RESEARCH PROJECT REPORTON

SUBMITTED IN PARTIAL FULFILLMENT OF

MASTER OF BUSINESS ADMINISTRATION

PROGRAMME: 2007-2009

OF

UTTAR PRADESH TECHNICAL UNIVERSITY, LUCKNOW

UNDER THE SUPERVISION OF SUBMITTED B

Kavita nagarkoti NAME: MANISH

MATHUR

MBA DEPARTMENT MBA IV SEMESTER

ROLL NO: 07014270049

FACULTY OF MANAGEMENT SCIENCE

BAREILLY (U.P.)

Faculty of Management Science

Certificate

This is to certify that Manish mathur student of MBA-IV Semester has completed her

Research Project Report titled “A STUDY OF EMPLOYEE SATISFACTION AND

MOTIVATION IN RETAIL SECTOR (W.R.T VISHAL MEGA MART, BLY.)”

assigned by MBA Department and under my Supervision.

It is further certified that she has personally prepared this report that is the result of her

personal survey/observation. It is of the standard expected of MBA student and hence

recommended for evaluation.

(Ms. Kavita Nagarkoti)

Supervisor

Above statement is endorsed.

PREFACE

“No learning can be complete without practicing.” When we study in the

classroom it clears our picture about the field of the area, but it proves to be useful

or thoughtful when it is applied in practical field. Now the time has changed

practical knowledge for management student is must to qualify as a potential

manager. It is for this reason that this project is prescribed as a part of syllabus for

Masters of business administration.

Success of any organization depends upon the quality of Human Resource.

Human Resource plays an important role for the growth of the organization.

The project report, which is presented after consist of “A Study of

Employee Satisfaction and Motivation in Retail Sector (W.R.T. Vishal Mega

Mart, Bly.)”

MANISH MATHUR

ACKNOWLEDGEMENT

Behind every study there stands a myriad of people whose help and contribution

make it successful. Since such a list will be a prohibitively long. I may be excused

for important omissions.

This is my pleasure to thank for being a source of inspiration, help and MISS

KAVITA NAGARKOTI co-operation.

I express my gratitude to my Faculty Guide Ms. RICHA SHARMA who helped

me to complete my project with her inputs in the area of Human Resource.

Lastly, I owe my heartily thanks to all those who extended their timely support for

completion of this project.

This was a good exposure that will definitely help me in my professional career.

MANISH MATHUR

STUDENT DECLARATION

This project has been undertaken as a partial fulfillment of the requirement for the

award of the degree of Masters of Business Administration of Uttar Pradesh

Technical University, Lucknow.

The project was executed in the 4th semester under the supervision of Ms.

KAVITA NAGARKOTI

Further I declare that this project is my original work and the analysis and findings

are for academic purpose only. This project has not been presented in any seminar

or submitted elsewhere for the award of any Degree or Diploma.

MANISH MATHUR

ABSTRACT

This report is a brief presentation of level of employee satisfaction and

motivation at “Vishal Mega Mart, Bareilly”, which is a retail chain. Retail

Sector consists of companies from several areas including apparel, department

stores, food stores, and miscellaneous shops.

Employee satisfaction is supremely important in an organization because it is what

productivity depends on. If employees are satisfied, they would produce superior

quality performance in optimal time and lead to growing profits. Satisfied

employees are also more likely to be creative and innovative and come up with

breakthroughs that allow a company to grow and change positively with time and

changing market conditions. And as it is such an important aspect for an

organization, therefore I have selected this topic as my research study.

With every job these is one common problem that people face, which is getting

stuck in the machine of time and routine. This leads to boredom, and is known to

be a de-motivator by the experts. It is for this reason that human resource

managers are asked to ensure that there are activities and varied ways and means

to keep employees motivated from time to time. Motivating the employees is vital

in order to get the maximum out of them and to keep employee burn out at bay.

And ensuring this lies in the hands of the managers.

Why motivated employees are needed? The answer is survival (Smith, 1994).

Motivated employees are needed in rapidly changing workplaces. Motivated

employees help organizations survive. Motivated employees are more productive.

To be effective, managers need to understand what motivates employees within

the context of the roles they perform. Of all the functions a manager performs,

motivating employees is arguably the most complex. This is due, in part, to the

fact that what motivates employees changes constantly (Bowen & Radhakrishna,

1991).

For example, research suggests that as employee’s income increases, money

becomes less of a motivator (Kovach, 1987). Also, as employees get older,

interesting work becomes more of a motivator.

What Employee Satisfaction Really Is? Answer to this question is very vast as

employee satisfaction includes various aspects and parameters, and absence of any

one may dissatisfy the employees. This report covers various parameters on

grounds of which Level of Satisfaction is measured. Various determinants and

measurement techniques of Employee Satisfaction are covered under this project

report. A valuable knowledge of numerous indicators of dissatisfaction of

employees can be gained through the study of this report. Besides these, various

tips for improving the satisfaction level of employees are also being covered.

What all are the facilities provided by Vishal Mega Mart, Bareilly to their

employees in order to raise the satisfaction level is disclosed by this report.

At last analysis of the responses made by the employees of Vishal Mega Mart,

Bareilly is done and on the basis of those responses conclusion is draw

n and useful recommendations are made to the Vishal Mega Mart, Bareilly which

may be helpful to them in their bright future.

The study of "Employee satisfaction" helps the company to maintain standards &

increase productivity by motivating the employees. This study tells us how much

the employees are capable & their interest at wok place? Although "human

resource" is the most important resources for any organization, so to study on

employee’s satisfaction helps to know the working conditions & what are the

things which influence them to not to work properly. So to study on employee

satisfaction is necessary.

INDEX

Certificate of Guide

Preface

Acknowledgement

Student Declaration

Abstract

CHAPTER 1

Company Overview

Theoretical Background

Objective Of Study

Scope and Importance of Study

CHAPTER 2

Literature Review

CHAPTER 3

Research Methodology

CHAPTER 4

Data Analysis And Interpretation

CHAPTER 5

Conclusion

Limitations

Recommendations

BIBLIOGRAPHY

ANNEXURE

C0MPANY OVERVIEW

VISHAL GROUP

Started as a humble one store enterprise in 1986 in Kolkata (erstwhile, Calcutta) is

today a conglomerate encompassing 183 showrooms in 110 cities / 24 states.

India’s first hyper-market has also been opened for the Indian consumer by Vishal.

Situated in the national capital Delhi this store boasts of the singe largest

collection of goods and commodities sold under one roof in India.

The group had a turnover of Rs. 1463.12 million for fiscal 2005, under the

dynamic leadership of Mr. Ram Chandra Agarwal. The group had a turnover of

Rs 2884.43 million for fiscal 2006 and Rs. 6026.53 million for fiscal 2007.

The group’s prime focus is on retailing. The Vishal stores offer affordable family

fashion at prices to suit every pocket. The group’s philosophy is integration and

towards this end has initiated backward integration in the field of high fashion by

setting up a state of the art manufacturing facility to support its retail endeavors.

Vishal is one of fastest growing retailing groups in India. Its outlets cater to almost

all price ranges. The showrooms have over 70,000 products range which fulfills

all your household needs, and can be catered to under one roof. It is covering

about 29, 90, 146 sq. ft. in 24 states across India. Each store gives you international

quality goods and prices hard to match. The cost benefits that is derived from the

large central purchase of goods and services is passed on to the consumer

INFRASTRUCTURE

Vishal Retail Ltd. has a factory in Gurgaon, Haryana. This factory has more than

700 imported machines that have a capacity to manufacturer 150000 pieces a

month. The factory occupies 80000 sq ft of covered space. The Vishal group

indirectly gives employment to more than a 1000 people. These people work in

ancillaries that supply finished goods to the company.

Vishal’s 10 warehouses cater to 183 showrooms in 24 states/110 cities across India.

It is covering about 29, 90, 146 sq. ft.

PRODUCTS

PRODUCT CATEGORIES

- HOME FURNISHING

Drawing Room BedroomDoor Mat Bed Sheet Carpet PillowsCurtains Pillow Cover Kitchen BathroomApron Bath Mats

111Kitchen Napkin Towel Gift Sets

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - SPORTS & FITNESS

INDOOR GAMES OUTDOOR GAMES Basket Ball Cricket Bat T.T. Bat FootballBoxing Kit Lawn Tennis Swimming Costumes

Tennis Racket

Water Ball Tennis Ball Fitness Equip. Personal Gym

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - FOOTWEAR

BOYS GIRLSShoes SlippersSandals SandalsLADIES MENSShoes Shoes

Slippers Slippers

 - TELEMART

Communication Mobile Accessories Mobile Mobile Batteries

Mobile Charger Mobile Dori

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - MENS

Upper LowerShirt Casual Jeans(MP)Shirt Formal Cotton Trouser(MPC)Ethnic & Sports Winter Wear Night Suits Suit(WMC)T-Shirts Blazer(WMB)Dupatta Windcheater(WMW)Sherwani Jacket

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - LADIES ACCESSORIES

Upper LowerKurta Pants Jeans Skirt Top CapriEthnic Winter Wear Nighty JacketsLancha StawlSharara BlazerSalwar Suit Track Suit

INFANTS

Garments AccessoriesHot Pant Bed Sheet Frock Under Garments Baba Suit SocksWinter Wear Sweater

Pull Ove

 - WOMEN

Sarees Personal Items Fancy(SRF) Cap(LCA)Synthetics Socks(Las)BanarsiJewellery CosmeticsNecklace LIp Gloss

Ring Nail Polish

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - KIDS BOYS

Lower Sets Winter Wear Jeans Night Suit SuitBermudas Baba Suit BlazerDungries JacketUpper EthnicShirt Formal Kurta- Pyjama

T-Shirt Sherwani

 - KIDS GIRLS

Lower Sets Winter Wear Hot Pant Night Suit Hipster Set Skirt Capri Set BlazerDungries JacketUpper EthnicTops(GWT) Sharara

Frock(GFK) Lancha

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - TRAVEL ACCESSORIES

Luggages Portfolio Bags Suitcase Shoulder Bags

Executive Bag School Bags

Pouch & CasesWaist Pouch

Vanity Cases

 - HOUSEHOLD

Acrylic Ware Copper SteelDinner Set Jug Cake Server

Home Aids Pressure Cooker

Non Stick

Floor Wiper Cooker Handi Sanitary Brush Pressure Pan Dosa Tawa General Plastic Goods

Electrical App.

Bone China

Coffee Mug Chopper Soup Set

BucketMicrowave Oven

Dessert Set

Glass Ware Thermo Ware PorcelainCup Tiffin Cup & SaucerLemon Set Container

- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -

 - LIFESTYLE

Time Zone OpticalsGifts & Novelties

Ladies Wrist Watch

Ladies Sun GlassFlower Vase

Mens Wrist Watch

Mens Sun Glass Key Chain

Mens Accessories

Electric & Electronics Items

Perfume/Deo

Belts Battery(ABT) Spray Wallets Calculator(EEC) Deo

 - TOYS & GAMES

Soft Toys DollsCycles & Scooters

Musical Toys Barbie Doll CyclesNon-Musical Other Dolls ScootersBoard Games Infant Toys Video Games Wooden Blocks Teether T.V. Video GamePuzzles Swing Hand Video Game

- STATIONARY

School Office Paper Mart Exam Board Office File Diary

ClayPunching Machine

File

Party Stuff    Balloons

Ribbons

SOME POPULAR BRANDS OF VISHAL MEGA MART

Zeppelin : Men Shirts & Trousers

Fizzy Babe :

Ladies & Kids Girls

Kitaan Studio :

Men Shirts & Trousers

Jasmine : Ladies & Kids Girls

Blues & Khakis :

Men TrousersZero Degree :

Kids Boys

Paranoia : Men Shirts & T-Shirts

Soil : Men Shirts

Chlorine : Men ShirtsMassa Bay :

Men Trousers & Bermudas

Fume : Men Shirts, T-Shirts, Undergarments.

   

QUALITY CONTROL

Vishal Mega Mart’s dedicated professional Quality Control team ensures the

quality of their products. Their quality checks start the basic cloth and

accessories and end with our doing a full inspection on the finished items.

They believe that Quality Control is the key to success. Our goal is to give the

customer with the best quality and value for his money.

We never make compromise with quality

Quality always scores

LOYALTY PROGRAMMES

Vishal’s loyalty programme gives the Indian consumer of being rewarded

every time he makes a purchase at any of the Vishal’s stores anywhere in the

country. Consumers can make purchases at any store and accumulate points at

a central level. These points are redeemable at any of Vishal’s stores.

Consumers can accumulate points even when they make a purchase while

traveling and redeem points at any store. So no matter where you are in India

you can participate in Vishal Mega Mart’s loyalty programme.

CAREER WITH VISHAL MEGA MART

Vishal Retail Limited offers multidisciplinary career opportunities. These

opportunities are a result of corporate growth, internal promotions or the opening

up of new markets or product lines. It also maintains a data bank to be used as and

when suitable opportunities arise. The interested candidates can leave their bio-

data  on the online data form. All information is treated in strict confidence.

Regional CEO: The Candidate should be MBA/CA with work exp. of min 12

years. Responsible for Complete profit generation of the designated region,

Building, Grooming, etc.

Area Manager (Operations): MBA/CA with relevant work exp. of min 10 years.

Responsible for handling multiple stores, Control costs and expenses etc.

Retail Store Manager: Graduate/Post Graduate with work exp. min 8 years in

Retail/FMCG industry. Responsible for all the store operations etc.

VISHAL MEGA MART, BLY.

Vishal Mega Mart in Bareilly was established on 7 Nov, 2007. It is situated at

D/85, Civil Lines, near Ayub Khan X-ing Bareilly. It is headed by Store

Manager, Mr. Abhishek Mathuria. There are 75 employees at this store.

There are 21 divisions and three sections.

SECTIONS AT VISHAL MEGA MART,BAREILLY

1) EDP(Execution Data Processor) section for system update

2) DC(Distribution Centre) section for store-keeping

3) House-keeping section

A new division has been started in Vishal Mega Mart of Bareilly i.e., Vishal

Care++ which deals in sale of commodities. It offers following insurances:

1) DLF Pramerica Life Insurance

2) Reliance General Insurance

3) Royal Sunderam General Insurance

4) Max New York Health Insurance

5) ICICI Lombard

STORE DIRECTORY

GROUND FLOOR

Food Mart

Men’s Wear

Life Style

Electronics

Computers

FIRST FLOOR

Ladies Wear

Kids Wear

Footwear

Home ware

Sports & Fitness

Travel Accessories

Restaurant

Household Items

Stationary

Jewellery

Terms & Conditions

1) Exchange within 7 days from the days of purchase along with cash

memo & price tag.

2) Books, Body Care products, CD-ROM, cosmetics, Hair Accessories,

Fashion Jewellery, Food Items, Toiletries, & Undergarment cannot be

exchanged.

3) Inter Store Exchange is possible only for selected range of products.

4) Exchange Timing 11:30 am to 4 pm(except Saturday & Sunday)

5) After Sale Service of Home Appliances, Watches, Electronics will be

provided by authorized vendor only.

6) We request patrons to kindly bear us, as exchange will not be possible

on merchandise sold during Clearance sales, Bargain Bin Stock or

against any promotion scheme used or altered garments.

7) We reserve the right to determine whether the goods have been

damaged or used.

8) Garments with the tendency of fading does not carry colour guarantee. Goods

once purchased cannot be reimbursed for cash.

All Disputes are subject to Delhi Jurisdiction.

ORGANIZATION STRUCTURE OF VISHAL MEGA MART,

BAREILLY

STORE MANAGER(MR. ABHISHEK MATHURIA)

COMMERCIAL MANAGER(MR. CHANDRESH)

HEAD CASHIER(MR. SHYAM) CASHIERS (4)

LINE OF BUSINESS HEADS (5)(FLOOR MANAGER OF

DIVISION)

SALES EXECUTIVES(TEAM LEADERS &

MEMBERS

ASSISTANT STORE MANAGER

(MR. ANURAG PRADEEP)

LOSS PREVENTION HEAD(MR. ABHISHEK SAXENA)

EMPLOYEE SATISFACTION

Employee satisfaction is a measure of how happy workers are with their job and

working environment. Keeping morale high among workers can be of tremendous

benefit to any company, as happy workers will be more likely to produce more,

take fewer days off, and stay loyal to the company. There are many factors in

improving or maintaining high employee satisfaction, which wise employers

would do well to implement.

To measure employee satisfaction, many companies have mandatory surveys or

face-to-face meetings with employees to gain information. Both of these tactics

have pros and cons, and should be chosen carefully. Surveys are often anonymous,

allowing workers more freedom to be honest without fear of repercussion.

Interviews with company management can feel intimidating, but if done correctly

can let the worker know that their voice has been heard and their concerns

addressed by those in charge. Surveys and meetings can truly get to the center of

the data surrounding employee satisfaction, and can be great tools to identify

specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction

is to make workers feel like part of a family or team. Holding office events, such

as parties or group outings, can help build close bonds among workers. Many

companies also participate in team-building retreats that are designed to strengthen

the working relationship of the employees in a non-work related setting.

The backbone of employee satisfaction is respect for workers and the job they

perform. In every interaction with management, employees should be treated with

courtesy and interest. An easy avenue for employees to discuss problems with

upper management should be maintained and carefully monitored. Even if

management cannot meet all the demands of employees, showing workers that

they are being heard and putting honest dedication into compromising will often

help to improve morale.

VARIABLES CONTRIBUTING TO EMPLOYEE SATISFACTION

1. Overall Individual satisfaction: Employees should be satisfied with the

organization as a great place to work.

2. Work Environment: Employees have to feel satisfied with the environment

within which they work; it would result in high productivity.

3. Communication Methods: When administrative policies and all important

announcements are communicated to the employees, it boosts their morale. The

methods chosen for communication also play an integral role. Some of the

methods that could be used are intranet, monthly newsletters, weekly meetings

etc...

4. Compensation and benefits: This is the most important variable for employee

satisfaction. Employees should be provided with competitive salary packages and

they should be satisfied with it when comparing their pay packages with those of

the outsiders who are working in the same industry.

DETERMINANTS OF EMPLOYEE SATISFACTION

Supervision: It is one of the most important factors in Job Satisfaction.

Employee oriented or considerate supervisors who take personal interest in

their subordinates & display friendship, mutual trust, respect and warmth,

have been found to have subordinates who are relatively more satisfied with

their job.

The Work Group: People seek satisfaction of their social & psychological

needs in interaction with others in a group situation. Isolated workers

dislike their jobs.

Job Content: HERZBERG hold the view that job content factors such as

achievement, recognition, advancement, responsibility & the work itself

tend to provide satisfaction but there absences doesn’t tend to create

dissatisfaction.

Occupational Level: A large number of research studies have shown that

there is a positive relationship between the level or hierarchical status of a

person and his job satisfaction.

Specialization: Specialization has no doubt resulted in greater efficiency,

but it has also contributed to dissatisfaction, repetitiveness of the task is

found to be boring and monotonous by workers. ‘Workers who carried out

a number of operations expressed satisfaction with their job’ – said

WALKER & GUEST.

Age: Workers in the advanced age group tend to feel more satisfied with

their job because they have adjusted with their job condition but younger

workers; tend to feel dissatisfaction with their job conditions because they

have high ambitions about their carrier advancement.

EMPLOYEE SATISFACTION AND PRODUCTIVITY

It was believed for a long time, particularly by human relations experts, that

satisfied, workers were productive workers, but later researchers sounds it to be a

myth. No doubt some studies have reported positive correlation between

satisfaction & productivity but these are often not statistically significant.

BAYFIELD & CROCKETT concluded from a review of a number of research

studies that job satisfaction did not necessarily imply high performance and that

“production may be only peripherally related to many of the goals towards which

the industrial worker may be striving”.

Relationship between satisfaction & productivity is very complex. There

are four possible relationships:

o High Satisfaction & Low Productivity: Highly satisfied workers may turn

out to be low in productivity, if management is interested only in “keeping

the employees happy”, and not demanding of high productivity.

o High Satisfaction & High Productivity: It exists when supervisor is both

employee oriented as well as task oriented. He tries his best to help his

employees in the fulfillment of their social & psychological needs.

o Low Satisfaction & Low Productivity: It occurs when the supervisor is

‘laissez faire’ type. He neither takes care of employees needs not of

production.

o Low Satisfaction & High Productivity: It may be found to exists together

where a highly task oriented and coercive supervisor uses scientific

management techniques to push up production without any regard to

employee needs and feelings.

MEASURING EMPLOYEE SATISFACTION

1) Employee Satisfaction Surveys: Employee satisfaction surveys and focus

groups help the employer to identify the areas of employee satisfaction and

dissatisfaction. Employee satisfaction surveys help employers measure and

understand their employee’s attitude, opinions, motivation, and satisfaction.

2) Conduct Simple Training Needs Assessment: This training needs assessment

works best in small to mid-sized organizations. It gives a quick assessment of the

training needs of an employee group. This training need assessment helps find

common training programs for a group of employees.

3) Exit Interviews: Exit interviews are one of the best ways to get true and honest

feedback from employees. The downside is that it takes time to build up a

significant amount of data from exit interviews.

4) Employee Attitude Surveys: Excellent guide to employee satisfaction -

attitude surveys: tells what they are, how to conduct them, how to use them

effectively.

5) Job Satisfaction Survey: The Company compares employee satisfaction with

their national benchmarks.

INDICATORS OF EMPLOYEE DISSATISFACTION

There are various indicators which reflect that the employee is dissatisfied from

the job, and management or the superior must check these in order to recognize the

problem of that employee and try to solve it out in order to create satisfaction,

which is beneficial for both employee as well as the organization. Some of these

indicators are:-

Labour turnover

Absenteeism

Loitering & Idling

Seeking a transfer

Low Morale

Frustration

Higher error rate than anticipated

Low performance

Bad behaviour

Undue interest in complaints about salary & opportunity for career

development.

Try to avoid accepting new work

Bad communication with subordinates

IMPROVE EMPLOYEE’S SATISFACTION

Flexible work hours aren't the only way to increase employee satisfaction. Here

are some other steps you can take to boost your workers' loyalty and dedication

while reducing turnover:

Provide employees with responsibility-and then let them use it. Most

surveys show that the greatest source of employee pride and satisfaction is

the feeling of accomplishment that comes from having-and exercising-

responsibility. Yet many business owners, consumed by fears of a shrinking

bottom line, have turned micromanagement into an art form. Unfortunately,

few things employers do cause more employee dissatisfaction. Here's the

real bottom line: If you can't trust your employees to be able to think and

act on their own, you probably shouldn't have hired them in the first place.

Show respect. Frustrated by a faltering economy, diminishing markets and

meddling investors, many business owners look close to home for someone

to blame-all too often, that's their own employees. The result? A growing

number of employees feel like they're being viewed as the enemy, not as

loyal partners. Its little wonder so many employees seem ready to jump ship

at the first sign of opportunity. On the other hand, companies that truly

value their employees earn more than gratitude-they win enhanced

dedication and productivity as well. So be sure to show your employees

how much you respect and value them-tell them how much you appreciate

them, throw them a pizza party, recognize an employee of the month, do

anything you can to show them how much you care.

Recognize the whole person. Employees are more than 9-to-5 robots who

turn off at night and can't wait until the starting bell rings the next morning.

All workers have lives, interests, and friends and family outside the office-

and most are constantly struggling to balance increasingly hectic schedules.

While companies can't sacrifice unduly to the whims of a single individual,

making concessions where possible-allowing a long lunch break to attend a

child's school event, for instance, or permitting a sales executive to fly out

on Monday morning instead of Sunday night-can pay huge dividends in the

long run.

Mark out a clear path to growth. Some employees are content to remain

where they are in an organization, but most want to grow in their careers

over time. Business owners who wish to increase employee satisfaction

tend to look past formalities and establish genuine growth paths for all their

employees, not just their senior executives.

EMPLOYEE SATISFACTION MODEL FOR RETENTION

The fundamental reason that employees leave organisations is that they are not

satisfied.  Their dissatisfaction could occur on many levels.  Much published

research on turnover indicates that money is often NOT the most important

reason.  Employees leave for other reasons such as career growth and

development, or a change in life circumstances, or factors like that.

It’s handy to think of the reasons for dissatisfaction in terms of push factors

(things that make employees more dissatisfied) and pull factors (things that make

employees more satisfied). These factors are showing the level of satisfaction as

well as dissatisfaction of employees working in an organization.

The factors that are going to make some MORE dissatisfied are things like:

poor pay

poor compensation

poor work conditions

lack of promotions

poor benefits offering

lack of job security

The factors that make an employee MORE satisfied are things like:

good leadership in the organisation

good relationship with their manager

recognition for their achievements (not necessarily monetary recognition)

advancement in their careers

personal growth and development

feedback and support (meaningful feedback, not just naked criticism)

clear direction and objectives

So there is a lot that can be done on the positive side to increase satisfaction. 

Naturally, there are of course many opportunities on this side of the house where a

good talent management solution can help things along.

EmployeeDissatisfaction

EmployeeSatisfaction

FulfillmentCommitmentEngagement

Factors leading to Dissatisfaction

Factors leading to Satisfaction

Poor Pay

Poor Work conditions

Poor Compensation

Lack of promotion

Poor benefits offering

Lack of job security

Good leadership practices

Good manager relationship

Advancement

Personal growth

Feedback & support

Clear direction & objectives

EMPLOYEE SATISFACTION MODEL FOR RETENTION

EMPLOYEE MOTIVATION

The job of a manager in the workplace is to get things done through employees.

To do this manager should be able to motivate the employees. Basically, in order

to keep employees motivated there are 7 strategies that can be adopted, which

are as follows:

1) Providing positive reinforcements for the tasks accomplished and setting

higher goals to be achieved.

2) Setting down certain effective rules and regulations to be followed in the

office.

3) Seeing that fair rules are set in the office.

4) Looking into employee needs and seeing that they are comfortable in their

work environment.

5) There should be work related goals set from time to time.

6) There should be regular appraisals and platforms where employees can

share their on the job experiences

7) There should be consistent and constant on the job rewarding and

incentives

20 TACTICS TO INCREASE MOTIVATION IN EMPLOYEES

1. Consequences: Never use threats. They’ll turn people against you. But making

people aware of the negative consequences of not getting results (for everyone

involved) can have a big impact. This one is also big for self motivation.

2. Pleasure: This is the old carrot on a stick technique. Providing pleasurable

rewards creates eager and productive people.

3. Performance incentives: Appeal to people’s selfish nature. Give them the

opportunity to earn more for themselves by earning more for you.

4. Detailed instructions: If you want a specific result, give specific instructions.

People work better when they know exactly what’s expected.

5. Short and long term goals: Use both short and long term goals to guide the

action process and create an overall philosophy.

6. Kindness: Get people on your side and they’ll want to help you. Piss them off

and they’ll do everything they can to screw you over.

7. Deadlines: Many people are most productive right before a big deadline. They

also have a hard time focusing until that deadline is looming overhead. Use this to

your advantage by setting up a series of mini-deadlines building up to an end

result.

8. Team Spirit: People work more effectively when they feel like part of team —

they don’t want to let others down.

9. Recognize achievement: Make a point to recognize achievements one-on-one

and also in group settings. People like to see that their work isn’t being ignored.

10. Personal stake: Think about the personal stake of others. What do they need?

By understanding this you’ll be able to keep people happy and productive.

11. Concentrate on outcomes: No one likes to work with someone standing over

their shoulder. Focus on outcomes — make it clear what you want and cut people

loose to get it done on their own.

12. Trust and Respect: Give people the trust and respect they deserve and they’ll

respond to requests much more favorably.

13. Create challenges: People are happy when they’re progressing towards a

goal. Give them the opportunity to face new and difficult problems and they’ll be

more enthusiastic.

14. Let people be creative: Don’t expect everyone to do things your way.

Allowing people to be creative creates a more optimistic environment and can lead

to awesome new ideas.

15. Constructive criticism: Often people don’t realize what they’re doing wrong.

Let them know. Most people want to improve and will make an effort once they

know how to do it.

16. Demand improvement: Don’t let people stagnate. Each time someone

advances raise the bar a little higher (especially for yourself).

17. Make it fun: Work is most enjoyable when it doesn’t feel like work at all. Let

people have fun and the positive environment will lead to better results.

18. Create opportunities: Give people the opportunity to advance. Let them

know that hard work will pay off.

19. Communication: Keep the communication channels open. By being aware of

potential problems you can fix them before a serious dispute arises.

20. Make it stimulating: Mix it up. Don’t ask people to do the same boring tasks

all the time. A stimulating environment creates enthusiasm and the opportunity for

“big picture” thinking.

EMPLOYEE SATISFACTON AND MOTIVATION IN VISHAL

MEGA MART, BLY.

Employee Satisfaction means a lot for the management of Vishal Mega mart, Bly.

They deal with each & every aspect which can satisfy their employees. According

to them Human Resource is the most important part of any organization, and it is

very necessary for the organization to keep their employees happy in order to

achieve the organizational success & goal.

Employee satisfaction being a very important part of their ideology, the group is

sensitive to the requirements of its greatest asset and committed to ensure utmost

satisfaction and value for their hard work and dedication. This is the reason that

Vishal Mega Mart, Bly. enjoys faithful and good employees forever.

Employee satisfaction and motivation is really very important and thatswhy Vishal

Mega Mart provides different benefits, good working conditions, suitable time,

initiative and responsibility etc. to their employees in order to attain maximum

Satisfaction of employees.

BENEFITS PROVIDED BY VISHAL MEGA MART TO ITS

EMPLOYEES

INCENTIVE ON SALES : This incentive is given on the basis of target

achievement. A particular target is assigned to each of the employees. And

according to the fulfillment of the target, incentive is provided to them. For

Ex, if they achieve 90% of the target- 5% of their salary is provided to

them extra as incentive. Similarly for 100%- 10% and 110%- 15% is

given.

OVERALL GROOMING : This program is run to motivate the employees

so that they are more productive and can easily achieve their targets.

BEST EMPLOYEE OF THE MONTH : An employee of the store is

awarded as Best Employee of the month each month. On the basis of

Target Achievement, Behaviour at Store, Interaction with Customer,

Overall Grooming.

BIRTHDAY CELEBRATION : In the starting of each month, Birthdays

of all those employees are celebrated whose birthday falls in that particular

month.

MEASUREMENT OF EMPLOYEE SATISFACTION IN VISHAL

MEGA MART

There are two ways of analyzing whether the employees are satisfied and

motivated or not. Theses two ways are the only and according to Vishal Mega

Mart, are the best ways of checking the level of satisfaction and motivation

amongst employees. The two ways are:-

Measurement of Achievement of Target : This means that in Vishal Mega

Mart, target achievement plays an important role in analyzing the level of

employee’s satisfaction. If the target has been achieved during the period,

employers feel that the employees are satisfied that’s why they are doing as

expected. This is their assumption that if employees achieve their target

then they are satisfied.

Performance Appraisal : It is the technique of analyzing the performance

of the employees during the particular period. If the performances is

satisfactory or say good then they think that the people are satisfied with

their jobs otherwise there is some problem with them regarding job or

personal.

The major basis of analyzing the level of satisfaction is TARGET

ACHIEVEMENT only.

OBJECTIVES OF THE STUDY

To find out the different motivational techniques used in Vishal Mega Mart.

To identify the facilities/benefits provided at Vishal Mega Mart to its

employees in order to increase their satisfaction level.

To find out the satisfaction levels of employees in Vishal Mega Mart.

To find out the relationship between employee satisfaction and productivity

of employees.

To find out the reasons for their dissatisfaction and provide suitable

suggestions to resolve them.

SCOPE AND IMPORTANCE OF STUDY

The research study has immense scope for me as a researcher as I can apply

this practical knowledge and experience in my future career and managerial

decision making.

Vishal Mega Mart can also take benefit of this study to improve their employee

satisfaction and motivational levels, which directly have an impact on

productivity and goodwill of the organization.

This research work can be used as a secondary data for further research work.

Motivation and job satisfaction in one government research and

development environment

Engineering Management Journal, Dec 2000   by Leach, Frederick J,  

Westbrook, Jerry D

ABSTRACT

Many factors affect motivation and job satisfaction in a research and development

environment. This study was conducted at a U.S. government research laboratory

to determine the factors that are important to motivation and to job satisfaction.

Data from researchers and managers were collected and compared. The framework

used for this study is Frederick Hertzberg’s motivation hygiene factor theory. The

results demonstrate that with small differences, Hertzberg’s theory generally

applies to this environment. Researchers and managers agreed on the importance

of various factors in motivating performance. But they did not agree on the

importance of various factors in job satisfaction. More researchers reported lower

job satisfaction than managers.

Benefits Of High Internal Work Motivation Comparing Retail Sector

To Manufacturing

Journal of Diversity Management – Third Quarter 2008 Volume 3 by

Rickey Casey, University of the Ozarks, USA

Jay Robbins, Ouachita Baptist University, USA

ABSTRACT

The Hackman and Oldhman Model have been tested in several areas with

additional testing needed in the service sector. This study tested the model within a

manufacturing company and evaluated several of the dimensions of the model.

This paper evaluates two of these dimensions; high internal work motivation and

task significance. The plan that was surveyed has a population of 1,000 with 200

sampled. The company examined is a larger manufacturer of electric motors and

the sample was taken from one plant with all three shifts samples. The plant has a

population of 1,000 with 200 sampled. A comparison study was done in a major

retail company. From the survey sample of 534 employees of the retail company,

330 responses were returned, indicating a 62 percent response rate. The average

age of those responding to the survey was 37.9 years. Males accounted for 22.7

percent of the respondents’ while 72.7 percent were female.

Work motivation and job satisfaction in the Nordic countries

Journal of Employee Relations, 2004 Volume 26 by

Jacob K. Eskildsen, Center for Corporate Performance, The Aarhus

School of Business, Aarhus, Denmark

ABSTRACT

This paper studies differences in job satisfaction and intrinsic work motivation

between employees with different characteristics. Based on a study of the

literature assumptions regarding these differences are developed and tested on data

from a survey in the Nordic countries. In this survey 9,623 employees from

randomly selected households in the Nordic countries participated. Among the

findings are that Danish workers were found to be the most satisfied and that there

is no difference between the genders with respect to job satisfaction in the Nordic

countries.

RESEARCH METHODOLOGY

Type of Research: Descriptive research

Type of Data:

1) Primary Data : Unstructured interview of the concerned authorities

& questionnaire

2) Secondary Data : Reports and website of the organization.

Research Method: Survey Method

Research Instrument : Questionnaire & Observation

Contact Method : Direct unstructured Interview

Sampling Plan :

1) Sample Size : 35

2) Sample Unit: Employees of Vishal mega Mart

3) Sample Area Vishal Mega Mart, Bareilly

Q1) Are you satisfied with your job?

Response No. of Response % of Response

Satisfied 12 34.29

Partly Satisfied 23 65.71

Unsatisfied - -

Interpretation: Most of the people are partially satisfied with their job, which

shows they are not fully satisfied with their job.

Q2) Are you satisfied with the salary provided to you?

Response No. of Response % of Response

Satisfied 5 14.29

Partly Satisfied 13 37.14

Unsatisfied 17 48.57

Interpretation: This shows that the employees are not happy with the salary

provided to them in Vishal Mega Mart; this also reflects

that some of them are partially satisfied with the salary. Only

14.29% people are satisfied with their salary and

they are top level people.

Q3) Are you aware of various benefits which Vishal Mega Mart is providing to its

employees?

Response No. of Response % of Response

Yes 33 94.29

No 2 5.71

Interpretation: 94.29% of the employees are aware of the different benefits

provided by Vishal Mega Mart to the employees, whereas

5.71% are unaware of those benefits. This shows that those

5.71% employees are not aware of all the policies,

benefits, rules etc. in Vishal Mega Mart.

Q4) Are you satisfied with the working environment and conditions of Vishal

Mega Mart?

Response No. of Response % of Response

Satisfied 27 77.14

Partly Satisfied 5 14.29

Unsatisfied 3 8.57

Interpretation: Most of the people i.e., 77.14% people are fully satisfied and

14.29% of people are partly satisfied with the working

conditions and environment, 8.57% of the

employees are not at all satisfied with the working

conditions & environment of KVS.

Q5) Is Job Security provided to you in Vishal Mega Mart?

Response No. of Response % of Response

Yes 7 20

No 28 80

Interpretation: It shows Job Security is not provided to employees, but it should

be provided because it is one of the important source of

satisfaction of employees.

Q6) Are you satisfied with the work culture of Vishal Mega Mart?

Response No. of Response % of Response

Satisfied 30 85.72

Partly Satisfied 3 8.57

Unsatisfied 2 5.71

Interpretation: This analysis shows that most of the employees are satisfied with

the work culture of Vishal Mega Mart. This shows that

work culture of Vishal is acceptable and suitable to almost all of

the employees, those who are not satisfied must adjust

themselves with that culture.

Q7) Are you comfortable with the timings of your job?

Response No. of Response % of Response

Yes 30 85.71

No 5 14.29

Interpretation: 85.71% of the employees are comfortable with the timings of the

job; this shows that there is mutual understanding between

the employees and the management. This also shows that

timings of job in Vishal Mega Mart is suitable to all, that it is

set after considering the regular normal daily routine

of the people and comfortability to reach work place from their

residence.

Q8) Does management has trust in employees?

Response No. of Response % of Response

Yes 25 71.43

No 4 11.43

To Some Extent 6 17.14

Interpretation: Employees of Vishal Mega Mart are very happy and enjoying full

trust of their employers. This is one of the main reasons of

employee’s job satisfaction in Vishal Mega Mart. Faith of

employers is one of the important things to

motivate employees to work hard in the interest of the

organization.

Q9) Are your ideas welcomed and appreciated by the management for the growth

of business?

Response No. of Response % of Response

Yes 23 65.71

No 4 11.43

To Some Extent 8 22.86

Interpretation: It shows that employees are also given chance to participate in

the management and feel a part of the organization.

Q10) Are your personal problems taken care of?

Response No. of Response % of Response

Yes 25 71.43

No 6 17.14

To Some Extent 4 11.43

Interpretation: It shows that the personal problems of the employees are also

considered by the management to a great extent.

Q11) Is there any kind of appreciation for your good performance?

Response No. of Response % of Response

Yes 22 62.86

No 4 11.43

To Some Extent 9 25.71

Interpretation: Appreciation is very necessary for motivating the employees and

according to the response of employees; this need is fulfilled by

Vishal Mega Mart.

Q12) Is there proper promotion and growth for you in the organization?

Response No. of Response % of Response

Yes 9 25.71

No 21 60

To Some Extent 5 14.29

Interpretation: 60% of the employees feel that there is no proper promotion and

growth for them in the organization, which is one of the

reasons of dissatisfaction. Even if they work hard and

according to the employers, they do not get success, in terms

of promotion.

Q13) Is management focused towards employee’s needs and demands?

Response No. of Response % of Response

Yes 14 40

No 16 45.71

To Some Extent 5 14.29

Interpretation: There is no clear response in this case because 40% of the

employees are in favour of management in terms of

listening to employee’s needs and demands. They are satisfied

with the behavior and concern of management. While

45.71% employees feel that management is not too much concerned

about employee’s needs and demands. Therefore no

proper conclusion could be drawn.

Q14) Is any recognition given to you at Vishal Mega Mart?

Response No. of Response % of Response

Yes 26 74.29

No 5 14.28

To Some Extent 4 11.43

Interpretation: Recognition is a need of a deserving and hard working

employee. If he/she will not get recognition in return of

his hard and efficient work, he/she shall be dissatisfied. In

Vishal Mega Mart, 74.29% of the employees are satisfied with

the behavior and appraisal of employers. If an employee is hard

working he/she is getting recognition as well.

Q15) Do you think job satisfaction increases the productivity of employees?

Response No. of Response % of Response

Yes 34 97.14

No - -

To Some Extent 1 2.86

Interpretation: 97.14% people agree with the fact that job satisfaction increases

the productivity of employees.

Q16) Is you job stressful?

Response No. of Response % of Response

Yes 12 34.29

No 20 57.14

To Some Extent 3 8.57

Interpretation: 57.14% respondents responded that their job is not stressful at

all while for others their job is stressful to some extent

Q17) Is your job affecting your personal life?

Response No. of Response % of Response

Yes 4 11.43

No 29 82.86

To Some Extent 2 5.71

Interpretation: According to 82.86% respondents, their job is not affecting their

personal life in any manner.

Q18) Does your job motivate you?

Response No. of Response % of Response

Yes 17 48.57

No 12 34.29

To Some Extent 6 17.14

Interpretation: This shows that their job motivates them. The target

achievement method used by the management is really a

motivating factor for employees.

CONCLUSION

Job satisfaction has its own definition for every employee. On the whole job

satisfaction broadly involves five aspects and they are- salary, supervision,

Promotions, relations with coworkers and most importantly their work which

they perform for the organization. But according to the analysis, conclusion

may be summarized as follows:

Only 34.29% of the employees working in Vishal Mega Mart are satisfied

from their job.

The remaining 65.71% of the employees are partly satisfied that means

they are somewhat dissatisfied from the job. They should not be left

ignored because their dissatisfaction could be proved fatal for the

organization. As satisfied employees contribute their best efforts towards

the growth and success of the organization.

48.57% of the employees are not fully satisfied from the salary, this is a

clear indicator that employees feel that they are getting less than what

they deserve.

Almost all the employees are fully aware of different benefits available to

them.

As far as job security is concerned, it is low in Vishal Mega Mart and

hence employees are not free of this fear.

Timings are well set and suitable to employees.

Employees in Vishal Mega Mart enjoy proper recognition & full faith of

their employers.

In Vishal Mega Mart ideas of employees are welcomed, by which

employees feel themselves as a part of Vishal Mega Mart and not just an

employee.

Another good step to attain high level of job satisfaction of employees is

maintaining peaceful, good, satisfactory, faithful human relations with

their employees. Vishal Mega Mart is also providing good working

conditions as well as good working environment to their employees.

Satisfactory work culture is there in Vishal Mega Mart which is

acceptable by all the employees.

After performance appraisal, if the employer finds that performance of an

employee is outstanding, he provides reward to that employee as a symbol

of appreciation and motivation. Employees are satisfied due to this reason

also.

LIMITATATIONS

One major limitation of this study is that time is limited, as this report is to

be completed within 1 months, so more detailed analysis is not possible to

be done.

Some of the information might not be given correct up to an extent, due to

confidentially of data by the employees.

We can’t believe on the responses given by the employees.

Inability & unwillingness of the respondents to provide information.

RECOMMENDATIONS

On the basis of this study, suggestions to the Vishal Mega Mart are:-

As it is observed that the policy of Vishal Mega Mart to measure the employee’s

satisfaction is on the basis of target achievement. But Vishal Mega Mart should

not focus on turnover as a measurement of level of job satisfaction of employees

because achieving the target does not mean that the employees are happy with

the policies, rules, etc. of the organization. It may be due to some pressure or

further hope of improvement they are performing their tasks efficiently.

Turnover is not the appropriate basis; Vishal Mega Mart should rather focus on

more effective measurement techniques.

Vishal Mega Mart should provide incentives to their employees for the

achievement of target for full satisfaction of employees.

Vishal Mega Mart should provide job security to it performing employees.. This

will motivate them to work hard.

There should be proper availability of promotion and growth for the employees

in the organization.

Another important thing is that there must be good amount of increment in their

salary every year. This is the biggest tool in the hands of employers to gain

confidence, faith and satisfaction of their employees.

BIBLIOGRAPHY

BOOKS CONSIDERED ARE:

1) ASWATHAPPA K- Human Resource and Personnel Management, TATA

MCGRAW- HILL PUBLISHING COMPANY LIMITED, New Delhi,2005,4th

Edition

2) GARY DESSLER- Human Resource Management, PHI Publications, New Delhi,

1999, 9th Edition

3) KOTHARI.C.R- Research Methodology Methods & Techniques, WISHWA

PRAKASHAN, New Delhi,2001,3rd Edition

4) MONDY NOE- Human Resource Management, THI Publications, 2007, 9th

Edition.

5) RAO V.S.P- Human Resource Management, Excel Publication, 2000, 2nd Edition.

6) BHATTACHARYA D.K. - Human Resource Management, TMH Publications,

Delhi, 2002, 2nd edition.

7) MAMORIA C.B. - Personnel Management, Himalaya Publications, New Delhi,

1997, 12th edition.

REFERENCES:

Engineering Management Journal, Dec 2000

Journal of Diversity Management – Third Quarter 2008 Volume 3

Journal of Employee Relations, 2004 Volume 26

WEBSITES USED:

www.citehr.com

www.managementparadise.com

www.hrtools.com

QUESTIONNAIRE

Q1. Are you satisfied with your job?a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied

Q2. Are you satisfied with the salary provided to you?a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied

Q3. Are you aware of various benefits which Vishal Mega Mart is providing to its employees?

a) Yesb) No

Q4. Are you satisfied with the working environment and conditions of Vishal Mega Mart?

a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied

Q5. Is Job Security provided to you in Vishal mega Mart?a) Yes b) No

Q6. Are you satisfied with the work culture of Vishal Mega mart?a) Yes b) No

Q7. Are you comfortable with the timings of your job?a) Yes b) No

Q8. Does management has trust in employees?a) Yesb) No

Q9. Are your ideas welcomed and appreciated by the management for the growth of business?

a) Yes b) No

Q10. Are your personal problems taken care of?a) Yes b) No

Q11. Is there any kind of appreciation for your good performance?a) Yesb) No

Q12. Is there proper promotion and growth for you in the organization?a) Yesb) No

Q13.Is management focused towards employee’s needs and demands?a) Yesb) No

Q14. Is any recognition given to you at Vishal Mega Mart?a) Yesb) No

Q15. Do you think job satisfaction increases the productivity of employees?a) Yesb) No

Q16. Is your job stressful?a) Yesb) No

Q17. Is your job affecting your personal life?a) Yesb) No

Q18. Does your job motivate you?a) Yesb) No

Personal Information

Name: ……………………………………………..Age: ……………………………………………….Gender: 1) Male 2) FemaleDesignation: ……………………………………………….Salary: ………………………………………………………