Satisfaction Report

METZELER AUTOMOTIVE PROFILES INDIA PRIVATE LIMITED
COMPARATIVE STUDY OF
JOB SATISFACTION
LEVEL IN MAPS BETWEEN THE YEAR 2008-2010
A Project Report submitted in partial fulfillment of the requirement for the award of the degree of MBA
Job Satisfaction
SUBMITTED BY:
Neha Mishra
Post Graduate Diploma in Business
K
Administration Asia Pacific Institute of Management, New ACKNOWLEDEGEMENT
Winners dont do different things, they do things differently
I have come a long way from conceptualizing this project to going it a decent finish. This was possible with the guidance and support of all the people of MAPS-India. I would specially like to express my heartful gratitude to Mr. P K Shrivastava ( Head- HR) and Mr. Nitin Bisht (Senior Executive- HR) of METZELER AUTOMOTIVE PROFILE INDIA PVT. LTD. I want to give my sincere thanks for their kind advice and guidance. I have really appreciated and imbibed many of their sound advices and it is largely due to their patience that I was able to achieve my goal successfully. I also owe my sincere thanks to Dr. S.B. Sengupta who helped me out to complete the project.
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Job Satisfaction
I appreciate all my friends and acquaintance that provided me important information regarding the literature of this project. The helping hand extended by them was undoubtedly invaluable. Lot of thanks to everyone at personal division of MAPS and other employees without whose guidance and support this project would not have seen the light of the day.
INDEX S.N O.
1 2 3 4 5 6 7 11 12 13 14 15
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CONTENT
EXECUTIVE SUMMARY INTRODUCTION PURPOSE OF THE STUDY OBJECTIVE OF THE STUDY METHODOLOGY REVIEW OF LITERATURE DATA ANALYSIS RESULT IN TABULAR FORM COMPARATIVE ANALYSIS CONCLUSION & RECOMMENDATIONS ANNEXURE BIBLIOGRAPHY
PAGE NO.
4 5 18 18 19 20 27 90 92 99 100 108
Job Satisfaction
EXECUTIVE SUMMARY
Where the vision is one year, cultivate flowers Where the vision is ten years, cultivate trees Where the vision is eternity, cultivate people
Human resource is an integral part of any organization. There are lots of department in an organization that makes use of human resource to setup strategic planning and means to process officials assignment. No organization can step ahead if its employees are not satisfied. Job satisfaction is the degree to which people like their jobs. Some people enjoy work and find it to be a central part of life. Others hate to work and do so only because they must. The study of the causes and consequences of these important employee attitudes is one of the major domains of industrial-organization psychology and organizational behavior. More studies have been done to understand job satisfaction than for any other variable in organization. So it is the duty of every HR Manager to ensure Job Satisfaction in the organization. So we will focus the limelight on the topic Job Satisfaction.
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Job Satisfaction
The survey was done for 62 managers, 110 staff members (excluding managers) and 30% of total workers i.e., 104. The questionnaire is based on Likerts 5 point Scale. The questionnaire is also translated in Hindi for workers. Sampling technique that I have used is stratified sampling which is a type of probability sampling. Here the whole population was divided into 3 levels. Managers Staff and, Workers. All the Data is analyzed and interpreted through MS-Excel. Data is represented through pie charts and bar graph for better understanding.
INTRODUCTION
The Automobile industry in India is the seventh largest in the world with an annual production of over 2.6 million units in 2009. This sector involves huge workforce and human resource is require to maintain that work force. Many research studies showed that unless a person is satisfied from his/her job, he cannot work with his full passion and energy. So knowing Job satisfaction level in this sector is very important these days. The company, Metzeler Automotive Profile India Private Ltd (formerly BTR Wadco Automotive Pvt. Ltd), started its sealing systems operations in November, 1993 as a joint venture between Schlegel Corporation, U.S.A. and Wadhwas group, who were holding 60% equity of the company at that time. The company was initially set up to supply sealing systems to Maruti Udyog Ltd, a joint venture between Suzuki of Japan and Government of India. Schlegel corporation, doing business in the name and style Metzeler Automotive Profile Systems (hereinafter referred to as MAPS) progressively increased its share in the equity of the company from 40% in 1993 to 100% in 1999. The sealing system business of MAPS was brought over by CVC capital partners in March 2000. In July, 2001, MAPS sold 26% of the equity stake in the company to Toyota Gosei co ltd, another company of global repute. Currently MAPS is holding its part of equity in the company of 74% through Automotive Sealing Systems S.A.
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Job Satisfaction
The Company has been acquired by cooper standard automotive Inc., headquartered in Novi, Mich, U.S.A., a global leader in each of its product lines, specializes in the manufacture and marketing of systems and components for the global automotive industry. Cooper standard automotive Inc employs more than 16000 across 62 facilities in 15 countries. Cooper Standard principle share holders are GOLMAN SACHS CAPITAL PARTNERS and THE CYPRESS GROUP. The company is a manufacturer of high performance automotive body seals and glass runs. The plant is located on the outskirts of Delhi at Sahibabad. We have the coveted ISO 9001 and QS 9000 quality systems certifications and used world class ERP systems. We have also recently been bestowed with the ISO 14001 and OHSAS 18001 certification on the field of environmental management and occupational health and safety management system. We have the ability to design, prototype and manufacture world class sealing systems for the automotive industry. The company has the latest CAD facility to undertake design & development of static and dynamic sales for the automotive applications. It uses top aim CATIA stations to design seals for car manufacturers. The company is a Tier I vendor for most of the car makers. The product range of the company is as under: Single Durometer dense Weather strips like windshields and back window seals. Single Durometer Sponge door seals like sponge doors and dust seals. Dual Durometer Stamped metal / wire carrier flang mounted boot seals and door seals. Single / Dual Durometer Flocked / Low Friction Coated Glass runs. Rigid metal flocked inner and outer waste belts.
N 4 ER, %
AN CO, 1 % 9
H SCI, 2 EPDM Gas kits. r, 3 0 Architectural% Pulse %
Market Shares
M APS, 5 % 0
Gold Se l / a Sa argum 3 i, % A 1 SP, %
2010
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Job Satisfaction
2009
AN CO, 2 % 2 N 5 ER, % Pu r, 2 lse % GoldSe l / a Sa rg m 4 a u i, % ASP, 3 %
M S, 4 % AP 3
H SCI, 2 % 1
Sales Trend
2000 500
2000 000
1000 500
1000 000
500 000
0
Sa le
20 04 590 952
20 05 688 441
20 06 800 300
20 07 1600 000
20 08 1112 268
20 09 1000 700
21 00 2000 100
21 01 2360 480
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Actual
Plan
METZELER INDIA
Products and technologies
As a full service supplier of complete sealing systems to international OEMs , metzeler Automotive profile systems is in control of complete development and production process. From the development of materials prototyping,tooling, testing and simulation mixing , extrusion and finishing all these process steps are conducted directly at CSA. This ensures consistent and failure free processes and the end , a safety functioning product.
SEALING SYSTEMS
Flexible connection between the doors and passenger compartment and between the trunk lid and body protect the interior of the vehicle against the effect of weather and dust. Sealing systems guide the door window panes precisely and the low friction. They ensure sealing efficiency even at max speed. Sealing systems contribute towards a reduction of the drag coefficient and towards mine wind noise. They meet exact design requirement of specific car types with regard to shape
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Job Satisfaction
and surface of materials. Our sealing systems can be mounted quickly and easily and they provide smooth functioning of doors, windows hoods, tailgate and sliding doors. The product group rubber sheeting and compounds is also past of the sealing systems unit of Metzeler.
WIRE CARRIER
This special product is used as a metal carrier in a number of applications such as door seals, crash helmets, car seats and motor bike shields. Used in car seals, wire carriers are designed to provide optimum seal quality and flexibility as well as weight reduction.
STAMPED METALS
The use of this product is similar to wire carrier with similar application. This product is to provide the optimum strength and flexibility and helps to retain the seal of the body profile.
MANUFACTURING FACILITY
Two intermix of 45.6 Ltr. Capacity. One Banbury mixer with 86 ltr capacity with auto loading of cartan, Caco3 and process oil and semi auto chemical weighing. 4 Dual Durometre extersion lines , well equipped with flocked / coating. 4 Single Durometre extrusion lines. Wire carrier units. 90 Pneumatic transfer presses. 110 Hydraulic transfer presses (15 25 tons capacity). 7 injection modeling presses. Power lack up of 3450 kva.
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MTD station. Effluent treatment plan. Utilities like chiller compressor cooling tower etc. Mfg. Pro / ERP, lotus , notes , internet facilities. Compund testing and product test lab well equipped with rheometre (02), viscometer, UTM and microscope.
VISION 2012 AD To be the largest preferred supplier in Indian automotive sealing systems and ensure stakeholders satisfaction , by providing quality products in a safe and green environment. MISSION Provide quality and value added products using upgraded technologies and skills to meet our customers expectation Provide development opportunities to our people and encourage team work for superior performance.
CORE VALUES Committed to customers. Openness. Adaptibility. Integrity. Mutual Trust, Respect and Care.
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Strive for continuous improvement.
Policy and Objectives

Policy MAP India pvt Ltd designs and develops, manufactures and supplies rubber sealings to automotive OEM car manufacturing industry. Company is committed to implement maintain and continually improve Quality management system to achieve customers satisfaction both in quality and value Environmental management system to ensure prevention of pollution by adopting and upgrading the operation s that have minimal environmental impact Occupation health and safety management system to reduce occupational health and safety risk and hazards related with to its employees and interested parties. To comply or exceed applicable legal requirements and other requirements to which the organization is subscribed which relates to its environmental aspects
Objectives Continuous reduction in cost of quality by improving operational efficiency To promote cross functional tem approach through out the organization for continuous improvement Enhance employee awareness, involvement and motivation through necessary information, instruction and training Identification and control of improvement points related to employees, management processes, occupational health and safety through regular assessment
Minimum hazardous material reduction in industrial waste and potential risk of illness and accidents to its employees
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Ongoing upgradation of QSHE management systems by adhering to customers, social expectations , applicable legislations and other requirements that company subscribes.
Business strategy Corporate Strategy Focus
1. Growth 2. Profitability 3. Market Development 4. Corporate image
Manufacturing Strategy Manufacturing 1. Operation cost 2. MTS 3. Productivity 4. Lean Manufacturing 5. Material handling 6. GMPS
Quality 1. Scrap 2. Rejection 3. Confirm to QS system requirements
Process innovation
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1. New manufacturing process 2. Improvement in process capabilities R& D 1. New product development at competitive cost 2. Substitute products
Customer
1. Presence with all major car manufactures in india 2. Product development/Continuous improvement 3. Increase customer base 4. Replacement market 5. Exports 6. Existing market
Customer
1. Industrial relations 2. Training and development 3. Employee involvement 4. Right sizing 5. Enhancing leadership abilities
ACHIEVEMENTS
Quality certification: ISO/TS- 16949, ISO-14001 AND OHSAS-18001 2001 BEST HR PRACTICE NATIONAL AWARD( SECOND BEST IN INDIA)
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2002 MERIT AWARD OF QUALIT Y CIRCLE AT QC INTERNATIONAL CONVENTION IN INDIA 2003 AWARD FOR SUPERIOR PERFORMANCE THROUG KAIZEN 2004 AWARD OF HONOUR FOR PROMOTOING QA\UALITY CIRCLE FROM QCFI 2005 EXCELLENT AWARD FOR QUALITY CIRCLE NATIONAL CONVENTION 2005 MARUTI SUZUKI KAIZEN AWARD 2006 QUALITY AWARD FOR TKM BEST SUUPLIER 2006 DELPHI AWARDED FOR TOP FOUR SUUPLIERS 2006 ALLAINCE SUUPLIER EVALUATION SYSTEM BGRADE CERTIFICATION FROM RENAULT NISSAN 2007 EXCELLENT AWRAD FOR QC NATIONAL CONVENTION 2007 AUTO MONITOR AWARD FOR BEST HUMAN RESOURCE INITATIVE OF THE YEAR (PARTNERS IN PROGRESS) 2008 FORD Q1 CERTIFICATE 2008 INSAAN FIRST PRIZE FOR BEST PRACTICES IN EMPLOYEES INVOLVEMENT (PARTNERS IN PROGRESS)
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Job Satisfaction HR POLICIES

Salary components Basic Salary HRA Conveyance allowance Special allowance Children education allowance Medical reimbursement LTA Reimbursement Company performance awards
GRADES M M1 M2 M3 O O1 O2 E E1
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DESIGNATION AGM SENIOR MANAGER Manager Assistant manager Senior officer / Sr. engineer Officer / Engineer Assistant officer / Assistant engineer Sr team Leader Sr Associate / team leader
Job Satisfaction
E2 T Associate / Associate team leader Trainees
Wages components
Basic Wage Variable dearness allowance HRA Conveyance allowance Washing allowance Productivity Allowance Multi machine operation allowance
Employee Engagement
OUR BELIEF Today metzeler requires a steady flow of ideas and solutions from those who are closest to the process and customers
OUR PHILOSPHY
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The only way we can beat the competition is with the people. Thats the only thing anybody has. Your culture and how you motivate and empower ad educate your people is what makes the difference
-Robert Eaton CEO Chrysler Group
MAPS INDIA EMPLOYEE ENGAGEMENT PRACTICES THROUGH EMPLOYEE INVOLVEMENT FACE IN THE CROWD OUTSTANDING INNOVATION AWARD FAMILY NIGHT OUT FOREIGN TRIP 5S COMPETITION IN HOUSE MAGAZINE HIGH TEA WITH MD SUGGESTION SCHEME KAIZEN AND STAR PERORMER SCHEME QUIZ AND COMPETETITON
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COMMUNICATION MEET SPORTS CLUB INTER UNIT COMPETITION ANNUAL FUNCTION HOLI MILAN DEEPAWLI CELEBRATION SAFET Y WEEK QUALIT YMONTH IN HOUSE DOCUMENTARY FILM DEPARTMENTAL COMPETITIONS ( SLASH, BEST OF EXTRUSION ETC..) QUALITY CIRCLES CFTs / TASK FORCE
PURPOSE OF THE STUDY

To study the entire Job Satisfaction process in detail. To benchmark Metzelers Job Satisfaction level other Automobiles companies.
To create awareness in society and hence serving the society. This study will be beneficial to all those people who are about to get in this field and who are already in this field.
OBJECTIVE OF THE STUDY
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Job Satisfaction
To carry out an in depth study of the level of job satisfaction in all the 4 units of MAPS-
India.
To ascertain factors those are positively and negatively affecting the job satisfaction
levels of the employees. To ascertain measures that need to be adopted to improve the job satisfaction levels of the employees at MAPS-India.
Methodology
Our 1st step was the literature review. We were asked to study theory and have in depth knowledge of the topic and the topics related to the main topic. After having literature review we prepared a Questionnaire which was based on Likerts 5 point Scale. The questionnaire is also translated in Hindi for workers. In the survey, sampling is done on the basis of Stratified Sampling (type of Probability sampling) as the company has its employees working at 3 levels i.e., Managers, Staff and Workers.
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We also went to its 3 other units (Dharuhera, Manesar and Gurgaon) apart from Sahibabad unit for getting our questionnaire filled. The Data is analyzed and interpreted through MS-Excel. Data is represented through pie charts and bar graph for better understanding. Sample size which we collected was 276 which include, Staff & Manager: 172 (110+62) Workers: 104 As a Primary source of data,

Personal involvement in questionnaire filling was conducted to all the managers, staff and workers with regards to the Job Satisfaction. Extensive discussions and one to one interaction with the managers and staff was also involved in the process.
As a secondary source of data,
Information was collected from various websites like citehr related to Job satisfaction and various journals, magazines and books related to the subject.
Limitations
The primary data is based on the filling questionnaire and may affect by persons mood at that particular time and can be influenced by personal bias. Some of the inappropriate respondents may have been included in the sample. Time dimension.
Before going to the data analysis part, lets go to the literature
review which has helped in designing questionnaire and knowing the topic in depth.
REVIEW OF LITERATURE
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Human Resource Management is a process of bringing people in organization together so that the goals of each are met. It tries to secure the best from people by winning their whole hearted corporation. In short it may be defined as the art of procuring, developing and maintaining competent workforce to achieve the goal of an organization in an effective and efficient manner. Human Resource is increasingly receiving attention as a critical strategic partner, assuming stunningly different, far reaching transformational roles and responsibility. Taking the strategic approach to human resource management involves making the function of managing human assets the most important priority in the organizations and integrating all human resource policies and programs the framework of the companys strategy. HRM represents a broad based understanding of the problems of people and their management in view of the development of behavioral science knowledge. Increasing organizational size and its complexity, transitional from traditional to professional management, changing social and cultural norms, globalization of industries and availability of IT are constantly changing the profile of HRM functions. Today HRM manager cannot survive in the security of past. He has to play a more dynamic role in not only performing the maintenance function but should think of more creative ways to satisfy human aspiration to provide the competitive edge to organization on a sustainable basis.
OB
PM
IR & LL
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Fig: Human Resource Management function
People can move mountains..

If the skills and the will are properly applied wonderful things can happen: Human Resource help in transforming the lifeless factors of production into useful products.
They are capable of giving the synergetic results i.e., capable of producing an output that
is greater than the sum of inputs. Once they get inspired, Even ordinary people can deliver extra ordinary results
They can help an organization to achieve results quickly, effectively and efficiently.
To extract the best out of people, therefore, the organization must provide a healthy work climate where they can exploit their talents fully while releasing goals assigned to them. They must have requisite skills to handle their job in a competent way. Above all, to get the best out of people, they must b managed well and this requires leadership. That is where human resource managers play a critical role in bridging gaps between employee expectation and organizational needs by adopting appropriate human resource strategies and practices. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that
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employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees have. Conventional human resources theories, developed by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation.
JOB SATISFACTION
The term Job Satisfaction was brought to limelight by Hoppock in 1935. He reviewed 32 studies on job satisfaction conducted prior to 1933 and observes that job satisfaction is a combination of psychological, physiological and environment circumstances that cause a person to say, "I am satisfied with my job." Such a description indicates the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of job satisfaction. Job satisfaction is a positive feeling about ones job resulting from an evaluation based on various factors. Job satisfaction describes how content an individual is with his or her job. The happier the 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 work groups. 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 rate 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 (where 1 represents "not at all satisfied" and 5 represents "extremely satisfied"). The two most widely used approaches for measuring job satisfaction are: Single Global Rating and Summation Score. In Single Global Rating method is nothing more than a response to one question how satisfied are you with your job. Respondent circle a number between 1and 5 that corresponds to answer from highly dissatisfied to highly satisfied.
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Summation score method is more sophisticated. It identifies key element in a job and ask for the employees feelings about each. Typical elements here are nature of work, supervision, present pay, promotion opportunity, relation with coworkers etc. In an organization all employees have attitude or feeling of satisfaction, indifference or dissatisfaction towards a specific subject situation, object and to their work in general. Workers decisions about whether to work or not what kind of job to accept or stay in and how hard to work are all likely to depend in part upon the workers subjective evaluation of their work. In other words on their job satisfaction (Clark 1998) Job satisfaction can be defined as an overall feeling about ones job resulting from evaluation of its characteristics. Perhaps, one way to define job satisfaction is that it is the net result of various positive and negative attitudes towards their work held by individual employees during the specific period of time. A person with high level of job satisfaction holds positive feeling about the job while a person who is dissatisfied with his or her job holds negative feeling about the job. Job satisfaction is a result of employees perception of how well their job provides those things which are viewed by them as important. It is often determined by how well outcomes meet or exceed expectations. For example, if organizational members feel that they are working harder than others in the department but receiving fewer rewards, they will probably have a negative attitude towards the work, the boss and coworkers. They will be dissatisfied. On the other hand, if they feel they are being treated well and being paid well they are likely to have a positive attitude towards the job. They will be satisfied.
Job satisfaction is defined as the emotional state resulting from the appraisal of ones job. It is an overall appraisal of ones job and can be broken down in several different facets, such as achievements, working conditions, advancement, opportunities etc There are two dimensions of job satisfaction according to Fredrick Herzberg
Intrinsic Satisfaction (Motivators): It involves achievement, recognition and other features associated with work itself. These factors can only enhance job satisfaction.
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Extrinsic Satisfaction (Hygiene Factors): it involves working condition, supervision and other components of the environmental context in which the work is performed. These factors only operate to reduce or eliminate job dissatisfaction.
Job satisfaction can be measured. This can be done through: 1. Questionnaires

2. Job Description Index where satisfaction id assessed along with work, pay,
promotion, co-workers and supervision
FEW DEFINITIONS Job satisfaction is a combination of psychological, physiological and environmental circumstances that cause a person to say I am satisfied with my job. (Hoppock; 1935)
Job satisfaction is the re-integration of effects produced by individuals perception of fulfillment of his needs in relation to his work and the situation surrounding it (Sinha: 1974). Job satisfaction is a pleasurable or emotional state resulting from the appraisal of ones job and experience (Locke : 1976). Job satisfaction can be defined as workers emotional orientation towards their current job roles (Vroom; 1982). Job satisfaction is an individuals positive affective reaction of the target environment as a result of the individual appraisal to the extent to which his or her needs are fulfilled by the environment (Lofquist & Davis: 1991)
FACTORS INFLUENCING JOB SATISFACTION

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WORK
EMPLOYEE WELFARE PROGRAMS
SUPERVISION
JOB SATISFACTION WORK ENVIRONMENT COWORKERS
COMPENSATION PACKAGE
CAREER GROWTH
FIVE WAYS EMPLOYERS CAN CREATE A SATISFYING WORK ENVIRONMENT 1. Build employees competence and self-confidence through training, feedback and
recognition. "There is a very close relationship between high job satisfaction and feelings of effectiveness on the job. 2. Communicate the value of the organizations products and services, and the role the organization plays in the marketplaces where it operates. "People with high job satisfaction also
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report an extraordinarily high sense of mission, vision and passion for their work," 3. Encourage and reward thoughtful risk-taking. People with high job satisfaction also score high on the desire to try novel approaches, face challenges and perform problem-solving both individually and in group. 4. Encourage positive workplace relations. People who are highly satisfied in their jobs report good feelings about their bosses, peers and coworkers. 5. Encourage meaningful rest breaks and light diversion. "High job satisfaction correlates
strongly with the feeling of having fun at work," This all information is collected from the books given below:

Human Resource Management by Mirza S Saiyadain (Tata McGraw-Hill Publishing Company Limited), 2003 Organizational Behavior by Stephens P. Robbins (By Prentice Hall of India), 2002 Human resource Management by Gary Dessler (Eastern Economy edition),2005 Human Resource Management by VSP Rao
We were also asked to visit British library for literature review and clearing our concepts.
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DATA ANALYSIS
Quest: What is the overall Satisfaction Level at MAPS-India?
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When coming to overall Satisfaction level of MAPS-India, the research findings says that,
Satisfied Employees are 95% in the company while Dissatisfied Employees are 5% which has risen as compared to 2008 data.
The major Key findings over all of MAPS-INDIA
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Job Satisfaction Positives:

1. Opportunity to utilize skill and talent In 2008 the percentage of extremely satisfied was 20.5% where as in the year 2010 it has increased to 30.79%, a increase of 10.29% means the management is really
giving space to utilize every ones talent and skills for best result.
2. To learn new skill A double increase in extremely satisfaction. In 2008 the percentage of extremely satisfied was 14.2% where as in the year 2010 it has increase to 28.6%. This increase shows that
employees are getting an opportunity to learn new skills in MAPS.
3. Involvement in Decision Making An increase of 7%in extremely satisfaction as to 2008 from 17.24% to 24.27% shows that
employees are involved in decision making to give their valuable inputs.
4. Team Work As compare to 4.5% extremely dissatisfied employees and 2.8% dissatisfied category of employees in 2008, 2010 has shown 0% extremely dissatisfied employees which shows that team work is appreciated among employees for a fruitful result.
5. Fair distribution of work The percentage of extremely satisfied employee category has increased from 9.7% in 2008 to 20.28% in 2010 overall an increase of 11% which shows that the distribution
of work is fair among the employees.
Negatives:
1. Salary offered and the amount of bonus

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In the year 2008 the extremely dissatisfied employee was 4.5% which increased to 10.5% in the year 2010. In the year 2008 the extremely dissatisfied employee was 5.7% which has increased to 11.95 and dissatisfaction was 15.4% in 2008 which has increased to 20.65%. This shows that the amount of salary and bonus that the employees are
getting are not at all Satisfactory.
2. Training program and seminars As compare to 13.7% extremely satisfied employees, 46.2% satisfied employees and 20.5% dissatisfied employees in the year 2008, this year the percentage has increased to 20.65% an increase of 7% in extremely satisfied category and 50.36% increased in satisfied category of employees and 10.5% decrease in dissatisfaction in 2010, shows that employees are more satisfied with the training and seminars but to
bring the dissatisfaction level zero management should provide frequent training to every employees.
3. Access to relevant tools, materials and information In 2008 the percentage of satisfied employees was 70.2% and dissatisfied employees was 6.8% and in 2010 the percentage of satisfied employees fall to 50.36% and increase in dissatisfied employees up to 14.92%, this shows that with the expansion of the
business management should provide required tools and material at right quantity for getting best result.
4. Basic facility In 2008 the percentage of extremely satisfied employees was 0.5% and extremely dissatisfied employees were 29%, in 2010 a huge increase in extremely satisfied employees is seen, it has increased to 11.23% and the decrease in dissatisfaction is 13.76%. This shows that most of the employees are satisfied though there is
13% dissatisfaction to make it nil; management should provide good

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facility as compare to now for the employees.
5. Welfare program This year the percentage of dissatisfied employees and extremely dissatisfied employees has increased as compare to 2008. In 2008 dissatisfied employees were 1.7% and extremely dissatisfied employees was0.5% In 2010 dissatisfied employees is 14.13% and extremely dissatisfied employees is 7.6% this shows that the employees are very dissatisfied with the welfare
program and management should take care of this.
UNITWISE OVERALL SATISFACTION AT EACH UNIT.

Quest: What is the overall Satisfaction level at the unit Sahibabad?
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At Sahibabad unit, research says that, Satisfied Employees- 96% and Dissatisfied Employees- 4% 2008 Ext Satisfied- 3% Satisfied- 46% Neutral- 49% Dissatisfied-2% Ext Dissatisfied- 0% 2010 Ext Satisfied- 16% Satisfied- 56% Neutral- 24% Dissatisfied- 3% Ext Dissatisfied- 1%
Quest: What is the overall satisfaction level at Dharuhera?
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At Dharuhera unit, research says that, Satisfied Employees are- 93% Dissatisfied Employees are- 7%
2008 Ext Satisfied- 6% Satisfied- 59% Neutral- 35% Dissatisfied-0% Ext Dissatisfied- 0%
2010 Ext Satisfied- 13% Satisfied- 49% Neutral- 31% Dissatisfied- 7% Ext Dissatisfied- 0%
Quest: What is the overall satisfaction at Gurgaon unit?

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At Gurgaon unit, research says that, Satisfied Employees are- 94% Dissatisfied Employees are- 6%
2008
Ext Satisfied- 0% Satisfied- 50% Neutral- 50% Dissatisfied-0% Ext Dissatisfied- 0%
2010
Ext Satisfied- 16% Satisfied- 34% Neutral- 44% Dissatisfied- 6% Ext Dissatisfied- 0%
Quest: What is the overall satisfaction level at Manesar?

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At Manesar unit, research says that, Satisfied Employees are- 100% Dissatisfied Employees are- 0%
2010
Ext Satisfied- 33% Satisfied- 45% Neutral- 22% Dissatisfied- 0% Ext Dissatisfied- 0% Note: This is the new unit set up by MAPS-India. So we dont have past data for this unit.
MANAGERS SATISFACTION LEVEL:

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Quest: What is the overall satisfaction level of Managers at MAPS-India?
At Managerial level considering all the 4 units, research says that, Satisfied Managers are- 97% Dissatisfied Managers are- 3%
2008
2010
EACH QUESTION INTERPRETATION OF MANAGERS:

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Quest: How many managers lie in the given age groups?
The no. of Managers covered at all the units were: Age group 26-35 Years: 21 Managers Age group 36-45 Years: 27 Managers Age group Above 45 years: 13 Managers
Quest: How long have you been working for this organization?
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The data which we have gathered is from the managers mainly consist of managers who are having more than 6 years of work experience. Work Exp 0-2 Years: 11 Work Exp 2-4 Years: 10 Work Exp 4-6 Years: 7 Work Exp More than 6 Years: 33
I have opportunities to utilize my skills and talent.

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Job Satisfaction
I have opportunities to learn new skills.
I am happy with the degree of independence associated with my work.

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Job Satisfaction
Satisfied: 95% Dissatisfied: 5%
I am happy with the recognition of work I accomplish.
I have frequent interaction with my supervisor.

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Job Satisfaction
Satisfied: 98%
The feedbacks I get on my work and performance by supervisor positively affect my work.
Degree of appreciation received from supervisor for good work.

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Job Satisfaction
Satisfied: 92% Dissatisfied:
My supervisor constantly involves me in decision making.
Satisfied: 95%
Team Work among employees is appreciated in the company.

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Job Satisfaction
There is understanding between co workers.
There is information exchange between co workers.
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Job Satisfaction
The distribution of work is fair.
The salary offered is in accordance with my responsibility and experience.

47 | P a g e
Job Satisfaction
I receive handsome amount of bonus yearly.
Benefits (health insurance, life insurance) and allowances offered are fair and reasonable
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Job Satisfaction
I am receiving fairly judged salary.
There are sufficient opportunities for promotion in this organization.
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Job Satisfaction
Promotion is based on my performance.
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Job Satisfaction
The way training is provided helps to enhance my skills.
Satisfaction: 80% Dissatisfied:
I am satisfied by training program and seminars.
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Job Satisfaction
The required tools, materials and information are easily accessible.
The amount of paid vacation time/ sick leave offered.
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Job Satisfaction
I am satisfied with the physical working conditions (space, ventilation, cleanliness etc.)
I am satisfied with the basic facilities (canteen, food, sanitary etc) provided.
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Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups, staff communication)
Recreational activities provided by the company (Sports, Cultural programs, Family Visit etc).
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Job Satisfaction
I am satisfied with companys people programs (Star performer, Best Suggestion, Kaizen, Quality circle etc.).
I am satisfied with the employee involvement programs.
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Job Satisfaction
Key Findings:
POSITIVES:
1. Involvement in Decision making:
Let the noble thoughts come from all the directions.. They should involve managers in decision making. 95% managers feel that, employees in the organization are involved in decision making and its a good sign for the company as in order to bring the positive change in the decision making of the company the management should welcome the noble thoughts from all the levels.
2. Companys People Program:
98% managers are satisfied with the company people program and they feel that the company organises these programs frequently which is a good sign for the company as more and more people will get involve in these kind of activities. 3. Frequent interaction with Supervisor: 98% managers feel that there is a frequent interaction with the Supervisor which is good sign for the company as frequent interaction in a company is key element for smooth working of an organization.
4. Encouraging Team Work:
People like to work in team now. Earlier this was one of the weak area and 21.1% managers were dissatisfied with the team work but now there is appreciation of team work and dissatisfaction level has come down to 3%.
5. Understanding between Co workers:
Now there is good understanding between co workers and there is friendly environment within the company. Only 2% managers are dissatisfied with this.
6. Fair distribution of work:
Most of the mangers feel that there is fair distribution of work. Earlier 23.7% of managers were dissatisfied by this but now dissatisfaction level has come down to 9%.
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NEGATIVES:
1. Salary and bonus offered:
Most of the mangers think that the salary benefits and allowance offered to them is fair but they are not happy with the salary and bonus given to them, as 35% of managers are dissatisfied with bonus scheme.
2. Opportunities for promotion:
18% managers are dissatisfied with the promotion scheme. They feel that there are less chances of promotion and also promotion is not given on the basis of performance.
3. Training and Seminars:
Managers are not satisfied with training programs. Though dissatisfaction level has decreased. Earlier it was 35.5% and now it has come down to 21%.
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Job Satisfaction STAFF SATISFACTION LEVEL:
At Staff level considering all the 4 units, research says that, Satisfied - 97% Dissatisfied - 3%
2008
2010

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Job Satisfaction

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Job Satisfaction
Satisfied: 97%

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Job Satisfaction
Degree of appreciation received from supervisor for good work.

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Job Satisfaction
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Job Satisfaction
Satisfied: 100%

63 | P a g e
Job Satisfaction

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Job Satisfaction
Benefits (health insurance, life insurance) and allowances offered are fair and reasonable.
65 | P a g e
Job Satisfaction

66 | P a g e
Job Satisfaction

67 | P a g e
Job Satisfaction

68 | P a g e
Job Satisfaction
69 | P a g e
Job Satisfaction
70 | P a g e
Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups, staff communication )
71 | P a g e
Job Satisfaction
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Job Satisfaction Key Findings:

The overall dissatisfaction level of the staff has increased to 3% from 1%. However, the percentage of neutral area has decreased. Earlier it was 56% and now it has come down to 26%. The other side of the coin says that the percentage of the satisfied and extremely satisfied employees has increased drastically. This shows that, the overall satisfaction of staff level has increased.
Positives:
1. Opportunity to learn new skills:
96% of the staff feels that in MAPS-India, they get opportunities to uncover their hidden talent and also they have opportunities to learn new skills. 2. Degree of Independence: As MAPS trust its employees, that if they are not bounded in the iron chains, they will give their best. So here employees enjoy degree of independence. 97% of the workers feel that they are satisfied with the degree of independence associated with their work. 3. Communication with supervisors: The sound communication itself is the key to solve many of the problems. No organisation can proceed until its communication system is sound. 99% of the employees think that there is a smooth one to one interaction with the supervisors. The management has efficiently filled the gap from 87.8% to 99%. And it is expected that it will cover up the remaining 1% in the near future.
4. Team work:
As the team work gives synergetic results, so all the staff member encourages the team work. Research shows that 100% employees are engaged in team work. The understanding between the co workers is also worth appraising as none of the staff is dissatisfied with this. Employees also appreciate the exchange of information among their co worker.
Negatives:
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1. Salary and Bonus:
The salary doesnt match the expectation of the staff. As 22% of the employees are not satisfied with the salary provide. Employees think that the salary offered to them is not according to the responsibility and experience. 2. Training and Seminars: Training is an important factor which helps to reduce the scraps and also gives confidence to employees to perform their job well. So, the company should impart proper training to its employee in order to bring the efficiency as 10% of the people are not satisfied with the training provided.
3. Accessibility to tools, materials and information:
17% of the staff is not satisfied with the tools, materials and information provided. So the company should take necessary steps in this sphere. 4. Recreational activities: In order to reduce the stress, the company should encourage the recreational activities. As 17% of the employees at staff level are not satisfied with the recreational activities organised by the company. 5. Companys Welfare Program: Earlier 89% of the employees were satisfied and it was under the strength area but now the satisfaction level has come down to 84%. This shows that, at equal interval health checkups, welfare programs are not being organised.
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Job Satisfaction WORKERS SATISFACTION LEVEL:
At Staff level considering all the 4 units, research says that, Satisfied - 91% Dissatisfied - 9%
2008
2010

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Job Satisfaction

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Job Satisfaction

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Job Satisfaction

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Job Satisfaction
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Job Satisfaction
Satisfied: 95%
Satisfied: 94%

80 | P a g e
Job Satisfaction

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Job Satisfaction
Benefits (health insurance, life insurance) and allowances offered are fair and reasonable.
Satisfied: 69%

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Job Satisfaction
83 | P a g e
Job Satisfaction

84 | P a g e
Job Satisfaction
85 | P a g e
Job Satisfaction
86 | P a g e
Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups, staff communication)
87 | P a g e
Job Satisfaction

88 | P a g e Satisfied: 93% Dissatisfied:
Job Satisfaction
Key Findings:
The overall dissatisfaction level has increased to 9% for workers. Earlier it was 1.82%. But good thing is that the percentage of neutral (grey area) has decreased to 31% from 54.55% and also percentage of extremely satisfied has increased to 17% from 1.82%. This means, earlier those who were in neutral category has shifted more towards satisfaction than dissatisfaction.
Positives:
1. Frequent Interaction with Supervisor:
94% of the workers think that they have frequent interaction with the supervisor which is good for the company as communication is the mode through which one can convey his message. 2. Existence of Team work: Research says that, now workers love to work in team. Earlier 7.3% of workers were dissatisfied and now it has decreased to 3% and also there is an understanding between co-workers.
3. Fair distribution of work:
91% of the workers feel that there is fair distribution of work in the company. That is the work is assigned according to the capability and fairly.
4. Training and Seminars:
91% of the workers are satisfied with the training program organised for them and this good for the company as, unless and until they get training well, they wont be able to show excellence in their field.
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5. Better working condition:
There is improvement in working condition. Earlier dissatisfaction level was 56.4% and now it has come down to 23%. This shows that management is showing the concern to their workers and making them feel that they are part of the family.
6. Better basic facilities:
Dissatisfaction level has come down to 47% from 74.5% for basic facilities what workers are getting. This shows that management considered the last years recommendation and worked upon it.
7. Employee Involvement Program:
Workers are really happy with the employee involve program organised in the company. 93% of the workers are satisfied with this which in itself is a good percentage.
Negatives:
1. Involvement in decision making: 18% of the workers think that there is lack of involvement of the workers in decisions which management takes.
2. Salary offered:
33% of workers are dissatisfied with the salary which they get. They think that the salary which they are getting is not in accordance with responsibilities and experience.
3. Bonus offered:
34% of the workers are dissatisfied with the bonus scheme. This is a point of concern because this is the way to boost the employees in the organisation.
4. Lack of accessibility to tools and materials:
17% of the workers are dissatisfied with the tools and materials available to them. They think that they are not getting enough tools to do their job well.
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Job Satisfaction
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Job Satisfaction
From the above shown data it is clearly seen that employees Below 25 Years: Satisfied: 96% Dissatisfied: 4% 26-35 Years: Satisfied: 94% Disatisfied:6% 36-45 Years: Satisfied:95% Dissatisfied:5% Above 46 Years: Satisfied:100% Dissatisfied:0%
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Job Satisfaction Key Findings:

1. Below 25 Years:
From the study, we can conclude that, in the age group of less than 25 years of age, 4% are dissatisfied. Though the satisfaction level has improved as compared to last year, but in order to milk up the opportunities, the management should adopt the new techniques with the help of which the young blood can uncover their hidden talent.
2.
25-35 Years:
In the age group of 25-35 years of age, the satisfaction level has increased to 18% which is a positive sign for the company to retain its employees. Many of the employees are now out of the grey zone, as they have started taking a stand which again shows the brighter side of the management as 27% of the employees have shifted from neutral to satisfied level.
3.
36-45 Years:
Employees who belong to the age group of 36-45 years of age showed the mixed results. The satisfaction level have improved from 57% to 72%, at the same time 5% of the employees are dissatisfied. So in order to shift the employees from dissatisfaction level to satisfaction level, management should take the necessary steps.
4.
Above 45 Years:
The elder employees in MAPS are now more satisfied and also they are more clear in their thinking. Very few of them are adopting the mid way(neutral) and none of the employee is dissatisfied which shows that employees are gaining job satisfaction along with the experience.
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Total Employees Sample size Workers Staff Managers
504 276 105 110 62
1 Work ES 30.7 9 28.2 6 31.1 5 25.7 2 S 57.2 4 55.0 7 49.6 3 51.8 1 N 5.79 9.05 12.6 8 15.2 1 DS 5.0 7 6.5 2 5.4 3 6.5 2 EDS 1.08 1.08 1.08 0.72
1.1 Oppurtunity to utilize your skills and talents 1.2 Oppurtunity to learn new skills Degree of Independence associated with 1.3 your work 1.4 Recognition for work accomplition
2 Supervision ES 33.6 9 25 20.2 8 24.2 7 S 51.8 1 58.6 9 54.3 4 51.4 4 N 11.5 9 10.5 15.2 1 14.8 5 DS 2.1 7 5.4 3 9.0 5 6.8 8 EDS 0.72 0.36 1.08 2.53
2.1 Communication with your supervisor Feedback on your work and performance by 2.2 superior Recognition received from supervisor for 2.3 good work 2.4 Involvement in decision making
3 Co-Workers ES 32.9 7 25.3 6 20.2 8 20.2 8 S 52.8 9 56.8 8 56.8 8 51.8 1 N 12.3 1 15.5 7 17.3 9 19.9 2 DS 1.8 1 1.8 1 4.7 1 5.7 9 EDS 0 3.26 0.72 2.17
3.1 Teamwork in the company 3.2 Understanding between Co-Workers 3.3 Information exchange between co-workers 3.4 Fair distribution of work
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4 Compensation Package Salary offered in accordance with resp and 4.1 exp 4.2 Amount of bonus 4.3 Benefits(health insurance, life insurance) 4.4 Fairly judged salary as per industry ES 10.1 4 11.5 9 17.0 2 11.2 3 S 38.7 6 29.3 4 46.0 1 38.0 4 N 23.5 5 26.4 4 20.2 8 24.2 7 DS 17.0 2 20.6 5 10.5 20.2 8 EDS 10.5 11.9 5 6.15 6.15
5 Career Growth ES 17.3 9 18.8 4 19.5 6 20.6 5 S 46.0 1 44.2 50.3 6 50.3 6 N 19.9 2 23.5 5 19.9 2 16.6 6 DS 11.9 5 9.78 9.05 10.5 EDS 4.71 0.72 1.08 1.81
5.1 Opportunities for promotion Connection between promotion and 5.2 performance The way training provided helps to enhance 5.3 your skills I am satisfied with Training program and 5.4 seminars
6 Work Environment Access to relevant tools, materials and 6.1 information Amount of paid vacation time/sick leave 6.2 offered 6.3 Physical working conditions 6.4 I am satisfied with basic facilities ES 15.2 1 17.3 9 14.4 9 11.2 3 S 52.8 9 44.9 2 50.3 6 34.4 2 N 16.3 23.1 9 17.0 2 21.3 7 DS 14.4 9 5.79 11.9 5 19.2 EDS 1.08 7.97 6.15 13.7 6
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7 Employee Benefit Programs I am satisfied with the company's emp 7.1 welfre prog Recreational activities provided by the 7.2 company 7.3 Company's people involvement programs I am satisfied with the company's 7.4 involvement prog ES 17.7 5 15.9 4 25.7 2 19.9 2 S 45.6 5 48.5 5 51.4 4 59.7 8 N 14.8 5 19.5 6 13.4 15.2 1 DS 14.1 3 10.5 4.71 4.34 EDS 7.6 5.43 4.71 0.72
COMPARATIVE ANALYSIS
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COMPARING OVERALL MAPS-INDIA 2008-2010
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Job Satisfaction
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Job Satisfaction
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Job Satisfaction
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OBSERVATION
The overall Job Satisfaction level in the company is high. Nevertheless there are certain areas which when worked upon shall go a long way in enhancing the satisfaction of the employees.
1.
Provide employees with responsibility-and then let them use it:

Most surveys show that the greatest source of employee pride and satisfaction is the feeling of accomplishment that comes from having-and exercisingresponsibility.
2.
Encourage Discussion:
Research studies show that employee wants themselves to get involved in decision making. For this, what management can do is, involve them in discussions related to companys interest and share with them company related issues. By seeing this, employees can feel system as more transparent and open, hence leading to feeling of belongingness: This is my company.
3.
Issues related to Salary and Bonus:

Research study says that employee feels that salary and bonuses are not given to them in accordance with the responsibility and experience and that, some of them are underpaid. Electing right person at the right job is the best option for this. Bonuses can be given to efficient and hard working employees after establishing an effective performance evaluation.
4.
Encourage Training Programs:

Though employees are satisfied with the training program but they want more frequent training to perform their job well. For this, management can organize training programs frequently so as to polish their employees skill and this may result in better performance.
5.
Providing healthy and safe environment:

According to research study, employee feels that their working environment is not much airy and ventilated. To increase employees satisfaction level management can install coolers and water dispensers at shop floor where they have to work for hours at high temperature.
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6.
Encouraging Recreational Activities:

Research says that employees are not happy with the recreational activities in the company. Company must understand that family involvement in recreation can reinforce the loyalty of employees to the company and to its success. By providing the venue for social interaction of the employees and their families, a company can became more central to the lives of its employees.
CONCLUSION
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Though the dissatisfaction level has increased to 5% but at the same time, satisfaction has also increased from 48% to 66% i.e., 18% increase in the satisfaction level is seen. This means that the level of neutral area is decreased as compared to 2008. Majority of people have shifted from neutral towards satisfaction level and less towards dissatisfaction level, which is good for the company as employees now are taking a stand and shifting from neutral(grey area) to one of the two area (Satisfaction or dissatisfaction). This shows that fear factor is decreasing and people are now taking a stand.
2008
Note: Neutral: Grey Colored circle Satisfaction: Green colored circle Dissatisfaction: Yellow colored circle
2010
The bottom line is this: Trends toward increasing job dissatisfaction can be reversed, and even employees with low morale can become motivated and enthusiastic again. But it takes work and creativity on the employers part.
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ANNEXURE
QUESTIONNAIRE
Dear Sir/Madam We would be grateful if you spare some of your time to respond to the following Questions. Your response would be treated as confidential and will be used only for the purpose of study. Please feel free to answer as accurately as possible.
1. How long have you been working for this organization?(Tick one)
a. ______0-2 years b. ______2-4 years c. ______4-6 years d. ______More than 6 years
Note: Please tick any one option in each question. (Question No. 2- 47)
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Using the scale shown below, rate your level of satisfaction with the following aspects of your job at METZELER E.S Extremely Satisfied/ Strongly Agree S Satisfied/ Agree l N Neutra DS Dissatisfied/ Disagree E.D Extremely Dissatisfied/ Strongly Disagree
2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 1 4. 1 5. 1 6. 1 7. 1
I have opportunities to utilize my skills and talent. I have opportunities to learn new skills. I am happy with the degree of independence associated with my work. I am happy with the recognition of work I accomplish. I have frequent interaction with my supervisor. The feedbacks I get on my work and performance by supervisor positively affect my work. Degree of appreciation received from supervisor for good work. My supervisor constantly involves me in decision making. Team Work among employees is appreciated in the company. There is understanding between co workers. There is information exchange between co workers. The distribution of work is fair.
E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E.
S S S S S S S S S S S S S S S S S
N N N N N N N N N N N N N N N N N
D S D S D S D S D S D S D S D S D S D S D S D S D S D S D S D S D
E.D E.D E.D E.D E.D E.D E.D E.D E.D E.D E.D E.D E. D E. D E. D E. D E.
The salary offered is in accordance with my responsibility and experience. I receive handsome amount of bonus yearly. Benefits (health insurance, life insurance) and allowances offered are fair and reasonable. I am receiving fairly judged salary. There are sufficient opportunities for promotion in this
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8. organization. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S E. S S S S S S S S S S S S N N N N N N N N N N N S D S D S D S D S D S D S D S D S D S D S D S D E. D E. D E. D E. D E. D E. D E. D E. D E. D E. D E. D 1 Promotion is based on my performance. 9. 2 The way training is provided helps to enhance my skills. 0. 2 I am satisfied by training program and seminars. 1. 2 The required tools, materials and information are easily 2. accessible 2 The amount of paid vacation time/ sick leave offered 3. 2 I am satisfied with the physical working conditions (space, 4. ventilation, cleanliness etc.) 2 I am satisfied with the basic facilities (canteen, food, 5. sanitary etc) provided. 2 I am satisfied with the companys employee welfare 6. programs.(health checkups, staff communication ) 2 Recreational activities provided by the company (Sports, 7. Cultural programs, Family Visit etc). 2 I am satisfied with companys people programs (Star 8. performer, Best Suggestion, Kaizen, Quality circle etc.). 2 I am satisfied with the employee involvement programs. 9. 30. In your opinion, how can MAPS India ensure no. 1 position?
Ans: _________________________________________________________________________ _________________________________________________________________________ 31. What can this organization do to increase your satisfaction and productivity as an employee? Ans: _________________________________________________________________________ __________________________________________________________________________ 32. In your opinion what satisfies you most at MAPS? Ans: _________________________________________________________________________ _________________________________________________________________________
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Personal Details: a. Name (optional): ________________________ b. Age: a. Less than 25 years:_______ b. 26-35 years:_______ c. 36-45 years:_______ d. More than 46 years:_______ c. Department: _______________ d. Designation: _________________
Signature: ___________
Date: ___________
______________________________________________________________________________ _______ Thank You for your input.
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kaya- saMtuYTI AaMkLna
kRPyaa Apnao ]<ar pr (
) ka icanh lagaaeoM.
1 Aap iktnao samaya sao maOTjaOlar maoM kaya- kr rho hOM ?

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sao 2 saala sao 4 saala sao 6 saala saala va ]sasao AiQak
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mauJao ApnaI yaaogyataAaoM AaOr pìtBaaAaoM ka pUNa- $p sao ] pyaaoga krnao ka maaOka imalata hO. mauJao nayao kaOSala kao saIKanao ka Avasar imalata hO. mauJao Apnao kaya- kao Apnao trIko sao krnao kI svatM~ta imalatI hO. mauJao Apnao ikyao hueo kaya- pr sarahnaa imalatI hO. maoro Apnao sauprvaa[-ja,r ko saaqa inarMtr vaata-laap haotI hO.
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s a M 0 s a M 0 s a M 0 s a M 0 s a M 0
naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0
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Job Satisfaction
7 maoro Wara ikyao gayao kayap`dSa-na pr sauprvaa[-ja,r kI pìtik`yaa imalatI hO. AcCo kaya- ko ilayao mauJao Apnao sauprvaa[-ja,r Wara pào%saahna imalata hO. maoro sauprvaa[-ja,r inaNa-ya laonao maoM mauJao Apnaa BaagaIdar maanato hOM. kmpnaI maoM imalajaula kr krnao kao baZavaa idyaa jaata hO. sahkima-yaaoM ko baIca AapsaI samaJa hO. sahkaima-yaaoM ko baIca saUcanaaAaoM ka Aadana p`dana haota hO. kaya- ka ivatrNa samaana $p sao haota hO. A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 A 0 A 0 A 0 A 0 A 0 A 0 A 0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0
10
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AnauBava va ijammaodarI ko ihsaaba sao vaotna imalata hO. sahI maa~a maoM saalaanaa baaonasa idyaa jaata hO. maOM kmpnaI Wara dI ga[Cui+yaaoM sao saMtuYT hU^M. mauJao kaya- ko Anau$p vaotna imalata hO. mauJao T/oinaMga kaya-k`maaoM
A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0
naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa
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15
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Wara kaya-kuSalata baZanao ka Avasar imalata hO. 19 mauJao tr@kI panao ko samaana Avasar imalato hOM. T/OinaMga kaya-k`maaoM Wara maoro manaaobala kao baZavaa imalata hO. maorI tr@kI maoro kaya- p`dSa-na sao sambainQat hO. ja$rt ko Tulsa, caIjaoM va jaanakarI AasaanaI sao ]plabQa hOM. saMsqaana maoM saurxaa va baImaa sauivaQaa ]plabQa krayaI jaatI hO. maora kaya- vaatavarNa, maoro kayao hotu AnaukUla hO. maOM kmpnaI Wara dI ga[- sqaa[sauivaQaaAaoM sao saMtuYT hU^M (jaOsao kOnTIna, Kanaa, panaI Aaid) maOM ApnaI kmpnaI Wara p`dana ikyao gayao Avasar kalaIna kayaaosao saMtuYT hU^M (Kola pìtyaaoigataeoM, saaMskRitk kayak`maaoM ka Aayaaojana Aaid). maOM kmpnaI Wara samaya samaya pr Aayaaoijat ikyao jaanao vaalao kma-caarI BaagaIdarI kayak`maaoM sao saMtuYT hU^M (@vaailaTI saik-la, sauJaava yaaojanaa Aaid) maOM kmpnaI Wara Aayaaoijat kma-caarI klyaaNa kaya-k`maaoM sao saMtuYT hU^M (hOlqa caOkAp Aaid). maOM kma-caarI BaagaIdarI kayasa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 A0 sa M0 a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s a M 0 s M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 naasa M0,na aA0 0 A 0 A 0 A 0 A 0 A 0 A 0 A 0 A 0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0 A0
20
21
22
23
24
25
26
27
A 0
A0 A0
28
A0 sa M0 A0
naasa M0,na aA0 naasa
A 0 A
A0 A0 A0
29
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Job Satisfaction
k`maaoM sao saMtuYT hU^M. sa M0 a M 0 M0,na aA0 0 A0
30. dI ga[- sauivaQaaAaoM ko Alaavaa Aap Anya ikna sauivaQaaAaoM ka laaBa ]zanaa caahoMgao ?(vaotna ko Aitir@t)
]0: _________________________________________________________________________
_________________________________________________________________________ 31. Aapko Anausaar maOPsa maoM Aapkao sabasao jyaada @yaa saMtuYT krta hO ?
]0: __________________________________________________________________________
___________________________________________________________________________
32. yah saMsqaana AapkI saMtuYTI evaM ]%paidta baZanao ko ilayao @yaa kr saktI hO?
]0: _________________________________________________________________________
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_________________________________________________________________________ 33. AapkI Aayau 34. ivaBaaga 25 25 35 45 saala sao 35 saala sao 45 saala saala sao AiQak
______________________________
BIBLIOGRAPHY

Human Resource Management by Mirza S Saiyadain (Tata McGraw-Hill Publishing Company Limited), 2003 Organizational Behavior by Stephens P. Robbins (By Prentice Hall of India), 2002 Human resource Management by Gary Dessler (Eastern Economy edition),2005 Human Resource Management by VSP Rao Dictionary of Organistional Behavior edited by Nigel Nicholson Encyclopedia by Blackwell Human Relation Management by Eugene McKenna & Nic Beech Human Relations Management by Barry Cushway
www.citehr.com
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METZELER AUTOMOTIVE PROFILES INDIA PRIVATE LIMITED

Administration Asia Pacific Institute of Management, New ACKNOWLEDEGEMENT

Winners dont do different things, they do things differently

H SCI, 2 EPDM Gas kits. r, 3 0 Architectural% Pulse %

Gold Se l / a Sa argum 3 i, % A 1 SP, %

Policy and Objectives

Business strategy Corporate Strategy Focus

1. Growth 2. Profitability 3. Market Development 4. Corporate image

Quality 1. Scrap 2. Rejection 3. Confirm to QS system requirements

Job Satisfaction HR POLICIES

-Robert Eaton CEO Chrysler Group

PURPOSE OF THE STUDY

OBJECTIVE OF THE STUDY

As a secondary source of data,

People can move mountains..

Job satisfaction can be measured. This can be done through: 1. Questionnaires

promotion, co-workers and supervision

FACTORS INFLUENCING JOB SATISFACTION

EMPLOYEE WELFARE PROGRAMS

JOB SATISFACTION WORK ENVIRONMENT COWORKERS

Quest: What is the overall Satisfaction Level at MAPS-India?

The major Key findings over all of MAPS-INDIA

Job Satisfaction Positives:

employees are getting an opportunity to learn new skills in MAPS.

employees are involved in decision making to give their valuable inputs.

of work is fair among the employees.

1. Salary offered and the amount of bonus

getting are not at all Satisfactory.

13% dissatisfaction to make it nil; management should provide good

program and management should take care of this.

UNITWISE OVERALL SATISFACTION AT EACH UNIT.

Quest: What is the overall satisfaction level at Dharuhera?

Quest: What is the overall satisfaction at Gurgaon unit?

Quest: What is the overall satisfaction level at Manesar?

MANAGERS SATISFACTION LEVEL:

EACH QUESTION INTERPRETATION OF MANAGERS:

I have opportunities to utilize my skills and talent.

I have opportunities to learn new skills.

I am happy with the degree of independence associated with my work.

Satisfied: 95% Dissatisfied: 5%

I am happy with the recognition of work I accomplish.

Satisfied: 92% Dissatisfied: 8%

I have frequent interaction with my supervisor.

Satisfied: 98% Dissatisfied: 2%

Degree of appreciation received from supervisor for good work.

Satisfied: 92% Dissatisfied:

My supervisor constantly involves me in decision making.

Team Work among employees is appreciated in the company.

Satisfied: 97% Dissatisfied: 3%

There is understanding between co workers.

Satisfied: 98% Dissatisfied: 2%

There is information exchange between co workers.

Satisfied: 88% Dissatisfied: 12%

The distribution of work is fair.

Satisfied: 91% Dissatisfied: 9%

The salary offered is in accordance with my responsibility and experience.

Satisfied: 92% Dissatisfied:

I receive handsome amount of bonus yearly.

Satisfied: 65% Dissatisfied: 35%

Satisfied: 93% Dissatisfied:

I am receiving fairly judged salary.

Satisfied: 79% Dissatisfied: 21%

There are sufficient opportunities for promotion in this organization.