Documente Academic
Documente Profesional
Documente Cultură
ON
Of
MASTER OF BUSINESS ADMINISTRATION (MBA)
SESSION (2017-2019)
This is to certify that Mr. Harish Chandra MauryaMs. Nishat Fatma is a bonafide student of 4th
University, Jaipur.
He has completed his Research Project work entitled “Employee Satisfaction Survey” Under my
guidance.
I certify that this is his original effort and has not been copied from any other source. This project has
also not been submitted in any other institute/University for the purpose of award of any degree.
This project fulfills the requirement of the curriculum prescribed by this Institute for the said course.
I recommend this project work for evaluation and consideration for the award of Degree to the
student.
Submitted To: -
Name- Name-
Pratap University
ACKNOWLEDGEMENT
I wish to express my deep gratitude to research guide and providing me with continuous support and
guidance. This report could not have been completed without the inputs and the words of advice
I feel short of words and express my heartiest gratitude to my parents & all my family whose
I wish to express my appreciation to all those whom I worked with, interacted and their thoughts &
atmosphere.
The research project work itself gave me a insight into working of an organization & application of
At last but not the least, I am grateful to all those who have directly or indirectly helped me during
my work.
With immense pleasure, we are presenting “Employee Satisfaction Survey” Research Project report
as part of the curriculum of ‘Master of Business Administration.' We wish to thank all the people
I express my profound thanks to research guide and all those who have indirectly guided and helped
We also like to extend our gratitude to all staff and our colleagues of College of Management, who
provided moral support, a conductive work environment and the much-needed inspiration to
conclude the project in time and a special thanks to my parents who are integral part of the project.
Thanking you.
To,
Pratap University
Jaipur, Rajasthan
Respected Sir,
SURVEY IN ADITYA BIRLA RETAIL LIMITED(ABRL)” is the work done by me during the
period of study under the supervision. Professor, Department of Management studies. With the
best of my knowledge, a similar work has not been submitted earlier to Pratap University, Jaipur
This project work is submitted on partial fulfillment of the requirement for award of the
is my original work.
Place:
Date: Signature
I, Harish Chandra Maurya, the student of MBA- IV Semester, Pratap University, Jaipur, do
hereby declare that the Research report entitled “Employee Satisfaction Survey” is an
The empirical findings in this project report are not copied from any report and are true and
best of my knowledge.
DATE:
PLACE:
Aditya Birla Retail Limited is the retail arm of Aditya Birla Group, a USD Corporation. The
Company ventured into food and grocery retail sector in 2007was acquisition of a south based
Expanded its presence across the country under the brand “more.” With 2 functions of market
Supermarket
More For you- Conveniently located in neighborhoods, more. Supermarkets catered dialy
weekly and monthly shopping needs of consumers. The product offerings includes wide range of
fresh fruits & vegetables, groceries ,personal care ,home care, global merchandise & a basic range of
Hyper market
More MEGASTORE- is a one-top shopping destination for the entire family. Best large
More. MEGASTORE also has a strong emphasis on general merchandise apparels CDIT.
Currently ten hypermarkets operate under the brand more. Mega store for example Vadodara,
VISION: “To consistently provide the Indian consumer complete and difference shopping
experience and be amongst India’s Top retailers, while delivering stock return to all stakeholders”.
VALUES:
Integrity
Commitment
Passion
Seamlessness
PRODUCTS AND SERVICES
At more. For you we are committed to deliver quality& value to our customers and range
of private label brands as well as commercially branded products, offering satisfaction on the quality
More for you hosts a range of private label brands across various categories that stringent
quality norms, and are available in attractive prices and packaging premium products give you the
opportunity to enjoy the difference and quality equal to better than the market’s leading brands, but at
competitive prices.
At A Glance
With a vision is to be among the leading retail players in India. Aditya birla retil limited launched
its first supermarket, more. For you in May, 2007. Since its launch, the
More. for you has an aggressive roll out, reaching a total count of 640 stores across today.
More. For you neighborhood supermarket which takes care of your every household needs and
more. Spread across a wide range of products of food and food items ranging from basic
necessities such as fruits and vegetables, such personal care, home care, household care products,
general merchandise, and products, more. For you provide a one stop solution for your grocery
shopping. Also in store are essentials such as, inner wear, kids essentials and a pharmacy, and
mobile store. With a range of over 4000 products, we are able to fulfill your shopping needs all
Women’s Accessories
INTRODUCTION
Employee satisfaction is a set of favorable or unfavorable feelings and emotions with which
employees view their work. Employee satisfaction is an affective attitude a feeling of relative like or
dislike something (for example, a satisfied employee may comment that “I enjoy having a variety
of tasks to do”) There is an important difference between the job related feelings of satisfaction and
The same employee may have an intellectual response to her work, stating the objective
thought (belief) that “my work is quite complex” on another occasion, the employee may voice her
behavioral intentions to a coworker (I plan to quit this job in three months). Attitudes, then, consists
Employee satisfaction is the essential part of the employee engagement. Today employee
work environment, equal opportunity and fair treatment, leadership, performance management,
health and safety, job satisfaction, work life balance, communication, compensation, benefits,
commitment, family friendliness, fun and social activities. These are the important drivers that make
maintaining productivity of the organization by keeping their workforce constantly engaged and
motivated .in the present era of globalization, the varied and changing demands of consumers are
To satisfy their needs and to be competitive in the business. Furthermore environmental pressures,
rising health costs and various needs of the workforce also pose a challenge for the management.
This could be overcome by creating a work environment that maintains employee satisfaction as well
as motivates people towards exceptional performance at the workplace achieving work-life balance.
Locke gives a comprehensive definition of job satisfaction as involving cognitive, effective and
evaluative reactions or attitudes and states it is "a pleasurable or positive emotional state resulting
from the appraisal of one's job or job experience." Job satisfaction is a result of employees'
perception of how well their job provides those things that are viewed as important.
First, job satisfaction is an emotional response to a job situation, as such it cannot be seen; it can only
be inferred.
Second, job satisfaction is often determined by how well outcomes meet or exceed expectations. For
example if organizational participants feel that they are working more harder than others in the
department but are receiving fewer rewards, they will probably have a negative attitude toward the
work, the boss or the co-workers. They will be dissatisfied. On the other hand, if they feel they are
being treated very well and are being paid equitably, they are likely to have a positive attitude toward
Work itself
Performance appraisal
Employers by themselves.
FACTORS DETERMINING EMPLOYEE SATISFACTION
Factors affecting jobs are the main factors of job satisfaction, which may be challenging
work, reward systems, working conditions, colleagues, learning and personality. Skill variety
autonomy and significance are challenging tasks, which provide maximum satisfaction to
employees. Many people feel bored if a job is too simple and routine, but many employees
The job characteristics are important factors for providing satisfaction. Reward systems,
equitable rewards, equal pay for equal work, promotion avenues, etc are satisfaction factors.
Money is important to employees having unfulfilled basic needs, i.e. they require more award
and recognition.
Fairness in promotion, unbiased attitude of management, responsibilities and social status are
condition, people prefer to work hard while in an adverse atmosphere people avoid work.
Working condition not only include physicals of the work but also the working relationships
in the organization. The physical conditions, for example, are the light, temperature,
willingness, etc. A clerk working under routine conditions likes to work hard in an air -
conditioned atmosphere with computer facilities. It increases the working capacity of the
employee.
The relationships between the employees and the managers have an important bearing on job
satisfaction.
Job satisfaction is greater in case the higher authority is sympathetic, friendly and willing to
help the employees. Employees feel satisfied when their views are listened to and regarded
Personal attitude and perceptions are the employees' angles of satisfaction, which should be
Feedback from the job itself and autonomy are two of the major job-related motivational
factors. A recent found that career development was most important to both younger and
older employees.
dimensions of supervisory style that affect job satisfaction. One is employee centeredness,
which is measured by the degree to which a supervisor takes a personal interest and cares
It commonly is manifested in ways such as checking to see how well the employee is doing,
providing advice and assistance to the individual, and communicating with the associate on a
illustrated by managers who allow their people to participate in decisions that affect their own
Friendly, cooperative co-workers or team members are a modest source of job satisfaction to
individual employees. The group, especially a "tight" team, serves as a source of support,
To society as a whole as well as from an individual employee's standpoint, job satisfaction in and of
organization be more effective? I f job satisfaction is low, will there be performance problems and
Most assume a positive relationship; the research to date indicates that there is no strong linkage
between satisfaction and performance. Conceptual, methodological, and empirical analyses have
questioned and argued against these results.The best conclusion about satisfaction and performance
is that there is, definitely a relationship. The relationship may even be more complex than others in
organization behaviour. For example, there seem to be many possible-moderating variables, the most
important of which is reward. If people receive reward they feel are equitable, they will be satisfied,
Unlike that between satisfaction and performance, research has uncovered a moderately negatively
relationship between satisfaction and turnover. High job satisfaction will not, in and of itself, keep
turnover low, but it does seem to help. On the other hand, if there is considerable job dissatisfaction,
there is likely to be high turnover. Obviously, other variables enter into an Employees decision to
quit besides job satisfaction. For example, age tenure in the organization, and commitments to the
organization, may play a role. Some people cannot see themselves working anywhere else, so they
Another factor is the general economy, typically there will be an increase in turnover because will
Research has only demonstrated a weak negative relationship between satisfaction and absenteeism.
As with turnover, many variables enter into the decision to stay home besides satisfaction with the
job. For example, there are moderating variables such as the degree to which people that there job
are important. For example, research among state govt. Employees has found those who believed
that there was important had lower absenteeism than did who did not feel this way. Additionally, it is
important to remember that although job satisfaction will not necessarily result in absenteeism, low
Employee satisfaction is closely relatred to Job satisfaction. In the next few paragraphs, I am going
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often predetermined by
the occupation of that person’s parent. There are a variety of factors that can influence a person’s
level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived
fairness of the promotion system within a company, the quality of the working conditions, leadership
and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not
the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and
performance methods include job rotation, job enlargement and job enrichment. Other influences on
satisfaction include the management style and culture, employee involvement, empowerment and
autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured
by organizations. The most common way of measurement is the use of rating scales where
employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities,
variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes
or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1represents “not all
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of
one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has
argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the
objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition
suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and
our behaviors.
Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model.
The main premises of this theory is that satisfaction is determined by a discrepancy between what
one wants in a job and what one has in a job. Further, the theory states that how much one values a
given facet of work (e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied
one becomes when expectations are/are not met. When a person values a particular facet of a job, his
satisfaction is more greatly impacted both positively (when expectations are met) and negatively
(when expectations are not met), compared to one who does not value that facet. To illustrate, if
Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then
Employee A would be more satisfied in a position that offers a high degree of autonomy compared to
Employee B. this theory also states that too much of a particular facet will produces stronger feelings
Dispositional Theory
Another well known job satisfaction theory is the Dispositional Theory. It is a very general theory
that suggests that people have innate dispositions that cause them to have tendencies toward a certain
level of satisfaction, regardless of one’s job. This approach became a notable explanation of job
satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and
jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant
model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model,
proposed by Timorthy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that
determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of
control, and neuroticism. This model states that higher levels of self-esteem (the value one places on
his self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her/his own life, as
opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of
Fredrick Herzberg’s Two factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the workplace. This theory states that satisfaction and
dissatisfaction are driven by different factors motivation and hygiene factors, respectively.
Motivating factors are those aspects of the job that make people want o perform, and provide people
with satisfaction. These motivating factors are considered to be intrinsic to the job, or the work
carried out. Motivating factors include aspects of the working environment such as pay, company
policies, supervisory practices, and other working conditions. While Herzberg’s model has
stimulated much research, researchers have been unable to reliably empirically prove the model, with
Hackman & Oldham suggesting that Herzberg’s original formulation of the model may have been a
methodological artifact. Furthermore, the theory does not consider individual differences, conversely
predicting all employees will react in an identical manner to changes in motivating/hygiene factors.
Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are
to be measured.
There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other less
common methods of for gauging job satisfaction include: Yes/No questions, True/False questions,
point systems, checklist, forced choice answers. The Job Descriptive Index (JDI), created by smith,
Kendall, & Hulin (1969), job satisfaction that has been widely used. It measures one’s satisfaction in
five facets: pay, promotions and opportunities, coworkers, supervision, and the work itself. The scale
is simple, participants answer either yes, no, or decide in response to whether given statements
accurately describe one job. The Job in General Index is an overall measurement of job satisfaction.
It was an improvement to the job Descriptive Index because the JDI focused too much on individual
To study the job satisfaction levels among the employees of Aditya Birla Retail limited
To study the satisfaction level of employees regarding resources provided by the manager.
To examine the importance given by employees to their work & the level of their satisfaction.
To find out whether the changes in technology in Aditya Birla Retail Limited have been
Data Collected
Primary data
It consisted of the first hand source of data collected through the questionnaires from the
respondents.
Secondary data
The theoretical foundation of the study is based on various secondary sources such as:
Descriptive Research
Descriptive Research includes survey and fact findings enquiries of different kinds. The major
In this study I am used the descriptive method I find the current situation of the company.
SAMPLE DESIGN
Non-probability sampling
Non-probability sampling is that sampling procedure which does not afford any basis for
estimating the probability that each item in the population has of being included in the sample.
CONVENIENCE SAMPLING
SAMPLE SIZE
Percentage analysis
Chi-square
Correlation
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS
NO OF
INFERENCE
From the above table it is inferred that 92% of the respondents were 18 to 25 Age group, 08% of
NO OF
INFERENCE
From the above table it is inferred that 76% of the respondents were females, 24% of the
3. EXPERIENCE
YEAR OF NO OF
From the above table it is inferred that 66% of the respondents were below 1 year,30% of the
Experience
4.DESIGNATION
NO OF PERCENTAG
DESIGNATION RESPONDENTS E
CSA 42 84.0
SENIOR CSA OR L1 GRADE
8 16.0
SUPERVISOR
Total 50 100.0
INFERENCE
From the above table it is inferred that 84% of the respondents were in the designation of CSA, 16%
Designation
5.QUALIFICATION
NO OF
INFERENCE
From the above table 40% 0f the respondents were in sslc qualified ,40% of the respondents were
INFERENCE
From the above table it is inferred that 86% of the respondents were permanent employees,14%
Tenure
7.MARITAL STATUS
NO OF
UNMARRIED
42 84.0
Total
50 100.0
INFERENCE
From the above table it is inferred that 84% of the respondents were unmarried, 16%of the
Marital Status
8.EMPLOYEES OPINION ABOUT COMMUNICATION AMONG STAFF IN THIS
STORE IS EFFECTIVE
NO OF
SCALE RESPONDENTS PERCENTAGE
NEUTRAL 02 4.0
DISAGREE 0 0.0
STRONGLY 0 0.0
DISAGREE
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 94%of the respondents were strongly agree, 2%
of the respondents were somewhat agree , 4% of the respondents were neutral, 0% of the
STORE
SCALE NO OF PERCENTAGE
RESPONDENTS
NEUTRAL 05 10.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 82%of the respondents were strongly agree, 8% of
the respondents were somewhat agree ,10 % of the respondents were neutral, 0% of the respondents
FRIENDLY
SCALE NO OF PERCENTAGE
RESPONDENTS
NEUTRAL 04 8.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 66%of the respondents were strongly agree, 26%
of the respondents were somewhat agree , 8% of the respondents were neutral, 0% of the
respondents were disagree, 0% of the respondents were strongly disagree.
SCALE NO OF PERCENTAGE
RESPONDENTS
NEUTRAL 08 16.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 60 %of the respondents were strongly agree,
24% of the respondents were somewhat agree , 16% of the respondents were neutral, 0% of the
Employees Opinion About Promoting Respect And Fair Treatment Among All Staff Is High
TO ITS STAFF
SCALE NO OF PERCENTAGE
RESPONDENTS
STRONGLY AGREE 28 56.0
NEUTRAL 05 10.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 56 %of the respondents were strongly agree, 34%
of the respondents were somewhat agree , 10% of the respondents were neutral, 0% of the
DISTRIBUTED EQUITABLY
SCALE NO OF PERCENTAGE
RESPONDENTS
STRONGLY AGREE 34 68.0
NEUTRAL 04 8.0
DISAGREE 0 0.0
STRONGLY 02 4.0
DISAGREE
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 68%of the respondents were strongly agree, 20%
of the respondents were somewhat agree, 8% of the respondents were neutral, 0% of the
THEM AS AN EMPLOYEE
SCALE NO OF PERCENTAGE
RESPONDENTS
NEUTRAL 03 6.0
DISAGREE 0 0.0
STRONGLY 0 0.0
DISAGREE
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 70% of the respondents were strongly agree, 24%
of the respondents were somewhat agree ,6% of the respondents were neutral,0% of the respondents
NEUTRAL 04 8.0
DISAGREE 0 0.0
TOTAL 50 100.0
INFERENCE
From the above table it is inferred that 66%of the respondents were strongly agree, 26%
of the respondents were somewhat agree , 8% of the respondents were neutral,0% of the respondents
CHI-SQUARE TEST NO : 1
Likelihood Ratio
5.164 2 .076
Linear-by-Linear
5.500 1 .019
Association
Ho : Null hypothesis i.e There is no relationship between age and employees feel that they
H1:Alternative hypothesis i.e there is a relationship between age and employees feel that they
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05.
Reject Ho .there is a relationship between age and employees feel that they were valued part of this
store.
ARISE
Chi-Square Tests
Value Df sided)
Pearson Chi-Square
13.445(a) 2 .001
Likelihood Ratio 8.865 2 .012
Linear-by-Linear
7.379 1 .007
Association
N of Valid Cases
50
a 4 cells (66.7%) have expected count less than 5. The minimum expected count is .08.
Ho: Null hypothesis i.e there is no relationship between age and Problems are managed
H1: Alternative hypothesis i.e there is a relationship between age and problems are managed
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05. .
Reject Ho .there is a relationship between age and problems are managed effectively in this store.
CHI-SQUARE TEST NO : 3
CONSISTENTLY ENFORCED
Chi-Square Tests
Value Df sided)
Pearson Chi-Square
5.837(a) 2 .054
Likelihood Ratio 8.564 2 .014
Linear-by-Linear
4.941 1 .026
Association
N of Valid Cases
50
3 cells (50.0%) have expected count less than 5. The minimum expected count is 1.28.
Ho: Null hypothesis i.e there is no relationship between Designation and disciplinary
H1: Alternative hypothesis i.e there is a relationship between Designation and disciplinary
INFERENCE
From the above table it is inferred that the chi-square value is not greater than 0.05.
Reject Ho .there is a relationship between Designation and disciplinary procedures in this store are
consistently enforced.
CHI-SQUARE TEST NO: 4
EFFECTIVE
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Pearson Chi-Square 9.787(a) 4 .044
Likelihood Ratio 8.567 4 .073
Linear-by-Linear
5.147 1 .023
Association
N of Valid Cases
50
a 6 cells (66.7%) have expected count less than 5. The minimum expected count is .20.
Ho: Null hypothesis i.e there is no relationship between Qualification and communication
H1: Alternative hypothesis i.e there is a relationship between Qualification and communication
INFERENCE
From the above table it is inferred that the chi-square value is less than 0.05.
Reject Ho .there is a relationship between Qualification and communication among staff in this store
is effective.
Descriptive
Bound Bound
18to25 46 4.78 .554 .082 4.62 4.95 3 5
26 to 35 4 4.00 1.155 .577 2.16 5.84 3 5
Total 50 4.72 .640 .091 4.54 4.90 3 5
ANOVA
Sum of Mean
Total
20.080 49
INFERENCE
From the above table it is inferred that the anova significant value is less than 0.05.
Reject Ho, not only that the mean value is high in the 18 to 25 age group they were more feel that
Oneway
Descriptive
Bound Bound
18to25 46 4.87 .400 .059 4.75 4.99 3 5
26 to 35 4 4.25 .500 .250 3.45 5.05 4 5
Total 50 4.82 .438 .062 4.70 4.94 3 5
ANOVA
Sum of Mean
INFERENCE
From the above table it is inferred that the anova significant value is less than 0.05.
Reject Ho , not only that the mean value is high in the 18 to 25 age group they were more accept
Onaway
Descriptive
Bound Bound
CSA 42 4.29 .864 .133 4.02 4.55 3 5
SENIOR CSA
OR L1
8 5.00 .000 .000 5.00 5.00 5 5
GRADE
SUPERVISOR
Total 50 4.40 .833 .118 4.16 4.64 3 5
ANOVA
Sum of Mean
INFERENCE
From the above table it is inferred that the anova significant value is less than 0.05.
Reject Ho. not only that the mean value is high in the designation of senior CSA. They were more
Onaway
Descriptive
Bound Bound
SSLC 20 5.00 .000 .000 5.00 5.00 5 5
HSC 20 4.95 .224 .050 4.85 5.05 4 5
DEGREE 10 4.60 .843 .267 4.00 5.20 3 5
Total 50 4.90 .416 .059 4.78 5.02 3 5
ANOVA
Sum of Mean
INFERENCE
From the above table it is inferred that the anova significant value is less than 0.05.
Reject Ho , not only that mean value is high in the sslc qualified workers ,they were more priority
Dear Respondent,
We are the students of M.B.A. and we are conducting a survey on the employee satisfaction with the
performance appraisal. You are kindly requested to give your feedback. The data collected will be
Education:
1) Under Matriculation
2) Intermediate
3) Graduate
4) Post Graduate
5) Other________
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
5. Do you get regular Feedback from your supervisor regarding your performance?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
A) Frequently
B) Rarely
C) Occasionally
7. Does the mission and vision of the organization related to your individual mission and goal?
A) Always
B) Mostly
C) Sometimes
D) Rarely
E) Not at all
8. Does your manager promote innovation at job?
A) Highly satisfied
B) Satisfied
D) Dissatisfied
E) Highly Dissatisfied
A) Highly agree
B) Agree
D) Disagree
E) Highly Disagree
A) Yes
B) No
A) Yes
B) No
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly Dissatisfied
13. Are you satisfied with the level of trust the manager shows towards the team?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly Dissatisfied
14. Are you satisfied with the resources provided by your manager to complete your work
efficiently?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied
FINDINGS
In this study most of the respondents (78%) follow the disciplinary procedures in this
company
There is a negative correlation between age and employees feeling valued as part of the
store .it shows the increasing age of the employees decrease the feeling of being valued to some
extent.
There is a negative correlation between age and problems are managed effectively in this
store, it shows that the increasing age of the employees affect the effectively managed problems
in this store.
this store. i.e As the designation increases the disciplinary procedures are strictly followed
As the qualification increases the effective communication decreases to some extent, which
may provide that increased qualification makes lesser efforts to effective communication in this
store.
96% of the employees were good opinion about the communication among the staff
90% of the employees were feel that they were valued part of this store
92% of the employees were good opinion about the store atmosphere is convenient and likely
to work.
74% of the employees were satisfied about the promoting respect and fair treatment among
90% of the respondents were good opinion about the store has policies supportive to its staff.
78% of the respondents were follow the disciplinary procedures.
82% of the respondents were opinion about workload and expected time completions are
reasonable.
96% of the respondents were opinion about the workload in this store distributed equitably.
94% of the respondent's opinion about they know exactly what is expected of them as an
employee.
92% of the employees were highly satisfied about their job performance is measured.
98% of the employees satisfied about conflict among staff in store is managed effectively
94% of the employees were good opinion about others in this store trust me to perform their
job.
98% of the respondents says communication with others in this store is good.
66% of the employees were opinion about the store training is more effective.
98% of the employee's opinion about them like wok with people.
SUGGESTIONS
In order to improve the skills, and performance of workers a training programmer may be
To promote respect and fair treatment among all staff in this store.
Overall employee satisfaction in this ABRL ltd is more satisfied but some areas only to
So to motivate the employees, management should take into consideration some suggestions
given by the employees. It will help to increase the motivation and ultimately the job
As far as the LIMITATION of the project is concerned, I faced many a problem and adversities in
1. The employees hesitate to disclose the true facts in order to secure their job.
5. Because of the size of the organization, the population of employee was large. Therefore it
was very tough on my part to conduct the survey by going to them personally.
6. It was also very disappointing for me at times when the feedback given by the employees
7. The lack of cooperation by the departmental heads to which the responsibility of handling
the questionnaire was given was one of the most important factor which leaded to de
1. Personal Details
Name :
Age :
Gender :
Joining Date :
Designation :
Permanent /Temporary :
………………km Distance
Married / unmarried
Spouse Work?
No.of.children
5. Promoting respect and fair treatment among all staff is a high priority in this store?
12. My store’s Leader has a clear understanding of how my job performance is measured?
14. Problems are managed effectively in the store when they arise?
BOOKS REFERRED
2. Venkoba Rao Employee Engagement in Indian ITes –BPO industry. (HRM Review
WEBSITE
Managementstudy.com
citehr.com