SUMMER INTERNSHIP PROJECT REPORT

ON
“EMPLOYEE JOB SATISFACTION”
AT
BIGBAZAAR
(AMEERPET-HYDERABAD)

In the partial fulfillment for the requirement for Award of

“MASTERS IN BUSIESS ADMINISTRATION”

SUBMITTED BY:
D. UMA MAHESH
MBA-II

FACULTY GUIDE CORPORATE GUIDE

S.SUDHEER P. Gopi Krishna
Assistant Professor Human Resource Manager
Vignan’s Deemed to be University Ameerpet Branch
Vadlamudi BigBazaar
Guntur. Hyderabad.
 CERTIFICATE

This is to certify that the summer project report entitled “EMPLOYEE JOB
SATISFACTION”, being submitted by D. Uma Mahesh bearing partial
fulfillment for the award of degree MBA has been carried out by her under my
guidance and supervision.

Place: Hyderabad Prof. S. Sudheer

Date:
 DECLARATION

I Ms.N.Ravali hereby declare that this project report entitled “EMPLOYEE

JOB SATISFACTION” is the record of authentic work carried out by me
during the period from 30th May 2019 to 24th August 2019 and has not been
submitted to any other university or institute for the award of any
degree/diploma.

Signature:
Name :
Date :
 ACKNOWLEDGEMENT

Apart from the efforts of me, the success of any project depends largely on the
encouragement and guidelines given by many others. I take this opportunity to
express my gratitude to the people who have been instrumental in the successful
completion of this summer project.

I would like to extend my heartfelt thanks to Prof. S. Sudheer, project guide, for
his everlasting support and guidance throughout the course of my project work.
Without his guidance this project would not have materialized.

I would also like to extend my appreciation to Mr. Gopi Krishna, HR

Manager, Big Bazaar, Ameerpet, Hyderabad who helped me in the research of
summer project and for supporting such as initiative.
ABSTRACT:

This MBA training project of human resource will facilitate and enables the
management to know the perceptions and inner feelings regarding the job they
are performing on day-to-day basis. The term employee job satisfaction reveals
and focuses on the likes and dislikes of the employees of big bazaar. In this
particular study the researchers tries to identify the causes for satisfaction and
dissatisfaction among the employees. So this is the most effective and selective
instrument for diagnosing and peeping into the employee’s problems
OBJECTIVES OF THE STUDY:
To study of employee job satisfaction in big bazaar will be carried out
with the following objectives.

 To describe the various expectations that determines the satisfaction

level of employee.
 To identify the factors concerning employee job satisfaction.
 To measure the level of satisfaction of employees with respect to the
companies.
 To analyze the collected data
 To Measure the satisfaction levels of employees on various factors and
give suggestions for improving the same.
 To study the relationship between the personal factors of the employee
(Gender, Designation, Qualification, Age, and Years of Service in a
company) with satisfaction level.
 To derive and analyze the current satisfaction level of the employees
in the company
 To study the various factors which influencing employee satisfaction.

SCOPE OF THE STUDY:

My study was focused on job satisfaction of employees since it is
necessary to focus on the levels of satisfaction by smooth functioning of
organization are also to maintain and retain employees for longer time. So my
study encompasses both managerial and non-managerial employees of Big
bazaar.
Scope of the study is to carry out the study of the employee satisfaction at
company and assess the employee satisfaction level in present competitive
environment of Industry to help knowing and reading of the minds of the
current generation professionals regarding their Company Culture,
Compensation, Work atmosphere, Management support, Job satisfaction,
performance appraisal and Career growth opportunities. This study refers
employee satisfaction of Employees at BIG BAZAAR. Employees are the basis
of every organization. Recruiting and retaining knowledgeable people for the
job is essential for an employer. But it works only if employee satisfaction is
considered more important because of its employees attracted and not leave the
company. It is require studying the various factors to assess employee
satisfaction level.

FUTURE GROUP:

Introduction

Future Group, led by its founder and Group CEO, Mr. Kishore Biyani, is

one of India’s leading business houses with multiple businesses spanning across

the consumption space. While retail forms the core business activity of Future

Group, group subsidiaries are present in consumer finance, capital, insurance,

leisure and entertainment, brand development, retail real estate development,

retail media and logistics Led by its flagship enterprise, Pantaloon Retail, the

group operates over 12 million square feet of retail space in 71 cities and towns

and 65 rural locations across India.

Headquartered in Mumbai (Bombay), Pantaloon Retail employs around

30,000 people and is listed on the Indian stock exchanges.

Future Group Manifesto:

“Future” – the word which signifies optimism, growth, achievement,

strength, beauty, rewards and perfection. Future encourages us to explore areas
yet unexplored, write rules yet unwritten; create new opportunities and new
successes.

Our customers will not just get what they need, but also get them
where, how and when they need.

We will not just post satisfactory results, we will write success stories.

We will not just operate efficiently in the Indian economy, we will

evolve it.

We will not just spot trends; we will set trends by marrying our
understanding of the Indian consumer to their needs of tomorrow.

It is this understanding that has helped us succeed. And it is this that will
help us succeed in the Future. We shall keep relearning. And in this process, do
just one thing.

Rewrite Rules. Retain Values:

Group Vision:
Future Group shall deliver Everything, Everywhere, Every time for Every
Indian Consumer in the most profitable manner.

Group Mission:
We share the vision and belief that our customers and stakeholders shall be
served only by creating and executing future scenarios in the consumption space
leading to economic development.
 We will be the trendsetters in evolving delivery formats, creating retail realty,
making consumption affordable for all customer segments – for classes and for
masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, cost- conscious and committed to quality in whatever

we do.

We shall ensure that our positive attitude, sincerity, humility and united
determination shall be the driving force to make us successful.

Core Values:

Indian ness: confidence in ourselves.

Leadership: to be a leader, both in thought and business.

Respect & Humility: to respect every individual and be humble in our

conduct.

Introspection: leading to purposeful thinking.

Openness: to be open and receptive to new ideas, knowledge and

information.

Valuing and Nurturing Relationships: to build long term relationships.

Simplicity & Positivity: Simplicity and positivity in our thought,

business and action.

Adaptability: to be flexible and adaptable, to meet challenges.

Flow: to respect and understand the universal laws of nature.

BOARD OF DIRECTORS:

Mr. Gopikishan Biyani, whole time Director:

Gopikishan Biyani is a commerce graduate and has more than twenty

years of experience in the textile business.

Mr. Rakesh Biyani, Whole time Director:

Rakesh Biyani is a commerce graduate and has been actively involved in

category management; retail stores operations, IT and exports. He has been
instrumental in the implementation of the various new retail formats.

COMPANY PROFILE - BIG BAZAAR

Big Bazaar is not just another hypermarket. It caters to every need of

your family. Where Big Bazaar scores over other stores is its value for money

proposition for the Indian customers.

The Big Bazaar is one such department store to have set up shop across

the country. Since its first outlet opened in Kolkata in late 2001, the Big Bazaar

has spread to towns and cities at an alarming rate. Currently 106 outlets.

These multi-level shopping meccas stock everything from food to

fridges, and cookware to clothes. However, the Big Bazaar isn't your ordinary

department store. It's been especially designed to appeal to the Indian consumer.

Big Bazaar With a slogan of "Is se sasta aur accha kahin nahi!"

("Nowhere cheaper or better than this!"), the Big Bazaar targets itself directly at
the average Indian's love of following the crowd and scrambling for a good

discount.

STORE STRUCTURE

STORE MANAGER

ASSISTANT STORE MANAGER/

HR MANAGER

DEPARTMENT MANAGER

ASSISTANT DEPT MANAGER/TEAM LEADERS

TEAM MEMBERS

Parent-pantaloon retail india ltd

Pantaloon Retail (India) Limited, is India’s leading retailer that operates

multiple retail formats in both the value and lifestyle segment of the Indian

consumer market.

Headquartered in Mumbai (Bombay), the company operates over 12

million square feet of retail space, has over 1000 stores across 71 cities in India

and employs over 3000 people. The company’s leading formats include

Pantaloons, a chain of fashion outlets, Big Bazaar, a uniquely Indian

hypermarket chain, Food Bazaar, a supermarket chain, blends the look, touch
and feel of Indian bazaars with aspects of modern retail like choice,

convenience and quality and Central, a chain of seamless destination malls.

Some of its other formats include Brand Factory, Blue Sky, all, Top 10 and Star

and Sitara. The company also operates an online portal, futurebazaar.com.

Target Audience

Big Bazaar targets higher and upper middle class customers, the large and

growing young working population is a preferred customer segment, Big Bazaar

specifically targets working women and home makers who are the primary

decision makers.

EMPLOYEE JOB SATISFACTION:

INTRODUCTION:
Employee job Satisfaction is a prerequisite for the customer satisfaction.
Enhanced employee satisfaction leads to higher level of employee retention. A
stable and committed workforce ensures successful knowledge transfer, sharing,
and creation for continuous improvement, innovation, and knowledge-based
total customer satisfaction.
When companies are committed with providing high quality products and
services; when companies set high work standards for their employees; and
when employees are empowered through training and development, provided
with knowledge and information, permitted to make mistakes without
punishment, and trusted; they will experience an increase in their level of
satisfaction at work. This level of satisfaction can be enhanced further if
teamwork and visionary leadership are introduced.
 Continuous improvement comes from the efforts of the empowered
employees motivated by visionary leadership. This is supported by the findings
that empowerment and visionary leadership both have significant correlation
with employee satisfaction. Teamwork is also supported by the findings. In
addition, the study found significant correlation between employee satisfaction
and employee’s intention to leave.
The success of a corporation depends very much on customer
satisfaction. A high level of customer service leads to customer retention, thus
offering growth and profit opportunities to the organization. There is a strong
relationship between customer satisfaction and employee satisfaction. Satisfied
employees are more likely to stay with company and become committed and
have more likely to be motivated to provide high level of customer service, by
doing so will also further enhance the employee’s satisfaction through feeling of
achievement. Enhanced employee satisfaction leads to improved employee
retention; and employee stability ensures the successful implementation of
continuous improvement and customer satisfaction. Customer satisfaction will
no doubt lead to corporate success and greater job security. These will further
enhance employee satisfaction. Therefore, employee satisfaction is a
prerequisite for customer satisfaction.
Every employee is the asset of the organization. Success of any
organization depends upon how well each employee in the organization
perform. Only a satisfied employee can contribute more towards the
organization for satisfying the organizational as well as his/her personal goal.
One of the main factors that determine the satisfaction of any employee is the
quality of work life inside the organization.
NEED FOR THE STUDY ON EMPLOYEE JOB SATISFACTION:
1. To study “employee job satisfaction” which helps the company to
maintain standards & increase productivity by motivating the employees.
2. To study how much the employees are capable & interest at work place.
3. "Human resource" is the most important resources for any organization,
so to study on employees job satisfaction helps to know the working
conditions & what are the things that affect them not to work properly.
So, to study on employee satisfaction is necessary.

REVIEW OF LITERATURE

EMPLOYEE JOB SATISFACTION:

Job satisfaction is one of the most crucial but controversial issues in

industrial psychology and behavioral management in organization. It ultimately
decides the development of organizational climate or environment.

A definition of employee job satisfaction is necessary in order to gauge

its success.
“According to Kusku, employee satisfaction reflects the degree to which the
individual’s needs and desires are met and the extent to which this is perceived
by the other employees”.
“Employee satisfaction is generally perceived as the scope of the work
and all the positive attitudes regarding the work environment” - Stappels and
Higgins, quoted in Kusku 2003:348).
Bullock (1952) defined job satisfaction as an attitude, which results from
balancing and summation of many specific likes dislikes experienced in
connection with the job
Importance of employee job satisfaction:

1. Importance of employee job satisfaction for organization

•Enhance employee retention

•Increase productivity.

• Increase customer satisfaction

• Reduce turnover, recruiting, and training costs

• Enhance customer satisfaction and loyalty.

• More energetic employees.

• Improve teamwork.

• Higher quality products and/or services due to more competent,

energized employees.

2. Importance of employee satisfaction for employee

• Employee believes that the organization will be satisfying in the long

run
• they will care about the quality of their work.

• They will create and deliver superior value to the customer.

• They will be more committed to the organization.

• Their works can be made more productive.

Steps of implementing employee job satisfaction:

Step1 – Employee satisfaction study / research.

Each quarter, HR Manager reviews the information needed to determine

the satisfaction of employees based on the following basis.

• Information and results of the survey times before

.• Comments by company directors.

• Proposal by HR staff and Department managers.

• Other contents in the purpose of this process.

Step 2 – Develop evaluation plan:

• Pursuant to the need to evaluate, HR Manager create a draft of content

assessed in the form and attached this procedure.

• HR manager also discuss with other manager about content, method

assessed. Then the draft must be sent to director for approval.

•Methods of appraisal also indicate clearly. You also use employee

satisfaction survey software for appraisal.

Step 3 – Transfer form to employees:

Pursuant to the plan was approved by Director, HR manager deployed to

HR staff do the following:

• Photo sufficient number of survey.

• Preparing small envelope enough based on number of survey

• Preparing large envelope by department.

 • Deployment to Manager / Supervisors about survey plan.

• Move the survey to department heads. Each employee will be received

01 form attached

With an envelope

• When employees complete the assessment, they must be closed

envelope by pasting on it, send to the department head.

• Head of department is responsible for collecting envelope and then send

to HR department.

Step 4 – Gather and analyze data:

• Next time 3-5 days from the date of distributing survey, HR department
is responsible for collecting survey and send it to director..

• Based on the opinions of staff, Director of the company will assign

people to enter and analyze data.

• Analysts are responsible to analyze survey data and preparation of

reports.
• Presentation of results to directors, department managers

.• Communication of the results to employees through employees

meeting, Company newsletters, memoranda and feedback meetings
conducted by trained leaders to clarify and identify issues

.• Development of plans by department managers to respond to issues

identified in feedback sessions.

Step 5 – Implement improvement.

 • HR department is responsible for implementing improvement solutions,
supervising result and reporting result to director.

Aspects that impact on employee satisfaction:

There are two important aspects that result from organisational change,
which directly affect employee satisfaction, namely: employee morale and
feelings of insecurity and these aspects will only improve when leading
indicators such as clarity of strategic direction is communicated and a
Stronger sense of leadership emerge (Kets de Vries, 1997:26).
Working environment
According to Love day (1996:10), it is clear that showing employees that
their opinions are valued and acted upon, has a huge impact on satisfaction and
motivation. But you cannot force people to be motivated; motivation only
comes through creating motivating working conditions and surroundings.
Management
Proper management of change is very important because change well
Managed will stimulate rather than stifle, increase individual participation and
creativity, increase the flow of ideas, attract and retain the best skills and
improve employer-employee relations.

Ten factors can improve employee satisfaction:

Organization development

 Shared mission or vision: In many organizations, employee doesn’t know

what is mission, vision, objects. Building a corporate culture that requires
employees to be an integral part of the organization will help organization
what is opinion of their employees.
 Feedback programs: These programs

Work itself
 You can increase job satisfaction by

• Job rotation

• Job enlargement: knowledge enlargement, task enlargement.

• Job enrichment

Compensation and benefits

Policies of compensation and benefits are most important part of

organization. But you should build your policies at “suitability” not “the best”.

Appraisal program

You should build the proper evaluation and fair and encourage employees
perform work.

Relationship with supervisors

Relationship with management is the key factor often happen

dissatisfaction of employees. The company should have policies to:

• Management must be fair treated with staff.

• Ready to help them.

• Full training for staff

• Ready to listen and respond to employee.

Promotions and career development

• Develop programs to promote all titles in the organization

 • Develop training programs for employees

• Build programs for career development of each title.

Build corporate culture

• Build channel of communication in organization

• Relationship with coworkers

• Build sharing culture.

Working condition and environment

• Build occupational health and safety program.

Measures to improve employee job satisfaction:

Employees are most productive when they feel their contributions are
valued and their feedback is welcomed by management," said Max Messmer,
chairman of Accountemps and author of Motivating Employees for Dummies,
in a press release. "The reverse is also true-an unsupportive atmosphere can lead
to reduced performance levels and higher turnover for businesses."

Mesmer offered managers the following five tips for building better
relationships with their staff:

1. Establish open lines of communication. Schedule one-on-one and team

meetings regularly so staff can contribute to business decisions. Employees
want their questions, concerns and ideas to be heard-when someone on staff
has a good suggestion, act on it.
2. Empower them. Show trust in your team by giving them the authority to
make decisions. Be available when needed, but allow your staff flexibility in
how they accomplish business objectives.
3. Stand up for employees. Support your staff when they encounter roadblocks.
If someone on your team makes a mistake, avoid rushing to judgment.
Instead, help the person learn from the situation and take steps to ensure it
doesn't happen again.
4. Recognize achievements. Praise employees for their accomplishments and
reinforce the behaviors you would like others to emulate. Low-cost rewards
such as an occasional free lunch or movie passes can be highly motivational.
5. Provide advancement opportunities. In addition to competitive compensation
and benefits, invest in training and development to help employee.
6. Schneider and Bowen (1985) have found that when employees identify of
an organization, they
7. Are less inclined to leave and, furthermore, customers are likely to be more
satisfied with the
8. Service.

Employee job satisfaction and productivity:

Historically, the concept of human relations assumed that high job

satisfaction led to high productivity, but later research indicated that this was an

incorrect assumption satisfied workers turned out to be either high producers, or

low producers or only average producers. The satisfaction productivity

relationship appeared to be quite complex being influenced by various

intermediate factors such as rewards that an employee receives.

 The question has been often raised whether job satisfaction leads to

performance or performance leads to job satisfaction. LAWHER and PORTER

have developed a model that suggests that productivity leads to satisfaction.

Rewards: Perception of
Intrinsic Equity in
Performance Extrinsic Satisfaction
The rewards

Model of performance leading to employee job satisfaction:

Performance leads to rewards, and if those are perceived to be equitable

satisfaction is the result.

As the “Myth or Science” box concludes, happy workers are not

necessarily productive workers. At the individual level, the evidence suggests

the reverse to be more accurate that productivity is likely to load to satisfaction.

So while we might not be able to say that a happy worker is more

productive, it might be true that happy organizations are more productive.

important in influencing poor performers to stay than superior performers.

Regardless
Relation of employee job satisfaction & productivity:

High

Line A: High Job Satisfaction

Line B: High Satisfaction Productivity

Line C: High Productivity only

Low Productivity High

In practical situations, it is entirely possible to have high productivity with low

satisfaction but if highly doubtful that extremes of the condition can be

maintained in the long run

Factors Relating to Employee Job Satisfaction & Dissatisfaction:

Job satisfaction is a complex phenomenon. The nature and extent of

factors contributing to it are not yet fully known. But, a good deal of research

studies in various countries with different cultures which have accumulated by

now, have certainly advance our understanding of the factors.

HERZBERG and his associates explored job satisfaction from a basically

dynamic view and offered an approach to an understanding of motivations to

work. They noted important distinction between two kinds of factors: one

group of factors dealt with the nature of job and the other was related to the
environment in which the job was done. One set of factors, according to them,

contributed to satisfaction. They are referred to as intrinsic, job content,

motivators, or satisfiers. Another set of factors contributed to dissatisfaction.

They are termed as extrinsic, job context, hygiene’s, or dissatisfies. The details

of two sets of factors are noted.

Factors in Job Satisfaction Factors in Job Dissatisfaction

Motivation/ Satisfiers Extensive/ job context

Intrinsic/ Job content Hygiene/ dissatisfies.

Achievement Salary

Recognition Working conditions

Work itself Relation with co-employees.

Responsibility Relations with subordinates

Advancement Relations with supervisor

Psychological growth Company policies &

practices Job security

Status
Personal life

An interesting feature of the theory is that satisfiers not only enable a person to
feel satisfied but they induce him to produce and perform more in this job.
Dissatisfiers do not have that potency to contribute to job behavior.
 Traditional View

Dissatisfaction Satisfaction

Two-factor theory satisfiers

No satisfaction Satisfaction

Two factor theory Dissatisfies

Dissatisfaction No dissatisfaction

Traditional and 2-factor theory views of job satisfaction and dissatisfaction.

SOURCES OF JOB SATISFACTION:

Several job elements contribute to job-satisfaction. The most important

amongst them are wage structure, nature of work. Promotion chance, quality of
supervision, work group, and working conditions.

Wages:

Money is an important instrument in fulfilling one’s needs. And

employees often see pay as refection of managements concern for them.

Nature of work:
 Most employees crave intellectual challenges on jobs. They ten to prefer
being given opportunities to use their skills and abilities and being offered
variety of tasks, freedom and feedback on how well they are doing.

Promotions:

Promotional opportunities affect job-satisfactions considerably. The

desire for promotion is generally strong among employees on to involves
change in job content, pay, responsibility, independence status and the like.
Average employees in a typical government organization can hope to get two or
three promotions in his entire service, though chances of promotions are better
in the private sector.

Supervision:

There is a positive relationship between the quality of supervision and job

satisfaction. Supervisors who established a support personal relationship with
subordinates and take a personal interest in them contribute their employee
satisfaction.

Work group:

The work group does serve as a source of satisfaction to individual

employees. It does so primarily by providing group members with opportunities
for interaction with each other. The work group is an even stronger source of
satisfaction when members have similar attitudes and values co-workers with
similar attitudes and values can also provide some confirmation of persons self
concept. “We are OK and you are OK”.

Working conditions:

Working conditions that are compatible with an employee’s physical

comfort and that facilitate doing a good job contribute to job satisfaction.
Temperature, humbity, ventilation, lighting, and noise, hours of work,
Cleanliness of the work place and adequate tools and equipment are the
features, which effect job-satisfaction.

Values:

Basic Convictions that a specific mode of conduct or end - state of

existence is personally or socially preferable to an opposite or converse mode of
conduct or end -state of existence.

Job satisfaction:

The term job satisfaction refers to an individual’s general attitude towards

his or her job. A person with a high level of job satisfaction holds positive
attitudes towards the job, while a person who is dissatisfied with his or her job
holds negative attitude about the job. When people speak of employee attitudes,
more often than not they mean job satisfaction. In fact, the two are frequently
used interchangeably. Because of the high importance Organization Behavior
researchers have given to job satisfaction.

Job involvement:

The degree, to which a person identifies with his or her job, actively
participates in it, and considers his or her performance important to self worth.

However, it seems to more consistently predict turnover than

absenteeism, accounting for as much as 16% of the Variance in the former.

Organization Commitment:

The third job attitude we shall discuss is organizational commitment,

which is defined as a state in which an employee identifies with a particular
organization and its goals, and wishes to maintain membership in the
organization. So, high job involvement means identifying with one’s
employing organization.
 RESEARCH DESIGN AND METHODOLOGY
In this chapter need, objectives and research design and methodology followed
during the study are in detail.
RESEARCH DESIGN:
Research design is defined as a framework of methods and techniques
chosen by a researcher to combine various components of research in a
reasonably logical manner so that the research problem is efficiently
handled.
RESEARCH METHODOLOGY:
The methodology that is adopted for the study is such that it facilitates the
data accumulation. The information is gathered through survey method.
The survey method has been adopted for collecting the data from
employees.
DATA SOURCES:
Data means a collection of facts in real life statistical data is a collection
of facts in numerical figures.
The data sources are usually identified using the type of data needed. There are
two types of data.
1. Primary data
2. Secondary data
PRIMARY DATA:
The firsthand information by the investigator by means of observation
face to face questioning, telephone interview and mailing questionnaire is called
primary data.
Primary data consists of original information gathered for a specific
purpose.
SECONDARY DATA:
Secondary data consists of information that already exists somewhere, has
been collected for another purpose.
RESEACH METHODOLOGY:

1. Research design : Descriptive nature

2. Research method
3. Research instruments
4. Source of data
5. Primary data
structured questionnaire
6. Secondary data
broachers and internet
7. Population size
8. Sample size
9. Sampling unit
10.Sampling procedure
11.Statistical tool
: Survey method
: A well-structured questionnaire
: Primary data and Secondary data
: Collection of primary data through
: It is collected from the company
: 270
: 50
: Managerial and non-managerial
: Convenience sampling
: Simple percentage method

DATA ANALYSIS AND INTERPRETATION:

1) Are you receiving regular job performance feedback?

Job performance feedback

Interpretation:
From the above table it
22% indicates that 78% of employees are
Yes
receiving regular job performance
feedback in organization, remaining
No
22% of employees specified that the
78% organization need to take regular job
performance feedback.
2) Are you satisfied with the company’s employee welfare program?

employee welfare program

said that they are satisfied with the
employee welfare programmes in
5% 1 highly satisfied
10% big bazaar remaining 20% of
2 satisfied
5% employees are to be satisfied with
3 neither or nor
these employee welfare
20% 60% 4 dissatisfied
programmes. Organization should
5 highly
dissatisfied take initiation in conducting good
welfare programmes so that the
Interpretation: motivation levels of the people will
From the above table it
increase.
indicates that 80%of the employees

3) How do you rate on treating employee problems fairly?

Treating employee problems fairly

5%
8%

7% 1 Excellent
2 Very good
3 Neutral
18% 4 Ok(average)
62%
5 Poor

Interpretation:

From the above table we observe that 80% of employees felt that they are
treated fairly by the superiors as well as by the organization members and
remaining 20% of employees felt that they are not properly treated by the
organization.
4) Are you satisfied with the employee’s policies at the company?

Employee policies at the company

1 extremely
8%
satisfied
12% 2 satisfied

6% 3 neutral
54%
4 dissatisfied
20%
5 extermely
dissatisfied

Interpretation:
From the above graph 74% of respondents satisfied with the employee policies
at the company remaining 6% are neutral and 20% of respondents are
dissatisfied.
5) Are you satisfied with the salary structure prevailing in your company?

satisfied with the salary structure

0% 1 extremely
13% 18% satisfied
7% 2 satisfied

3 neutral

4 dissatisfied

5 extermely
62% dissatisfied

Interpretation:
From the above given table it indicates that 62% of respondents are satisfied
with the salary structure, 18% of respondents are extremely satisfied, 7% of the
respondents are neutral, 13% of the respondents are dissatisfied that the
company offers a salary structure.
6) How do you rate the safety & health standard of the company?

Rate the safety&health standard

2% 8%

30% 1 Excellent
2 Very good
3 Poor
42% 4 Ok(average)
5 Worst

18%

Interpretation:

From the above table and graph it is found that out of 100 respondents50% of
respondents said that good about the safety and health standard of the company
remaining respondents felt that it is poor and average and worst.

7) How much important to you is the recognition you receive from the
company?

recognition

0%
10% 0%

1 very important
2 important
3 neutral
35% 55%
4 unimportant
5 very unimportant

Interpretation:
From the above given graph it indicates that 55% of respondents are giving very
importance towards the recognition and 35% of respondents are giving
importance remaining 10% respondents are neutral towards the recognition.

8) How much are you satisfied with your position in this company?

satisfied with your position

1 highly satisfied
10%
20%
2 satisfied

3 neither or nor
30%

4 dissatisfied
30%
5 highly
10%
dissatisfied

Interpretation:
From the above table we found 20% of the respondents are highly satisfied with
their position in the company and 30% of respondents are satisfied 10% are
neither or nor 40% of respondents are dissatisfied with their position.

9) Are you satisfied with the vision and values of management?

vision and values of management

0% 1 Highly satisfied
12% 18%

8% 2 Satisfied

3 Neither or nor

4 Dissatisfied

5 Highly
62% dissatisfied

Interpretation:
  From the above table it is found that out of 100 respondents 62% of
the respondents satisfied with the vision&values of management, 18%
of the respondents are highly satisfied, 8% of the respondents are
neither or nor,12% of the respondents are dissatisfied with the
vision&values of management.
 It is concluded that the majority of the respondents satisfied that they
have clarity regarding vision & values of the organization.

10) How do you feel about your work load?

opinion on workload

14%
28%

1 Relaxed
2 Normal
3 Burdened

58%

Interpretation:
 From the above table it indicates that 28% of the respondents felt relaxed,
58% are felt normal, and remaining 14% of the respondents felt the work
is burdened for them.
 It is concluded that most of the respondents felt it is good for them.

11) How much important to you is the training & development provided by
the company?
 Training& development

1 very important
10% 0%
20%
10% 2 important

3 neutral

4 unimportant

60% 5 very
unimportant

Interpretation:

 From the above given table indicates that 80% of respondents are given
more importance on training & development provided by the
company,10% are neutral, 10% of respondents are not given importance.
 It is concluded that most of the respondents given significance to training
& development.

12) Career plan and growth opportunities in this organization?

career plan and growth opportunities

5%
11%
1 highly satisfied
2 satisfied
12%
52% 3 neither or nor
4 dissatisfied
5 highly dissatisfied
20%

Interpretation:
 From the above given graph it indicates that 72% of the respondents have
expressed satisfaction towards existing career plan & growth
opportunities in big bazaar, 12% are neutral, remaining employees are
dissatisfied.
  It is concluded that most of the respondents are satisfied of career plan &
growth opportunities in big bazaar.

13) Are you receiving cooperation from all other departments?

cooperation

35%

1 yes
2 no
65%

Interpretation:
From the above given graph indicates that 65% of employees are receiving
cooperation from all other departments remaining 35% of employees are not
receiving cooperation from all other departments.

14) What is your level of understanding of the company’s quality

management system?

Quality management system

17%

40% 1 high
2 Moderate
3 Low

43%

Interpretation:
  From the above given table confined that 40% of respondents are
satisfied with the company’s quality management system, 43% are
moderate,17% are less satisfied with the company’s quality management
system.
 It is concluded that most of the respondents are satisfied with the
company’s quality management system.

15) Management provides any reward to your work effort if any

Are you satisfied with these rewards?

satisfied with the reward system

0% 1 highly s atis fied

19%
25%
2 s atis fied

10% 3 neither or nor

4 dis s atis fied

5 highly
46% dis s atis fied

Interpretation:

 From the above given table and graph indicates that 71% of the
respondents are satisfied with the reward system which are provided by
the company, 10% of the respondents are neutral, 19% of the respondents
are dissatisfied with the reward system.
 It is concluded that most of the respondents are satisfied with the reward
system.

16) Do you agree the environment is suitable for developing your self-
esteem?
 self esteem

2% 1 Strongly agree
0%
18%
2 Agree

3 Neutral
17%
63% 4 Disagree

5 Strongly
disagree

Interpretation:

From the above given graph indicates 80% of the employees agree the
organization environment is suitable for developing their self-esteem remaining
are neutral and disagree.

17) Are you satisfied with appraisal system in your organization?

Appraisal system

0%
27%
32% 1 highly satisfied
2 satisfied
3 neither or nor
4 dissatisfied
10%
5 highly dissatisfied

31%

Interpretation:

From the above table and graph it indicates that out of 100 respondents 63% of
respondents are satisfied with the appraisal system of the company, 27% of
respondents are dissatisfied, 10% of respondents are neutral. It is concluded that
some of the respondents need to satisfy with the appraisal system of the
company.
18) What do you feel about duty timing?

Duty timings

35%

1 Convenient
2 Inconvenient
65%

Interpretation:

From the above given table indicates that 65% of respondents felt duty timings
schedule is convenient remaining 35% of respondents felt duty timings schedule
is inconvenient.

FINDINGS:
The following details can be inferred after analyzing the sample size of
100 Respondents of Big bazaar by questionnaire method to find out the
Employee Job Satisfaction

 50% of the respondents agree that they are satisfied with their job.
 85% of the employees observed that the duty timing schedule is
convenient.
 Majority of the respondents feel that their happy with the salary/perk
structure paid by the organization.
 Most of the employees have expressed satisfaction towards the
recognition showed on them by the organization.
 Majority of the respondents agreed that they have clarity regarding vision
& values of the organization.
  Majority of the respondents have expressed satisfaction towards existing
career plan and growth opportunities in the organization.
 Most of the respondents agree that the environment is suitable
 Majority of the respondents remain undecided regarding management
safe guarding them during risky situation.

LIMITATIONS OF THE STUDY:

 Due to constraint of time and resources, the study was conducted in

big bazaar and the results of the study cannot be generalized.
 The accuracy of the analysis and conclusion drawn entirely depends
upon the reliability of the information provided by the employees.
 Sincere efforts were made to cover maximum departments of the
employees, but the study may not fully reflect the entire opinion of the
employees.
 In the fast moving/changing employee’s behavior, many new and
better things may emerge in the near future, which cannot be
safeguard in this report.
 Confidentially matter restricts for an in depth study.
 This study is only limited to this company.
 The method of random sampling is suitable for small populations
only.
 To create good image, respondents may give responses vary from the
facts.
 Some respondents hesitated to give the actual situation; they feared
that management would take any action against them.
 It does not ensure proportionate representation to all constituent group
of population.
  I was able to cover only those employees who were currently working
in the company.

SUGGESTIONS:
1. Organization should try to maintain the same level of satisfaction among
employees through better recognition & reward system mechanism.
2. The organization may further try to create healthy competitive
environment through its
3. Programs like employee meeting.
a. Organization may go for facilitating the security for the employees
and create awareness
4. About the safety measures provided by the company
5. For improving the employees problem solving abilities company HR
Manager has to take Training sessions through the Case study
Methods.
6. Company has to provide some more packages like Target achieve
incentives, Cash Awards.
7. Company has to give the salaries through their performances and provide
better positions to best workers.
8. Mainly company has to decentralize the authority to take decisions for
better growth and Provide all above mentioned benefits to the employees.

CONCLUSION:
This project was aimed to prepare a written document of the job satisfaction
for the employees of BigBazaar. This project helps to understand the job
satisfaction implemented in the organization.
 Organization needs to satisfy the employees who make better
contribution to production, quality and productivity.
 The employees should be given reasonable autonomy for their job. This
makes them feel more responsible and challenging and work hard for
achieving it there exists a strong bond among the employees, which helps
them to work as team and make group accomplishments.
 As they have many clients there should be transfer of employees after the
project completion to another project that is the change of the topics as
the training classes are given to everyone. Training classes helps the
employees to remember the languages and so it will not be difficult to
them when there will be the transfer of the project.
 Communication is very good between the employees. They share their
ideas, views and help the juniors when they have any doubts regarding
their tasks. They have outings, centurion meets and many recreation
programmes just to re-energize their employees before they are assigned
into other project.
 There is high employee retention in the organization. The employees are
looking out for better opportunities and so there is continuous process of
appointments in the organization the management is taking necessary
steps to keep their employees satisfied.