The employee satisfaction surveys helps
then individual employee to mark their presence for making any desirable change they want to
execute in the organization.
Anonymous:-
Majority of employees working in any organization does not want to state they are true
emotions about what are they have a fear of being criticized. This anonymously giving opinion
through survey helps them to speak their heart out without any fear.
Flexibility:-
The surveys are so designed that they will serve more flexibility to the end user or the
employee in their specific workplace. If a survey is being made that highlights the employee
satisfaction which will help the management of the company to know what makes the
employee working under them delighted or sad about anything that concerns their work place.
Creative:-
When the employees working in any organization are asked for any help regarding anything or
if their opinions are asked through any survey, it is a boon for the organization as every
individual is different.
Better understanding:-
While conducting any employee satisfaction surveys in the organizations, various message
passing to the employees or other people associated with the organization whose opinions and
thoughts are important for the growth of the company are always valued by any company.
Delicate:-
If any employee working for the organization is feeling unhappy, lost focus or being used by the
other employees or any higher authority, she/he might be finding it difficult to say what their
concerns are face to face. This delicacy should not affect the growth of the organization. This is
one important aspects of conducting surveys.
Helpful:-
Employee satisfaction surveys helps both the company and the employee to seek and devote
energy and time in doing they are the company in various possible ways and for the employees
as well.
GTU-MBA-SEM -IV 36
Cons of Employee Satisfaction
Increased quantity but no quality questions:-
Often in various employee satisfactions survey questions being asked are not what the
organization should aim at asking. There are often times when the number of question was
more than 10 which loses an employee’s lack of interest and eventually she/he just tick without
even reading the question and hence the employee satisfaction survey purpose behind taking
such surveys goes in vain.
Once a year conduction:-

The employee satisfaction takes place in majority of the organization only once in a year which
means that the employee can only say about their problem once every year and whose solution
is also not fixed.
Unsatisfied employees:-
The major drawback is that the surveys don’t actually measure how satisfied the people are at
workforce they are working. While being happy and satisfied are apparently almost related
entities, they are different and have their importance in every aspect.
Time – consuming:-
The survey takes place in various work forces, it takes a hell lot amount of time in displaying its
result.
No fruitful result:-
The survey aims at providing solution to the employee by considering their problems and
asking for their opinion to help them change those but what actually happens is something
totally different. The companies just create an imaginary vision but actually just mange the
tasks what they actually want to perform.
Negativity:-
The survey doesn’t pinpoint the actual problem so that can help for fixing it both rather they
misuse this concept. But they just spread the negativity by not focusing on the actual problem.
The company neglects the opportunity they had for the upliftment of the company and spread
them to the best of every employee’s work but it all just in vain.
No growth of the employee:-

The survey responses make it very biased and there are companies where they intentionally ask
the employees to mention their name while taking the survey and this way they can easily
approve the voices of the once who are the company’s favourite and hence ignoring the
suggestions of the rest of the employees.
GTU-MBA-SEM -IV 37
No ownership:-
The survey takes place for the whole employees and not for any individual but problem arises
when there is involvement of various other people working under the solution of the problem
behind the asked questions in any survey.
Survey failure:-
The more the number of questions will be, the more will be the chances of its failure. The
important point to consider is to find a balance between the surveys and avoiding any chaos
that can happen.
No personal profit:-
The job satisfaction surveys are very much useless and often no result tends to be happening
after taking tons of survey every year and they are just meant for personal benefit of the
company and fooling around the employee working under them.
GTU-MBA-SEM -IV 38
Literature review
Mira Singh and pestonjee (1990) hypothesized that job satisfaction is influenced by the levels of
occupation, job involvement and Participation. The sample for the study consisted of 250
officers and 250 clerical cadres belonging to a nationalized bank in Western India. The study
confirmed the hypothesis and it was found that job satisfaction of the Bank employees was
positively affected by the occupational level, job involvement and participation.
Balgir (1991) attempted to understand hygiene-motivational factors as postulated by Hertzberg

based on their need priorities that dominate the minds of Indian managers whiule continuing
service in their respective organizations. The results revealed that job satisfaction, salary, job
security, better chances of promotion, happy personal life, high positions and friendly social
circle are some of the motivating factors in that order which strongly influences indian
managers.
Mathew (1991) tested the relationship between satisfaction and organizational commitment
with a non-recursive model that permitted the simultaneous examination of the influence of
satisfaction on commitment and the influence of commitment on satisfaction. The study
highlighted that the two variables were reciprocally related but that the influence of
satisfaction on commitment was stronger.
Syeed6 (1992), made an endeavour to determine the relationship between employee Job
Satisfaction and Organisational effectiveness. The sample for the study consisted of 44
supervisors of a public sector undertaking which was randomly drawn from a single unit of the
Company. The main objective of the study was to relate satisfaction with Organisational
effectiveness along with personal attributes such as age, education, pay, length of service etc.
the study revealed that Job satisfaction facets had more explanatory power than the personal
attributes of respondents. It was clear from the study that the Organisation through its human
resource development policies and practices created better environment for employees,
resulting in greater satisfaction which in turn enhanced Organisational effectiveness.
Rama Devi7 (1997) conducted a study on faculty Job Satisfaction and their views on
management of the two universities in Andhra Pradesh. The sample consisting of 200 teaching
faculty and 100 members were selected randomly from each university and the attempt was
made to measure Job Satisfaction of the faculty in universities of Andhra Pradesh. The study
found that the factors such as freedom in job, scope for self-improvement, income and job
security were causing satisfaction while bureaucratic rules, no recognition for work and routine
work were causing dissatisfaction to them.
GTU-MBA-SEM -IV 39
Sarri and Judges’8 (2004), article provided greater understanding of the research on
employee’s attitudes and Job Satisfaction. The article identified three gaps between Human
resource practice and the scientific research in the area of employee attitudes in general and
the most focal employee attitude in particular –Job satisfaction: the causes of employee
attitudes, the result of positive or negative job satisfaction and how to measure and influence
employee attitudes. Suggestions for practitioners are provided on how to close the gaps in
knowledge and for evaluating implemented practices.
Okele & Mtyuda (2017) research outcomes indicated that a lack of resources, too much crowd
of courses and indiscipline amid pupils were server sources of disappointment amid teachers.
Other causes of job dissatisfaction amid teachers are management consequences. All these
factors create disengagement among teachers and filled negativity in their job.
Worrell9 (2004) examined and described the levels of Job Satisfaction and relationship between
the variables in a national sample of school psychologists belonging to the National Association
of School Psychologists (NASP). Data were collected through mailed survey packets including a
data form including Minnesota Satisfaction Questionnaire. 234 full time practitioners
responded. Result indicated that 90% of school psychologists were satisfied or very satisfied
with their jobs. The findings showed a gradual increase in overall satisfaction when compared
to 1982 and 1992 that reported being satisfied or very satisfied with their jobs. Participants in
the current sample were more satisfied with their job security, independence and creativity.
The term job satisfaction was brought to lime light by hoppock (19935). He revived 35 studies
on job satisfaction conducted prior to 1933 and observes that job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. “I m
satisfied with my job”. Such a descriptions indicate the variety of variables that influence the
satisfaction of the individual but tell us nothing about the nature of Job satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management,
personal adjustment & social requirement. Morse (1953) considers job Satisfaction as
dependent upon jon content, identification with the co., financial & job status & priding group
cohesiveness.
Santhapparaj10 (2005) studied the Job Satisfaction of the women managers working in
automobile Manufacturing Industry in Malaysia. It was based on primary survey from 200
women managers. The study investigated the relationship between specific aspects of Job
Satisfaction and the personal characteristics of women managers. It was also aimed to retest
the Herzberg’s Two-Factors theory. The correlation analysis showed that there was a significant
negative correlation between education level and pay, promotion people on present job and
job in general. The percentage of overall satisfaction was 75.59%. The results did not support
GTU-MBA-SEM -IV 40
the Hezberg’s theory and concluded that no separate and distinct factors lead to job
satisfaction or dissatisfaction, but if they were together contributed to job satisfaction or
dissatisfaction. The study reveals that there was a need for change in the Organisational culture
and the management should create the environment for social and organisational network. The
factor which was relatively less satisfied was the pay and this can be improved only through
dialogue which involve cost to the organisation and the less level of satisfaction on present job
could be easily improved by job rotation, providing challenging job and so on.
Chen and Silverthrone13 (2008) examined the relationship between Locus of Control (LOC) and
the work-related behavioural measures of job stress, Satisfaction and performance of
professional accountants who work for Certified Public Accountant (CPA) firms in Taiwan. The
main objective of the study was to assess how LOC impacts individuals and behaviour in the
work place in three primary areas: Job Stress, Job Satisfaction and Job performance. A total of
620 survey instruments were mailed to 310 Certified Public Accountant firms in Taiwan with
two surveys sent to each firm. The findings indicated that one aspect of an accountant’s
personality, as measured by locus of control, plays an important role in predicting the level of
Job satisfaction, stress and performance. Individuals with a higher internal locus control are
more likely to have lower levels of job stress and higher levels of job performance and
satisfaction.
One of the biggest preludes to the study of job satisfaction was the Hawthorne study. These
studies (1924-1933), primaeily credited to Elton Mayo of the Harvard Business School, sought
to find the effects of various conditions on workers’ productivity.
Scientific management also had a significant impact on the study of job satisfaction. Frederick
Winslow Taylors 1911 book, principles of scientific management, argued that there was a single
best way to perform any given work task. This book contributed to a change in industrial
production philosophies, causing a shift from skilled labour and piecework towards the more
modern approach of assembly lines and hourly wages.
GTU-MBA-SEM -IV 41
CHAPTER:- 3
GTU-MBA-SEM -IV 42
Research Methodology
Objectives:-
To measure the employee job satisfaction level
To study the employee perception towards organization
To study the attitude of the employees towards their work
To identify the factors that motivates the employees
To give suggestions and recommendation to increase job satisfaction among employees
Research design:-
A plan of proposed study prepared by a researcher stating the research activities to be performed
in this proposed study before he undertakes his research work is called “Research Design”.
Research Type:-
Descriptive research attempts to describe systematically a situation, problems, phenomenon,
service or programme, or provides information about, say, living condition of a community, or
describes attitudes towards an issue. Descriptive research refers to research that provides an
accurate portrayal of characteristics of a particular individual, situation, or group. Descriptive
research, also known as statistical research.
Sample size:-
105 respondents were selected for the survey in the various departments.
Data used:-
Both primary data and secondary data are used in the study sources of data:
Primary data
Secondary data
Primary Data:-
Primary data is data that is collected by a researcher from first-hand source, using methods like
surveys, interviews, or experiments.
Secondary Data:-
Secondary data is data gathered from studies, surveys, or experiments that have been run by
other people or for other research.
GTU-MBA-SEM -IV 43
Frequency
Employee Demographical - Gender
Gender
Cumulative
Frequency Percent Valid Percent Percent
Valid Male 99 94.3 94.3 94.3
Female 6 5.7 5.7 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the respondents is out of 105. So the table in that 99
respondents is male and 6 respondents is female.
GTU-MBA-SEM -IV 44
Age
Cumulative
Valid Below 25 7 6.7 6.7 6.7
26 to 35 35 33.3 33.3 40.0
36 to 45 48 45.7 45.7 85.7
46 to 55 13 12.4 12.4 98.1
Above 56 2 1.9 1.9 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the respondents is out of 105. So the table in that age of Below
25 is 7 respondents, 26 to 35 is 35 respondents, 36 to 45 is 48 respondents, 46 to 55 is 13
respondents, and above 56 is 2 respondents.
GTU-MBA-SEM -IV 45
Organizational Level
Cumulative
Valid Operational 7 6.7 6.7 6.7
Management 93 88.6 88.6 95.2
Strategic 5 4.8 4.8 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. So the table in that Organizational
level of operational is 7 respondents, management is 93 respondents and strategic level is 5
respondents.
GTU-MBA-SEM -IV 46
Employee Company Rank
Cumulative
Valid Employee 97 92.4 92.4 92.4
Jr. Manager 8 7.6 7.6 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the respondents is out of 105. In that the employee company
rank of Employee is 97 respondents and Jr. Manager is 8 respondents.
GTU-MBA-SEM -IV 47
Qualification
Cumulative
Valid Graduate 22 21.0 21.0 21.0
Post Graduate 83 79.0 79.0 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee
Qualifications of Graduate is 22 respondenrts and post graduate is 83 respondents.
GTU-MBA-SEM -IV 48
Experience
Cumulative
Valid Below 1 Year 5 4.8 4.8 4.8
1 to 5 Year 28 26.7 26.7 31.4
6 to 10 Year 44 41.9 41.9 73.3
11 to 15 Year 20 19.0 19.0 92.4
16 to 20 Year 6 5.7 5.7 98.1
21 to 25 Year 2 1.9 1.9 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee experience
of below 1 year is 5 respondents, 1 to 5 year is 28 respondents, 6 to 10 year is 44 respondents, 11
to 15 year is 20 respondents, 16 to 20 year is 6 respondents and 21 to 25 year is 2 respondents.
GTU-MBA-SEM -IV 49
I am Happy with my work place
Cumulative
Valid Strongly Agree 63 60.0 60.0 60.0
Agree 42 40.0 40.0 100.0
Total 105 100.0 100.0
Interpretation:-
GTU-MBA-SEM -IV 50
The above table and graph depict the repondents is out of 105. In that the employee are happy
with their work place for 63 respondents is strongly agree and 42 respondents is agree.
Working hours are convenient for me
Cumulative
Valid Strongly agree 30 28.6 28.6 28.6
Agree 75 71.4 71.4 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are working
hours are convient for 30 respondents is strongly agree and 75 respondents is agree.
GTU-MBA-SEM -IV 51
I feel I have too much work to do
Cumulative
Agree 7 6.7 6.7 11.4
Neither 65 61.9 61.9 73.3
Disagree 28 26.7 26.7 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are feel and
happy too much work to do for 5 respondents is strongly agree and 7 respondents is agree and 65
respondents is neither and last is 28 respondents is disagree.
GTU-MBA-SEM -IV 52
Safety measure provided by the company is good
Cumulative
Agree 68 64.8 64.8 96.2
Neither 4 3.8 3.8 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are safety
measure provided by the company is good for 33 respondents is strongly agree and 68 respondents is
agree and 4 respondents is neither.
GTU-MBA-SEM -IV 53
My relationship with my supervisor is cordial
Cumulative
Agree 62 59.0 59.0 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are
relationship with their supervisors is cordial for 43 respondents is strongly agree and 62 respondents
is agree.
GTU-MBA-SEM -IV 54
My senior is not partial
Cumulative
Agree 54 51.4 51.4 98.1
Neither 2 1.9 1.9 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are senior is
not partial for 49 respondents is strongly agree and 54 respondents is agree and 2 respondents is neither.
GTU-MBA-SEM -IV 55
My senior considers my ideas while taking decision
Cumulative
Agree 65 61.9 61.9 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are senior
considered their ideas while taking decision for 40 respondents is strongly agree and 65 respondents
is agree.
GTU-MBA-SEM -IV 56
I am satisfied with the support I get from my coworkers
Cumulative
Agree 58 55.2 55.2 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the employee are satisfied
with the support their get from their coworkers for 47 respondents is strongly agree and 58
respondents is agree.
GTU-MBA-SEM -IV 57
People here have concern from one anothe and tend to help
Cumulative
Agree 56 53.3 53.3 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the people have concern
from one another and tend to help for 49 respondents is strongly agree and 56 respondents is agree.
GTU-MBA-SEM -IV 58
The parking spaces for vehicles is safe and convenient
Cumulative
Agree 47 44.8 44.8 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the parking spaces for
vehicles is safe and convenient for 58 respondents is strongly agree and 47 respondents is agree.
GTU-MBA-SEM -IV 59
I feel I am paid a fairly amount for the work I do
Cumulative
Agree 59 56.2 56.2 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee feel and paid a
fairly amount for the work their do for 46 respondents is strongly agree and 59 respondents is agree.
GTU-MBA-SEM -IV 60
I am happy with the chances for my Promotion
Cumulative
Agree 51 48.6 48.6 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee happy with the
chances for their promotion for 54 respondents is strongly agree and 51 respondents is agree.
GTU-MBA-SEM -IV 61
The canteen facilities Provides satisfies me
Cumulative
Agree 53 50.5 50.5 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that the canteen facilities
provides saisfied employee for 52 respondents is strongly agree and 53 respondents is agree.
GTU-MBA-SEM -IV 62
My Senior motivates me for my work better
Cumulative
Agree 59 56.2 56.2 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee senior motivates
their for work better for 46 respondents is strongly agree and 59 respondents is agree.
GTU-MBA-SEM -IV 63
I feel my job little impact on the success of the company
Cumulative
Valid Stronglty Agree 59 56.2 56.2 56.2
Agree 46 43.8 43.8 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee feel the job little
impact on the success of the company for 59 respondents is strongly agree and 46 respondents is
agree.
GTU-MBA-SEM -IV 64
I am happy with Medical Facilities provided to employees at company
Cumulative
Agree 56 53.3 53.3 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee happy with
medical facilities provided to employee at company for 49 respondents is strongly agree and 56
GTU-MBA-SEM -IV 65
I am satisfied with the sports facilities
Cumulative
Agree 48 45.7 45.7 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee satisfied with the
sports facilities for 57 respondents is strongly agree and 48 respondents is agree.
GTU-MBA-SEM -IV 66
I am satisfied with welfare facilities of the company
Cumulative
Agree 59 56.2 56.2 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee satisfied with
welfare facilities for 46 respondents is strongly agree and 59 respondents is agree.
GTU-MBA-SEM -IV 67
I get freedom to express my views in front of your supervisor in the organization
Cumulative
Agree 51 48.6 48.6 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee get freedom to
express their views in front of supervisor in the company for 54 respondents is strongly agree and 51
GTU-MBA-SEM -IV 68
I have been trained well in my work area
Cumulative
Agree 61 58.1 58.1 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee have been
trained well in their work area for 44 respondents is strongly agree and 61 respondents is agree.
GTU-MBA-SEM -IV 69
Overall I am satisfied with my present job
Cumulative
Agree 45 42.9 42.9 100.0
Total 105 100.0 100.0
Interpretation:-
The above table and graph depict the repondents is out of 105. In that employee are overall
satisfied with thier present job for 60 respondents is strongly agree and 45 respondents is agree.
GTU-MBA-SEM -IV 70
Crosstabs
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Organizational Level * 105 92.9% 8 7.1% 113 100.0%

Satisfaction - Communication
with management
Organizational Level * Satisfaction - Communication with management Crosstabulation

Count
Satisfaction - Communication with

management
Positive Strongly Positive Total
Organizational Level Operational 0 7 7
Management 45 48 93
Strategic 3 2 5
Total 48 57 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)
Pearson Chi-Square 6.574a 2 .037

Likelihood Ratio 9.230 2 .010
Linear-by-Linear Association 5.112 1 .024
N of Valid Cases 105
GTU-MBA-SEM -IV 71
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

a. 4 cells (66.7%) have expected count less than 5. The minimum expected count
is 2.29.
Directional Measures
Asymp. Std.
Value Errora Approx. Tb Approx. Sig.
Ordinal by Ordinal Somers' d Symmetric -.201 .069 -2.466 .014
Organizational Level -.143 .058 -2.466 .014

Dependent
Satisfaction - -.339 .108 -2.466 .014

Communication with
management
Dependent
a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.
Symmetric Measures
Value Asymp. Std. Errora Approx. Tb Approx. Sig.
Ordinal by Ordinal Kendall's tau-b -.220 .075 -2.466 .014
Kendall's tau-c -.141 .057 -2.466 .014
Gamma -.684 .208 -2.466 .014

a. Not assuming the null hypothesis.

b. Using the asymptotic standard error assuming the null hypothesis.
GTU-MBA-SEM -IV 72
Crosstabs
I am Happy with my work place * Satisfaction- Physical Facility
Crosstab
Count
Satisfaction- Physical Facility
I am Happy with my work place Strongly Agree 33 30 63
Agree 18 24 42
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2- Exact Sig. (2- Exact Sig. (1-

Value df sided) sided) sided)
Pearson Chi-Square .915a 1 .339

Continuity Correctionb .573 1 .449
Likelihood Ratio .917 1 .338
Fisher's Exact Test .426 .225
Linear-by-Linear Association .906 1 .341
GTU-MBA-SEM -IV 73
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 20.40.
b. Computed only for a 2x2 table
I am Happy with my work place * Satisfaction - Supervisor Style
Crosstab
Count
Satisfaction - Supervisor Style
Neutral Positive Strongly Positive Total
I am Happy with my work place Strongly Agree 4 27 32 63
Agree 2 14 26 42
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.40.
GTU-MBA-SEM -IV 74
I am Happy with my work place * Satisfaction - Communication with
management
Crosstab
Count

management
Agree 15 27 42
Total 48 57 105
Chi-Square Tests


Continuity Correctionb 2.189 1 .139
GTU-MBA-SEM -IV 75
I am Happy with my work place * Satisfaction - Career Progression
Crosstab
Count
Satisfaction - Career Progression
Agree 22 20 42
Total 52 53 105
Chi-Square Tests


b
Continuity Correction .078 1 .780
GTU-MBA-SEM -IV 76
I am Happy with my work place * Satisfaction - Working with Peers
Crosstab
Count
Satisfaction - Working with Peers
I am Happy with my work place Strongly Agree 3 30 30 63
Agree 2 21 19 42
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.00.
GTU-MBA-SEM -IV 77
I am Happy with my work place * Satisfaction - Pay and Benefits
Crosstab
Count
Satisfaction - Pay and Benefits
Agree 22 20 42
Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 78
I am Happy with my work place * Satisfaction - Overall
Crosstab
Count
Satisfaction - Overall
Agree 22 20 42
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 79
Working hours are convenient for me * Satisfaction- Physical Facility
Crosstab
Count
Working hours are convenient Strongly agree 10 20 30

for me Agree 41 34 75
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 80
Working hours are convenient for me * Satisfaction - Supervisor Style
Crosstab
Count
Working hours are convenient Strongly agree 2 12 16 30

for me Agree 4 29 42 75
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.71.
GTU-MBA-SEM -IV 81
Working hours are convenient for me * Satisfaction - Communication with
management
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 82
Working hours are convenient for me * Satisfaction - Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 83
Working hours are convenient for me * Satisfaction - Working with Peers
Crosstab
Count
Working hours are convenient Strongly agree 1 18 11 30

for me Agree 4 33 38 75
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.43.
GTU-MBA-SEM -IV 84
Working hours are convenient for me * Satisfaction - Pay and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 85
Working hours are convenient for me * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 86
I feel I have too much work to do * Satisfaction- Physical Facility
Crosstab
Count
I feel I have too much work to Strongly Agree 4 1 5

do Agree 1 6 7
Neither 32 33 65
Disagree 14 14 28
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.43.
GTU-MBA-SEM -IV 87
I feel I have too much work to do * Satisfaction - Supervisor Style
Crosstab
Count
I feel I have too much work to Strongly Agree 1 2 2 5

do Agree 0 6 1 7
Neither 3 23 39 65
Disagree 2 10 16 28
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .29.
GTU-MBA-SEM -IV 88
I feel I have too much work to do * Satisfaction - Communication with
management
Crosstab
Count

management

do Agree 3 4 7
Neither 33 32 65
Disagree 10 18 28
Total 48 57 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.29.
GTU-MBA-SEM -IV 89
I feel I have too much work to do * Satisfaction - Career Progression
Crosstab
Count

do Agree 4 3 7
Neither 35 30 65
Disagree 13 15 28
Total 52 53 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.48.
GTU-MBA-SEM -IV 90
I feel I have too much work to do * Satisfaction - Working with Peers
Crosstab
Count
I feel I have too much work to Strongly Agree 0 0 5 5

do Agree 1 3 3 7
Neither 4 35 26 65
Disagree 0 13 15 28
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .24.
GTU-MBA-SEM -IV 91
I feel I have too much work to do * Satisfaction - Pay and Benefits
Crosstab
Count

do Agree 4 3 7
Neither 36 29 65
Disagree 13 15 28
Total 53 52 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.48.
GTU-MBA-SEM -IV 92
I feel I have too much work to do * Satisfaction - Overall
Crosstab
Count

do Agree 4 3 7
Neither 34 31 65
Disagree 13 15 28
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.43.
GTU-MBA-SEM -IV 93
Safety measure provided by the company is good * Satisfaction- Physical
Facility
Crosstab
Count
Safety measure provided by the Strongly Agree 14 19 33

company is good Agree 33 35 68
Neither 4 0 4
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.94.
GTU-MBA-SEM -IV 94
Safety measure provided by the company is good * Satisfaction -
Supervisor Style
Crosstab
Count
Safety measure provided by the Strongly Agree 2 15 16 33

company is good Agree 4 23 41 68
Neither 0 3 1 4
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .23.
GTU-MBA-SEM -IV 95
Safety measure provided by the company is good * Satisfaction -
Communication with management
Crosstab
Count

management

Neither 1 3 4
Total 48 57 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.83.
GTU-MBA-SEM -IV 96
Safety measure provided by the company is good * Satisfaction - Career
Progression
Crosstab
Count

Neither 0 4 4
Total 52 53 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.98.
GTU-MBA-SEM -IV 97
Safety measure provided by the company is good * Satisfaction - Working
with Peers
Crosstab
Count
Safety measure provided by the Strongly Agree 0 16 17 33

company is good Agree 5 35 28 68
Neither 0 0 4 4
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)
is .19.
GTU-MBA-SEM -IV 98
Safety measure provided by the company is good * Satisfaction - Pay and
Benefits
Crosstab
Count

Neither 0 4 4
Total 53 52 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)
is 1.98.
GTU-MBA-SEM -IV 99
Safety measure provided by the company is good * Satisfaction - Overall
Crosstab
Count

Neither 0 4 4
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.94.
GTU-MBA-SEM -IV 100

My relationship with my supervisor is cordial * Satisfaction- Physical
Facility
Crosstab
Count
My relationship with my Strongly Agree 22 21 43

supervisor is cordial Agree 29 33 62
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 101

My relationship with my supervisor is cordial * Satisfaction - Supervisor
Style
Crosstab
Count
My relationship with my Strongly Agree 3 16 24 43

supervisor is cordial Agree 3 25 34 62
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.46.
GTU-MBA-SEM -IV 102

My relationship with my supervisor is cordial * Satisfaction -
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 103

My relationship with my supervisor is cordial * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 104

My relationship with my supervisor is cordial * Satisfaction - Working with
Peers
Crosstab
Count
My relationship with my Strongly Agree 1 23 19 43

supervisor is cordial Agree 4 28 30 62
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.05.
GTU-MBA-SEM -IV 105

My relationship with my supervisor is cordial * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


Continuity Correctionb .000 1 1.000
Fisher's Exact Test 1.000 .532
GTU-MBA-SEM -IV 106

My relationship with my supervisor is cordial * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 107

My senior is not partial * Satisfaction- Physical Facility
Crosstab
Count
My senior is not partial Strongly Agree 24 25 49
Agree 26 28 54
Neither 1 1 2
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .97.
GTU-MBA-SEM -IV 108

My senior is not partial * Satisfaction - Supervisor Style
Crosstab
Count
My senior is not partial Strongly Agree 3 21 25 49
Agree 3 18 33 54
Neither 0 2 0 2
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .11.
GTU-MBA-SEM -IV 109

My senior is not partial * Satisfaction - Communication with management
Crosstab
Count
management
Agree 25 29 54
Neither 0 2 2
Total 48 57 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .91.
GTU-MBA-SEM -IV 110

My senior is not partial * Satisfaction - Career Progression
Crosstab
Count
Agree 30 24 54
Neither 0 2 2
Total 52 53 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .99.
GTU-MBA-SEM -IV 111

My senior is not partial * Satisfaction - Working with Peers
Crosstab
Count
My senior is not partial Strongly Agree 1 20 28 49
Agree 4 31 19 54
Neither 0 0 2 2
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .10.
GTU-MBA-SEM -IV 112

My senior is not partial * Satisfaction - Pay and Benefits
Crosstab
Count
Agree 31 23 54
Neither 0 2 2
Total 53 52 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .99.
GTU-MBA-SEM -IV 113

My senior is not partial * Satisfaction - Overall
Crosstab
Count
Agree 31 23 54
Neither 0 2 2
Total 51 54 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is .97.
GTU-MBA-SEM -IV 114

My senior considers my ideas while taking decision * Satisfaction- Physical
Facility
Crosstab
Count
My senior considers my ideas Strongly Agree 18 22 40

while taking decision Agree 33 32 65
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 115

My senior considers my ideas while taking decision * Satisfaction -
Supervisor Style
Crosstab
Count
My senior considers my ideas Strongly Agree 2 15 23 40

while taking decision Agree 4 26 35 65
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.29.
GTU-MBA-SEM -IV 116

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 117

My senior considers my ideas while taking decision * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 118

Working with Peers
Crosstab
Count
My senior considers my ideas Strongly Agree 0 21 19 40

while taking decision Agree 5 30 30 65
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 1.90.
GTU-MBA-SEM -IV 119

My senior considers my ideas while taking decision * Satisfaction - Pay and
Benefits
Crosstab
Count


Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 120

My senior considers my ideas while taking decision * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 121

I am satisfied with the support I get from my coworkers * Satisfaction-
Physical Facility
Crosstab
Count

I am satisfied with the support I Strongly Agree 22 25 47

get from my coworkers Agree 29 29 58
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 122

I am satisfied with the support I get from my coworkers * Satisfaction -
Supervisor Style
Crosstab
Count
I am satisfied with the support I Strongly Agree 2 18 27 47

get from my coworkers Agree 4 23 31 58
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.69.
GTU-MBA-SEM -IV 123

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 124

Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 125

Working with Peers
Crosstab
Count
I am satisfied with the support I Strongly Agree 1 22 24 47

get from my coworkers Agree 4 29 25 58
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.24.
GTU-MBA-SEM -IV 126

I am satisfied with the support I get from my coworkers * Satisfaction - Pay
and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 127

Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 128

People here have concern from one anothe and tend to help * Satisfaction-
Physical Facility
Crosstab
Count
People here have concern from Strongly Agree 22 27 49

one anothe and tend to help Agree 29 27 56
Total 51 54 105
Chi-Square Tests

a
Pearson Chi-Square .496 1 .481
GTU-MBA-SEM -IV 129

People here have concern from one anothe and tend to help * Satisfaction -
Supervisor Style
Crosstab
Count
People here have concern from Strongly Agree 3 14 32 49

one anothe and tend to help Agree 3 27 26 56
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)
a
Pearson Chi-Square 4.295 2 .117
is 2.80.
GTU-MBA-SEM -IV 130

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 131

Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 132

Working with Peers
Crosstab
Count
People here have concern from Strongly Agree 0 27 22 49

one anothe and tend to help Agree 5 24 27 56
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.33.
GTU-MBA-SEM -IV 133

Pay and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 134

Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 135

The parking spaces for vehicles is safe and convenient * Satisfaction-
Physical Facility
Crosstab
Count
The parking spaces for vehicles Strongly Agree 24 34 58

is safe and convenient Agree 27 20 47
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 136

The parking spaces for vehicles is safe and convenient * Satisfaction -
Supervisor Style
Crosstab
Count
The parking spaces for vehicles Strongly Agree 4 25 29 58

is safe and convenient Agree 2 16 29 47
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.69.
GTU-MBA-SEM -IV 137

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 138

Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 139

Working with Peers
Crosstab
Count
The parking spaces for vehicles Strongly Agree 2 27 29 58

is safe and convenient Agree 3 24 20 47
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.24.
GTU-MBA-SEM -IV 140

The parking spaces for vehicles is safe and convenient * Satisfaction - Pay
and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 141

Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 142

I feel I am paid a fairly amount for the work I do * Satisfaction- Physical
Facility
Crosstab
Count
I feel I am paid a fairly amount Strongly Agree 23 23 46

for the work I do Agree 28 31 59
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 143

I feel I am paid a fairly amount for the work I do * Satisfaction - Supervisor
Style
Crosstab
Count
I feel I am paid a fairly amount Strongly Agree 4 16 26 46

for the work I do Agree 2 25 32 59
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.63.
GTU-MBA-SEM -IV 144

I feel I am paid a fairly amount for the work I do * Satisfaction -
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 145

I feel I am paid a fairly amount for the work I do * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 146

I feel I am paid a fairly amount for the work I do * Satisfaction - Working
with Peers
Crosstab
Count
I feel I am paid a fairly amount Strongly Agree 0 23 23 46

for the work I do Agree 5 28 26 59
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.19.
GTU-MBA-SEM -IV 147

I feel I am paid a fairly amount for the work I do * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 148

I feel I am paid a fairly amount for the work I do * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 149

I am happy with the chances for my Promotion * Satisfaction- Physical
Facility
Crosstab
Count
I am happy with the chances for Strongly Agree 26 28 54

my Promotion Agree 25 26 51
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 150

I am happy with the chances for my Promotion * Satisfaction - Supervisor
Style
Crosstab
Count
I am happy with the chances for Strongly Agree 3 19 32 54

my Promotion Agree 3 22 26 51
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.91.
GTU-MBA-SEM -IV 151

I am happy with the chances for my Promotion * Satisfaction -
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 152

I am happy with the chances for my Promotion * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 153

I am happy with the chances for my Promotion * Satisfaction - Working with
Peers
Crosstab
Count
I am happy with the chances for Strongly Agree 1 27 26 54

my Promotion Agree 4 24 23 51
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.43.
GTU-MBA-SEM -IV 154

I am happy with the chances for my Promotion * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 155

I am happy with the chances for my Promotion * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 156

The canteen facilities Provides satisfies me * Satisfaction- Physical Facility
Crosstab
Count
The canteen facilities Provides Strongly Agree 29 23 52

satisfies me Agree 22 31 53
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 157

The canteen facilities Provides satisfies me * Satisfaction - Supervisor
Style
Crosstab
Count
The canteen facilities Provides Strongly Agree 5 17 30 52

satisfies me Agree 1 24 28 53
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.97.
GTU-MBA-SEM -IV 158

The canteen facilities Provides satisfies me * Satisfaction - Communication
with management
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 159

The canteen facilities Provides satisfies me * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 160

The canteen facilities Provides satisfies me * Satisfaction - Working with
Peers
Crosstab
Count
The canteen facilities Provides Strongly Agree 3 22 27 52

satisfies me Agree 2 29 22 53
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.48.
GTU-MBA-SEM -IV 161

The canteen facilities Provides satisfies me * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 162

The canteen facilities Provides satisfies me * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 163

My Senior motivates me for my work better * Satisfaction- Physical Facility
Crosstab
Count
My Senior motivates me for my Strongly Agree 20 26 46

work better Agree 31 28 59
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 164

My Senior motivates me for my work better * Satisfaction - Supervisor Style
Crosstab
Count
My Senior motivates me for my Strongly Agree 3 17 26 46

work better Agree 3 24 32 59
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.63.
GTU-MBA-SEM -IV 165

My Senior motivates me for my work better * Satisfaction - Communication
with management
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 166

My Senior motivates me for my work better * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 167

My Senior motivates me for my work better * Satisfaction - Working with
Peers
Crosstab
Count
My Senior motivates me for my Strongly Agree 1 22 23 46

work better Agree 4 29 26 59
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.19.
GTU-MBA-SEM -IV 168

My Senior motivates me for my work better * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 169

My Senior motivates me for my work better * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 170

I feel my job little impact on the success of the company * Satisfaction-
Physical Facility
Crosstab
Count
I feel my job little impact on the Stronglty Agree 25 34 59

success of the company Agree 26 20 46
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 171

I feel my job little impact on the success of the company * Satisfaction -
Supervisor Style
Crosstab
Count
I feel my job little impact on the Stronglty Agree 4 19 36 59

success of the company Agree 2 22 22 46
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.63.
GTU-MBA-SEM -IV 172

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 173

Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 174

Working with Peers
Crosstab
Count
I feel my job little impact on the Stronglty Agree 1 30 28 59

success of the company Agree 4 21 21 46
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.19.
GTU-MBA-SEM -IV 175

Pay and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 176

Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 177

I am happy with Medical Facilities provided to employees at company *
Crosstab
Count
I am happy with Medical Strongly Agree 23 26 49

Facilities provided to employees Agree 28 28 56
at company
Total 51 54 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 178

Crosstab
Count
I am happy with Medical Strongly Agree 3 18 28 49

Facilities provided to employees Agree 3 23 30 56
at company
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.80.
GTU-MBA-SEM -IV 179

Satisfaction - Communication with management
Crosstab
Count

management

at company
Total 48 57 105
Chi-Square Tests

a
Pearson Chi-Square .056 1 .814
GTU-MBA-SEM -IV 180

Crosstab
Count

at company
Total 52 53 105
Chi-Square Tests


b
Continuity Correction 1.172 1 .279
GTU-MBA-SEM -IV 181

Crosstab
Count
I am happy with Medical Strongly Agree 2 19 28 49

Facilities provided to employees Agree 3 32 21 56
at company
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.33.
GTU-MBA-SEM -IV 182

Crosstab
Count

at company
Total 53 52 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 183

Crosstab
Count

at company
Total 51 54 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 184

I am satisfied with the sports facilities * Satisfaction- Physical Facility
Crosstab
Count
I am satisfied with the sports Strongly Agree 27 30 57

facilities Agree 24 24 48
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 185

I am satisfied with the sports facilities * Satisfaction - Supervisor Style
Crosstab
Count
I am satisfied with the sports Strongly Agree 3 22 32 57

facilities Agree 3 19 26 48
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.74.
GTU-MBA-SEM -IV 186

I am satisfied with the sports facilities * Satisfaction - Communication with
management
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 187

I am satisfied with the sports facilities * Satisfaction - Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 188

I am satisfied with the sports facilities * Satisfaction - Working with Peers
Crosstab
Count
I am satisfied with the sports Strongly Agree 4 28 25 57

facilities Agree 1 23 24 48
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.29.
GTU-MBA-SEM -IV 189

I am satisfied with the sports facilities * Satisfaction - Pay and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 190

I am satisfied with the sports facilities * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 191

I am satisfied with welfare facilities of the company * Satisfaction- Physical
Facility
Crosstab
Count
I am satisfied with welfare Strongly Agree 23 23 46

facilities of the company Agree 28 31 59
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 192

I am satisfied with welfare facilities of the company * Satisfaction -
Supervisor Style
Crosstab
Count
I am satisfied with welfare Strongly Agree 4 15 27 46

facilities of the company Agree 2 26 31 59
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.63.
GTU-MBA-SEM -IV 193

Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 194

I am satisfied with welfare facilities of the company * Satisfaction - Career
Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 195

Working with Peers
Crosstab
Count
I am satisfied with welfare Strongly Agree 2 15 29 46

facilities of the company Agree 3 36 20 59
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.19.
GTU-MBA-SEM -IV 196

I am satisfied with welfare facilities of the company * Satisfaction - Pay and
Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 197

I am satisfied with welfare facilities of the company * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 198

I get freedom to express my views in front of your supervisor in the
organization * Satisfaction- Physical Facility
Crosstab
Count
I get freedom to express my Strongly Agree 25 29 54

views in front of your supervisor Agree 26 25 51
in the organization
Total 51 54 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 199

organization * Satisfaction - Supervisor Style
Crosstab
Count
I get freedom to express my Strongly Agree 3 17 34 54

views in front of your supervisor Agree 3 24 24 51
in the organization
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.91.
GTU-MBA-SEM -IV 200

organization * Satisfaction - Communication with management
Crosstab
Count

management

in the organization
Total 48 57 105
Chi-Square Tests

a
Pearson Chi-Square 1.688 1 .194
GTU-MBA-SEM -IV 201

organization * Satisfaction - Career Progression
Crosstab
Count

in the organization
Total 52 53 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 202

organization * Satisfaction - Working with Peers
Crosstab
Count
I get freedom to express my Strongly Agree 2 28 24 54

views in front of your supervisor Agree 3 23 25 51
in the organization
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.43.
GTU-MBA-SEM -IV 203

organization * Satisfaction - Pay and Benefits
Crosstab
Count

in the organization
Total 53 52 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 204

organization * Satisfaction - Overall
Crosstab
Count

in the organization
Total 51 54 105
Chi-Square Tests


b
GTU-MBA-SEM -IV 205

I have been trained well in my work area * Satisfaction- Physical Facility
Crosstab
Count
I have been trained well in my Strongly Agree 19 25 44

work area Agree 32 29 61
Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 206

I have been trained well in my work area * Satisfaction - Supervisor Style
Crosstab
Count
I have been trained well in my Strongly Agree 3 15 26 44

work area Agree 3 26 32 61
Total 6 41 58 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.51.
GTU-MBA-SEM -IV 207

I have been trained well in my work area * Satisfaction - Communication
with management
Crosstab
Count

management

Total 48 57 105
Chi-Square Tests


GTU-MBA-SEM -IV 208

I have been trained well in my work area * Satisfaction - Career Progression
Crosstab
Count

Total 52 53 105
Chi-Square Tests


GTU-MBA-SEM -IV 209

I have been trained well in my work area * Satisfaction - Working with Peers
Crosstab
Count
I have been trained well in my Strongly Agree 0 18 26 44

work area Agree 5 33 23 61
Total 5 51 49 105
Chi-Square Tests
Asymp. Sig. (2-

Value df sided)

is 2.10.
GTU-MBA-SEM -IV 210

I have been trained well in my work area * Satisfaction - Pay and Benefits
Crosstab
Count

Total 53 52 105
Chi-Square Tests


GTU-MBA-SEM -IV 211

I have been trained well in my work area * Satisfaction - Overall
Crosstab
Count

Total 51 54 105
Chi-Square Tests


GTU-MBA-SEM -IV 212

CHAPTER 4
GTU-MBA-SEM -IV 213

Conclusion
We would like to conclude by saying that it was a great practical experience in conducting such
comprehensive project report. Conducting a survey of 105 employees at Asahi Sangwon Colors
Limited at Ahmedabad was a good experience and it also gave us a great exposure to practical
life.
Our personal experience regarding this comprehensive project was of great help. By conducting
such survey we learn many thing from the employees of the company like the way they work,
they are treated by the Managers, what satisfies them and what not. There is actually a drastic
difference between what we read in the books and what we actually experience on the field.
All the employees had given us full support by effectively filling up our questionnaire. We got to
know a lot by doing such survey. We found out that some of the employees had some problems
as far their satisfaction level is concerned.
We find out that research data analysed by frequency in respondents are Male 99 & Female 6.
In these research, employees are happy with their work place, respondents are strongly agree is
63 & agree is 42.
In these research, employees working hours are convenient for their in respondents are strongly
agree is 30 & agree is 75.
In these research employees safety measure provided by the company is good for their
respondents are strongly agree is 33 & agree is 68& neither is 4.
In these research Employee senior considers their ideas while taking decision for the respondents
are strongly agree is 40 & agree is 65.
In these research employee happy with the chances for their promotions for the respondents are
strongly agree is 54 & agree is 51.
In these research employee senior motivates their work better for the respondents are strongly
agree is 46 & agree is 59.
In these research employee feel their job little impact on the success of the company for the
respondents are strongly agree is 59 & agree is 46.
In these research employee with Medical facilities provided to employees at company for the
In these research employee are satisfied with welfare facilities of the company for the
In these research we survey for the all employees are satisfied for job satisfaction.
GTU-MBA-SEM -IV 214

CHAPTER 5
GTU-MBA-SEM -IV 215

Findings
In these research employees are happy with their work place for the respondents are strongly
agree is 60% & agree is 40%.
In these research employees working hours are convenient for their in respondents are strongly
agree is 28.6% & agree is 71.4%.
In these research employees safety measure provided by the company is good for their
respondents are strongly agree is 31.4% & agree is 64.8%, & neither is 3.8%.
In these research employees senior considers their ideas while taking decision for the
respondents are strongly agree is 38.1% & agree is 61.9%.
In this research employeehappy with the chances for their promotions for the respondents are
strongly agree is 51.4% & agree is 48.6%.
In these research employee senior motivates their work better for the respondents are strongly
agree is 43.8% & agree is 56.2%.
In these research employee feel their job little impact on the success of the company for the
In these research employee with Medical facilities provided to employees at company for the
In this research employee are satisfied with welfare facilities of the company for the respondents
are strongly agree is 43.8% & agree is 56.2%.
In this research we survey for the all employees are satisfied for job satisfaction.
GTU-MBA-SEM -IV 216

Bibliography
www.asahisongwon.com
https://m.economictimes.com
https://m.indiamart.com
https://www.corporateinformation.com
https://www.nirmalbang.com
https://www.entrepreneur.com
https://www.reserachgate.net
GTU-MBA-SEM -IV 217

Annexure
Topic: - “A study on Employee Job Satisfaction

At
Asahi Song won Colors Ltd.”
1) Gender: [ ]Male [ ]Female
2) Age: [ ]Below 25 [ ]26 to 35 [ ]36 to 45 [ ]46 to 55 [ ]Above 56
3) Department: [ ]
4) Qualification: [ ]Below Graduate [ ]Graduate [ ]Post Graduate
5) Experience: [ ]Below 1 year [ ]1 to 5 year [ ]6 to 10 year
[ ]11 to 15 year [ ]Above 15 year
To what extent do you agree or disagree with the following statements about your job?
Questions Strongly Agree Neither Disagree Strongly Other

agree disagree
1. I am Happy with my work place.
2. Working hours are convenient for
me.
3. I feel I have too much work to do.
4. Safety measure provided by the
company is good.
5. My relationship with my supervisor
is cordial.
6. My senior is not partial.
7. My senior considers my ideas while
taking decision.
8. I am satisfied with the support I get
from my co-workers.
9. People here have concern from one
another and tend to help.
10. The parking spaces for vehicles are
satisfactory.
11. I feel I am paid a fairly amount for
the work I do.
12. I am satisfied with the chances for
GTU-MBA-SEM -IV 218

my Promotion.
13. I am satisfied with the canteen
facilities provided by the
organization.
14. My senior motivates me to work
better.
15. I feel my job little impact on the
success of the company.
16. I am happy with Medical Facilities
provided to employees at Company.
17. I am Satisfied with the sports
facilities.
18. I am satisfied with welfare facilities
of the company.
19. Overall I am satisfied with my
present job.
20. Have you been trained well in your
training program in the
organization?
21. Do you get freedom to express your
views in front of your supervisor in
the organization?
GTU-MBA-SEM -IV 219

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COMPREHENSIVE PROJECT REPORT

Under the Guidance of

Enrollment no Name Signature

Colour codes of industries for environment clearances

Promoters Background & History

5 forces portals model

Bargaining power Bargaining power

 Barging power of supplier:-

 Bargaining power of customers:-

Company name: - Asashi Songwon Colors Ltd.

Address: - Thaltej –shilaj Road, Thaltej, Ahmedabad.

Telephone: - 91-79 3982 5000

DIC Supply agreement for 14 year

SUN CHEMICALS USA Yearly supply agreement since 14 year

BASF Regular supply since 6 year

Asahi’s journey to the top

Expansion of capacity and addition of new product in 2016-17

Brains behind our success

Mrs Paru M. Jaykrishna Chairperson and MD

Sold to other Pigment

Pigment Blue 15:0:-

Asafast 4000 AQ:

Pigment Blue 15:1:-

Pigment Blue 15:3:-

Pigment Blue 15:3:-

Pigment Blue 15:4:-

End User Industries:-

Company name Turnover in 2017

Company name Turnover in 2017

World Organic Pigment Market:-

Global focus Focused

Qualified people Product quality

Our Purpose Statement:-

Ishan Dyes & Chemicals Limited:-

Kesar petro products Limited:-

DIC Corporation & Sun Chemical Corporation:-

Clariant Chemicals (Global);-

Choksi Colurs pvt ltd & Choksi Organics pvt ltd:-

ASAHI SONGWON COLORS LTD FUNDAMENTALS

Parameter MAR 17 (‘Mn.) MAR 16 (‘MN.)

Segment Wise Revenue:-

Segment Particulars FY 16 FY 15 % Growth

3) Increased Customer Satisfaction:-

5) Helps to Earn Higher Revenues:-

6) Satisfied Employees Tend to Handle Pressure:-

How to increase Job Satisfaction

2) Reward and Recognition:-

3) Involve and Engage the Workforce:-

Evaluate and Measure Job Satisfaction:-

9 Types of Employee Satisfaction

Quality of Working Life:-

Pros & Cons of Employee Satisfaction Surveys

A great medium for communication:-

Once a year conduction:-

No growth of the employee:-

Balgir (1991) attempted to understand hygiene-motivational factors as postulated by Hertzberg

Valid Male 99 94.3 94.3 94.3

Female 6 5.7 5.7 100.0

Total 105 100.0 100.0

Valid Below 25 7 6.7 6.7 6.7

26 to 35 35 33.3 33.3 40.0

36 to 45 48 45.7 45.7 85.7

46 to 55 13 12.4 12.4 98.1