Employee Satisfaction

INTRODUCTION
For health-conscious people, adding seafood to the diet several
times a week can be a great nutritional choice. They are not only a good
source of protein, but studies have shown that seafood may actually
lower overall blood cholesterol levels. The majority of the cholesterol
found in fish and shellfish is high density liprotein (HDL), the good
cholesterol which body needs, and which is harder for the body to
absorb as compared to other fatty foods. Though science has not given
a definitive reason for this, the theory is that seafood contains larger
amounts of water that slow the rate of absorption. As an added benefit,
omega 3 fatty acids are found in fish that may act as a monitor to the
blood cholesterol level. Research has shown that Omega 3 reduces the
risk of heart disease and Type 2 diabetes. It also eases the symptoms in
conditions such as rheumatoid arthritis, depression, attention deficit
disorder, psoriasis and obesity. Diets found low in fat, saturated fat and
cholesterol may reduce the risk of heart disease.

Mangala group
A born leader has the capacity to create or catch vision. If the joy
of accomplishment is all what leadership is about, Late Sri. M. V.
Ramachandra Bhat, the helmsman of the Mangala Group had it in
plenty. In 1967, a raw young man with nothing to back him up except a
decade of service with India Sea Foods waded courageously into the
deep waters of Seafood Industry. Eighteen years of a joint venture
under the banner of Paragon Industries had given him a mental
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Employee Satisfaction
toughness that made him realize the importance and challenge of being
on his own. A constructive spirit of discontent had made the potential
leader want to taste the thrill of risk by facing the challenge.

Thus, he graduated to become a racy leader in the seafood

industry. The General Manager of a small time company, within just a
couple of decades had created a globocorp in the market of sea-food
folklore. Mangala Sea Products at Aroor was set up in 1985. With
visionary zeal and invaluable experience, this leader led by example
and steadily guided the company to the forefront of the Indian Seafood
Industry. No person was ever fully honoured for what he did or
received. Honour has always been the reward for what one gave and
this was the case for the ever remembered legend Late Sri. M.V.
Ramachandra Bhat. 1993 saw the shocking demise of the founder, but
this made his sons Premachandra, Sreenivas, Ashok and Suresh Bhat
take up the threads and weave the Mangala fabric into an improved and
perfected industry. Innovation, quality and value. At Mangala the
employees satisfaction has been considered as the key to success.
That's why the company offer only top quality products that are easy to
prepare at a competitive cost, with a dedicated service that is second to
none. Company will continue to stay on the cutting edge of technology
by developing new products tailored for both the wholesale and retail
markets. Fresh, frozen or ready to eat, processing 20,000 tons of fish
each year, any interested party could bet that the company has in it
what they were looking forward for.

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Employee Satisfaction

Statement of Problem
The sole reason to select this particular company i.e., The
Mangala Marine Exim India Pvt. Ltd., is to study in brief the working
environment of their business, the facilities provided relating to the
Human Resource Enhancement and all the matters concerning the
employees of this company. This would not only acquaint with the
satisfaction perceived by the employees, but also to help improve their
level of satisfaction by suggesting apt alternatives benefiting them.

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Employee Satisfaction

Objectives of Study
1. To study the satisfaction level of the employees in the industry.
2. To study about the services provided by the company to the
employees.

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Employee Satisfaction

Scope of Study
The study of staff welfare in Mangle Marine Exim India Pvt. Ltd.
has been carried out focusing on the entire business carried on by them.
The extension of this study is to analyze the entire HR department of
this company with respect to performance and derive conclusion to
interpret the overall work satisfaction, job security and fulfilment of
basic needs of employees implemented and worked out during the
period covered.

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Employee Satisfaction

Methodology
Primary data refers to the data collected afresh from the primary
sources by means of certain essential tools such as questionnaire and
interview.
Primary data has being collected in this project to execute the
purpose of project preparation. The analysis on the various aspects
under observation has been made on the basis of such primary data
collected.

Period of Study
Period of study is confined to the two months period starting
from January to March.

Limitations of Study

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Employee Satisfaction
1. The data relied upon throughout the project being the primary
data does reveal up its own limitations of personal bias and
inaccurate disclosure of actual facts and figures.
2. The study limits only to a sample of employees brought under
observation and hence the overall picture of the matter concerned
cannot be arrived at.
3. Since the research work conducted and carried out was only to
get outlook of the entire lot and not a detailed investigation of
every bit, conclusions may not be derived upon about the
company, with reference to this project execution.

Chapterisation
Chapter 1 Introduction
Chapter 2 Review of literature
Chapter 3 Data analysis and interpretation
Chapter 4 Findings, suggestions and conclusion

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Employee Satisfaction

FINDINGS ON EMPLOYEE SATISFACTION AT

DIFFERENT COMPANIES

Miss. Ankitha , a marketing trainee at Bajaj automobile , conducted a

study to known the satisfaction level of the employees. Her findings
were as follows : 92% of the employees agree that the infrastructure provided by
the organization enables them to do their job better.

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Employee Satisfaction
98% of the employees are satisfied with the lighting conditions,
90% of the employees are satisfied with the sanitation, 92% of the
employees are satisfied with cleanliness, 94% of the employees
are satisfied with ventilation conditions, 74% of the employees
are satisfied with the space and 76% of the employees are
satisfied with the working culture provided by the organization.
94% of the employees believe that the task entrusted to them lies
within their capabilities.
68% of the employees feel that the pay is equal to the work they
do and is fair, and 30% of the employees feel that they are paid
less for the work they do which is not fair.
100% of the employees believe that they like to accept
responsibilities and more challenging tasks provided to them by
the organization.
90% of the employees are satisfied with the task provided to them
by the organization.
68% of the employees are satisfied with the salary paid whereas
32% of the employees are not satisfied.

Mr. Arun, a HR manager at HINDALCO INDUSTRIES conducted a

study to know weather the employees of his company are satisfied with
their working environment . Her findings were as follows : The supervisor/HOD should give regular feedback
performance

by

holding

informal

meetings

with

on
each

individual.HOD should appreciate and encourage employees to

work hard.
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Employee Satisfaction
If the top management is not able to keep any promises it
should give the reason why it has not able to keep promises
.This information should be communicated to all employees.
All the employees should be treated equally and there should not
be any bias treatment.
If an employee has gained additional skill he should be assigned
task so that he can utilize his skills.
The administration policies should be updated so that all the
employees are aware of the policies.
HR should convince the employees and make them believe that
HR department is for their well being. Besides staff meetings HR
should conduct social gatherings for all departments so that the
relation between HR and the employees will improve .This will
help the employees to express their problems freely and frankly.
The training needs of the employees should be reviewed at least
twice a year. Based on that training programs should be
conducted to all the employees.
Day to day work related training should be provided that is 80%
job related and 20% on management skills.
Conduct the workshop on team development. So that all
employees are aware of the benefits of teamwork.
Yet more concentration or more measures should be taken for the
safty

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Employee Satisfaction

Mr. Rajesh, a PGDM graduate conducted a study on Employees

Satisfaction on Welfare Schemes at BDCC Bank and his findings were
as follows :-

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Employee Satisfaction
By observation and personal interview we come to know 100%
of employees mentioned the schemes which they are aware but
they dont know all the schemes which Bank is providing to
them. So the employees should be made aware of the schemes
provided by the bank.
The welfare schemes should be maximized to satisfy the
employees because only 37.6% of employees says welfare
schemes of BDCC Bank is very high.
The amount of GIS should be increased because only 30.1% of
employee says very high and 22.6% as average.
The staff welfare fund should be maximized for the benefit of the
employees.
Festival advance should be given to employees without deducted
the money from his/her salary.
The health of the organization always depends upon the satisfied
labour force so provide the welfare schemes to satisfy the
employees.
Increase the leave facilities and external training should be
provided to the workers with qualified training experts to handle
the competitive era and specially about the computers.
Medical facilities and sitting facilities in all the branches should
be improved for the benefit of the employees and as well as to
the organization.
Canteen facility should be provided in all the branches for the
convenient of the employees.

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Employee Satisfaction
Miss. Sindhu, a PRO who conducted a survey on source of satisfaction
of employees at Elegant Drugs Pvt Ltd.

. Her findings were as

follows: It was found that most of the workers are not having primary
education in the organization.
Most of the workers who are educated are studied up to 12 &
further they have completed ITI course.
It was found that company is providing all necessary facilities
and good working conditions to workers
All most all the workers of the company are satisfied.
There is a good cooperation & cohesiveness within the workers
& there is good relation between the top management & the
workers.

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Employee Satisfaction

Mr. Deva, a MBA graduate conducted a study at TULASI

GRANITES to known the satisfaction level of the employees
regarding training programme. His findings were as follows: 38% are working in Tulisi Granite is Highest.
42% are joined as a worker in Tulisi Granite is highest.
46% are give first preference to job function in Tulisi Granite is
highest.
84% are saying that satisfied with job in Tulisi Granite is highest.
52% are saying work experience in Tulasi Granite is highest.
50% are saying Medical in Tulasi Granite is highest.
38% are saying good sale in Tulasi Granite is highest.
44% are saying safeguard in Tulasi Granite is highest.
38% are saying Fulfillment in Tulasi Granite is highest.
82% are saying Yes in Tulasi Granite is highest.
96% are saying Yes means clear communication, in Tulasi
Granite .is highest.
48% are saying Motivation in Tulasi Granite is highest.
100% are saying satisfied with appraisal system in Tulasi
Granite.
40% are saying Minimum role in Tulasi Granite is highest.
60% are Married in Tulasi Granite is highest.

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Employee Satisfaction
Mr. Roshan, Employee Welfare Officer conducted a survey at
Vijayanand Road line Ltd. on working condition of employees. His
findings were as follows: 54% of employees are satisfied with interpersonal relation and 46%
are not satisfied.
57% of employees are satisfied with training provided by company
and 43% are dissatisfied.
New employees are not exposed to orientation program.
69% of employee are satisfied with canteen facility and suggested
more improvement.
In the organization there is no facility for employee restroom or
refresh.

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Employee Satisfaction

HUMAN RESOURCE MANAGEMENT

Human resource management is a series of integrated
decisions that form the employee relationships; their quality contributes
to the ability of the organizations and employees to achieve their
objectives. HRM is the management process of the organizations
workforce, or human resources. It is responsible for Attraction,
Selection, and Training, assessment and Rewarding, of employees
while also overseeing organizational leadership and culture and
ensuring a compliance with employment and labor laws. In
circumstances where employees desire and are legally authorized to
hold a collective bargaining agreement, HR will also serve as the
companys primary liaison with the employee representatives. Human
resource is like any other natural resource. It means management can
get and use the skill, knowledge, ability through the development of
skills tapping and utilizing them again and again. Human Resource is a
paramount importance for the success of any organization. It is the
source of strength and aid. Human resource has become the focus of
attention of every progressive organization. HR is a product of the
human relation movement in the early 20 th century, when researchers
began documenting ways of creating business values through strategic
management.
Human Resource management is a process of bringing
people and organizations together so that the goals of each one are met.
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Employee Satisfaction
It tries to secure the best from people by winning their wholehearted
cooperation. . HRs duties may be performed by trained professionals.
In larger companies an entire functional group is typically dedicated to
the discipline, with staff specializing in various HR tasks and function
leadership engaging in strategic decision making across the business.
An organization cannot build a good team of working professionals
without good human resources.

EMPLOYEE SATISFACTION
Employee satisfaction is how content an individual is
with his or her employee. Scholars and human resource professionals
generally make a distinction between affective employee satisfaction
and cognitive employee satisfaction. Affective employee satisfaction is
the extent of pleasurable emotional feelings individuals have about
their employee overall , and is different to cognitive employee
satisfaction which is the extent of

individuals satisfaction to the

particular facets of their employees such as pay, pension arrangements,

working hours and numerous other aspects of their employees .
Employee satisfaction is the level of
contentment a person feels regarding his or her employee. This is based
on an individuals perception on satisfaction. Employee satisfaction can
be influenced by a persons ability to complete the required task s, the
level of communication in an organization, and the way management
treats the employees. It is not easy to measure the employee satisfaction
as; the definition of satisfaction can be different if different people.
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Employee Satisfaction
Whether a person is satisfied with his or her employee can impact their
employee performance. Some studies have shown, however, that some
high performing employees did not get satisfied with their employee at
all. If an organization is concerned with employee satisfaction of its
employees, management may have to conduct surveys to determine the
current level of employee satisfaction experienced by employees and
employees say would need to improve to increase their level of
satisfaction. This is because employee satisfaction can vary for
individuals; management may want to implement several strategies in
order to help the majority of employees within an organization feel
satisfied with their place in the company. There have been studies that
show when human resource implement a series of positive practices
there is financial gain for the organizations, creating a belief that there
is a link between flexible work environments and shareholders value.
According to Hoppoc, Employee satisfaction
is any combination of psychological, physiological and environmental
circumstances that cause a person truthfully to say I am satisfied with
my employee (Hoppoc, 5).

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Employee Satisfaction

DATA ANALYSIS AND INERPRETATION

Employee satisfaction is a measure of how happy workers are
with their employee and working environment. Keeping morale high
among workers can be of tremendous benefit to any company, as happy
workers will be more likely to produce more, take fewer days off, and
stay loyal to the company. There are many factors in improving or
maintaining high employee satisfaction, which wise employers would
do well to implement.
To measure employee satisfaction, many companies will have
mandatory surveys or face-to-face meetings with employees to gain
information. Both of these tactics have pros and cons, and should be
chosen carefully. Surveys are often anonymous, allowing workers more
freedom to be honest without fear of repercussion. Interviews with
company management can feel intimidating, but if done correctly can
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Employee Satisfaction
let the worker know that their voice has been heard and their concerns
addressed by those in charge. Surveys and meetings can truly get to the
centre of the data surrounding employee satisfaction, and can be great
tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel like part of a family or team.
Holding office events, such as parties or group outings, can help build
close bonds among workers. Many companies also participate in teambuilding retreats that are designed to strengthen the working
relationship of the employees in a non-work related setting. Camping
trips, paintball wars and guided backpacking trips are versions of this
type of team-building strategy, with which many employers have found
success.
Of course, few workers will not experience a boost in morale
after receiving more money. Raises and bonuses can seriously affect
employee satisfaction, and should be given when possible. Yet money
cannot solve all morale issues, and if a company with widespread
problems for workers cannot improve their overall environment, a
bonus may be quickly forgotten as the daily stress of an unpleasant
employee continues to mount.
If possible, provide amenities to your workers to improve
morale. Make certain they have a comfortable, clean break room with
basic necessities such as running water. Keep facilities such as
bathrooms clean and stocked with supplies. While an air of
professionalism is necessary for most businesses, allowing workers to
keep family photos or small trinkets on their desk can make them feel
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Employee Satisfaction
more comfortable and nested at their workstation. Basic considerations
like these can improve employee satisfaction, as workers will feel well
cared for by their employers.

Sampling
Sampling is a technique of inspecting or studying only a
representative and adequate fraction of the population. In sampling
technique instead of every unit of the population only a selected units
of the universe is studied and the conclusions are drawn on that basis
for the entire universe.
Employees satisfaction survey conducted in Mangala Marine
Exim India Pvt Llt. 30 employees are interviewed in that all of them
responded.

1. Table 1 showing the level of employees

satisfaction towards the salary package of the
organization

Sl.no
1

Particulars
Yes

No: of respondent
16

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Percentage
53

Employee Satisfaction

No
Total

14
30

47
100

Table 1

54
52
50

Percentage

48

Percentage

46
44
42

Yes

No
Opinion Voiced

Chart 1

Interpretation
The above table shows that 53% of the employees are satisfied with the
salary package and 47% of the employees are not satisfied with the
salary package

2. Table showing level of satisfaction of employees

towards P.F and gratuity pension schemes
Sl.no

Particulars

No: of respondent

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Percentage

Employee Satisfaction

Sufficient

30

100

Satisfactory

Total

30

100

Table 2
120
100
80
Percentage

60
40

Percentage

20
0

Sufficient

Satisfactory

Level Of Satisfaction

Chart 2

Interpretation
The above table shows that 100% of the employees are having
sufficient P.F and gratuity pension schemes.

3. Table showing the attitude of employees towards

changing job
Sl.no

Particulars

No: of respondent Percentage

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Employee Satisfaction

1
2

Yes
No
Total

12
18
30

40
60
100

Table 3
70
60
50
40
Percentage

30

Percentage

20
10
0

Yes

No

Opinion Voiced

Chart 3

Interpretation
Above table shows that 40% of the employees are willing to change
their job and rests of the employees are satisfied with their job.

4. Table showing the satisfaction level of leisure

time, rest hours during working hours?
Sl.no
1
2

Particulars
Yes
No

No: of respondent Percentage

30
-

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25

100
-

Employee Satisfaction

Total

30

100

Table 4

100
90
80
70
Percentage

60
50

Percentage

40
30
20
10
0

Yes

No
Opinion Voiced

Chart 4

Interpretation
The above table shows that all the employees get adequate rest during
working hours.

5. Table showing level of employees satisfaction on

working condition of the organization
Sl.no
1
2

Particulars
Yes
No
Total

No: of respondent Percentage

28
2
30

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93
7
100

Employee Satisfaction
Table 5

100
80
Percentage

60
Percentage

40
20
0

Yes

No
Opinion voiced

Chart 5

Interpretation
The above table shows that 93% of the employees are satisfied with the
working condition and rests of the employees are not satisfied with the
working condition.

6. Table showing whether the employees have

burden or responsibility to pay external debts,
loans to outsiders, banks etc
Sl.no
1
2

Particulars
Yes
No
Total

No: of
respondent
27
3
30

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27

Percentage
90
10
100

Employee Satisfaction
Table 6

Percentage

90
80
70
60
50
40
30
20
10
0

Percentage

Yes

No
Opinion vioced

Chart 6

Interpretation
Above table shows that 90% of the employees have reported that they
have huge burden of paying loans and external debts to outsiders.

7. Table 6 showing the response level of employees

on workload in the organization
Sl.no
1
2

Particulars
Yes
No
Total

No: of
respondent
23
7
30
Table 7

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Percentage
70
30
100

Employee Satisfaction
70
60
50
40
30
20
10
0

Percentage

Percentage

Yes
No
Opinion vioced

Chart 7

Interpretation
Above table shows that 70% of the employees find their workload too
heavy and 30% of the employees do not find their workload too heavy.

8. Table 7 showing personal interest level of

employer towards the employees
Sl.no
1
2

Particulars
Yes
No
Total

No: of
respondent
20
10
30
Table 8

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Percentage
67
33
100

Employee Satisfaction
70
60
50
Percentage

40
30

Percentage

20
10
0

Yes

No
Opinion voiced

Chart 8

Interpretation
The above table shows that most of the workers agree that the
supervisor takes keen interest in the employees welfare. Hence, the
employees may feel that they are valued and considered by the
organization and as a result job satisfaction increases.

9. Table 8 showing whether the company gives

them proper motivation and encouragement to
work
Sl.no
1
2

Particulars
Yes
No
Total

No: of
respondent
30
30
Table 9

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30

Percentage
100
100

Employee Satisfaction

Precentage

100
90
80
70
60
50
40
30
20
10
0

Percentage

Yes

No
Opinion voiced

Chart 9

Interpretation
The above table shows that all the employees feel that the company has
concern for its people.

10.Table 9 showing the motivational level of

employers towards the employees
Sl.no
1
2

Particulars
Yes
No
Total

No: of
respondent
19
11
30
Table 10

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Percentage
63
37
100

Employee Satisfaction
70
60
50
Percentage

40
30

Percentage

20
10
0

Yes

No
Opinion voiced

Chart 10

Interpretation
The above table shows that 63% of the employees find their job
motivating and challenging, where as 37% of the employees do not find
their job motivating and challenging.

FINDINGS, SUGGESTIONS AND CONCLUSION

Findings
1. About 60% of the total employees are loyal towards their
employee.
2. The working environment and welfare polices seem to be
satisfactory and pleasing for employees.
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Employee Satisfaction
3. However, the salary package is not much appealing to the
employees and about 90% of the employees are wishing to
increase the salary package.
4. The unity and respect among the colleagues reveals quite a
friendly atmosphere and the employees readily act as helpers to
each other.
5. The supervisor is personally interested in motivating and guiding
the employees.
6. The firm also shows great concern and intimation towards its
employees.

Suggestions
1. The firm shall inhibit the enhancement of motivation within the
employees by farming and implementing a good salary package.
2. By interacting and intimating the employees, the firm can extract
the actual desire and satisfaction level of the employees.
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Employee Satisfaction
3. Equal wage system shall be adjusted to ensure that the
hardworking employees feel the satisfaction for the work they
have done and average employees feel motivated to work even
more hard.

Conclusion

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Employee Satisfaction
After making the entire study on the employees welfare in
Mangala Marine Exim India Pvt. Ltd. we can arrive at conclusion that
basically the company has a very good and favourable atmosphere for
employees to work. But, with regard to the aspects of pay scale and
offerings of incentives, the concern needs to improve its performance
and raise its scale subsequently.

BIBLIOGRAPHY

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Employee Satisfaction
Website
www.mangalagroup.com
www.indianseafoods.com
en.wikipedia.org/wiki/seafood
www.slideshare.com

Book referred
International

Trade,

Dr.S.Sankaran,

2007

Publications, 10 to 10.9 pages.

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edition,

Mragham