INDEX

Sr. No Title Page No

1 Acknowledgement 03

2 Introduction 04

3 Exclusive Summary 07

4 Objectives Of Survey 08

5 Research Methodology 09

6 Graphical Analysis of The Questionnaire 11

8 Areas To Improving 37

9 Questionnaire 38

10 Bibliography 41

11 Spreadsheet 42

1
 ACKNOWLEDGEMENT

The present work is dedicated to the persons who not only taught me, but continue inspire
me in knowing the clandestine facts of workmanship. I bow in honor before these great
teachers. The accomplishment of the present study became possible by the invaluable
assistance and guidance of my professional guides to whom I may gratefully indebted.
Firstly I would like to express my sincere gratitude to my faculty guide DR. NAVEEN

SHARMA without whose invaluable guidance, moral support and encouragement my

work would have ever assumed the present shape, research. I were indebted to my
parents and friends for their moral support and possible efforts they made for me.

Date: SUJEET RAMAIYA

MBA IV SEM

2
 INTRODUCTION
1.1 ‘People are our greatest asset’ is a mantra that companies have been chanting for
years. But only a few companies have started putting Human Resources Management
(HRM) systems in place that support this philosophy. There are a number of
challenges in the Indian industry which require the serious attention of HR managers
to ‘find the right candidate’ and build a ‘conducive work environment’ which will be
beneficial for the employees, as well as the organization. The industry is already under
stress on account of persistent problems such as attrition, confidentiality, and loyalty.
Other problems are managing people, motivation to adopt new technology changes,
recruitment and training, performance management, development, and compensation
management. With these challenges, it is timely for organizations to rethink the ways
they manage their people. Managing HR in the knowledge based industry is a
significant challenge for HR managers as

1.2 Managing People

In view of the industry dynamics, in the current times, there is a greater demand for
knowledge workers. Resumes abound, yet companies still fervently search for the
people who can make a difference to the business. Often talented professionals enjoy
high bargaining power due to their knowledge and skills in hand. The attitude is
different for those who are taking up responsibilities at a lesser age and experience.
These factors have resulted in the clear shift in approach to individualized career
management from organization career commitment.

1.3 Motivating the Workforce

As the competition is growing rapidly in the global market, a technological edge

supported by a talent pool has become a crucial factor for survival in the market.
Naturally, as a result every organization gives top priority to technology advancement
programs. HR managers are now performing the role of motivators for their
knowledge workers to adopt new changes.

1.4 Competency Development

Human capital is the real asset for any organization, and this makes the HR role
important in recruiting, managing, and retaining the best. The HR department has a
clear role in this process and determines the success tempo of any organization. An

3
1.5 Recruitment and Training

Recruitment has become a major function from an imperative sub system in HR, particularly
in the industry. HR managers play a vital role in creating assets for the organization in the
form of quality manpower. Attracting new talent also is a top priority for software
companies, but less so for smaller companies. Another challenge for HR managers is to put
systems in place to make the people a perfect fit for the job. Skill redundancy is fast in the
industry. To overcome this problem, organizations give the utmost priority to training and
skill enhancement programs on a continuous basis. Many companies are providing technical
training to the employees on a quarterly basis. These trainings are quite useful also in terms
of providing security to the employees.

1.6 The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is
essential that Our Company takes more initiatives to improve the security levels of the
employees.

1.7 Work life Balance Factor

Another dimension to the challenges faced by our company is the growing pace of talent
acquisition. This aspect creates with it the challenge of a smoother assimilation and the
cultural binding of the new comers into the organization fold. The pressure of delivering the
best of quality services in a reduced time frame calls for ensuring that employees maintain a
work life balance.

1.8 Attrition/Retention of the Talent Pool

One of the toughest challenges for the HR managers in the industry is to deal with the
prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry
level, there are huge gaps in the middle and senior level management in the industry. Further,
the salary growth plan for each employee is not well defined. This situation has resulted in
increased levels of poaching and attrition between organizations. The industry average
attrition rate is 30–35 per cent and could range up to 60 per cent.

1.9 Bridging the Demand Supply Gap

HR managers have to bridge the gap between the demand and supply of professionals. They
have to maintain consistency in performance and have to keep the motivation levels of

4
employees high, despite the monotonous nature of work. The same also leads to recurring
training costs. Inconsistent performance directly affects revenues. Dwindling motivation
levels lead to a loss of interest in the job and a higher number of errors.
The most common purpose for surveying employees is satisfaction. Employee satisfaction
surveys deal with workplace issues, such as benefits, commitment to diversity, and effective
communications. The data from these surveys helps paint a portrait of employee attitudes and
opinions. These kinds of surveys are particularly useful after a company has undergone some
sort of change, such as a layoff, an acquisition, or a new department head. They also help
employers isolate the root causes of persistent problems, such as low productivity or high
expenses.

Employee satisfaction surveys help employers measure and understand their employees'
attitude, opinions, motivation, and general satisfaction with their work environment. Use
employee satisfaction surveys to inform employee decision making, benefits, work needs and
more.

1.10 Employee satisfaction surveys provide valuable data that can ultimately save company
money. Our employee satisfaction surveys can:

 Measure employee satisfaction levels.

 Track changes in employee satisfaction over time.
 Improve overall satisfaction and retention.

5
SECTION 2

6
 COMPANY PROFILE
2.1 AVI Electronics & Networks Pvt Ltd Pune was established with a vision and
perseverance of offering the best technologies and innovations in deploying customer’s
interactive solutions. It has now become a name to reckon with. And today it is a leading
Indian IT Infrastructure Solutions Company.

2.2 The Company is a leader in the field of IT & telecommunications for the last 19 years.
Started with the Supply, Installation and Commissioning of PBX, it has further grown to
high-end equipment like Bandwidth Managers, PDH & SDH Multiplexers, ADSL, Data
Servers, Desktops, Layer 3/4 Switches, Routers, Wireless LANs, Modems, Very Small
Aperture Terminal (VSAT), Optical Fiber Cable and terminal equipment, Structured Cabling
of Telecom and Computer networks, and 2 Way Radios Test & Measurement Equipments
etc. Besides this we execute turnkey projects in the field of Optical Fiber Cable, VSAT and
in other communication related fields.

2.3 AVI Electronics & Networks Pvt Ltd also designs and offers solutions for System
Integration, LAN Solutions (Local), CAN Solutions (Campus), MAN (Metropolitan), WAN
Solutions (Wide), Video Conferencing and Telephony as per various customer requirements
using UTP, OFC, Wireless, ISDN and Leased Line Connectivity. A strong technical team
enables us to provide end-to-end, cost-effective Enterprise solutions including advance
technologies like VLAN, VPN and VoIP also we keep our self equipped with ultra modern
technologies.

2.4 The Company keeps itself equipped with ultra modern technologies, so customers can
access the benefits of today’s technology and in turn help to keep their business a step ahead.
Our partnership with strong brands and leading equipment manufacturers from across the
world gives the best available choices for product selection for highest performing and end-
to-end enterprise solutions.

2.5 In addition the company also provides consultancy services in designing and
developing customer specific RF products and Data, Voice and Video connectivity solutions.

2.6 A company with a strong technical expertise as they keep on undergoing technical &
sales training from our OEM's and are Cisco Premier Partner, HP Premium Business
Partners, Microsoft Partner, RSA Partner, Beyond Security Distributor, etc.

7
Employees.

2.7 The success of any company is directly proportional to the success of it’s team. At Avi
the Quest to discover inspires all its endeavors.

2.8 AVI strives to create an environment where curiosity and collaboration turn into
fountains of opportunity. While AVI is a technology company, it realizes that good people
are critical to make any great technology work. That is why they have put in place policies
and programs to identify, hire, train, and retain a diverse and talented workforce that works
safely and understands and internalizes the ethics and values that define the company. When
you receive customer service from Avi - whether it's via e-mail or on the phone - they assure
you that you would be in contact with the best and brightest in the industry.

2.9. Dedicated technical staff that is on duty 24x7 handles the Network Operations Centre.
Their Professional System Administrators are constantly monitoring server and network
status to ensure the site is always up and functioning.

2.10 AVI’s top-notch Internet and Media development team is continuously upgrading
systems with new technologies on the horizon, creating tools and features to make
customer’s web presence well maintained and reliable.

2.11 AVI has a healthy concoction of managerial experience, technical knowledge and
customer service.

2.12 AVI has the following Certified Staff :

 Cisco Certified : CCNA, CCVP, CCSP, CCIE, CCNP

 Microsoft Certified : MCP, MCSA, MCSE, MCAS

 VMware Certified : VSP, VTSP, VCP

 Dell Certified : Solutions Speciality, Server Speciality, Storage Speciality

 RSA Certified : Access Manager, Digital Certificate, DLP, SIEM, SecurID

 Cyberoam Certified, TrendMicro Certified, Sophos Certified, EMC

Certified, HP Certified Partner

Mission.

2.13 AVI Electronics & Networks Pvt. Ltd. is committed to Endeavour to fulfil the
customer needs by offering the best in terms of product, services, execution and prices. And
all this is accomplished with utmost professionalism, skills, knowledge and using the ethical

8
business practices.

2.14 Providing customers with solutions that enable the convergence of data and voice
networks, the transition from circuit to packet networks, next-generation wireless networks
and the expansion of optical networks beyond the network core.

2.15 The mission is to enable people and companies to increase their business value
through the use of IT technologies.

2.16 AVI aims at delivering services which will open new possibilities for our customers
and allow them to work effectively and creatively.

2.17 Company’s values are: people, customers and quality. Besides, its other core values
are:

 Simplicity: - Doing a job in a simple and straightforward way.

 Frugality: -Being careful, thrifty and economical with money, time and
resources.
 Integrity: - Meeting all commitments being honest and morally upright.
 Respect: - Consideration and regard for human beings, environment and
 infrastructure.
 Harmony: - Looking towards reaching a broad agreement on consensus on
interests, opinions and action plans whilst ensuring that it is inline with
organizations objectives.

2.17 Business Values.

(a) Customer Focus. All activities /actions will have intense focus to
enhance internal/External customer’s satisfaction.
(b) Mutual Trust. To have a faith in colleague / co-worker being a
bonafide person and in his working according to predefined process/systems.
(c) Commitment. Committing to honour a promise, to achieve a goal/
target or being responsible for given/ accepted assignment with ultimate aim of
achieving desired results.
(d) Continuous Improvement. Improving each and every system,
method, procedure and process to reduce time, cost and complexity in business
activities and to create overall satisfaction
(e) Professionalism. Handling the job/responsibilities with skills to
achieve the desired results within given time, without having a feeling of
obligation.

9
 (f) Institutionalization. Making a system, method and procedure to
make it a regularly adhered way of working.
(g) Assertiveness. Expressing in good spirit, without fear, ones own views
without intention to offend or insult the other person.

Services and Solutions.

2.18 AVI offers its clients the full array of IT lifecycle solutions. They provide solutions
and support from basic routing and switching, to advanced technologies like Unified
Communications (including Internet Protocol (IP) Telephony), Wireless Local Area
Networks (WLAN), and Virtual Private Networks (VPN), Data Centre, Storage and Security,
Avi Electronics offers best-in-class networking solutions.

2.19 Avi can assist customers in every step, from initial planning, through implementation,
to maintenance and support of your total IT infrastructure. The company has assisted many
corporates in their successful deployment of network solutions and support, network
infrastructure services, network security solutions, storage solutions, managed services and
given professional technical consulting and support.

2.20 AVI Electronics & Networks Pvt. Ltd. Provides solutions in the following
domains:-

 Networking.
 Security.
 Voice.
 Servers.
 Storage.
 Virtualization.
 Telecom.

2.21 The Company provides services in the following areas:-

 Consultancy.
 Integration.
 Technical Training.
 Managed Services.

2.22 AVI Electronics & Networks Pvt Ltd is partnered by the following global giant)(list
not exhaustive):

 Cisco.
 Microsoft.
 Hewlett Packard.
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  Dell
 Beyond Security.
 Avaya.
 D-Link.
 Krone.
 EMC.
 Trend Micro.
 Symantec.
 McAfee.
 Radvision.
 Emerson

Location of the Company.

2.23 The company is located on Market Yard Road. The postal address of the company is:-

Poonam Plaza
Market Yard Road
Pune – 411037.

Principal Customers.

 Defence.
 DRDO.
 ITES.
 BPO.
 KPO.
 Education.
 Banking.
 Finance.
 Insurance.

11
SECTION 3

12
 EMPLOYEE SATISFACTION

3.1 What does the term ‘Satisfaction’ imply to an employee? It implies nothing else than
the feeling of either being contended or non-contended on using a product.

3.2 Employee Satisfaction is a prerequisite for the customer satisfaction.

3.3 Enhanced employee satisfaction leads to higher level of employee retention.

3.4 A stable and committed workforce ensures successful knowledge transfer, sharing,
and creation --- a key to continuous improvement, innovation, and knowledge-based total
customer satisfaction.

3.5 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.

3.6 This level of satisfaction can be enhanced further if teamwork and visionary
leadership are introduced.

3.7 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.

3.8 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.

13
Employee satisfaction is closely relatred to Job satisfaction. In the next few paragraphs, I am
going to discuss Job satisfaction at length.

3.9 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 o the promotion system within a
company, the quality of the working conditions, leadership and social relationships, the job
itself (the variety of tasks involved, the interest and challenge the job generates, and the
clarity of the job description/requirements).

3.10 The happier people are within their job, the more satisfied they are said to be. Job
satisfaction is not the same as motivation, although it is clearly linked. Job design aims to
enhance job satisfaction and performance methods include job rotation, job enlargement and
job enrichment. Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous workgroups. Job satisfaction is a
very important attribute which is frequently measured by organizations. The most common
way of measurement is the use of rating scales where employees report their reactions to their
jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Some questioners ask yes or no questions while
others ask to rate satisfaction on 1 – 5 scale 9where 1represents “not all satisfied” and 5
represents “extremely satisfied”).

Definitions

3.11 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 behaviours. This definition suggests that we from attitudes towards our jobs by
taking into account our feelings, our beliefs, and our behaviours.

Affect Theory

3.12 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

14
autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A
would be more satisfied in a position that offers a high degree of autonomy compared to
Employee B. this theory also states that too much of a particular facet will produces stronger
feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory

3.13 Another well known job satisfaction theory is the Dispositional Theory. It is a very
general theory that suggests that people have innate dispositions that cause them to have
tendencies toward a certain level of satisfaction, regardless of one’s job. This approach
became a notable explanation of job satisfaction in light evidence that job satisfaction tends
to be stable over time and across careers and jobs. Research also indicates that identical
twins have similar levels of job satisfaction. A significant model that narrowed the scope of
the Dispositional Theory was the core Self-evaluations Model, proposed by Timorthy A.
Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s
disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and
neuroticism. This model states that higher levels of self-esteem (the value one places on his
self) and general self-efficacy (the belief in one’s own competence) lead to higher work
satisfaction. Having an internal locus of control (believing one has control over her/his own
life, as opposed to outside forces having control) leads to higher job satisfaction. Finally,
lower levels of neuroticism lead to higher job satisfaction.

Two – Factor Theory (Motivation – Hygiene Theory)

3.14 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 criticised in that it does not specify how motivating/hygiene
factors are to be measured.

Measuring Job Satisfaction

3.15 There are many methods for measuring job satisfaction. By far, the most common
method for collecting data regarding job satisfacting is the Likert scale (named after Rensis

15
Likert). Other less common methods of for gauging jobsatisfaction include: Yes/No
questions, True/False questions, point systems, checklist, forced choice answers. The Job
Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that has
been widely used. It measures one’s satisfaction in five facets: pay, promotions and
opportunities, coworkers, supervision, and the work itself. The scale is simple, participants
answer either yes, no, or decide in response to whether given statements accurately describe
one job. The Job in General Index is an overall measurement of job satisfaction. It was an
improvement to the job Descriptive Index because the JDI focused too much on individual
facets and not enough on work satisfaction in general.

16
SECTION 4

17
 RESEARCH METHODOLGY

4.1 Introduction . Research is a careful inquiry or examination to discover new

information and to expand and verify existing knowledge. According to Clifford Woddy,
Research is defined as “the process which includes defining and redefining problems,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
making deductions and reaching conclusions and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.”

Employee Satisfaction Measurement.

4.2 Employee satisfaction has been defined as a function of perceived performance and
expectations. It is a persons’ feeling of pleasure or disappointment resulting from comparing
a products’ outcome to his/her expectations.

4.3 If the performance (Company Services) falls short of expectations, the employee is
dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction
implies more purchase/use of the product or service. The process is however, more
complicated then it appears. It is more important for any organization to offer high
satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer
comes in.

4.4 Tools for tracking and measuring customer satisfaction:

(a) Complaint and Suggestion System: Employee can freely deliver complaints and
suggestions through facilities like suggestion box, personal meetings with seniors etc.
(b) Lost Employee Analysis: The exit interviews are conducted or employee loss
rate is computed.

(c) Employee Satisfaction Survey: Periodic surveys by use of questionnaire or

telephone calls to random sample of recent buyer help to find out customer satisfaction
and relate to repurchase intention and word of mouth score.

4.5 Statement of the Problem. Human behaviour is unpredictable. One can act
according to one’s own decision. No one can expect the same type of behaviour from anyone
at all circumstances. Human behaviour is highly influenced by the environment. Because of
this factor, we cannot expect that one can act in the same way on a particular problem in all
situations.

4.6 Most times human behaviour is influenced by the nature of work group. Friendly
cooperative co-workers will definitely have a positive approach towards their work. The
work group serve as a source of support, comfort, advice and assistance to the individual
workers. A good work group makes the job more enjoyable, and the performance of the
group will be very high. This will automatically lead to the attainment of the individual as
18
well as die organizational goals. As a result every one of the organization will have a high
job satisfaction and will have a peaceful life.

4.7 If there is dissatisfaction with the job it will make the workers become restless which
may be reflected in the form of low production, high wastage of materials, accidents,
conflicts among workers, absenteeism, high employee turnover, strike and lockouts etc.
Therefore, it is more important to study the job satisfaction of workers as it one of deciding
factors which will determine the whole operation of an organization.

4.8 Scope of the Study. The scope of the study is as under:

(a) Conduct the study in the premises of Avi Electronics & Networks Pvt Ltd,
Pune.

(b) Include 30 employees at random.

(c) Seek individual responses to questionnaires.

(d) Collect data from participants.

(e) No comparisons will be made with other organizations.

(f) Include open and close ended questions while seeking data.

(g) Protect the privacy of individuals responding to questionnaires.

4.9 Objectives of the Study. The objectives of the study are as follows:

(a) Measure job satisfaction of the employees of Avi Electronics & Networks Pvt
Ltd, Pune.

(b) To assess the general attitude of the employees towards Avi Electronics &
Networks Pvt Ltd, Pune.

(c) To assess the level of commitment across process and facilities.

(d) To analyze the strengths and weakness of Avi Electronics & Networks Pvt Ltd,
Pune as an organization

(e) To help the management of the company to know about the actions to be taken
to increase the level of satisfaction of the employees.

4.10 Data Collection

Following are the sources for the collection of data:

(a) Primary source

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 (b) Secondary source

4.11 Data Collection Methods

There are three main methods of data collection

(a) Observation

(b) Experimentation

(c) Survey

(d) Direct interview method

I have selected survey method of data collection which is one of the very common and
widely used methods for collection of primary data. We can gather wide range of valuable
information about the behavior of the employee’s viz. attitude, motive and options etc.

4.12 Primary Data. The Primary Data required for this project work was collected
through Questionnaires. This method consisted of preparing detailed questions covering the
Employee satisfaction standards in the Company. Thereafter it was distributed amongst a
total of 30 personnel of the Company(respondents) who were randomly selected. Further, no
names were sought from those filling in this Questionnaire so as to obtain their free and frank
opinion as also to protect their privacy. The format of the Questionnaire is attached as
Annexure I to this report.

4.13 Secondary Data. As Secondary Data is data which has been collected earlier for
other purposes, the requirement of this type of data with respect to this report was obtained
from the company website.

4.14 Sample Size and Method of Sampling. The details are as follows:

(a) Universe. The Universe for the purpose of this report was finite i.e., Avi
Electronics & Networks Pvt Ltd, Pune.

(b) The Sampling Unit was an individual employed by Avi Electronics &
Networks Pvt Ltd, Pune and the Sample Size was limited to a total of 30 personnel
of the Company.

(c) Method of Sampling adopted was Simple Random Sampling Method because
all employees have relatively different levels of satisfaction, thus a sample size of 30
was considered to be adequate.

(d) Tools Used.

(i) Percentage Analysis.

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 (ii) Bar Diagram.

(iii) Pie Chart.

4.15 Limitations of the Project

The limitations of the project are enumerated as follows:

(a) The student had no prior exposure to the Corporate environment, its work
culture, work ethics etc. To that extent, understanding its dynamics in a limited period,
was difficult. This reflected on obtaining data/information from the Organization for
the purpose of this study.

(b) Employees by and large are reluctant in expressing their feelings/thoughts in

the Questionnaire and tend to be biased.

(c) The Organization is reluctant to openly share data/information and tend to keep
sensitive data/information confidential which is understandable.

(d) Some personnel in the Organization, irrespective of their seniority, cannot pay
adequate attention to the requests of such studies given the constraints of time and the
work pressures prevalent in the Industry today.

21
SECTION 5

22
 DATA ANALYSIS & INTERPRETATION

5.1 The analysis and interpretation of the Questionnaire to the Participants (format is as
per Annexure I to this report) is enumerated in succeeding paragraphs.

Q-1 Are you clear about the results expected of you in your job?

The responses showed that majority of the employees were clear about their job. The
response was as under:-

Response Nos Percentage

Yes 28 93.3

No 2 6.7

Can’t say 0 0

Total 30 100

Yes
No
Can't say

Interpretation.

Employees of the company are aware of the management’s expectations from them.

23
Q-2 Are you clear about the overall goals of the company?

The response was as under:-

Response Nos Percentage

Yes 27 90

No 3 10

Can’t say 0 0

Total 30 100

Clarity of Company Goals ?

Yes
No
Can't say

Interpretation.

Employees of the company are quite clear of the goals of the organization

24
Q-3 Are you satisfied with your job assignment?

The response was as under:-

Response Nos Percentage

Yes 19 63.33

No 5 16.67

Can’t say 6 20

Total 30 100

Job Satisfaction

Yes
No
Can't say

Interpretation.

While a large proportion of the employees are happy and satisfied with their work
assignment, a fairly large proportion do not appear to be happy and satisfied.

25
Q-4 Does your job make use of your skills and abilities?

The response was as under:-

Response Nos Percentage

Yes 21 70

No 3 10

Can’t say 6 20

Total 30 100

Utilization of Skills

Yes
No
Can't say

Interpretation.

Skills and abilities of employees are being utilised by the company. However these skills and
abilities are not being optimally utilised.

26
Q-5 Do you get a sense of accomplishment from your work?

The response was as under:-

Response Nos Percentage

Yes 17 56.67

No 5 16.67

Can’t say 8 26.67

Total 30 100

Sense of Accomplishment

Yes

No

Can't say

Interpretation.

Higher order needs of a large number of employees needs more attention. Majority of
employees appear to be getting a sense of accomplishment in their respective jobs.

27
Q-6 Would you like to continue in your current area of work?

Response Nos Percentage

Yes 26 86.67

No 2 6.67

Can’t say 2 6.67

Total 30 100

Attitude towards current job?

Yes

No

Can't say

Interpretation.

Attitude of Employees towards their current job is reasonably satisfactory.

28
Q-7 Does your job, through variety and challenge, provide opportunities for learning and
growth?

The response was as under:-

Response Nos Percentage

Yes 18 60

No 4 13.33

Can’t say 8 26.67

Total 30 100

Growth Opportunities

Yes

No

Can't say

Interpretation.

More attention needs to be given to individual growth of employees of the company. A fair
proportion of the respondents seemed to be unsure of learning and growth prospects in the
company.

29
Q-8 Is the environment of your workplace safe clean, healthy and hygienic?

The response was as under:-

Response Nos Percentage

Yes 28 93.33

No 0 0

Can’t say 2 6.67

Total 30 100

Work Environment

Yes

No

Can't say

Interpretation.

The environment at the work place is neat, clean, tidy and hygienic.

30
Q-9 Does your job leave you with sufficient time for your personal/family and social life?

The response was as under:-

Response No Percentage

Yes 29 97

No 1 0

Can’t say 0 3

Total 30 100

Avail of Pers Time

Yes

No

Can't say

Interpretation.

Majority of employees are satisfied with availability of personal time, however, a fair
proportion is not satisfied with the same.

31
Q-10 Are your superiors fair and equitable in their dealings with people?

Response was as under:-

Response No Percentage

Yes 27 90

No 2 6.66

Can’t say 1 3.33

Total 30 100

Inter pers Relations

Yes

No

Can't say

Interpretation.

Reveals, healthy inter personal relations between management and employees of the
company.

32
Q-11 Have your performance appraisals been fair?

The response was as under:-

Response Nos Percentage

Yes 20 66.67

No 5 16.67

Can’t say 5 16.67

Total 30 100

Performance Appraisal Fair?

Yes

No

Can't say

Interpretation.

Reveals, a fair proportion of employees are not satisfied with their appraisal.

33
Q-12 Are there clear criteria for giving rewards?

The response was as under:-

Response No Percentage

Yes 26 86.67

No 3 10

Can’t say 1 3.33

Total 30 100

Fair Policy for Rewards?

Yes

No

Can't say

Interpretation.

Reflects a healthy system of rewards in the company.

34
Q-13 Is credit for work well done given timely?

The response was as under:-

Response No Percentage

Yes 19 63.33

No 9 30

Can’t say 2 6.67

Total 30 100

Credit for Work

Yes

No

Can't say

Interpretation.

Reveals the fact that while most of the time, good work is being appreciated, however more
emphasis is required to ensure that good work does not go unrecognised.

35
Q-14 How satisfied are you with your total remuneration package considering your duties
and responsibilities?

The response was as under:-

Response No Percentage

Extremely 13 43.33
satisfied
Satisfied 7 23.33

Neutral 4 13.33

Dissatisfied 4 13.33

Extremely 2 6.67
dissatisfied
Total 30 100

Satisfaction with Remuneration

18
16
14
12
10
8 Nos
6
4
2
0
Extremely Satisfied Neutral Dissatisfied Extremely
satisfied dissatisfied

Interpretation.

While compensation package of the company is by and large fair, there is room for
improvement.

36
Q-15 Roles and responsibilities of people in the workplace are clearly defined?

The response was as under:-

Response Nos Percentage

Strongly 17 56.67
agree
Agree 5 16.67

Neutral 1 3.33

Disagree 4 13.33

Strongly 3 10
Disagree

Clearly defined Roles

14

12

10

8
Nos
6

0
Strongly Agree Neutral Disagree Strongly
agree Disagree

Interpretation.

Roles and responsibilities in the company are well defined in most of the cases. However
more needs to be done towards better division and definition of the same.

37
Q-16 Superiors in the company welcome free and frank communication from employees?

The response was as under:-

Response No Percentage

Strongly 14 46.67
agree
Agree 6 20

Neutral 2 6.67

Disagree 4 13.33

Strongly 4 13.33
Disagree

Frank Communications
16
14
12
10
8
6 Nos

4
2
0
Strongly Agree Neutral Disagree Strongly
agree Disagree

Interpretation.

Free and frank opinions from employees are welcome in the company.

38
SECTION 6

39
Findings

6.1 The findings consequent to the study are as enumerated in succeeding paragraphs.

(a) Majority(90%) of the employees were clear about their own role and the
company goals.

(b) Only 63 percent of the employees were satisfied with their job assignments.

(c) Only 70 percent of the employees feel that the company is utilising their skills
and abilities.

(d) 87 percent of the employees want to continue in their current area of work.

(e) 60 percent of respondents felt that their job provided opportunities for learning
and growth.

(f) 93 percent of respondents felt that environment of your workplace safe clean,
healthy and hygienic.

(g) 97 percent of respondents felt adequate private time for self and family was
available.

(h) 90 percent of employees were of the opinion that their employees were fair and
equitable in their dealings with people.

(i) Only 63 percent of employees thought that credit for work well done was given
timely.

(j) 67 percent of employees were satisfied with their remuneration package

considering their job and responsibilities.

(k) 67 percent of employees were satisfied with freedom for free and frank
communication with superiors.

40
Suggestions

6.2 In general, level of employee satisfaction in the company is quite high. However as
far as satisfaction goes, sky is the limit and there is no end to expectations. Following
suggestions are made with the intention of further improvement:-

(a) System of reward and recognition may be improved. Though there is no bias in
rewards, employees have a feeling that their good work is not given credit in time.

(b) Remuneration to employees may be improved, if feasible.

(c) Communication (free and frank exchange between employees and employers)
may be given more attention.

(d) Opportunities for personal learning, growth and personal development of the
employees deserves due attention. Investment in employees is indirectly investment in
the company.

(e) Job assignment needs to be reviewed periodically in order to avoid monotony

and boredom.

41
SECTION 7

42
 CONCLUSION

7.1 The project has given me an opportunity to interact with the Corporate Sector and to
actually see how academic teaching of the classrooms in Management is translated to reality
and practice. In fact it was very heartening to experience that all concepts and theories
mentioned in various books are actually implemented by the Company albeit under a
different name to suit its needs/style/culture.

7.2 Also, undertaking this project has helped me in learning to think of a

topic/subject/issue in a logical manner and examining the issue in its totality. This has also
promoted interaction with people from different walks of life, experiences and outlooks thus
giving me a broader perspective to the issue of training in particular and the business
environment in general.

7.3 Finally to conclude, I would like to submit that while pursuing this research, I learnt
that it is very important to learn the background/genesis of the topic/subject/issues first, so as
to understand the requirement/problem at hand and then consider its present status and future
prospects so as to arrive at a suggested set of solutions/recommendations/suggestions so vital
to the purpose of such studies.

43
SECTION 8

SECTION 8

44
 BIBLIOGRAPHY

Reference websites.

1. http://www.avielectronic.com/

2. www.wikipedia.com

Reference Books.

1. Research Methodology by C R Kothari.

45
SECTION 9

46
 ANNEXURE I

Copy No ……
Date ….

QUESTIONNAIRE: PARTICIPANTS

1. Introduction. This questionnaire seeks data from respondents(employees of the

company) chosen at random. This data is for the purpose of this study alone and will not be
used for any other purpose and is purely academic in nature.

2. The questions are as follows:

Q-1 Are you clear about the results expected of you in your job?

a. Yes.

b. No.

c. Can’t say.

Q-2 Are you clear about the overall goals of the company?

a. Yes.

b. No.

c. Can’t say.

Q-3 Are you satisfied with your job assignment?

a. Yes.

b. No.

c. Can’t say.

Q-4 Does your job make use of your skills and abilities?

47
 a. Yes.

b. No.

c. Can’t say.

Q-5 Do you get a sense of accomplishment from your work?

a. Yes.

b. No.

c. Can’t say.

Q-6 Would you like to continue in your current area of work?

a. Yes.

b. No.

c. Can’t say.

Q-7 Does your job, through variety and challenge, provide opportunities for learning and
growth?

a. Yes.

b. No.

c. Can’t say.

Q-8 Is the environment of your workplace safe clean, healthy and hygienic?

a. Yes.

b. No.

c. Can’t say.

Q-9 Does your job leave you with sufficient time for your personal/family and social life?

a. Yes.

48
 b. No.

c. Can’t say.

Q-10 Are your superiors fair and equitable in their dealings with people?

a. Yes.

b. No.

c. Can’t say.

Q-11 Have your performance appraisals been fair?

a. Yes.

b. No.

c. Can’t say.

Q-12 Are there clear criteria for giving rewards?

a. Yes.

b. No.

c. Can’t say.

Q-13 Is credit for work well done given timely?

a. Yes.

b. No.

c. Can’t say.

Q-14 How satisfied are you with your total remuneration package considering your duties
and responsibilities?

a. Extremely satisfied.

b. Satisfied.

49
 c. Neutral.

d. Satisfied.

e. Extremely dissatisfied.

Q-15 Roles and responsibilities of people in the workplace are clearly defined?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-16 Superiors in the company welcome free and frank communication from employees?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

Q-17 Do your superiors encourage you to think innovatively and challenge outmoded
traditions and practices?

a. Strongly agree.

b. Agree.

c. Neutral.

d. Disagree.

e. Strongly disagree.

50
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