Project Report On Employees Satisfaction

RESEARCH REPORT
ON
EMPLOYEE SATISFACTION SURVEY
Submitted to Pratap University, Jaipur as a Partial fulfillment of the

requirement for the award of degree
Of
MASTER OF BUSINESS ADMINISTRATION (MBA)
SESSION (2017-2019)
SUBMITTED TO: - SUBMITTED BY:-
PROF. AKANKSHA VERMA HARISH CHANDRA

MAURYANISHAT FATMA
Head of Department MBA- 4th SEM
Pratap University Roll No.: MB170011
PRATAP UNIVERSITY
Sunderpura (Chandwaji) Delhi-Jaipur Highway, Jaipur, Rajasthan 303104
CERTIFICATE
This is to certify that Mr. Harish Chandra MauryaMs. Nishat Fatma is a bonafide student of 4th
Semester of the MASTER OF BUSINESS ADMINISTRATION (Batch 2017-19) of Pratap
University, Jaipur.
He has completed his Research Project work entitled “Employee Satisfaction Survey” Under my
guidance.
I certify that this is his original effort and has not been copied from any other source. This project has
also not been submitted in any other institute/University for the purpose of award of any degree.
This project fulfills the requirement of the curriculum prescribed by this Institute for the said course.
I recommend this project work for evaluation and consideration for the award of Degree to the
student.
Submitted To: -
Name- Name-
Department of Management Head of Department
Studies Pratap University
Pratap University
ACKNOWLEDGEMENT
I wish to express my deep gratitude to research guide and providing me with continuous support and
guidance. This report could not have been completed without the inputs and the words of advice
from him for which I shall always remain grateful to him.
I feel short of words and express my heartiest gratitude to my parents & all my family whose
blessing & affection have been a continuous source of inspiration.
I wish to express my appreciation to all those whom I worked with, interacted and their thoughts &
insights helped me in broadening my understanding & knowledge of working in a corporate
atmosphere.
The research project work itself gave me a insight into working of an organization & application of
some important concepts that I have been studying as a student of M.B.A.
At last but not the least, I am grateful to all those who have directly or indirectly helped me during
my work.
With immense pleasure, we are presenting “Employee Satisfaction Survey” Research Project report
as part of the curriculum of ‘Master of Business Administration.' We wish to thank all the people
who gave us unending support.
I express my profound thanks to research guide and all those who have indirectly guided and helped
us in preparation of this project.
We also like to extend our gratitude to all staff and our colleagues of College of Management, who
provided moral support, a conductive work environment and the much-needed inspiration to
conclude the project in time and a special thanks to my parents who are integral part of the project.
Thanking you.
Harish Chandra MauryaNishat Fatma

DECLARATION
To,
The Head of Department,
Pratap University
Jaipur, Rajasthan
Pin code: 303104
Respected Sir,
I declare that the project entitled “A STUDY ON EMPLOYEE SATISFACTION
SURVEY IN ADITYA BIRLA RETAIL LIMITED(ABRL)” is the work done by me during the
period of study under the supervision. Professor, Department of Management studies. With the
best of my knowledge, a similar work has not been submitted earlier to Pratap University, Jaipur
for the fulfillment of the requirement of a course of study.
This project work is submitted on partial fulfillment of the requirement for award of the
degree of MASTER OF BUSINESS ADMINISTRATION of PRATAP UNIVERSITY, JAIPUR
is my original work.
Place:
Date: Signature
I, Harish Chandra Maurya, the student of MBA- IV Semester, Pratap University, Jaipur, do
hereby declare that the Research report entitled “Employee Satisfaction Survey” is an
original work developed and submitted by me under the guidance.
The empirical findings in this project report are not copied from any report and are true and
best of my knowledge.
DATE:
PLACE:
ROLL NO.: Signature of student

COMPANY PROFILE
ADITYA BIRLA RETAIL LTD
Aditya Birla Retail Limited is the retail arm of Aditya Birla Group, a USD Corporation. The
Company ventured into food and grocery retail sector in 2007was acquisition of a south based
supermarket chain. Subsequently Aditya Birla Retail Ltd.
Expanded its presence across the country under the brand “more.” With 2 functions of market
Hypermarket & Supermarket.
Supermarket
More For you- Conveniently located in neighborhoods, more. Supermarkets catered dialy
weekly and monthly shopping needs of consumers. The product offerings includes wide range of
fresh fruits & vegetables, groceries ,personal care ,home care, global merchandise & a basic range of
apparels. Currently, there are 6000 supermarkets across the country.
Hyper market
More MEGASTORE- is a one-top shopping destination for the entire family. Best large
range of products across fruits & vegetables, groceries, FMCG products
More. MEGASTORE also has a strong emphasis on general merchandise apparels CDIT.
Currently ten hypermarkets operate under the brand more. Mega store for example Vadodara,
Mumbai, Hyderabad, Indore, rohininagar in New Delhi.
VISION AND VALUES OF THE ADITYA BIRLA RETAIL LIMITED
VISION: “To consistently provide the Indian consumer complete and difference shopping
experience and be amongst India’s Top retailers, while delivering stock return to all stakeholders”.
VALUES:
Integrity
Commitment
Passion
Seamlessness
PRODUCTS AND SERVICES
At more. For you we are committed to deliver quality& value to our customers and range
of private label brands as well as commercially branded products, offering satisfaction on the quality
of the products & services offered.
More for you hosts a range of private label brands across various categories that stringent
quality norms, and are available in attractive prices and packaging premium products give you the
opportunity to enjoy the difference and quality equal to better than the market’s leading brands, but at
competitive prices.
At A Glance
With a vision is to be among the leading retail players in India. Aditya birla retil limited launched
its first supermarket, more. For you in May, 2007. Since its launch, the
More. for you has an aggressive roll out, reaching a total count of 640 stores across today.
More. For you neighborhood supermarket which takes care of your every household needs and
more. Spread across a wide range of products of food and food items ranging from basic
necessities such as fruits and vegetables, such personal care, home care, household care products,
general merchandise, and products, more. For you provide a one stop solution for your grocery
shopping. Also in store are essentials such as, inner wear, kids essentials and a pharmacy, and
mobile store. With a range of over 4000 products, we are able to fulfill your shopping needs all
under one roof, at a convenient location close to you.
The product categories available in our store
Bakery Home Needs & Home Up keep
Beauty concepts Home Décor products
Beverages Mobile store
Basic Apparels Personal care& cosmetics
Cutlery& Cookware Processed Food

Fruits &Vegetables Pharmacy
FMCG Products Ready to cook/Prepared Food
Grocery Small white Appliances
General Merchandise Staples
Home care Products Stationery
Women’s Accessories
INTRODUCTION
Employee satisfaction is a set of favorable or unfavorable feelings and emotions with which
employees view their work. Employee satisfaction is an affective attitude a feeling of relative like or
dislike something (for example, a satisfied employee may comment that “I enjoy having a variety
of tasks to do”) There is an important difference between the job related feelings of satisfaction and
two other elements of employee attitudes
The same employee may have an intellectual response to her work, stating the objective
thought (belief) that “my work is quite complex” on another occasion, the employee may voice her
behavioral intentions to a coworker (I plan to quit this job in three months). Attitudes, then, consists
of feelings, thoughts and intentions to act.
Employee satisfaction is the essential part of the employee engagement. Today employee
engagement encompasses training, development and career, immediate management, cooperation,
work environment, equal opportunity and fair treatment, leadership, performance management,
health and safety, job satisfaction, work life balance, communication, compensation, benefits,
commitment, family friendliness, fun and social activities. These are the important drivers that make
feel good and involved, leading to an increase engagement.
Employee satisfaction is essential to face the dynamic and ever-increasing challenges of
maintaining productivity of the organization by keeping their workforce constantly engaged and
motivated .in the present era of globalization, the varied and changing demands of consumers are
putting consistent pressure on the employers
To satisfy their needs and to be competitive in the business. Furthermore environmental pressures,
rising health costs and various needs of the workforce also pose a challenge for the management.
This could be overcome by creating a work environment that maintains employee satisfaction as well
as motivates people towards exceptional performance at the workplace achieving work-life balance.
Locke gives a comprehensive definition of job satisfaction as involving cognitive, effective and
evaluative reactions or attitudes and states it is "a pleasurable or positive emotional state resulting
from the appraisal of one's job or job experience." Job satisfaction is a result of employees'
perception of how well their job provides those things that are viewed as important.
There are three generally accepted dimensions to job satisfaction.
First, job satisfaction is an emotional response to a job situation, as such it cannot be seen; it can only
be inferred.
Second, job satisfaction is often determined by how well outcomes meet or exceed expectations. For
example if organizational participants feel that they are working more harder than others in the
department but are receiving fewer rewards, they will probably have a negative attitude toward the
work, the boss or the co-workers. They will be dissatisfied. On the other hand, if they feel they are
being treated very well and are being paid equitably, they are likely to have a positive attitude toward
the job. They will be job - satisfied.
Third, job satisfaction represents several related attitudes.

STRATEGIES TO ENHANCE EMPLOYEE SATISFACTION
 Shared mission and vision
 Work itself
 Compensation and benefits
 Performance appraisal
 Relationship with supervisor
 Promotions and career Development
 Build a corporate culture
 Working condition and environment
 Improvement programs of employee satisfaction
 Employers by themselves.
FACTORS DETERMINING EMPLOYEE SATISFACTION
 Factors affecting jobs are the main factors of job satisfaction, which may be challenging
work, reward systems, working conditions, colleagues, learning and personality. Skill variety
autonomy and significance are challenging tasks, which provide maximum satisfaction to
employees. Many people feel bored if a job is too simple and routine, but many employees
also enjoy simple and routine jobs.
 The job characteristics are important factors for providing satisfaction. Reward systems,
equitable rewards, equal pay for equal work, promotion avenues, etc are satisfaction factors.
Money is important to employees having unfulfilled basic needs, i.e. they require more award
and recognition.
 Fairness in promotion, unbiased attitude of management, responsibilities and social status are
the factors that are said to be providing satisfaction to employees.
 Working conditions influence employee's level of satisfaction. Under conducive working
condition, people prefer to work hard while in an adverse atmosphere people avoid work.
Working condition not only include physicals of the work but also the working relationships
in the organization. The physical conditions, for example, are the light, temperature,
willingness, etc. A clerk working under routine conditions likes to work hard in an air -
conditioned atmosphere with computer facilities. It increases the working capacity of the
employee.
 The relationships between the employees and the managers have an important bearing on job
satisfaction.
 Job satisfaction is greater in case the higher authority is sympathetic, friendly and willing to
help the employees. Employees feel satisfied when their views are listened to and regarded
by their higher authorities
 Personal attitude and perceptions are the employees' angles of satisfaction, which should be
taken into consideration while motivating people to arrive at job satisfaction
 Feedback from the job itself and autonomy are two of the major job-related motivational
factors. A recent found that career development was most important to both younger and
older employees.
 Supervision is another moderately important of job satisfaction. There seem to be two
dimensions of supervisory style that affect job satisfaction. One is employee centeredness,
which is measured by the degree to which a supervisor takes a personal interest and cares
about the employee.
 It commonly is manifested in ways such as checking to see how well the employee is doing,
providing advice and assistance to the individual, and communicating with the associate on a
personal as well as an official level . The other dimension is participation or influence, as
illustrated by managers who allow their people to participate in decisions that affect their own
jobs. In most case, this approach leads higher job satisfaction.
Friendly, cooperative co-workers or team members are a modest source of job satisfaction to
individual employees. The group, especially a "tight" team, serves as a source of support,
comfort, advice, and assistance to the individual member.
Outcomes of employee satisfaction
To society as a whole as well as from an individual employee's standpoint, job satisfaction in and of
itself is a desirable outcome. It is important to know, if at all, satisfaction relates to outcomes

variable. For example, if job satisfaction is high, will the employee perform better and the
organization be more effective? I f job satisfaction is low, will there be performance problems and
ineffectiveness? The following sections examine the most important of these.

Satisfaction and performance:
Most assume a positive relationship; the research to date indicates that there is no strong linkage
between satisfaction and performance. Conceptual, methodological, and empirical analyses have
questioned and argued against these results.The best conclusion about satisfaction and performance
is that there is, definitely a relationship. The relationship may even be more complex than others in
organization behaviour. For example, there seem to be many possible-moderating variables, the most
important of which is reward. If people receive reward they feel are equitable, they will be satisfied,
and is likely to result in greater performance effort.
Satisfaction and turnover:
Unlike that between satisfaction and performance, research has uncovered a moderately negatively
relationship between satisfaction and turnover. High job satisfaction will not, in and of itself, keep
turnover low, but it does seem to help. On the other hand, if there is considerable job dissatisfaction,
there is likely to be high turnover. Obviously, other variables enter into an Employees decision to
quit besides job satisfaction. For example, age tenure in the organization, and commitments to the
organization, may play a role. Some people cannot see themselves working anywhere else, so they
remain regardless of how dissatisfied they feel.
Another factor is the general economy, typically there will be an increase in turnover because will
being looking for better opportunities with other organization.
Satisfaction and absenteeism:
Research has only demonstrated a weak negative relationship between satisfaction and absenteeism.
As with turnover, many variables enter into the decision to stay home besides satisfaction with the
job. For example, there are moderating variables such as the degree to which people that there job
are important. For example, research among state govt. Employees has found those who believed
that there was important had lower absenteeism than did who did not feel this way. Additionally, it is
important to remember that although job satisfaction will not necessarily result in absenteeism, low
job satisfaction more likely to bring about absenteeism.
Employee satisfaction is closely relatred to Job satisfaction. In the next few paragraphs, I am going
to discuss Job satisfaction at length.
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often predetermined by
the occupation of that person’s parent. There are a variety of factors that can influence a person’s
level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived
fairness of the promotion system within a company, the quality of the working conditions, leadership
and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job
generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not
the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job enrichment. Other influences on
satisfaction include the management style and culture, employee involvement, empowerment and
autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured
by organizations. The most common way of measurement is the use of rating scales where
employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities,
variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes
or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1represents “not all
satisfied” and 5 represents “extremely satisfied”).
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has
argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the
objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition
suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and
our behaviors.
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
The main premises of this theory is that satisfaction is determined by a discrepancy between what
one wants in a job and what one has in a job. Further, the theory states that how much one values a
given facet of work (e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied
one becomes when expectations are/are not met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and negatively
(when expectations are not met), compared to one who does not value that facet. To illustrate, if
Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then
Employee A would be more satisfied in a position that offers a high degree of autonomy compared to
Employee B. this theory also states that too much of a particular facet will produces stronger feelings
of dissatisfaction the more a worker values that facet.
Dispositional Theory
Another well known job satisfaction theory is the Dispositional Theory. It is a very general theory
that suggests that people have innate dispositions that cause them to have tendencies toward a certain
level of satisfaction, regardless of one’s job. This approach became a notable explanation of job
satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and
jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant
model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model,
proposed by Timorthy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that
determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of
control, and neuroticism. This model states that higher levels of self-esteem (the value one places on
his self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her/his own life, as
opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of
neuroticism lead to higher job satisfaction.
Two – Factor Theory (Motivation – Hygiene Theory)
Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the workplace. This theory states that satisfaction and
dissatisfaction are driven by different factors motivation and hygiene factors, respectively.
Motivating factors are those aspects of the job that make people want o perform, and provide people
with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work
carried out. Motivating factors include aspects of the working environment such as pay, company
policies, supervisory practices, and other working conditions. While Herzberg’s model has
stimulated much research, researchers have been unable to reliably empirically prove the model, with
Hackman & Oldham suggesting that Herzberg’s original formulation of the model may have been a
methodological artifact. Furthermore, the theory does not consider individual differences, conversely
predicting all employees will react in an identical manner to changes in motivating/hygiene factors.
Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are
to be measured.
Measuring Job Satisfaction
There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less
common methods of for gauging job satisfaction include: Yes/No questions, True/False questions,
point systems, checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith,
Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and opportunities, coworkers, supervision, and the work itself. The scale
is simple, participants answer either yes, no, or decide in response to whether given statements
accurately describe one job. The Job in General Index is an overall measurement of job satisfaction.
It was an improvement to the job Descriptive Index because the JDI focused too much on individual
facets and not enough on work satisfaction in general.

OBJECTIVES OF THE STUDY
 To study the job satisfaction levels among the employees of Aditya Birla Retail limited
 To study the various factors affecting employee satisfaction.
 To analyses the current satisfaction level of the employees in the company.
 To study the satisfaction level of employees regarding resources provided by the manager.
 To know whether organization takes employees suggestions.
 To study about sufficient opportunities to improve employees skills.
 To study the satisfaction level of employees regarding infrastructure of the company.
 To know about supportiveness of superiors.
 To suggest measures for improvement
 To examine the importance given by employees to their work & the level of their satisfaction.
 To find out whether the changes in technology in Aditya Birla Retail Limited have been
properly matched by training & development of its manpower.
 To study the satisfaction level towards trainers.
 To increase the overall satisfaction of an employee

RESEARCH METHODOLOGY
Data Collected
Primary data
It consisted of the first hand source of data collected through the questionnaires from the
respondents.
Secondary data
The theoretical foundation of the study is based on various secondary sources such as:
Internet & Booklet of Aditya Birla Retail Limited.
Research Used in this study
Descriptive Research
Descriptive Research includes survey and fact findings enquiries of different kinds. The major
purpose of descriptive research is description of the state of affairs as it exists at present.
In this study I am used the descriptive method I find the current situation of the company.
SAMPLE DESIGN
Non-probability sampling
Non-probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the sample.
CONVENIENCE SAMPLING
SAMPLE SIZE
Sample size 50 respondents.
Statistical Tools Used In Research
 Percentage analysis
 Chi-square
 Anova (one way)
 Correlation
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS
1.AGE OF THE RESPONDENTS
NO OF
AGE RESPONDENTS PERCENTAGE

18 to 25 46 92.0
26to35 4 8.0
Total
50 100.0
INFERENCE
From the above table it is inferred that 92% of the respondents were 18 to 25 Age group, 08% of
the respondents were 26 to 35 age group.

Age Of The Respondents
2.GENDER OF THE RESPONDENTS
NO OF
GENDER RESPONDENTS PERCENTAGE

Male 12 24.0
Female 38 76.0
Total 50 100.0
INFERENCE
From the above table it is inferred that 76% of the respondents were females, 24% of the
respondents were male.
Gender Of The Respondents
3. EXPERIENCE
YEAR OF NO OF
EXPERIENCE RESPONDENTS PERCENTAGE

BELOW 1 YEAR 33 66.0
1-2 YEARS 15 30.0
ABOVE 2 YEARS 2 4.0
Total
50 100.0
INFERENCE
From the above table it is inferred that 66% of the respondents were below 1 year,30% of the
respondents were 1-2 yrs , 4% of the respondents were above 2yrs
Experience
4.DESIGNATION
NO OF PERCENTAG
DESIGNATION RESPONDENTS E
CSA 42 84.0
SENIOR CSA OR L1 GRADE
8 16.0
SUPERVISOR
Total 50 100.0
INFERENCE
From the above table it is inferred that 84% of the respondents were in the designation of CSA, 16%
of the respondents were senior CSA i.e L1 Grade .
Designation
5.QUALIFICATION
NO OF
QUALIFICATION RESPONDENTS PERCENTAGE

SSLC 20 40.0
HSC 20 40.0
DEGREE 10 20.0
Total 50 100.0
INFERENCE
From the above table 40% 0f the respondents were in sslc qualified ,40% of the respondents were
hsc qualified,20% of the respondents were degree qualified.

Qualification
6. TENURE
TENURE Frequency PERCENTAGE

PERMANENT
43 86.0
TEMPORARY
7 14.0
Total
50 100.0
INFERENCE
From the above table it is inferred that 86% of the respondents were permanent employees,14%
were temporary employees.
Tenure
7.MARITAL STATUS
NO OF
MARITAL STATUS RESPONDENTS PERCENTAGE

MARRIED
8 16.0
UNMARRIED
42 84.0
Total
50 100.0
INFERENCE
From the above table it is inferred that 84% of the respondents were unmarried, 16%of the
respondents were married.
Marital Status
8.EMPLOYEES OPINION ABOUT COMMUNICATION AMONG STAFF IN THIS
STORE IS EFFECTIVE
NO OF
SCALE RESPONDENTS PERCENTAGE
STRONGLY AGREE 47 94.0
SOMEWHAT AGREE 01 2.0
NEUTRAL 02 4.0
DISAGREE 0 0.0
STRONGLY 0 0.0
DISAGREE
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 94%of the respondents were strongly agree, 2%
of the respondents were somewhat agree , 4% of the respondents were neutral, 0% of the
respondents were disagree, 0% of the respondents were strongly disagree.
Employees Opinion About Communication Among Staff In This Store Is Effective

9.EMPLOYEES OPION ABOUT THEY FEEL THEY WERE VALUED PART OF THIS
STORE
SCALE NO OF PERCENTAGE
RESPONDENTS
NEUTRAL 05 10.0
DISAGREE 0 0.0
STRONGLY DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 82%of the respondents were strongly agree, 8% of
the respondents were somewhat agree ,10 % of the respondents were neutral, 0% of the respondents
were disagree, 0% of the respondents were strongly disagree.
Employee's opinion about them feel
They were valued part of this store

10.EMPLOYEES OPINION ABOUT THE STORE ATMOSPHERE IS GENERALLY
FRIENDLY
RESPONDENTS
NEUTRAL 04 8.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
Employee's opinion about
The store atmosphere is generally friendly

11. EMPLOYEES OPINION ABOUT PROMOTING RESPECT AND FAIR TREATMENT
AMONG ALL STAFF IS HIGH PRIORITY OF THIS STORE
RESPONDENTS
NEUTRAL 08 16.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 60 %of the respondents were strongly agree,
24% of the respondents were somewhat agree , 16% of the respondents were neutral, 0% of the
respondents were disagree, 0% of the respondents were strongly disagree
Employees Opinion About Promoting Respect And Fair Treatment Among All Staff Is High
Priority In This Store

12.EMPLOYEES OPINION ABOUT THE STORE HAS POLICIES THAT ARE SUPPORTIVE
TO ITS STAFF
RESPONDENTS
NEUTRAL 05 10.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 56 %of the respondents were strongly agree, 34%
Employees opinion about the store has policies
That are supportive to its staff

13.EMPLOYEES OPINION ABOUT THE WORKLOAD IN THIS STORE IS
DISTRIBUTED EQUITABLY
RESPONDENTS
NEUTRAL 04 8.0
DISAGREE 0 0.0
STRONGLY 02 4.0
DISAGREE
TOTAL 50 100.0
INFERENCE
of the respondents were somewhat agree, 8% of the respondents were neutral, 0% of the
Employee's opinion about the workload
In this store is distributed equitably
14.EMPLOYEE OPINION ABOUT THEY KNOW EXACTLY WHAT IS EXPECTED OF
THEM AS AN EMPLOYEE
RESPONDENTS
NEUTRAL 03 6.0
DISAGREE 0 0.0
STRONGLY 0 0.0
DISAGREE
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 70% of the respondents were strongly agree, 24%
of the respondents were somewhat agree ,6% of the respondents were neutral,0% of the respondents
were disagree,0% of the respondents were strongly disagree.
Employee opinion about they know exactly
What is expected of them as an employee?
15. EMPLOYEES OPINION ABOUT HOW THEIR JOB PERFORMANCE IS MEASURED

NO OF
SCALE RESPONDENTS PERCENTAGE
NEUTRAL 04 8.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
of the respondents were somewhat agree , 8% of the respondents were neutral,0% of the respondents
were disagree, 0% of the respondents were strongly disagree.
Employees opinion about conflict among staff
In store is managed effectively
CHI-SQUARE TEST NO : 1
AGE VS I FEEL I AM A VALUED PART OF THIS STORE

Chi-Square Tests
Value Df Asymp. Sig. (2-sided)

Pearson Chi-Square
7.847(a) 2 .020
Likelihood Ratio
5.164 2 .076
Linear-by-Linear
5.500 1 .019
Association
Ho : Null hypothesis i.e There is no relationship between age and employees feel that they
were valued part of this store
H1:Alternative hypothesis i.e there is a relationship between age and employees feel that they
were valued part of this store.
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05.
Reject Ho .there is a relationship between age and employees feel that they were valued part of this
store.
Chi-Square Test No: 2
AGE VS PROBLEMS ARE MANAGED EFFECTIVELY IN THIS STORE WHEN THEY
ARISE
Chi-Square Tests
Asymp. Sig. (2-
Value Df sided)
Pearson Chi-Square
13.445(a) 2 .001
Likelihood Ratio 8.865 2 .012
Linear-by-Linear
7.379 1 .007
Association
N of Valid Cases
50
a 4 cells (66.7%) have expected count less than 5. The minimum expected count is .08.
Ho: Null hypothesis i.e there is no relationship between age and Problems are managed
effectively in this store.
H1: Alternative hypothesis i.e there is a relationship between age and problems are managed
effectively in this store.
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05. .
Reject Ho .there is a relationship between age and problems are managed effectively in this store.
CHI-SQUARE TEST NO : 3
DESIGNATION VS DISCIPLINARY PROCEDURES IN THIS STORES ARE
CONSISTENTLY ENFORCED
Chi-Square Tests
Asymp. Sig. (2-
Value Df sided)
Pearson Chi-Square
5.837(a) 2 .054
Linear-by-Linear
4.941 1 .026
Association
N of Valid Cases
50
3 cells (50.0%) have expected count less than 5. The minimum expected count is 1.28.
Ho: Null hypothesis i.e there is no relationship between Designation and disciplinary
procedures in this store are consistently enforced.
H1: Alternative hypothesis i.e there is a relationship between Designation and disciplinary
procedures in this store are consistently enforced.
INFERENCE
From the above table it is inferred that the chi-square value is not greater than 0.05.
Reject Ho .there is a relationship between Designation and disciplinary procedures in this store are
consistently enforced.
CHI-SQUARE TEST NO: 4
QUALIFICATION VS COMMUNICATION AMONG STAFF IN THIS STORE IS
EFFECTIVE
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Pearson Chi-Square 9.787(a) 4 .044
Linear-by-Linear
5.147 1 .023
Association
N of Valid Cases
50
a 6 cells (66.7%) have expected count less than 5. The minimum expected count is .20.
Ho: Null hypothesis i.e there is no relationship between Qualification and communication
among staff in this store is effective
H1: Alternative hypothesis i.e there is a relationship between Qualification and communication
among staff in this store is effective.
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05.
Reject Ho .there is a relationship between Qualification and communication among staff in this store
is effective.
ANOVA TEST NO: 1

Oneway
Descriptive
I FEEL I AM A VALUED PART OF THIS STORE
Std. Std. 95% Confidence
N Mean Deviation Error Interval for Mean Minimum Maximum

Lower Upper
Bound Bound
18to25 46 4.78 .554 .082 4.62 4.95 3 5
26 to 35 4 4.00 1.155 .577 2.16 5.84 3 5
Total 50 4.72 .640 .091 4.54 4.90 3 5
ANOVA
I FEEL I AM A VALUED PART OF THIS STORE
Sum of Mean
Squares Df Square F Sig.

Between
2.254 1 2.254 6.069 .017
Groups
Within Groups
17.826 48 .371
Total
20.080 49
INFERENCE
From the above table it is inferred that the anova significant value is less than 0.05.
Reject Ho, not only that the mean value is high in the 18 to 25 age group they were more feel that
valued part of this store.

ANOVA TEST NO :2
Oneway
Descriptive
PROBLEMS ARE MANAGED EFFECTIVELY IN THIS STORE WHEN THEY ARISE
Std. 95% Confidence
N Mean Deviation Std. Error Interval for Mean Minimum Maximum

Lower Upper
Bound Bound
18to25 46 4.87 .400 .059 4.75 4.99 3 5
26 to 35 4 4.25 .500 .250 3.45 5.05 4 5
Total 50 4.82 .438 .062 4.70 4.94 3 5
ANOVA
PROBLEMS ARE MANAGED EFFECTIVELY IN THIS STORE WHEN THEY ARISE
Sum of Mean

Between
1.413 1 1.413 8.510 .005
Groups
Within Groups 7.967 48 .166
Total 9.380 49
INFERENCE
Reject Ho , not only that the mean value is high in the 18 to 25 age group they were more accept
problems are managed effectively in this store..

ANOVA TEST NO -3
Onaway
Descriptive
DISCIPLINARY PROCEDURES IN THIS STORES ARE CONSISTENTLY ENFORCED

Std. Std. 95% Confidence Minimu Maximu
N Mean Deviation Error Interval for Mean m m

Lower Upper
Bound Bound
CSA 42 4.29 .864 .133 4.02 4.55 3 5
SENIOR CSA
OR L1
8 5.00 .000 .000 5.00 5.00 5 5
GRADE
SUPERVISOR
Total 50 4.40 .833 .118 4.16 4.64 3 5
ANOVA
DISCIPLINARY PROCEDURES IN THIS STORES ARE CONSISTENTLY ENFORCED
Sum of Mean

Between
3.429 1 3.429 5.383 .025
Groups
Total 34.000 49
INFERENCE
Reject Ho. not only that the mean value is high in the designation of senior CSA. They were more
follow the disciplinary procedures in this store.

ANOVA TEST NO :4
Onaway
Descriptive
COMMUNICATION AMONG STAFF IN THIS STORE IS EFFECTIVE
Std. 95% Confidence Minimu Maximu
N Mean Deviation Std. Error Interval for Mean m m

Lower Upper
Bound Bound
SSLC 20 5.00 .000 .000 5.00 5.00 5 5
HSC 20 4.95 .224 .050 4.85 5.05 4 5
DEGREE 10 4.60 .843 .267 4.00 5.20 3 5
Total 50 4.90 .416 .059 4.78 5.02 3 5
ANOVA
COMMUNICATION AMONG STAFF IN THIS STORE IS EFFECTIVE
Sum of Mean

Between
1.150 2 .575 3.677 .033
Groups
Total 8.500 49
INFERENCE
Reject Ho , not only that mean value is high in the sslc qualified workers ,they were more priority
to the communication among staff in this store.

QUESTIONNAIRE
Dear Respondent,
We are the students of M.B.A. and we are conducting a survey on the employee satisfaction with the
performance appraisal. You are kindly requested to give your feedback. The data collected will be
used only for academic purpose.
Please tick ( ) the relevant option:-
 Gender: 1) Male 2) Female

 Age: 1) 15-30 2) 30-50 3) 50 above
 Marital status: 1) Single 2) Married
 Education:
1) Under Matriculation
2) Intermediate
3) Graduate
4) Post Graduate
5) Other________
 Experience: 1) below 5 years 2) 5 to 10 years 3) above 10 years

Organizational Details
1. Do you enjoy your work?
A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied
2. Are you satisfied with the infrastructure provided by your company?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
3. Do you find your HOD/superiors as being helping and supportive?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
4. Do you get sufficient opportunities to improve your skills?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
5. Do you get regular Feedback from your supervisor regarding your performance?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
6. Whether your organization takes your suggestion seriously?
A) Frequently
B) Rarely
C) Occasionally
7. Does the mission and vision of the organization related to your individual mission and goal?
A) Always
B) Mostly
C) Sometimes
D) Rarely
E) Not at all
8. Does your manager promote innovation at job?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
9. Do you agree the regular family programmers should be organized?
A) Highly agree
B) Agree
C) Neither agree nor disagree
D) Disagree
E) Highly Disagree
10. Do you fatigue while performing your job?
A) Yes
B) No
11. Have you ever undertaken any training module?
A) Yes
B) No
12. Rate the satisfaction level towards trainers of your organization?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
13. Are you satisfied with the level of trust the manager shows towards the team?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
14. Are you satisfied with the resources provided by your manager to complete your work
efficiently?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied
15. In totality are you satisfied with your job?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied
FINDINGS
 To verify the satisfaction level on working environment in the organization.
 Majority of the employees (94%) like their job in this company.
 In this study most of the respondents (78%) follow the disciplinary procedures in this
company
 There is a negative correlation between age and employees feeling valued as part of the
store .it shows the increasing age of the employees decrease the feeling of being valued to some
extent.
 There is a negative correlation between age and problems are managed effectively in this
store, it shows that the increasing age of the employees affect the effectively managed problems
in this store.
 There is a positive correlation between designation and disciplinary procedures followed in
this store. i.e As the designation increases the disciplinary procedures are strictly followed
 As the qualification increases the effective communication decreases to some extent, which
may provide that increased qualification makes lesser efforts to effective communication in this
store.
According to percentage analysis says
 96% of the employees were good opinion about the communication among the staff
 90% of the employees were feel that they were valued part of this store
 92% of the employees were good opinion about the store atmosphere is convenient and likely
to work.
 74% of the employees were satisfied about the promoting respect and fair treatment among
all staff is high priority in this store.
 90% of the respondents were good opinion about the store has policies supportive to its staff.
 78% of the respondents were follow the disciplinary procedures.
 82% of the respondents were opinion about workload and expected time completions are
reasonable.
 96% of the respondents were opinion about the workload in this store distributed equitably.
 94% of the respondent's opinion about they know exactly what is expected of them as an
employee.
 92% of the employees were highly satisfied about their job performance is measured.
 98% of the employees satisfied about conflict among staff in store is managed effectively
when they arise.
 96% of the employee's opinion about the store run effectively.
 94% of the employees were good opinion about others in this store trust me to perform their
job.
 98% of the respondents says communication with others in this store is good.
 66% of the employees were opinion about the store training is more effective.
 94% of the employees are very like their job
 98% of the employee's opinion about them like wok with people.
SUGGESTIONS
 In order to improve the skills, and performance of workers a training programmer may be
planned and implemented, specifically to the newcomers.
 To promote respect and fair treatment among all staff in this store.
 Overall employee satisfaction in this ABRL ltd is more satisfied but some areas only to
improved and concentrate. From my point of view in this study.
 External training /seminar related to technical development should be introduced in
organization to increase effectiveness of training programmer.
 HOD/superiors should support to employees.
 Sufficient opportunities should be given to employees to improve their skills.
So to motivate the employees, management should take into consideration some suggestions
given by the employees. It will help to increase the motivation and ultimately the job
satisfaction of the employees.

LIMITATIONS
As far as the LIMITATION of the project is concerned, I faced many a problem and adversities in
course of my project duration.
1. The employees hesitate to disclose the true facts in order to secure their job.
2. It is very time consuming process.

3. Samples are not true representative of the total workforce.
4. Difficulty in getting information from secondary sources.
5. Because of the size of the organization, the population of employee was large. Therefore it
was very tough on my part to conduct the survey by going to them personally.
6. It was also very disappointing for me at times when the feedback given by the employees
were below expectation.
7. The lack of cooperation by the departmental heads to which the responsibility of handling
the questionnaire was given was one of the most important factor which leaded to de
motivation and exhortation.

ANNEXURE
1. Personal Details
Name :
Age :
Gender :
Total Year of Experience :
Joining Date :
Designation :
Permanent /Temporary :
From Where they coming from :
………………km Distance
Married / unmarried
Spouse Work?
No.of.children
2. Communication among staff in this store is effective?
A) strongly agree B) somewhat agree C) neutral
D) Disagree C) Strongly Disagree
3. I Feel I am valued part of this store?
4. The stores atmosphere is generally friendly?

5. Promoting respect and fair treatment among all staff is a high priority in this store?
6. This store has Policies that are supportive to its staff?
7. Disciplinary Procedures in this stores are consistently enforced?
8. My workload and expected completion times are reasonable?
9. The workload in this stories distributed equitably?
10. I know exactly what is expected of me as an employee?
11. I have clear understanding of how my job performance is measured?
12. My store’s Leader has a clear understanding of how my job performance is measured?

13. Conflict among staff in store is managed effectively?
14. Problems are managed effectively in the store when they arise?
15. Overall this store is run effectively?

BIBLIOGRAPHY
BOOKS REFERRED
1. Prabhi G and Roja Rani Tegala Employee Engagement
(HRM Review The Icfai University aug 2009).
2. Venkoba Rao Employee Engagement in Indian ITes –BPO industry. (HRM Review
The Icfai University Jan 2008)
3. P.V Raveendra & UM Premalatha Making ‘Gems’ Through Employee Engagement. .
(HRM Review the Icfai University June 2008)
WEBSITE
 Managementstudy.com
 citehr.com

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RESEARCH REPORT

EMPLOYEE SATISFACTION SURVEY

Submitted to Pratap University, Jaipur as a Partial fulfillment of the

SUBMITTED TO: - SUBMITTED BY:-

PROF. AKANKSHA VERMA HARISH CHANDRA

Semester of the MASTER OF BUSINESS ADMINISTRATION (Batch 2017-19) of Pratap

Department of Management Head of Department

Studies Pratap University

from him for which I shall always remain grateful to him.

blessing & affection have been a continuous source of inspiration.

insights helped me in broadening my understanding & knowledge of working in a corporate

some important concepts that I have been studying as a student of M.B.A.

who gave us unending support.

us in preparation of this project.

Harish Chandra MauryaNishat Fatma

The Head of Department,

Pin code: 303104

I declare that the project entitled “A STUDY ON EMPLOYEE SATISFACTION

for the fulfillment of the requirement of a course of study.

degree of MASTER OF BUSINESS ADMINISTRATION of PRATAP UNIVERSITY, JAIPUR

original work developed and submitted by me under the guidance.

ROLL NO.: Signature of student

ADITYA BIRLA RETAIL LTD

supermarket chain. Subsequently Aditya Birla Retail Ltd.

Hypermarket & Supermarket.

apparels. Currently, there are 6000 supermarkets across the country.

range of products across fruits & vegetables, groceries, FMCG products

Mumbai, Hyderabad, Indore, rohininagar in New Delhi.

VISION AND VALUES OF THE ADITYA BIRLA RETAIL LIMITED

of the products & services offered.

under one roof, at a convenient location close to you.

The product categories available in our store

Bakery Home Needs & Home Up keep

Beauty concepts Home Décor products

Beverages Mobile store

Basic Apparels Personal care& cosmetics

Cutlery& Cookware Processed Food

FMCG Products Ready to cook/Prepared Food

Grocery Small white Appliances

General Merchandise Staples

Home care Products Stationery

two other elements of employee attitudes

of feelings, thoughts and intentions to act.

engagement encompasses training, development and career, immediate management, cooperation,

feel good and involved, leading to an increase engagement.

Employee satisfaction is essential to face the dynamic and ever-increasing challenges of

putting consistent pressure on the employers

There are three generally accepted dimensions to job satisfaction.

the job. They will be job - satisfied.

Third, job satisfaction represents several related attitudes.

 Shared mission and vision

 Compensation and benefits

 Relationship with supervisor

 Promotions and career Development

 Build a corporate culture

 Working condition and environment

 Improvement programs of employee satisfaction

also enjoy simple and routine jobs.

the factors that are said to be providing satisfaction to employees.

 Working conditions influence employee's level of satisfaction. Under conducive working

by their higher authorities

taken into consideration while motivating people to arrive at job satisfaction

 Supervision is another moderately important of job satisfaction. There seem to be two