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METZELER AUTOMOTIVE PROFILESINDIA PRIVATE LIMITED
COMPARATIVE STUDY OF
JOBSATISFACTIONLEVEL IN MAPS BETWEEN
THE YEAR 2008-2010
A Project Report submitted in partial fulfillment
of the requirement for the award of the degree
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K
ACKNOWLEDEGEMENT
Winners dont do different things, they do things differently
I have come a long way from conceptualizing this project to going it a decent finish. This was
possible with the guidance and support of all the people of MAPS-India.
I would specially like to express my heartful gratitude to Mr. P K Shrivastava ( Head- HR) and
Mr. Nitin Bisht (Senior Executive- HR) of METZELER AUTOMOTIVE PROFILE INDIA
PVT. LTD.
I want to give my sincere thanks for their kind advice and guidance. I have really appreciated andimbibed many of their sound advices and it is largely due to their patience that I was able to
achieve my goal successfully.
I also owe my sincere thanks to Dr. S.B. Sengupta who helped me out to complete the
project.
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SUBMITTED BY:
Neha Mishra
Post Graduate Diploma in Business
Administration
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I appreciate all my friends and acquaintance that provided me important information regarding
the literature of this project. The helping hand extended by them was undoubtedly invaluable.
Lot of thanks to everyone at personal division of MAPS and other employees without whose
guidance and support this project would not have seen the light of the day.
INDEX
S.N
O.
CONTENT PAGE
NO.
1 EXECUTIVE SUMMARY 4
2 INTRODUCTION 5
3 PURPOSE OF THE STUDY 18
4 OBJECTIVE OF THE STUDY 18
5 METHODOLOGY 19
6 REVIEW OF LITERATURE 20
7 DATA ANALYSIS 27
11 RESULT IN TABULAR FORM 90
12 COMPARATIVE ANALYSIS 92
13 CONCLUSION & RECOMMENDATIONS 99
14 ANNEXURE 100
15 BIBLIOGRAPHY 108
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EXECUTIVE SUMMARY
Where the vision is one year, cultivate flowers
Where the vision is ten years, cultivate trees
Where the vision is eternity, cultivate people
Human resource is an integral part of any organization. There are lots of department in an
organization that makes use of human resource to setup strategic planning and means to process
officials assignment. No organization can step ahead if its employees are not satisfied. Job
satisfaction is the degree to which people like their jobs. Some people enjoy work and find it to
be a central part of life. Others hate to work and do so only because they must. The study of the
causes and consequences of these important employee attitudes is one of the major domains of
industrial-organization psychology and organizational behavior. More studies have been done to
understand job satisfaction than for any other variable in organization. So it is the duty of every
HR Manager to ensure Job Satisfaction in the organization. So we will focus the limelight on
the topic Job Satisfaction.
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The survey was done for62 managers, 110 staff members (excluding managers) and 30% of total
workers i.e., 104.
The questionnaire is based on Likerts 5 point Scale. The questionnaire is also translated in
Hindi for workers. Sampling technique that I have used is stratified sampling which is a type of
probability sampling. Here the whole population was divided into 3 levels.
Managers
Staff and, Workers.
All the Data is analyzed and interpreted through MS-Excel. Data is represented through pie
charts and bar graph for better understanding.
INTRODUCTION
The Automobile industry inIndia is the seventh largest in the world with an annual production
of over 2.6 million units in 2009. This sector involves huge workforce and human resource is
require to maintain that work force. Many research studies showed that unless a person is
satisfied from his/her job, he cannot work with his full passion and energy. So knowing Job
satisfaction level in this sector is very important these days.
The company, Metzeler Automotive Profile India Private Ltd (formerly BTR Wadco Automotive
Pvt. Ltd), started its sealing systems operations in November, 1993 as a joint venture between
Schlegel Corporation, U.S.A. and Wadhwas group, who were holding 60% equity of the
company at that time. The company was initially set up to supply sealing systems to Maruti
Udyog Ltd, a joint venture between Suzuki of Japan and Government of India.
Schlegel corporation, doing business in the name and style Metzeler Automotive Profile
Systems (hereinafter referred to as MAPS) progressively increased its share in the equity of the
company from 40% in 1993 to 100% in 1999. The sealing system business of MAPS was
brought over by CVC capital partners in March 2000. In July, 2001, MAPS sold 26% of the
equity stake in the company to Toyota Gosei co ltd, another company of global repute. Currently
MAPS is holding its part of equity in the company of 74% through Automotive Sealing Systems
S.A.
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http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/India8/3/2019 Satisfaction Report
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The Company has been acquired by cooper standard automotive Inc., headquartered in Novi,
Mich, U.S.A., a global leader in each of its product lines, specializes in the manufacture and
marketing of systems and components for the global automotive industry. Cooper standard
automotive Inc employs more than 16000 across 62 facilities in 15 countries. Cooper Standard
principle share holders are GOLMAN SACHS CAPITAL PARTNERS and THE CYPRESS
GROUP.
The company is a manufacturer of high performance automotive body seals and glass runs. The
plant is located on the outskirts of Delhi at Sahibabad. We have the coveted ISO 9001 and QS
9000 quality systems certifications and used world class ERP systems. We have also recently
been bestowed with the ISO 14001 and OHSAS 18001 certification on the field of environmental
management and occupational health and safety management system. We have the ability to
design, prototype and manufacture world class sealing systems for the automotive industry.
The company has the latest CAD facility to undertake design & development of static and
dynamic sales for the automotive applications. It uses top aim CATIA stations to design seals for
car manufacturers.
The company is a Tier I vendor for most of the car makers. The product range of the company is
as under:
Single Durometer dense Weather strips like windshields and back window seals.
Single Durometer Sponge door seals like sponge doors and dust seals.
Dual Durometer Stamped metal / wire carrier flang mounted boot seals and door seals.
Single / Dual Durometer Flocked / Low Friction Coated Glass runs.
Rigid metal flocked inner and outer waste belts.
Architectural EPDM Gas kits.
Market Shares
2010
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ASP, 1%
HSCI, 20%
NER, 4%
Pulser, 3%
Gold Seal /
Saargumi, 3%MAPS, 50
ANCO, 19%
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2009
Sales Trend
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ASP, 3
MAPS, 43%ANCO, 22 Gold Seal /
Saargumi, 4
Pulser, 2NER, 5
HSCI, 21
0
500000
1000000
1500000
2000000
2500000
Sale 599502 648481 830000 1060000 1216182 1700000 2100000 2438600
2004 2005 2006 2007 2008 2009 2010 2011
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Actual Plan
METZELER INDIA
Products and technologies
As a full service supplier of complete sealing systems to international OEMs , metzeler
Automotive profile systems is in control of complete development and production process. From
the development of materials prototyping,tooling, testing and simulation mixing , extrusion and
finishing all these process steps are conducted directly at CSA. This ensures consistent and
failure free processes and the end , a safety functioning product.
SEALING SYSTEMS
Flexible connection between the doors and passenger compartment and between the trunk lid and
body protect the interior of the vehicle against the effect of weather and dust. Sealing systems
guide the door window panes precisely and the low friction. They ensure sealing efficiency even
at max speed. Sealing systems contribute towards a reduction of the drag coefficient and towards
mine wind noise. They meet exact design requirement of specific car types with regard to shape
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and surface of materials. Our sealing systems can be mounted quickly and easily and they
provide smooth functioning of doors, windows hoods, tailgate and sliding doors. The product
group rubber sheeting and compounds is also past of the sealing systems unit of Metzeler.
WIRE CARRIER
This special product is used as a metal carrier in a number of applications such as door seals,
crash helmets, car seats and motor bike shields. Used in car seals, wire carriers are designed to
provide optimum seal quality and flexibility as well as weight reduction.
STAMPED METALS
The use of this product is similar to wire carrier with similar application. This product is toprovide the optimum strength and flexibility and helps to retain the seal of the body profile.
MANUFACTURING FACILITY
Two intermix of 45.6 Ltr. Capacity.
One Banbury mixer with 86 ltr capacity with auto loading of cartan, Caco3 and process
oil and semi auto chemical weighing.
4 Dual Durometre extersion lines , well equipped with flocked / coating.
4 Single Durometre extrusion lines.
Wire carrier units.
90 Pneumatic transfer presses.
110 Hydraulic transfer presses (15 25 tons capacity).
7 injection modeling presses.
Power lack up of 3450 kva.
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MTD station.
Effluent treatment plan.
Utilities like chiller compressor cooling tower etc.
Mfg. Pro / ERP, lotus , notes , internet facilities.
Compund testing and product test lab well equipped with rheometre (02), viscometer,
UTM and microscope.
VISION 2012 AD
To be the largest preferred supplier in Indian automotive sealing systems and ensure stakeholders
satisfaction , by providing quality products in a safe and green environment.
MISSION
Provide quality and value added products using upgraded technologies and skills to meet our
customers expectation
Provide development opportunities to our people and encourage team work for superior
performance.
CORE VALUES
Committed to customers.
Openness.
Adaptibility.
Integrity.
Mutual Trust, Respect and Care.
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Strive for continuous improvement.
Policy and Objectives
Policy
MAP India pvt Ltd designs and develops, manufactures and supplies rubber sealings to
automotive OEM car manufacturing industry. Company is committed to implement maintain
and continually improve
Quality management system to achieve customers satisfaction both in quality and value
Environmental management system to ensure prevention of pollution by adopting and
upgrading the operation s that have minimal environmental impact
Occupation health and safety management system to reduce occupational health andsafety risk and hazards related with to its employees and interested parties.
To comply or exceed applicable legal requirements and other requirements to which the
organization is subscribed which relates to its environmental aspects
Objectives
Continuous reduction in cost of quality by improving operational efficiency
To promote cross functional tem approach through out the organization for continuous
improvement
Enhance employee awareness, involvement and motivation through necessary
information, instruction and training
Identification and control of improvement points related to employees, management
processes, occupational health and safety through regular assessment
Minimum hazardous material reduction in industrial waste and potential risk of illness
and accidents to its employees
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Ongoing upgradation of QSHE management systems by adhering to customers, social
expectations , applicable legislations and other requirements that company subscribes.
Business strategy
Corporate Strategy Focus
1. Growth
2. Profitability
3. Market Development
4. Corporate image
Manufacturing Strategy
Manufacturing
1. Operation cost
2. MTS
3. Productivity
4. Lean Manufacturing
5. Material handling
6. GMPS
Quality
1. Scrap
2. Rejection
3. Confirm to QS system requirements
Process innovation
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1. New manufacturing process
2. Improvement in process capabilities
R& D
1. New product development at competitive cost
2. Substitute products
Customer
1. Presence with all major car manufactures in india
2. Product development/Continuous improvement
3. Increase customer base
4. Replacement market
5. Exports
6. Existing market
Customer
1. Industrial relations
2. Training and development
3. Employee involvement
4. Right sizing
5. Enhancing leadership abilities
ACHIEVEMENTS
Quality certification: ISO/TS- 16949, ISO-14001 AND OHSAS-18001
2001 BEST HR PRACTICE NATIONAL AWARD( SECOND BEST IN INDIA)
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2002 MERIT AWARD OF QUALIT Y CIRCLE AT QC INTERNATIONAL
CONVENTION IN INDIA
2003 AWARD FOR SUPERIOR PERFORMANCE THROUG KAIZEN
2004 AWARD OF HONOUR FOR PROMOTOING QA\UALITY CIRCLE FROM
QCFI
2005 EXCELLENT AWARD FOR QUALITY CIRCLE NATIONAL CONVENTION
2005 MARUTI SUZUKI KAIZEN AWARD
2006 QUALITY AWARD FOR TKM BEST SUUPLIER
2006 DELPHI AWARDED FOR TOP FOUR SUUPLIERS
2006 ALLAINCE SUUPLIER EVALUATION SYSTEM BGRADE
CERTIFICATION FROM RENAULT NISSAN
2007 EXCELLENT AWRAD FOR QC NATIONAL CONVENTION
2007 AUTO MONITOR AWARD FOR BEST HUMAN RESOURCE INITATIVE
OF THE YEAR (PARTNERS IN PROGRESS)
2008 FORD Q1 CERTIFICATE
2008 INSAAN FIRST PRIZE FOR BEST PRACTICES IN EMPLOYEES
INVOLVEMENT (PARTNERS IN PROGRESS)
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HR POLICIES
Salary components
Basic Salary
HRA
Conveyance allowance
Special allowance
Children education allowance
Medical reimbursement
LTA Reimbursement
Company performance awards
GRADES DESIGNATION
M AGM
M1 SENIOR MANAGER
M2 Manager
M3 Assistant manager
O Senior officer / Sr. engineer
O1 Officer / Engineer
O2 Assistant officer / Assistant engineer
E Sr team Leader
E1 Sr Associate / team leader
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E2 Associate / Associate team leader
T Trainees
Wages components
Basic Wage
Variable dearness allowance
HRA
Conveyance allowance
Washing allowance
Productivity Allowance
Multi machine operation allowance
Employee Engagement
OUR BELIEF
Today metzeler requires a steady flow of ideas and solutions from those who are closest to the
process and customers
OUR PHILOSPHY
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The only way we can beat the competition is with the people. Thats the only thing anybody
has. Your culture and how you motivate and empower ad educate your people is what makes the
difference
-Robert Eaton CEO Chrysler Group
MAPS INDIA EMPLOYEE ENGAGEMENT PRACTICES THROUGH EMPLOYEE
INVOLVEMENT
FACE IN THE CROWD
OUTSTANDING INNOVATION AWARD
FAMILY NIGHT OUT
FOREIGN TRIP
5S COMPETITION
IN HOUSE MAGAZINE
HIGH TEA WITH MD
SUGGESTION SCHEME
KAIZEN AND STAR PERORMER SCHEME
QUIZ AND COMPETETITON
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COMMUNICATION MEET
SPORTS CLUB
INTER UNIT COMPETITION
ANNUAL FUNCTION
HOLI MILAN
DEEPAWLI CELEBRATION
SAFET Y WEEK
QUALIT YMONTH
IN HOUSE DOCUMENTARY FILM
DEPARTMENTAL COMPETITIONS ( SLASH, BEST OF EXTRUSION ETC..)
QUALITY CIRCLES
CFTs / TASK FORCE
PURPOSE OF THE STUDY
To study the entire Job Satisfaction process in detail.
To benchmark Metzelers Job Satisfaction level other Automobiles companies.
To create awareness in society and hence serving the society.
This study will be beneficial to all those people who are about to get in this field and who
are already in this field.
OBJECTIVE OF THE STUDY
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To carry out an in depth study of the level of job satisfaction in all the 4 units of MAPS-
India.
To ascertain factors those are positively and negatively affecting the job satisfaction
levels of the employees.
To ascertain measures that need to be adopted to improve the job satisfaction levels of theemployees at MAPS-India.
Methodology
Our 1st step was the literature review. We were asked to study theory and have in depth
knowledge of the topic and the topics related to the main topic.
After having literature review we prepared a Questionnaire which was based on Likerts 5
point Scale.
The questionnaire is also translated in Hindi for workers.
In the survey, sampling is done on the basis of Stratified Sampling (type of Probability
sampling) as the company has its employees working at 3 levels i.e., Managers, Staff and
Workers.
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We also went to its 3 other units (Dharuhera, Manesar and Gurgaon) apart from Sahibabad unit
for getting our questionnaire filled.
The Data is analyzed and interpreted through MS-Excel. Data is represented through pie charts
and bar graph for better understanding.
Sample size which we collected was 276 which include,
Staff & Manager: 172 (110+62)
Workers: 104
As a Primary source of data,
Personal involvement in questionnaire filling was conducted to all the managers, staff and
workers with regards to the Job Satisfaction.
Extensive discussions and one to one interaction with the managers and staff was also
involved in the process.
As a secondary source of data,
Information was collected from various websites like citehr related to Job satisfaction and
various journals, magazines and books related to the subject.
Limitations
The primary data is based on the filling questionnaire and may affect by persons mood at
that particular time and can be influenced by personal bias.
Some of the inappropriate respondents may have been included in the sample.
Time dimension.
Before going to the data analysis part, lets go to the literature
review which has helped in designing questionnaire and knowing the topic
in depth.
REVIEW OF LITERATURE
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Human Resource Management is a process of bringing people in organization together so that the
goals of each are met. It tries to secure the best from people by winning their whole hearted
corporation. In short it may be defined as the art of procuring, developing and maintaining
competent workforce to achieve the goal of an organization in an effective and efficient manner.
Human Resource is increasingly receiving attention as a critical strategic partner, assuming
stunningly different, far reaching transformational roles and responsibility. Taking the strategic
approach to human resource management involves making the function of managing human
assets the most important priority in the organizations and integrating all human resource policies
and programs the framework of the companys strategy.
HRM represents a broad based understanding of the problems of people and their management in
view of the development of behavioral science knowledge.
Increasing organizational size and its complexity, transitional from traditional to professional
management, changing social and cultural norms, globalization of industries and availability of
IT are constantly changing the profile of HRM functions. Today HRM manager cannot survive
in the security of past. He has to play a more dynamic role in not only performing the
maintenance function but should think of more creative ways to satisfy human aspiration to
provide the competitive edge to organization on a sustainable basis.
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OB
IR &
PM
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Fig: Human Resource Management function
People can move mountains..
If the skills and the will are properly applied wonderful things can happen:
Human Resource help in transforming the lifeless factors of production into useful
products.
They are capable of giving the synergetic results i.e., capable of producing an output that
is greater than the sum of inputs. Once they get inspired, Even ordinary people can
deliver extra ordinary results
They can help an organization to achieve results quickly, effectively and efficiently.
To extract the best out of people, therefore, the organization must provide a healthy work climate
where they can exploit their talents fully while releasing goals assigned to them. They must have
requisite skills to handle their job in a competent way. Above all, to get the best out of people,they must b managed well and this requires leadership. That is where human resource managers
play a critical role in bridging gaps between employee expectation and organizational needs by
adopting appropriate human resource strategies and practices.
The Human Resources Management (HRM) function includes a variety of activities, and key
among them is deciding what staffing needs you have and whether to use independent
contractors or hire employees to fill these needs, recruiting and training the best employees,
ensuring they are high performers, dealing with performance issues, and ensuring your personneland management practices conform to various regulations. Activities also include managing your
approach to employee benefits and compensation, employee records and personnel policies.
Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves
because they can't yet afford part- or full-time help. However, they should always ensure that
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employees have -- and are aware of -- personnel policies which conform to current regulations.
These policies are often in the form of employee manuals, which all employees have.
Conventional human resources theories, developed by Maslow and Herzberg, suggest that
satisfied employees tend to be more productive, creative and committed to their employers.
People are essential to productivity. The success of productivity improvement strategy is
dependent on employee commitment, job satisfaction, skills, and motivation.
JOB SATISFACTION
The term Job Satisfaction was brought to limelight by Hoppock in 1935. He reviewed 32 studies
on job satisfaction conducted prior to 1933 and observes that job satisfaction is a combination of
psychological,physiological and environment circumstances that cause a person to say, "I am
satisfied with my job." Such a description indicates the variety of variables that influence thesatisfaction of the individual but tell us nothing about the nature of job satisfaction.
Job satisfaction is a positive feeling about ones job resulting from an evaluation based on various
factors. Job satisfaction describes how content an individual is with his or her job. The happier
the 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 work groups. 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 rate 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 (where
1 represents "not at all satisfied" and 5 represents "extremely satisfied").
The two most widely used approaches for measuring job satisfaction are: Single Global Rating
and Summation Score.
In Single Global Rating method is nothing more than a response to one question how satisfied
are you with your job. Respondent circle a number between 1and 5 that corresponds to answer
from highly dissatisfied to highly satisfied.
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Summation score method is more sophisticated. It identifies key element in a job and ask for the
employees feelings about each. Typical elements here are nature of work, supervision, present
pay, promotion opportunity, relation with coworkers etc.
In an organization all employees have attitude or feeling of satisfaction, indifference or
dissatisfaction towards a specific subject situation, object and to their work in general. Workers
decisions about whether to work or not what kind of job to accept or stay in and how hard to
work are all likely to depend in part upon the workers subjective evaluation of their work. In
other words on their job satisfaction (Clark 1998)
Job satisfaction can be defined as an overall feeling about ones job resulting from evaluation of
its characteristics. Perhaps, one way to define job satisfaction is that it is the net result of various
positive and negative attitudes towards their work held by individual employees during the
specific period of time.
A person with high level of job satisfaction holds positive feeling about the job while a person
who is dissatisfied with his or her job holds negative feeling about the job. Job satisfaction is a
result of employees perception of how well their job provides those things which are viewed by
them as important. It is often determined by how well outcomes meet or exceed expectations. For
example, if organizational members feel that they are working harder than others in the
department but receiving fewer rewards, they will probably have a negative attitude towards the
work, the boss and coworkers. They will be dissatisfied. On the other hand, if they feel they are
being treated well and being paid well they are likely to have a positive attitude towards the job.
They will be satisfied.
Job satisfaction is defined as the emotional state resulting from the appraisal of ones job. It is an
overall appraisal of ones job and can be broken down in several different facets, such as
achievements, working conditions, advancement, opportunities etc
There are two dimensions of job satisfaction according to Fredrick Herzberg
Intrinsic Satisfaction (Motivators): It involves achievement, recognition and other
features associated with work itself. These factors can only enhance job satisfaction.
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Extrinsic Satisfaction (Hygiene Factors): it involves working condition, supervision
and other components of the environmental context in which the work is performed.
These factors only operate to reduce or eliminate job dissatisfaction.
Job satisfaction can be measured. This can be done through: -
1. Questionnaires
2. Job Description Index where satisfaction id assessed along with work, pay,
promotion, co-workers and supervision
FEWDEFINITIONS
Job satisfaction is a combination of psychological, physiological and environmental
circumstances that cause a person to say I am satisfied with my job. (Hoppock; 1935)
Job satisfaction is the re-integration of effects produced by individuals perception of
fulfillment of his needs in relation to his work and the situation surrounding it
(Sinha: 1974).
Job satisfaction is a pleasurable or emotional state resulting from the appraisal of ones
job and experience (Locke : 1976).
Job satisfaction can be defined as workers emotional orientation towards their current job
roles (Vroom; 1982).
Job satisfaction is an individuals positive affective reaction of the target environment
as a result of the individual appraisal to the extent to which his or her needs are fulfilled
by the environment (Lofquist & Davis: 1991)
FACTORS INFLUENCING JOB SATISFACTION
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FIVE WAYS EMPLOYERS CAN CREATE A SATISFYING WORK ENVIRONMENT
1. Build employees competence and self-confidence through training, feedback and
recognition. "There is a very close relationship between high job satisfaction and feelings of
effectiveness on the job.
2. Communicate the value of the organizations products and services, and the role the
organization plays in the marketplaces where it operates. "People with high job satisfaction also
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JOB SATISFACTION
WORK
SUPERVISIONEMPLOYEE
WELFARE
PROGRAMS
COWORKERS
WORKENVIRONMENT
CAREER GROWTHCOMPENSATION
PACKAGE
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report an extraordinarily high sense of mission, vision and passion for their work,"
3. Encourage and reward thoughtful risk-taking. People with high job satisfaction also score
high on the desire to try novel approaches, face challenges and perform problem-solving both
individually and in group.
4. Encourage positive workplace relations. People who are highly satisfied in their jobs report
good feelings about their bosses, peers and coworkers.
5. Encourage meaningful rest breaks and light diversion. "High job satisfaction correlates
strongly with the feeling of having fun at work,"
This all information is collected from the books given below:
Human Resource Managementby Mirza S Saiyadain (Tata McGraw-Hill Publishing
Company Limited), 2003 Organizational Behaviorby Stephens P. Robbins (By Prentice Hall of India), 2002
Human resource Management by Gary Dessler (Eastern Economy edition),2005
Human Resource Managementby VSP Rao
We were also asked to visit British library for literature review and clearing our
concepts.
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DATA
ANALYSIS
Quest: What is the overall Satisfaction Level at MAPS-India?
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When coming to overall Satisfaction level of MAPS-India, the research findings
says that,
Satisfied Employees are 95% in the company while
Dissatisfied Employees are 5% which has risen as compared to 2008 data.
The major Key findings over all of MAPS-INDIA
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Positives:
1. Opportunity to utilize skill and talent
In 2008 the percentage of extremely satisfied was 20.5% where as in the year2010 it has
increased to 30.79%, a increase of 10.29% means the management is really
giving space to utilize every ones talent and skills for best result.
2. To learn new skill
A double increase in extremely satisfaction. In 2008 the percentage of extremely satisfied
was 14.2% where as in the year 2010 it has increase to 28.6%. This increase shows that
employees are getting an opportunity to learn new skills in MAPS.
3. Involvement in Decision Making
An increase of 7%in extremely satisfaction as to 2008 from 17.24% to 24.27% shows that
employees are involved in decision making to give their valuable inputs.
4. Team Work
As compare to 4.5% extremely dissatisfied employees and 2.8% dissatisfied category of
employees in 2008, 2010 has shown 0% extremely dissatisfied employees which shows
thatteam work is appreciated among employees for a fruitful result.
5. Fair distribution of work
The percentage of extremely satisfied employee category has increased from 9.7% in
2008 to 20.28% in 2010 overall an increase of 11% which shows that the distribution
of work is fair among the employees.
Negatives:
1. Salary offered and the amount of bonus
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In the year 2008 the extremely dissatisfied employee was 4.5% which increased to 10.5%
in the year 2010.
In the year 2008 the extremely dissatisfied employee was 5.7% which has increased to
11.95 and dissatisfaction was 15.4% in 2008 which has increased to 20.65%.
This shows that the amount of salary and bonus that the employees aregetting are not at all Satisfactory.
2. Training program and seminars
As compare to 13.7% extremely satisfied employees, 46.2% satisfied employees and
20.5% dissatisfied employees in the year 2008, this year the percentage has increased to
20.65% an increase of 7% in extremely satisfied category and 50.36% increased in
satisfied category of employees and 10.5% decrease in dissatisfaction in 2010, shows
that employees are more satisfied with the training and seminars but to
bring the dissatisfaction level zero management should provide frequent
training to every employees.
3. Access to relevant tools, materials and information
In 2008 the percentage of satisfied employees was 70.2% and dissatisfied employees was
6.8% and in 2010 the percentage of satisfied employees fall to 50.36% and increase in
dissatisfied employees up to 14.92%, this shows that with the expansion of the
business management should provide required tools and material at
right quantity for getting best result.
4. Basic facility
In 2008 the percentage of extremely satisfied employees was 0.5% and extremely
dissatisfied employees were 29%, in 2010 a huge increase in extremely satisfied
employees is seen, it has increased to 11.23% and the decrease in dissatisfaction is
13.76%. This shows that most of the employees are satisfied though there is
13% dissatisfaction to make it nil; management should provide good
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facility as compare to now for the employees.
5. Welfare program
This year the percentage of dissatisfied employees and extremely dissatisfied employeeshas increased as compare to 2008.
In 2008 dissatisfied employees were 1.7% and extremely dissatisfied employees was0.5%
In 2010 dissatisfied employees is 14.13% and extremely dissatisfied employees is 7.6%
this shows that the employees are very dissatisfied with the welfare
program and management should take care of this.
UNITWISE OVERALL SATISFACTION AT
EACH UNIT.
Quest: What is the overall Satisfaction level at the unit Sahibabad?
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At Sahibabad unit, research says that,
Satisfied Employees- 96% and
Dissatisfied Employees- 4%
2008 2010
Ext Satisfied- 3% Ext Satisfied- 16%
Satisfied- 46% Satisfied- 56%
Neutral- 49% Neutral- 24%
Dissatisfied-2% Dissatisfied- 3%
Ext Dissatisfied- 0% Ext Dissatisfied- 1%
Quest: What is the overall satisfaction level at Dharuhera?
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At Dharuhera unit, research says that,
Satisfied Employees are- 93%
Dissatisfied Employees are- 7%
2008 2010
Ext Satisfied- 6% Ext Satisfied- 13%
Satisfied- 59% Satisfied- 49%
Neutral- 35% Neutral- 31%
Dissatisfied-0% Dissatisfied- 7%
Ext Dissatisfied- 0% Ext Dissatisfied- 0%
Quest: What is the overall satisfaction at Gurgaon unit?
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At Gurgaon unit, research says that,
Satisfied Employees are- 94%
Dissatisfied Employees are- 6%
2008 2010
Ext Satisfied- 0% Ext Satisfied- 16%
Satisfied- 50% Satisfied- 34%
Neutral- 50% Neutral- 44%
Dissatisfied-0% Dissatisfied- 6%
Ext Dissatisfied- 0% Ext Dissatisfied- 0%
Quest: What is the overall satisfaction level at Manesar?
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At Manesar unit, research says that,
Satisfied Employees are- 100%
Dissatisfied Employees are- 0%
2010
Ext Satisfied- 33%
Satisfied- 45%
Neutral- 22%
Dissatisfied- 0%
Ext Dissatisfied- 0%
Note: This is the new unit set up by MAPS-India. So we dont have past data for this unit.
MANAGERS SATISFACTION LEVEL:
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Quest: What is the overall satisfaction level of Managers at MAPS-India?
At Managerial level considering all the 4 units, research says that,
Satisfied Managers are- 97%Dissatisfied Managers are- 3%
2008 2010
Ext Satisfied- 3% Ext Satisfied- 13%
Satisfied- 68% Satisfied- 51%
Neutral- 29% Neutral- 33%
Dissatisfied-0% Dissatisfied- 3%
Ext Dissatisfied- 0% Ext Dissatisfied- 0%
EACH QUESTION INTERPRETATION OF MANAGERS:
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Quest: How many managers lie in the given age groups?
The no. of Managers covered at all the units were:
Age group 26-35 Years: 21 Managers
Age group 36-45 Years: 27 ManagersAge group Above 45 years: 13 Managers
Quest: How long have you been working for this organization?
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The data which we have gathered is from the managers mainly consist of managers who are
having more than 6 years of work experience.
Work Exp 0-2 Years: 11
Work Exp 2-4 Years: 10Work Exp 4-6 Years: 7
Work Exp More than 6 Years: 33
I have opportunities to utilize my skills and talent.
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Satisfied: 96%
Dissatisfied:Satisfied:96%
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Job Satisfaction
I have opportunities to learn new skills.
I am happy with the degree of independence associated with my work.
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Job Satisfaction
I am happy with the recognition of work I accomplish.
I have frequent interaction with my supervisor.
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Satisfied: 95%
Dissatisfied:
Satisfied: 92%
Dissatisfied:
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Job Satisfaction
The feedbacks I get on my work and performance by supervisor positively affect
my work.
Degree of appreciation received from supervisor for good work.
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Satisfied:
98%
Satisfied: 98%
Dissatisfied:
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Job Satisfaction
My supervisor constantly involves me in decision making.
Team Work among employees is appreciated in the company.
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Satisfied:
92%
Satisfied:
95%
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Job Satisfaction
There is understanding between co workers.
There is information exchange between co workers.
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Satisfied: 97%
Dissatisfied:
Satisfied: 98%
Dissatisfied:
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Job Satisfaction
The distribution of work is fair.
The salary offered is in accordance with my responsibility and experience.
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Satisfied: 88%
Dissatisfied:
Satisfied: 91%
Dissatisfied:
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Job Satisfaction
I receive handsome amount of bonus yearly.
Benefits (health insurance, life insurance) and allowances offered are fair and
reasonable
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Satisfied:
92%
Satisfied: 65%
Dissatisfied:
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Job Satisfaction
I am receiving fairly judged salary.
There are sufficient opportunities for promotion in this organization.
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Satisfied:
93%
Satisfied: 79%
Dissatisfied:
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Job Satisfaction
Promotion is based on my performance.
50 | P a g e
Satisfied:
82%
Satisfied: 83%
Dissatisfied:
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Job Satisfaction
The way training is provided helps to enhance my skills.
I am satisfied by training program and seminars.
51 | P a g e
Satisfaction:
80%
Satisfied: 79%
Dissatisfied:
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Job Satisfaction
The required tools, materials and information are easily accessible.
The amount of paid vacation time/ sick leave offered.
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Satisfied: 92%
Dissatisfied: 8%
Satisfied: 93%
Dissatisfied:
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Job Satisfaction
I am satisfied with the physical working conditions (space, ventilation,
cleanliness etc.)
I am satisfied with the basic facilities (canteen, food, sanitary etc) provided.
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Satisfied: 80%
Dissatisfied:
Satisfied: 74%
Dissatisfied:
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Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups,
staff communication)
Recreational activities provided by the company (Sports, Cultural programs,
Family Visit etc).
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Satisfied: 88%
Dissatisfied:
Satisfied: 85%
Dissatisfied:
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Job Satisfaction
I am satisfied with companys people programs (Star performer, Best
Suggestion, Kaizen, Quality circle etc.).
I am satisfied with the employee involvement programs.
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Satisfied: 98%
Dissatisfied:
Satisfied: 93%
Dissatisfied: 7%
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Key Findings:
POSITIVES:
1. Involvement in Decision making: Let the noble thoughts come from all the directions..They should involve managers in decision making. 95% managers feel that, employees in the
organization are involved in decision making and its a good sign for the company as in order to
bring the positive change in the decision making of the company the management shouldwelcome the noble thoughts from all the levels.
2. Companys People Program:98% managers are satisfied with the company people program and
they feel that the company organises these programs frequently which is a good sign for the
company as more and more people will get involve in these kind of activities.
3. Frequent interaction with Supervisor:
98% managers feel that there is a frequent interaction with the
Supervisor which is good sign for the company as frequent interaction in a company is keyelement for smooth working of an organization.
4. Encouraging Team Work:
People like to work in team now. Earlier this was one of the weakarea and 21.1% managers were dissatisfied with the team work but now there is appreciation of
team work and dissatisfaction level has come down to 3%.
5. Understanding between Co workers:Now there is good understanding between co workers and
there is friendly environment within the company. Only 2% managers are dissatisfied with this.
6. Fair distribution of work:Most of the mangers feel that there is fair distribution of work.
Earlier 23.7% of managers were dissatisfied by this but now dissatisfaction level has come down
to 9%.
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NEGATIVES:
1. Salary and bonus offered:Most of the mangers think that the salary benefits and allowance
offered to them is fair but they are not happy with the salary and bonus given to them, as 35% of
managers are dissatisfied with bonus scheme.
2. Opportunities for promotion:18% managers are dissatisfied with the promotion scheme. They
feel that there are less chances of promotion and also promotion is not given on the basis ofperformance.
3. Training and Seminars:Managers are not satisfied with training programs. Though
dissatisfaction level has decreased. Earlier it was 35.5% and now it has come down to 21%.
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STAFF SATISFACTION LEVEL:
At Staff level considering all the 4 units, research says that,
Satisfied - 97%Dissatisfied - 3%
2008 2010
Ext Satisfied- 4% Ext Satisfied- 14%
Satisfied- 39% Satisfied- 57%
Neutral- 56% Neutral- 26%
Dissatisfied-1% Dissatisfied- 3%
Ext Dissatisfied- 0% Ext Dissatisfied- 0%
I have opportunities to utilize my skills and talent.
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Job Satisfaction
I have opportunities to learn new skills.
I am happy with the degree of independence associated with my work.
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Satisfied:
96%
Satisfied:
96%
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Job Satisfaction
I am happy with the recognition of work I accomplish.
I have frequent interaction with my supervisor.
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Satisfied:
97%
Satisfied: 96%
Dissatisfied:
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Job Satisfaction
The feedbacks I get on my work and performance by supervisor positively affect
my work.
Degree of appreciation received from supervisor for good work.
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Satisfied: 99%
Dissatisfied:
Satisfied: 95%
Dissatisfied:
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Job Satisfaction
My supervisor constantly involves me in decision making.
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Satisfied: 92%
Dissatisfied:
Satisfied: 95%
Dissatisfied:
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Job Satisfaction
Team Work among employees is appreciated in the company.
There is understanding between co workers.
There is information exchange between co workers.
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Satisfied:
100%
Satisfied:100%
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Job Satisfaction
The distribution of work is fair.
The salary offered is in accordance with my responsibility and experience.
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Satisfied:
98%
Satisfied:
93%
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Job Satisfaction
I receive handsome amount of bonus yearly.
Benefits (health insurance, life insurance) and allowances offered are fair and
reasonable.
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Satisfied: 77%
Dissatisfied:
Satisfied: 71%
Dissatisfied: 29%
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Job Satisfaction
I am receiving fairly judged salary.
There are sufficient opportunities for promotion in this organization.
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Satisfied: 89%
Dissatisfied:
Satisfied: 77%
Dissatisfied:
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Job Satisfaction
Promotion is based on my performance.
The way training is provided helps to enhance my skills.
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Satisfied: 85%
Dissatisfied:
Satisfied: 89%
Dissatisfied:
11%
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Job Satisfaction
I am satisfied by training program and seminars.
The required tools, materials and information are easily accessible.
68 | P a g e
Satisfied: 91%
Dissatisfied:
Satisfied: 90%
Dissatisfied:
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Job Satisfaction
The amount of paid vacation time/ sick leave offered.
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Satisfied: 83%
Dissatisfied:
Satisfied: 90%
Dissatisfied:
10%
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Job Satisfaction
I am satisfied with the physical working conditions (space, ventilation,
cleanliness etc.)
I am satisfied with the basic facilities (canteen, food, sanitary etc) provided.
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Satisfied: 87%
Dissatisfied:
Satisfied: 77%
Dissatisfied:
23%
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Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups,
staff communication )
Recreational activities provided by the company (Sports, Cultural programs,
Family Visit etc).
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Satisfied: 84%
Dissatisfied:
Satisfied: 83%
Dissatisfied:
17%
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Job Satisfaction
I am satisfied with companys people programs (Star performer, Best
Suggestion, Kaizen, Quality circle etc.).
I am satisfied with the employee involvement programs.
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Satisfied: 98%
Dissatisfied: 2%
Satisfied: 93%
Dissatisfied:
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Job Satisfaction
Key Findings:
The overall dissatisfaction level of the staff has increased to 3% from 1%. However, thepercentage of neutral area has decreased. Earlier it was 56% and now it has come down to 26%.
The other side of the coin says that the percentage of the satisfied and extremely satisfied
employees has increased drastically. This shows that, the overall satisfaction of staff level hasincreased.
Positives:
1. Opportunity to learn new skills:96% of the staff feels that in MAPS-India, they get opportunities to
uncover their hidden talent and also they have opportunities to learn new skills.
2. Degree of Independence:As MAPS trust its employees, that if they are not bounded in the
iron chains, they will give their best. So here employees enjoy degree of independence. 97% of
the workers feel that they are satisfied with the degree of independence associated with their
work.
3. Communication with supervisors:
The sound communication itself is the key to solve many of theproblems. No organisation can proceed until its communication system is sound. 99% of the
employees think that there is a smooth one to one interaction with the supervisors. The
management has efficiently filled the gap from 87.8% to 99%. And it is expected that it will
cover up the remaining 1% in the near future.
4. Team work:As the team work gives synergetic results, so all the staff
member encourages the team work. Research shows that 100% employees are engaged in team
work. The understanding between the co workers is also worth appraising as none of the staff isdissatisfied with this. Employees also appreciate the exchange of information among their co
worker.
Negatives:
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1. Salary and Bonus:The salary doesnt match the expectation of the staff. As 22% of
the employees are not satisfied with the salary provide. Employees think that the salary offered to
them is not according to the responsibility and experience.
2. Training and Seminars:
Training is an important factor which helps to reduce the scrapsand also gives confidence to employees to perform their job well. So, the company should impart
proper training to its employee in order to bring the efficiency as 10% of the people are notsatisfied with the training provided.
3. Accessibility to tools, materials and information:17% of the staff is not satisfied with the tools, materials and
information provided. So the company should take necessary steps in this sphere.
4. Recreational activities:
In order to reduce the stress, the company should encourage the
recreational activities. As 17% of the employees at staff level are not satisfied with therecreational activities organised by the company.
5. Companys Welfare Program:
Earlier 89% of the employees were satisfied and it was under thestrength area but now the satisfaction level has come down to 84%. This shows that, at equal
interval health checkups, welfare programs are not being organised.
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WORKERS SATISFACTION LEVEL:
At Staff level considering all the 4 units, research says that,
Satisfied - 91%Dissatisfied - 9%
2008 2010
Ext Satisfied- 2% Ext Satisfied- 17%
Satisfied- 42% Satisfied- 43%
Neutral- 54% Neutral- 31%
Dissatisfied-2% Dissatisfied- 8%
Ext Dissatisfied- 0% Ext Dissatisfied- 1%
I have opportunities to utilize my skills and talent.75 | P a g e
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Job Satisfaction
I have opportunities to learn new skills.
I am happy with the degree of independence associated with my work.
76 | P a g e
Satisfied: 89%
Dissatisfied:
Satisfied: 85%
Dissatisfied:
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Job Satisfaction
I am happy with the recognition of work I accomplish.
I have frequent interaction with my supervisor.
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Satisfied: 89%
Dissatisfied:
Satisfied: 89%
Dissatisfied:
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Job Satisfaction
The feedbacks I get on my work and performance by supervisor positively affect
my work.
My supervisor constantly involves me in decision making.
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Satisfied: 94%
Dissatisfied: 6%
Satisfied: 90%
Dissatisfied:
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Job Satisfaction
Team Work among employees is appreciated in the company.
There is understanding between co workers.
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Satisfied: 82%
Dissatisfied:
Satisfied: 97%
Dissatisfied:
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Job Satisfaction
There is information exchange between co workers.
The distribution of work is fair.
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Satisfied:
95%
Satisfied:
94%
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Job Satisfaction
The salary offered is in accordance with my responsibility and experience.
I receive handsome amount of bonus yearly.
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Satisfied: 91%
Dissatisfied:
Satisfied: 67%
Dissatisfied:
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Job Satisfaction
Benefits (health insurance, life insurance) and allowances offered are fair and
reasonable.
I am receiving fairly judged salary.
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Satisfied: 66%
Dissatisfied:
Satisfied:
69%
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Job Satisfaction
There are sufficient opportunities for promotion in this organization.
Promotion is based on my performance.
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Satisfied: 67%
Dissatisfied:
Satisfied: 81%
Dissatisfied:
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Job Satisfaction
The way training is provided helps to enhance my skills.
I am satisfied by training program and seminars.
84 | P a g e
Satisfied: 86%
Dissatisfied:
Satisfied: 95%
Dissatisfied: 5%
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Job Satisfaction
The required tools, materials and information are easily accessible.
The amount of paid vacation time/ sick leave offered.
85 | P a g e
Satisfied: 91%
Dissatisfied:
Satisfied: 83%
Dissatisfied:
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Job Satisfaction
I am satisfied with the physical working conditions (space, ventilation,
cleanliness etc.)
I am satisfied with the basic facilities (canteen, food, sanitary etc) provided.
86 | P a g e
Satisfied: 77%
Dissatisfied:
Satisfied: 77%
Dissatisfied:
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Job Satisfaction
I am satisfied with the companys employee welfare programs.(health checkups,
staff communication)
Recreational activities provided by the company (Sports, Cultural programs,
Family Visit etc).
87 | P a g e
Satisfied: 53%
Dissatisfied:
Satisfied: 66%
Dissatisfied:
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Job Satisfaction
I am satisfied with companys people programs (Star performer, Best
Suggestion, Kaizen, Quality circle etc.).
I am satisfied with the employee involvement programs.
88 | P a g e
Satisfied: 86%
Dissatisfied:
Satisfied: 78%
Dissatisfied:
Satisfied: 93%
Dissatisfied:
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Job Satisfaction
Key Findings:
The overall dissatisfaction level has increased to 9% for workers. Earlier it was 1.82%. But good
thing is that the percentage of neutral (grey area) has decreased to 31% from 54.55% and alsopercentage of extremely satisfied has increased to 17% from 1.82%. This means, earlier those
who were in neutral category has shifted more towards satisfaction than dissatisfaction.
Positives:
1. Frequent Interaction with Supervisor:94% of the workers think that they have frequent interaction with
the supervisor which is good for the company as communication is the mode through which one
can convey his message.2. Existence of Team work:
Research says that, now workers love to work in team. Earlier
7.3% of workers were dissatisfied and now it has decreased to 3% and also there is an
understanding between co-workers.
3. Fair distribution of work:91% of the workers feel that there is fair distribution of work in
the company. That is the work is assigned according to the capability and fairly.
4. Training and Seminars:91% of the workers are satisfied with the training program
organised for them and this good for the company as, unless and until they get training well, they
wont be able to show excellence in their field.
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Satisfied: 93%
Dissatisfied:
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Job Satisfaction
5. Better working condition:There is improvement in working condition. Earlier dissatisfaction
level was 56.4% and now it has come down to 23%. This shows that management is showing the
concern to their workers and making them feel that they are part of the family.
6. Better basic facilities:Dissatisfaction level has come down to 47% from 74.5% for basic
facilities what workers are getting. This shows that management considered the last yearsrecommendation and worked upon it.
7. Employee Involvement Program:Workers are really happy with the employee involve program
organised in the company. 93% of the workers are satisfied with this which in itself is a good
percentage.
Negatives:
1. Involvement in decision making:
18% of the workers think that there is lack of involvement of the
workers in decisions which management takes.
2. Salary offered:33% of workers are dissatisfied with the salary which they get.
They think that the salary which they are getting is not in accordance with responsibilities andexperience.
3. Bonus offered:34% of the workers are dissatisfied with the bonus scheme. This is
a point of concern because this is the way to boost the employees in the organisation.
4. Lack of accessibility to tools and materials:
17% of the workers are dissatisfied with the tools and materialsavailable to them. They think that they are not getting enough tools to do their job well.
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Job Satisfaction
91 | P a g e
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Job Satisfaction
From the above shown data it is clearly seen that employees
Below 25 Years: 26-35 Years: 36-45 Years: Above 46 Years:
Satisfied: 96% Satisfied: 94% Satisfied:95% Satisfied:100%Dissatisfied: 4% Disatisfied:6% Dissatisfied:5% Dissatisfied:0%
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Job Satisfaction
Key Findings:
1. Below 25 Years:
From the study, we can conclude that, in the age group of less than 25 years of age,
4% are dissatisfied. Though the satisfaction level has improved as compared to lastyear, but in order to milk up the opportunities, the management should adopt the new
techniques with the help of which the young blood can uncover their hidden talent.
2. 25-35 Years:
In the age group of 25-35 years of age, the satisfaction level has increased to 18%
which is a positive sign for the company to retain its employees. Many of the
employees are now out of the grey zone, as they have started taking a stand which
again shows the brighter side of the management as 27% of the employees haveshifted from neutral to satisfied level.
3. 36-45 Years:
Employees who belong to the age group of 36-45 years of age showed the mixed
results. The satisfaction level have improved from 57% to 72%, at the same time 5%
of the employees are dissatisfied. So in order to shift the employees from
dissatisfaction level to satisfaction level, management should take the necessary steps.
4. Above 45 Years:
The elder employees in MAPS are now more satisfied and also they are more clear in
their thinking. Very few of them are adopting the mid way(neutral) and none of the
employee is dissatisfied which shows that employees are gaining job satisfaction
along with the experience.
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Job Satisfaction
Total Employees 504
Sample size 276
Workers 105
Staff 110Managers 62
1 Work
ES S N DS EDS
1.1 Oppurtunity to utilize your skills and talents30.7
957.2
4 5.795.07 1.08
1.2 Oppurtunity to learn new skills28.2
655.0
7 9.056.52 1.08
1.3
Degree of Independence associated with
your work
31.1
5
49.6
3
12.6
8
5.4
3 1.08
1.4 Recognition for work accomplition25.7
251.8
115.2
16.52 0.72
2 Supervision
ES S N DS EDS
2.1 Communication with your supervisor33.6
951.8
111.5
92.17 0.72
2.2Feedback on your work and performance bysuperior 25
58.69 10.5
5.43 0.36
2.3Recognition received from supervisor forgood work
20.28
54.34
15.21
9.05 1.08
2.4 Involvement in decision making24.2
751.4
414.8
56.88 2.53
3 Co-Workers
ES S N DS EDS
3.1 Teamwork in the company32.9
752.8
912.3
11.81 0
3.2 Understanding between Co-Workers
25.3
6
56.8
8
15.5
7
1.8
1 3.26
3.3 Information exchange between co-workers20.2
856.8
817.3
94.71 0.72
3.4 Fair distribution of work20.2
851.8
119.9
25.79 2.17
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4 Compensation Package
ES S N DS EDS
4.1Salary offered in accordance with resp andexp
10.14
38.76
23.55
17.02 10.5
4.2 Amount of bonus 11.59 29.34 26.44 20.65 11.95
4.3 Benefits(health insurance, life insurance)17.0
246.0
120.2
8 10.5 6.15
4.4 Fairly judged salary as per industry11.2
338.0
424.2
720.2
8 6.15
5 Career Growth
ES S N DS EDS
5.1 Opportunities for promotion
17.3
9
46.0
1
19.9
2
11.9
5 4.71
5.2Connection between promotion andperformance
18.84 44.2
23.55 9.78 0.72
5.3The way training provided helps to enhanceyour skills
19.56
50.36
19.92 9.05 1.08
5.4I am satisfied with Training program andseminars
20.65
50.36
16.66 10.5 1.81
6 Work Environment
ES S N DS EDS
6.1 Access to relevant tools, materials andinformation 15.21 52.89 16.3 14.49 1.08
6.2Amount of paid vacation time/sick leaveoffered
17.39
44.92
23.19 5.79 7.97
6.3 Physical working conditions14.4
950.3
617.0
211.9
5 6.15
6.4 I am satisfied with basic facilities11.2
334.4
221.3
7 19.213.7
6
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7 Employee Benefit Programs
ES S N DS EDS
7.1I am satisfied with the company's empwelfre prog
17.75
45.65
14.85
14.13 7.6
7.2
Recreational activities provided by the
company
15.9
4
48.5
5
19.5
6 10.5 5.43
7.3 Company's people involvement programs25.7
251.4
4 13.4 4.71 4.71
7.4I am satisfied with the company'sinvolvement prog
19.92
59.78
15.21 4.34 0.72
COMPARATIVEANALYSIS
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COMPARING OVERALL MAPS-INDIA 2008-2010
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OBSERVATION
The overall Job Satisfaction level in the company is high. Nevertheless there are certain areas
which when worked upon shall go a long way in enhancing the satisfaction of the employees.
1. Provide employees with responsibility-and then let them use it:Most surveys show that the greatest source of employee pride and satisfaction isthe feeling of accomplishment that comes from having-and exercising-
responsibility.
2. Encourage Discussion:Research studies show that employee wants themselves to get involved in
decision making. For this, what management can do is, involve them in
discussions related to companys interest and share with them company relatedissues. By seeing this, employees can feel system as more transparent and open,
hence leading to feeling of belongingness: This is my company.
3. Issues related to Salary and Bonus:Research study says that employee feels that salary and bonuses are not given to
them in accordance with the responsibility and experience and that, some of themare underpaid. Electing right person at the right job is the best option for this.
Bonuses can be given to efficient and hard working employees after establishing
an effective performance evaluation.
4. Encourage Training Programs:Though employees are satisfied with the training program but they want more
frequent training to perform their job well. For this, management can organize
training programs frequently so as to polish their employees skill and this mayresult in better performance.
5. Providing healthy and safe environment:
According to research study, employee feels that their working environment is notmuch airy and ventilated. To increase employees satisfaction level management
can install coolers and water dispensers at shop floor where they have to work forhours at high temperature.
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6. Encouraging Recreational Activities:Research says that employees are not happy with the recreational activities in the
company. Company must understand that family involvement in recreation can
reinforce the loyalty of employees to the company and to its success. By
providing the venue for social interaction of the employees and their families, acompany can became more central to the lives of its employees.
CONCLUSION
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Though the dissatisfaction level has increased to 5% but at the same time, satisfaction has also
increased from 48% to 66% i.e., 18% increase in the satisfaction level is seen. This means thatthe level of neutral area is decreased as compared to 2008. Majority of people have shifted from
neutral towards satisfaction level and less towards dissatisfaction level, which is good for the
company as employees now are taking a stand and shifting from neutral(grey area) to one of thetwo area (Satisfaction or dissatisfaction). This shows that fear factor is decreasing and people are
now taking a stand.
2008 2010Note:
Neutral: Grey Colored circle
Satisfaction: Green colored circle
Dissatisfaction: Yellow colored circle
The bottom line is this: Trends toward increasing job dissatisfaction can bereversed, and even employees with low morale can become motivated and
enthusiastic again. But it takes work and creativity on the employers part.
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ANNEXURE
QUESTIONNAIRE
Dear Sir/Madam
We would be grateful if you spare some of your time to respond to the following
Questions. Your response would be treated as confidential and will be used only for the purpose
of study. Please feel free to answer as accurately as possible.
1. How long have you been working for this organization?(Tick one)
a. ______0-2 years
b. ______2-4 years
c. ______4-6 years
d. ______More than 6 years
Note: Please tick any one option in each question. (Question No. 2- 47)
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Using the scale shown below, rate your level of satisfaction with the following aspects of your
job at METZELER
E.S S N DS E.D
Extremely
Satisfied/
Strongly Agree
Satisfied/
Agree
Neutra
l
Dissatisfied/
Disagree
Extremely
Dissatisfied/
Strongly Disagree
2. I have opportunities to utilize my skills and talent. E.S
S N DS
E.D
3. I have opportunities to learn new skills. E.S
S N DS
E.D
4. I am happy with the degree of independenceassociated with my work.
E.S
S N DS
E.D
5. I am happy with the recognition of work Iaccomplish.
E.S
S N DS
E.D
6. I have frequent interaction with my supervisor. E.S
S N DS
E.D
7. The feedbacks I get on my work and performanceby supervisor positively affect my work.
E.S
S N DS
E.D
8. Degree of appreciation received from supervisorfor good work.
E.S
S N DS
E.D
9. My supervisor constantly involves me in decision
making.
E.
S
S N D
S
E.D
10. Team Work among employees is appreciated inthe company.
E.S
S N DS
E.D
11. There is understanding between co workers. E.S
S N DS
E.D
12. There is information exchange between coworkers.
E.S
S N DS
E.D
13. The distribution of work is fair. E.S
S N DS
E.D
1
4.
The salary offered is in accordance with my responsibility
and experience.
E.
S
S N D
S
E.
D15.
I receive handsome amount of bonus yearly. E.S
S N DS
E.D
16.
Benefits (health insurance, life insurance) and allowances
offered are fair and reasonable.
E.S
S N DS
E.D
17.
I am receiving fairly judged salary. E.S
S N DS
E.D
1 There are sufficient opportunities for promotion in this E. S N D E.
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8. organization. S S D
19.
Promotion is based on my performance. E.S
S N DS
E.D
20.
The way training is provided helps to enhance my skills. E.S
S N DS
E.D
21. I am satisfied by training program and seminars. E.S S N DS E.D22.
The required tools, materials and information are easilyaccessible
E.S
S N DS
E.D
23.
The amount of paid vacation time/ sick leave offered E.S
S N DS
E.D
24.
I am satisfied with the physical working conditions (space,ventilation, cleanliness etc.)
E.S
S N DS
E.D
25.
I am satisfied with the basic facilities (canteen, food,sanitary etc) provided.
E.S
S N DS
E.D
2
6.
I am satisfied with the companys employee welfare
programs.(health checkups, staff communication )
E.
S
S N D
S
E.
D27.
Recreational activities provided by the company (Sports,Cultural programs, Family Visit etc).
E.S
S N DS
E.D
28.
I am satisfied with companys people programs (Starperformer, Best Suggestion, Kaizen, Quality circle etc.).
E.S
S N DS
E.D
29.
I am satisfied with the employee involvement programs. E.S
S N DS
E.D
30. In your opinion, how can MAPS India ensure no. 1 position?
Ans: _________________________________________________________________________
_________________________________________________________________________
31. What can this organization do to increase your satisfaction and productivity as an employee?
Ans: _________________________________________________________________________
__________________________________________________________________________
32. In your opinion what satisfies you most at MAPS?
Ans: _________________________________________________________________________
_________________________________________________________________________
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Personal Details:
a. Name (optional): ________________________
b. Age:
a. Less than 25 years:_______
b. 26-35 years:_______
c. 36-45 years:_______
d. More than 46 years:_______
c. Department: _______________
d. Designation: _________________
Signature: ___________ Date: ___________
______________________________________________________________________________
_______
Thank You for your input.
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Job Satisfaction
kaya- saMtuYTI AaMkLna
kRPyaa Apnao ]
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7 maoro Wara ikyao gayao kaya-p`dSa-na pr sauprvaa[-ja,r kIp`itik`yaa imalatI hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
8 AcCo kaya- ko ilayao mauJao Apnaosauprvaa[-ja,r Wara p`ao%saahna
imalata hO.
A0sa
M0
sa
M0
naasaM0,na
aA0
A0
A0A0
9 maoro sauprvaa[-ja,r inaNa-yalaonao maoM mauJao ApnaaBaagaIdar maanato hOM.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
10 kmpnaI maoM imalajaula kr krnaokao baZavaa idyaa jaata hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
11 sahkima-yaaoM ko baIca AapsaI
samaJa hO.
A0
saM0
s
aM0
naasa
M0,naaA0
A
0
A0
A0
12 sahkaima-yaaoM ko baIcasaUcanaaAaoM ka Aadana p`danahaota hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
13 kaya- ka ivatrNa samaana $p saohaota hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
14 AnauBava va ijammaodarI koihsaaba sao vaotna imalata hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A
15 sahI maa~a maoM saalaanaabaaonasa idyaa jaata hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
16. maOM kmpnaI Wara dI ga[-Cui+yaaoM sao saMtuYT hU^M.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
17. mauJao kaya- ko Anau$p vaotnaimalata hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
18 mauJao T/oinaMga kaya-k`maaoM A0 s naasa A A0
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Wara kaya-kuSalata baZanao kaAvasar imalata hO.
saM0
aM0
M0,naaA0
0 A0
19 mauJao tr@kI panao ko samaanaAvasar imalato hOM.
A0saM0
saM
0
naasaM0,naaA0
A0
A0A0
20 T/OinaMga kaya-k`maaoM Waramaoro manaaobala kao baZavaaimalata hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
21 maorI tr@kI maoro kaya- p`dSa-nasao sambainQat hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
22 ja$rt ko Tulsa, caIjaoM va jaanakarIAasaanaI sao ]plabQa hOM.
A0sa
M0
sa
M0
naasaM0,na
aA0
A0
A0A0
23 saMsqaana maoM saurxaa vabaImaa sauivaQaa ]plabQa krayaIjaatI hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
24 maora kaya- vaatavarNa, maorokayao hotu AnaukUla hO.
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
25 maOM kmpnaI Wara dI ga[- sqaa[-sauivaQaaAaoM sao saMtuYT hU^M(jaOsao kOnTIna, Kanaa, panaIAaid)
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
26 maOM ApnaI kmpnaI Wara p`danaikyao gayao Avasar kalaIna kayaao-sao saMtuYT hU^M (Kolap`ityaaoigataeoM, saaMskRitk kaya-k`maaoM ka Aayaaojana Aaid).
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
27 maOM kmpnaI Wara samayasamaya pr Aayaaoijat ikyao jaanao
vaalao kma-caarI BaagaIdarI kaya-k`maaoM sao saMtuYT hU^M(@vaailaTI saik-la, sauJaavayaaojanaa Aaid)
A0sa
M0
sa
M0
naasaM0,na
aA0
A0
A0A0
28 maOM kmpnaI Wara Aayaaoijatkma-caarI klyaaNa kaya-k`maaoMsao saMtuYT hU^M (hOlqa caOkApAaid).
A0saM0
saM0
naasaM0,naaA0
A0
A0A0
29 maOM kma-caarI BaagaIdarI kaya- A0 s naasa A A0
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k`maaoM sao saMtuYT hU^M. saM0
aM0
M0,naaA0
0 A0
30. dI ga[- sauivaQaaAaoM ko Alaavaa Aap Anya ikna sauivaQaaAaoM kalaaBa ]zanaa caahoMgao ?(vaotna ko Aitir@t)
]0: _________________________________________________________________________
_________________________________________________________________________
31. Aapko Anausaar maOPsa maoM Aapkao sabasao jyaada @yaa saMtuYTkrta hO ?
]0: __________________________________________________________________________
___________________________________________________________________________
32. yah saMsqaana AapkI saMtuYTI evaM ]%paidta baZanao ko ilayao @yaakr saktI hO?
]0: _________________________________________________________________________
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_________________________________________________________________________
33. AapkI Aayau
25 saala 25 sao 35 saala
35 sao 45 saala 45 saala sao AiQak
34. ivaBaaga ______________________________
BIBLIOGRAPHY
Human Resource Managementby Mirza S Saiyadain (Tata McGraw-Hill Publishing
Company Limited), 2003
Organizational Behaviorby Stephens P. Robbins (By Prentice Hall of India), 2002
Human resource Management by Gary Dessler (Eastern Economy edition),2005
Human Resource Managementby VSP Rao