A PROJECT REPORTonSTUDY ON EMPLOYEE JOB SATISFACTION Submitted in partial fulfillment of the requirements for the degree of Master of Business Administration(MBA)ByPriya kalantri(Roll No.12088)A Study Conducted for the Company:ATLAS CASTALLOY LTD, CHINCHWAD - PUNEAtInternational Institute of Management ScienceChinchwad, Pune
AKNOWLEDGEMENTI am deeply indebted to many people for the successful completion of this project.I would like to take this opportunity and go on record to thank them for their help and support.I am thankful to the International Institute of Management Science for all the support provided for this project.I express my deep sense of gratitude and sincere feelings of obligation to my Project Guide Mrs.Vandana Mam who helped me in overcoming many difficulties and who imparted me the necessary conceptual knowledge.I also wish to acknowledge the excellent support of my Company Guide Mr. Rahul Godbole Sir for this work.I wish to thank all my teachers and friends too, for their helpful inputs, insightful comments, steadfast love and support.
Signature of the student (Miss. Priya Kalantri)
DECLARATION
I, Miss. Priya hereby declare that this project is a record of authentic work carried out by me during the academic year 2013-2014 and has not been submitted to any other University or Institute towards the award of any degree.
Signature of the student (Miss. Priya Kalantri)
EXECUTIVE SUMMARY HRM is a term used to refer the philosophy, policies, procedures and practices related to the management of people begin an organization. Today every organization has to face highly competition. Therefore organizations try to do right thing at the right time. In that situation HRM plays major roll to achieve organizational goals. Satisfaction is the one of major concept in Human Resource Management. 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. 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, pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors
INDEX1Introduction 6
2Objectives of the study 9
3Scope of the study 10
4Need Of The Study 11
5Theoretical Background of the Topic 12
6Company Profile : Company Profile History of Organization Organization Chart Product Profile 20
7Research Methodology 35
8Data Analysis & Interpretation 38
9 Learning from SIP 50
10Findings 51
11Suggestions 52
12Limitations 53
13Conclusion 54
14Bibliography 55
15Questionnaire
56
INTRODUCTION
Employee job satisfaction Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate. Thus, keeping employees satisfied with their careers should be a major priority for every employer. While this is a well known fact in management practices, economic downturns like the current one seem to cause employers to ignore it. There are numerous reasons why employees can becomediscouraged with their jobs and resign, including high stress, lack of communication within the company, lack of recognition, or limited opportunity for growth. Management should actively seek to improve these factors if they hope to lower their turnover rate. Even in an economic downturn, turnover is an expense best avoided. Employee satisfaction is supremely important in an organization because it is what productivity depends on. If your 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 allows a company to grow and change positively with time and changing market conditions.
DEFINITIONS OF JOB SATISFACTION Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below:Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job.Weiss Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely:Specific job factorsIndividual characteristicsGroup relationship outside the job
Blum and Naylor Job satisfaction is defined, as it is result of various attitudes the personhold towards the job, towards the related factors and towards the life ingeneral.Glimmer Job satisfaction is defined as any contribution, psychological, physical,and environmental circumstances that cause a person truthfully say, I amsatisfied with my job. Job satisfaction is defined, as employees judgment of how well his job ona whole is satisfying his various needsMr. Smith Job satisfaction is defined as a pleasurable or positive state of mindresulting from appraisal of ones job or job experiences.
IMPORTANCE In my point of view, 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? What are the things still to be satisfy to the employees. Although "human resource" are the most important resources for any organization, so to study on employees satisfaction helps to know the working conditions & what are the things that affects them not to work properly. always majority of done by the machines/equipments but without any manual moments nothing can be done. so to study on employee satisfaction is necessary. Employee satisfaction means employee gets everything what their needs and desire then ultimately the production increases. if employee will be satisfied they will give their best to the organization . So that employee satisfaction is extremely important to any organization. Job satisfaction is a two way Street in that both the employer and employee must insure that it exists. The nature of a job can be planned, altered and changed. From the perspective of the employee, studies have shown that workers who enjoy their jobs and believe that they can play a role in the company's success perform better. They must also be made aware that the job is not a "dead-end one. That good performance can lead to promotions and better pay. So job satisfaction is vital for the employees attitude. The employer wants to always make sure that the employees are happy with their jobs. As stated above, all the good things that job satisfaction brings helps the company and its employees. The company also has a system whereby employees can make suggestions on how their jobs or other things they see can make a positive change. There must be a monetary award for good suggestions.
OBJECTIVES OF THE STUDY
The Objective of my study is to understand and critically analyze the Employee job satisfaction survey at ATLAS CASTALLOY LTD CHINCHWAD-PUNE
1. To measure the employees job satisfaction in Atlas Castalloy Ltd.2. To study the employee perception towards organization.3. To study the attitude of the employee towards their work.4. To give suggestions for the growth and perspective of the company.5. To study whether the employees have a clear understanding of the Business Objectives of the organization.
Scope of the study:
1. Job Satisfaction is an important output that employees work for Organization.2. It is an interesting and significant area for conducting research.3. The study made on the topic of Job Satisfaction will reveal the factor of feelings of employees.4. This report is useful to the management of the company to know the satisfaction level of employees and they can take measures to increase productivity.5. This report may be result to the management students for reading, and may be useful in preparing their reports on the Job Satisfaction ,in business concerns,public organizations etc.
NEED OF THE STUDY One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator.As per his theory these needs are:Physiological needs: These are important needs for sustaining the human life. Food, water, warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in the primary list of need satisfaction. Maslow was of an opinion that until these needs were satisfied to a degree to maintain life, no other motivating factors can work.Security or Safety needs: These are the needs to be free of physical danger and of the fear of losing a job, property, food or shelter. It also includes protection against any emotional harm.Social needs: Since people are social beings, they need to belong and be accepted by others. People try to satisfy their need for affection, acceptance and friendship.Esteem needs: According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. This kind of need produces such satisfaction as power, prestige status and self-confidence. It includes both internal esteem factors like self-respect, autonomy and achievements and external esteem factors such as states, recognition and attention.Need for self-actualization: Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming; it includes growth, achieving ones potential and self-fulfillment. It is to maximize ones potential and to accomplish something.
THEORETICAL BACKGROUND OF THE TOPIC
I am satisfied with the job is one way to define job satisfaction Limelight on job satisfaction was brought by Hop pock in 1935. He reviewed 32 studies on job satisfaction. Prior of 1933 the job satisfaction is combination of psychological, physiological and environmental circumstances that course to say truthfully that I am satisfied with my job. The success of any organization depends on the effective utilization and motivation of human Job satisfaction is an integral of the organizational climate and importance element in management and employee relationship. Job satisfaction is derived from the Latin words Satis and facere, which means enough and to do respectively. Job satisfaction refers to an employees general attitude towards his job. Situational Factor. Individual Characteristics. Group and social relationship outside the job. Job satisfaction is the ultimate function of all these and many individual attitudes put together. Many thinkers consider it a collective force and not an unitary phenomenon. Every individual has some needs and desires that need to be fulfilled. Any job, which fulfils these needs, provides satisfaction. Satisfaction is ones contentment job that induces motivation and interest in work, which creates pleasure or happiness from job. Hence satisfaction plays a vital role in every aspect of individuals life, without satisfaction in life it becomes very difficult MEANING The term job satisfaction refers to an employees general attitude towards his job. Job satisfaction is the favorableness or un-favorableness with which employees view their work. In order to understand job satisfaction, perhaps the first step should be to demarcate the boundaries among such terms as attitudes motivation and morale. A job is an important part of life. Job satisfaction influences ones general life satisfaction. The result is that satisfaction arises from a complex set of circumstances in the same way the motivation does. Job Satisfaction Leads To : Motivates towards high productivity. Want to remain with organization. Act effectively in crisis. Accept necessary changes without resentment or resistance. Promotes the interest of the workers in the organization. Theories : There are vital differences among experts about the concept of job satisfaction. Basically, there are four approaches/ theories of job satisfaction. 1) Fulfillment theory 2) Discrepancy theory 3) Equity theory 4) Two-factor theory 5) Herzberg's Motivation - Hygiene Theory (1) Fulfillment theory : The main aim of this theory is to measure satisfaction in terms of rewards a person receives or the extent to which his needs are satisfied. Job satisfaction cannot be regarded merely as a function of how much a person receives from his job but it is the strength of the individuals desire of his level of aspiration in a particular area. The main difficulty in his approach as observed by willing is that job satisfaction is not only a function of what a person receives but also what he feels he should receive, as there would be considerable difference in the actual and expectations of persons. (2) Discrepancy Theory : The proponents of this theory is that satisfaction is the function of what a person actually receives from his job satisfaction and what he thanks receives or expects to receive. This approach does not make it clear whether or not over satisfaction is a part of dissatisfaction and if so, how it differs from dissatisfaction. (3) Equity Theory : The proponents of this theory are of the view that a persons satisfaction determined by his perceived equity which in from is determined by his input-output balance when compared to others input-output balance. Input-output balance is the perceived ratio of what a person received from his job relative to what he contributes to the job. (4) Two-Factor Theory : This theory was developed by Herzberg, Manusner, Paterson and Capwell who identified certain factors as satisfiers and dissatisfies. Factors such as achievement, recognition responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction on the other hand the factors such as supervision salary, working conditions etc are dissatisfies the absence of which cause dissatisfaction however their presence does not result in job This theory is considered invalid as a person can get both satisfaction and dissatisfaction at the same time. (5) Herzberg's Motivation-Hygiene Theory : This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study of 200 engineers and accountants of the Pittsburgh area in the USA, he established that there are two separate sets of conditions (and not one) which are responsible for the motivation & dissatisfaction of workers. When one set of conditions (called 'motivator') is present in the organization, workers feel motivated but its absence does not dissatisfy them. Similarly, when another set of conditions (called hygiene factors) is absent in the organization, the workers feel dissatisfied but its presence does not motivate them. The two sets are unidirectional, that is, their effect can be seen in one direction only.DETERMINANTS OF JOB SATISFACTION According to Abraham A. Kumar there two types of variables, which determine the job satisfaction of an individual. These are: 1. Organization Variables 2. Personal variable 1. Organization variables: i. Occupational Level : The higher the level of the job, the greater the satisfaction of the individuals. This is because, higher level of jobs carry greater prestige and self-control. This relationship between occupational level and job satisfaction stems from social reference group theory in our society values some jobs more than others. Hence people in values like them more than those who are in non-valued jobs. ii. Job content: Greater the variation in job content and less the repetitiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved. Since job content in terms of variety and nature of tasks called for is a function of occupational level. The theoretical arguments given above apply here also. iii. Considerate Leadership: People to be treated with consideration. Hence considerate leadership results in higher job satisfaction than in considerate leadership. iv. Pay and Promotional opportunities: All other things being equal these two variables are positively related to job satisfaction.
Interaction is more satisfying when: a) It results in the cognition that other persons attitudes are similar to ones own since, this permits are ready calculability of the others behavior and constitutes a validation of ones self. b) It results in being accepted by other and c) It facilitates and achievement of goals. 2. Personal Variables For some people, it appears that most jobs will be dissatisfying irrespective of the organizational conditions, where for other most jobs will be satisfying personal variable for this difference. i) Age ii) Educational Level iii) Role perception iv) SexFactors Affecting Job Satisfaction There are 3 main factors influencing on Job Satisfaction clustered as physical, psychological and environmental factors as below:1.Psychological Factors and Job Satisfaction
Health and Safety: Managing safe and healthy work environments is one of the most important environmental challenges facing organizations. Good health and safety brings more benefits that are healthy workers are more productive and can produce at a higher quality. According to Maslows Hierarchy, physiological needs are the first stage in job satisfaction where as long are the work place is healthy and safe, it will create a pleasant and secure impression in employees mind towards work.
Job Nature: The main source of satisfaction is, of course, job itself. Researches, dedicated to job characteristics and carried out in correlation with working place projecting, testify that the very content of work and autonomy by its implementation represent two most important motivation factors correlated with labor. As research indicated, other main components of job satisfaction are interesting and difficult job without time for tedium and job giving a man one certain status. Dealing with a workload that is far too heavy and deadlines that are impossible to reach can cause job satisfaction to erode for even the most dedicated employee. Falling short of deadlines results in conflict between employees and supervisors and raises the stress level of the workplace. (Hill, 2008).Job Security: Job security is the assurance that a particular employee will have their job in long term due to the low probability of losing it potentially. Positive job security nature also adds more value to the image and the reputation of an organization as job offered has the guaranteed security and reliable. Also, job security has a great influence in increasing job satisfaction of its employees where once the employee is confident about not losing the job, it will create no mental stress where the employee has its own freedom to fully concentrate on the work they perform. Job promotion : Companies provide promotion to their employees considering experience, service and some companies reward promotions through measuring employees talents and capabilities. Using data from the 1989 and 1990 waves of the NLSY, Pergamit and Veum (1989) find a positive correlation between promotions and job satisfaction (Kosteas, ND). Companys give their priority to current employees to apply vacancy is arises. In that situation employees can achieve their individual goals obtaining promotion. Through such a situation, increases employees satisfaction and they more contribute to the productivity.
2.Physical Factors and Job Satisfaction
Payment: Money rewards are multi complex and multisided job satisfaction factor. Money not only gives people an opportunity to satisfy their primary needs, but also fosters satisfaction of higher levels needs. Working groups: Direct affect on job satisfaction makes the very nature of work groups. Working group serves for a single worker is a source of support, comfort, advice and enjoyment from the very job. A good working group fosters a gaining of a greater joy and pleasure from job. On another hand, when the opposite situation is observed, when it is hard to get along with the people, the given factor imposes negative impact on job satisfactionWelfare Services : Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. Labor welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status.Use of skills and abilities: Everyone has skills and abilities. Some are unique aptitudes and talents, which may include musical abilities (singing, playing an instrument, composing music), artistic skills (drawing, painting, sculpting), athletic skills (running, jumping, throwing), or any other ability that comes easily and naturally. Some skills and abilities are used in daily work life. The company should identify which skills and abilities are available in the employee and should give opportunities for improve them.
3.Environmental Factors and Job SatisfactionWorking conditions: One more factor imposing moderate impact on job satisfaction is working conditions. If conditions are good (e.g. offices are neat and cozy, clean and engaging), staff could easier manage their job. If bad working conditions were available (e.g. it is hot or noisy in the office), it would be more difficult for employees to implement their work. Otherwise, working conditions affect job satisfaction similar to working groups influence. If all were favorably around, there would not be problems with job satisfaction.Management style & culture: Organizational culture is the organizations pattern of beliefs, expectations, and values as in company and industry practices. A major organizational factor to which new employees must be socialized is the culture of the group they are joining. The potential benefits of improved job design are unlikely to be realized, if attention is focused on the content of jobs alone. Equal, if not more important, is the process by which redesign is carried out. This has led to recognition of the importance of management style and, increasingly, of organization culture. Central to improving the quality of working life is a participative, open style of management involving employees in decisions that affect them, including the design or choice of the technology itself. Personnel policies, including those related to pay and benefits, should attempt to develop a relationship of trust among all members and sections of the organization, and a confident partnership approach to trade unions.
Company Profile
ATLAS CASTOLLOY LTD.
COMPANY INTRODUCTIONName: Atlas Castalloy Ltd.
Factory address: D/2 block, MIDC, chinch wad, Pune- 411019.
Certification: ISO 9001:2008 & ISO/TS 16949:2009
Registered office address : UdyogMandir Compound, 7/c, Bhagoji, Keer Marg, Mahim, Mumbai-4000016
Head of organization: Mr. S Rai, Director.
Year of commencement of Production: 1969.
Area of factory: Plant 9 - 1998 sq.mtrs.
Item manufactured: Aluminum Alloy Castings.
Capacity: 5000 metric tons p.a.
Registration under factories act, 1956: 60650 Pune /2(a)(i) 33.335.4
HISTORY OF ORGANIZATION The Alicon group is a union of Alicon Castalloy Ltd (formerly known as Enkei Castalloy), Atlas Castalloy Ltd., Silicon Meadows Design Ltd, Silicon Meadows Engineering Services Ltd & Illichmann castalloy,GmbH & s.r.o grouped under one umbrella. The name for the group company alicon is coined from the words aluminum and ikon. alicon is a conglomerate that reflects a group of companies coming together to form a large, trusted and respectable entity with the vision and passion to go with it. Today we are one of the largest integrated aluminium casting manufacturing Group in India offering end-to-end solutions across the entire value chain and delivering best-in-class Gravity & Low Pressure aluminium casting (Sand Casting/ Gravity Die Casting / Low Pressure Die Casting) to our customers at the most optimal costs. We are also pioneers of the unique Pie system for low pressure die casting a system which enhances productivity with minimum utilization of resources like machines, space and manpower. Technical expertise from Enkei Japan has helped in establishing one of the most advanced manufacturing systems in India for aluminum die cast products. alicon group is growing rapidly at almost 100% each year for the last 3 years,both in domestic and International markets. In continuation of its growth pursuit, alicon is aggressively targeting international customers and has a vision to achieve sales of 1000 Crores by 2015-16 for the alicon group. Working with Alicon is not a job. It's a journey; an experience. There's so much to explore here - even about your self - that every day is a new day. You want a challenging and enjoyable work environment; Come to us, for we want you to realize your potential. You want to be recognized for your work; with us, you can fulfill your aspirations.We are building tomorrow's enterprise today. And guess who's making this possible? Our people - Yesterday, Today and Tomorrow - and who embody our DNA of creating Decisive Leaders in all areas. We believe there's a bit of an Icon in everyone which is in going with the spirit behind our logo ALICON to be an icon in aluminum. At Alicon, employees are invaluable assets and their career and personal growth are of prime concern to the Company. We provide a congenial atmosphere to work, learn and grow. The Company conducts various programmes to train their staff in the latest and the best foundry technology and management practices. The success of our client satisfaction lies in our peoples contribution. We are a team of dynamic, talented and above all hardworking individuals where one can always find the incandescent exuberance of youth under the esteemed aegis of industry leading professionals. This blend of young and experienced talent is the strongest foundation for our organization. We enable our people achieve their fullest potential and accelerate growth. Our culture based on motivation, team work and mutual respect provides excellent career opportunities. We are committed to deliver superior quality at all stages of career progression and help our people succeed not only professionally but also personally. ETHICS : We set the highest standards in ethical conduct in the task that we undertake. Our founders have imparted us valuable lessons of honesty and integrity that eventually nurture trust. Keeping this priceless advice in all our endeavors, it is our relentless goal to offer a service which defines new levels of quality and trust.RESPECT: We appreciate the talent, skills and expertise of our people and are proud of our diverse approach where everyone associated with our business; colleagues, clients, partners; are treated with mutual respect irrespective of their race, caste, creed, color, religious beliefs or gender. EMPLOYEE RECOGNTIONWe staunchly believe that success is a team effort and realize that our employees colleagues play a vital role in the success of the company. We attribute our success to our pool of engineers which are a perfect blend of young talent who have been well educated to tomorrows modern technology and our senior mentors who have always supported and guided our engineers with their valuable experience.
Company policy We amalgamate the best of European engineering, Japanese Quality and Indian Ingenuity to produce exceptional and innovative aluminum casting products. VISION: Become the globally preferred supplier for light Alloy Casting Solutions. MISSION: Grow the employees, associates and suppliers. Ensure total customer satisfaction. Increase shareholder value. VALUES: Quality, Integrity and respect. Encourage Entrepreneurship, Ownership and Accountability. Ownership and Accountability. Commitment to the environment and community
ALICON DNA 1. We encourage decisive leaders at all levels. 2. Leaders nurture employees and always keep their interests in mind. 3. We empower people and maintain a positive environment. 4. We believe in performing with integrity. 5. We greet every one with a smile and in high spirit. 6. We aim at working using the Alicon vector. 7. We stay to our purpose. 8. We believe in continuous improvement and benchmarking. 9. We aim at delighting our customers with innovation. 10. We have a flexible attitude to adapt to shift in the market. 11. We create visions and set high targets for ourselves. 12. We believe in creating an organic environment for the society. 13. We use the 5s methodology. 14. We uphold agility to discipline in our work. 15. We advocate ownership and accountability. 16. We encourage perseverance in case of failur
QUALITY OBJECTIVE1- To reduce customer complaints.2- To implement continual improvement projects3- To impart training.4- To reduce field returns.5- To reduce accidents.6- To improve employee moral.7- To meet statutory and regulatory requirement8- To improve productivity.
ORGANIZATION CHART
Organization ChartPLANT HEADADMINISTRATION DEPARTMENTHRDEPRTMENTFINANCEDEPARTMENTMARKETINGDEPARTMENTOPERATIONDEPARTMENTTRAINING &DEVELOPMENTPLANT HEADADMINISTRATION DEPARTMENTHRDEPRTMENTFINANCEDEPARTMENTMARKETINGDEPARTMENTOPERATIONDEPARTMENTTRAINING &DEVELOPMENT
PRODUCT PROFILE Alicon Group is catering to various domains including Auto, Agricultural, Marine, Medical, Locomotive, Extreme Sports & Power sector. alicon group has been in the forefront in developing new and challenging products for it's customers. They are leading manufacturers of Aluminium casting in Gravity and Low pressure technology for major automotive manufacturers in India and exports to USA and Europe. Alicon Group has cutting edge technology, people and facilities to service its growing list of Indian and International clients. Alicon Group Product Range
AUTO SECTOR :1.Cylinder Heads2.Intake Manifold3.Bridge fork Top4.Brackets5.CAC Tank6.Swing Arm7.Others1. NON AUTO SECTOR:1.Agriculture2.Retro & Marine3.locomotive4.Infrastructure5.Energy6.Defense7.Medical Health
AUTO SECTOR :
1. Cylinder heads :
2. Intake Manifold :
3. Bridge Fork Top
4. Engine & Transmission Brackets
5.CAC Tanks
6.Swing Arm
7.Other Auto Components
NON AUTO SECTOR:
1.Agriculture Components
2.Aero & Marine Components
3.Locomotive Components
4.Infrastructure Components
5.Energy Components
6.Defense Components
7.Medical & Health Components
RESEARCH METHODOLOGY
Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts in the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem based on collected data.a) The research design descriptive. The primary information collected through questionnaire. The questionnaire were personally given to each other.b) Data Collection Method: The information necessary for this survey is collected by trapping primary and secondary sources.Research designResearch designs are concerned with turning the research question into a testing project. The research design has been considered as a blueprint for research. Here the descriptive research design is used.Sampling :Sample Population:There are totally 650 employees working in the organizationSample size:A Sample of 100 respondents was taken into consideration for my study and the data was collected.Sampling Area :The research was conducted at ATLAS CASTALLOY LTD. CHINCHWAD PUNE. Sampling techniqueTo study the project a simple random sampling technique under lottery method is usedQuestionnaire DesignA questionnaire is being framed for collecting the appropriate data required for collecting the information based on 4 variable physical factor, social factor, climate factor, welfare factor &question framed to test each variable Period of study The period of study for this project was 2 months. Data Collection Collection of data was done by Questionnaires Interview Source of Data:-The data collected for this project work was from two sources 1. Primary Source 2. Secondary Source.Primary Sources. Questionnaire Personal InteractionSecondary sources Previous reports on employee satisfaction Related information from internet. Books and publicationStatistical tools used:For the purpose of analysis t-test , PERCENTAGE RANKING methods are used for calculations and the result were interpreted. These methods are used to minimize the error of data collected. Graphs were used to represent the data for the better and accurate interpretation of result.Statiscal tools used for analysis are as follows: T-test Method Ranking Method. t-test Method:t-test is based on t-distribution and is considered an appropriate test for judging the significance of a sample mean or for judging the significance of difference between the means of two samples in case of small samples(s) when population variance is not known (in which case we use variance of the sample as an estimate of the population variance).In case two samples are related , we use paired t-test (or what is known as difference test)for judging the significance of the mean of difference between the two related samples. It can also be used for judging the significance of the coefficient of simple and partial correlations. The relevant test statistics ,t, is calculated from the sample data and then compared with its probable value based on t-distribution at a specific level of significance for concerning degree of freedom for accepting or rejecting the null hypothesis. It may be noted that t-test applies only in case of samples(s)when population variance is unknown.
Ranking Method. A ranking is a relationship between a set of item such that. For any two items, the first is either, ranked higher than ranked lower than or ranked equal to the second. In the mathematics. this is known as weak order or total preorder of objects. It is not necessarily a total order of object because two different objects have same ranking. The ranking themselves are totally ordered for example, materials are totally preordered by hardness , while degree of hardness are totally ordered.
DATA ANALYSIS AND INTERPRETATIONTable No. 11.BUSINESS OBJECTIVENo. of QuestionsStrongly AgreeAgreeDont KnowDisagreeStrongly Disagree
13020101525
2303581512
3263181916
Interpretation : From the above diagram it interpriate that the majority of respondents are given positive response i.e above 50% towards business objective of the company.
HYPOTHESIS:
H1 :- Better communication will show a greater increase in satisfaction among employeesH0 :- Better communication will not show a greater increase in satisfaction among employees
Table No. 2
COMMUNICATION:
SR. NOSAADKDSD
C12632111912
C2183891421
C31614133720
C4822102733
C537301698
1051365910694
2127.211.821.218.8
(26-21)2(32-27.2)2(11-11.8)2(19-21.2)2(12-18.8)2
(18-21)2(38-27.2)2(09-11.8)2(14-21.2)2(21-18.8)2
(16-21)2(14-27.2)2(13-11.8)2(37-21.2)2(20-18.8)2
(08-21)2(22-27.2)2(10-11.8)2(27-21.2)2(33-18.8)2
(37-21)2(30-27.2)2(16-11.8)2(09-21.2)2(08-18.8)2
483/4348.8/430.8/4488.8/4370.8/4
120.7587.27.7122.292.7
Mean (x1) = 483+348.8+30.8+488.8+370.8/5 = 1732/5
Mean(x1) = 3.44 AndVariance() = 120.75+87.2+7.7+122.2+92.7/ = 430.55 /5
Variance () = 86.11 And Variance(2s1) = (86.11)2 = 7415
JOB SATISFACTIONSr.No.SAADKDSD
J1213181426
J21014223321
J31337181814
J4322811245
J53027131218
J62628181810
J7152733916
J83123181315
J91316113228
J10812133136
J112322261613
222/11265/11191/11220/11202/11
20.182417.42018.4
(21-20.2)2(31-24)2(08-17.4)2(14-20)2(26-18.4)2
(10-20.2)2(14-24)2(22-17.4)2(33-20)2(21-18.4)2
(13-20.2)2(37-24)2(18-17.4)2(18-20)2(14-18.4)2
(32-20.2)2(28-24)2(11-17.4)2(24-20)2(05-18.4)2
(30-20.2)2(27-24)2(13-17.4)2(12-20)2(18-18.4)2
(26-20.2)2(28-24)2(18-17.4)2(18-20)2(10-18.4)2
(15-20.2)2(27-24)2(33-17.4)2(9-20)2(16-18.4)2
(31-20.2)2(23-24)2(18-17.4)2(13-20)2(15-18.4)2
(13-20.2)2(16-24)2(11-17.4)2(32-20)2(28-18.4)2
(08-20.2)2(12-24)2(13-17.4)2(31-20)2(36-18.4)2
(23-20.2)2(22-24)2(26-17.4)2(16-20)2(13-18.4)2
777.64/10581/10547/10744/10782.56/10
77.76458.154.73674.478.256
Mean (x2) = 777.64+581+547+744+782.56/11 = 3432.56/11 = 312.05/100 = 3.12
Mean(x2) = 3.12And Variance() = 77.764+58.1+54.736+74.4+78.256/5
Variance () = 68.65 = 343.256/5And
Variance(2s2) = (68.65)2 = 4713
Now we calculate t-test method for two independent means :Communication : x1 = 3.44 , n1=5, & 2s1 = 7415 AndJob Satisfaction: x2 = 3.12, n2 = 11 , & 2s2= 4713
Formula of t-test method :
t = x1 - x2 (n1-1)2s1+ (n2-1) 2s2 * 1 + 1 n1 + n2 - 2n1 n2t = 3.44- 3.12 (5- 1)(7415)+ (11-1) (4713) * 1 + 1 5 + 11 - 25 11t = 0.32 (4)(7415) + (10)(4713) * 16 1455 t = 0.32 76790 * 0.29 14t = 0.32 5485 * 0.29t = 0.32 * 0.53 74.06 t = 4.32 * 0.53 t = 2.29
t = 1.761Interpretation:
Table No. 3ORGANIZATION:
Sr No.Strongly AgreeAgreeDont KnowDisagreeStrongly Disagree
11933112215
2172882918
3223092217
4828163018
51619133022
6832113811
Interpretation:-The above diagram shows that the no. of respondents gives the fluctuating response about organization and its functioning. For 1st and 3rd question there is positive response .Also question no. 4th ,5th, and 6th have negative response.Table No. 4
QUALITY PERFORMANCE:
Sr No.Strongly AgreeAgreeDont KnowDisagreeStrongly Disagree
1629182720
2203192317
31728172315
41329172318
5829142920
Interpretation:-The above graph shows that the responses for the quality performance for the products is based on central tendency because all the responses are centralized towards 3rd option that is Dont know.
Table No. 5
TRAINNING & DEVELOPMENT :
Sr No.Strongly AgreeAgreeDont KnowDisagreeStrongly Disagree
1223761916
21324182718
32231112115
4925113421
5212872915
Interpretation:-From the above diagram ,it shows that the no. of respondents for the all questions gives positive response. so the majority of respondents have getting good training and development facility.
HYPOTHESIS:-H1 :- The organizations Environment, Health and safety have a very strong impact on Job SatisfactionH0 :- The organizations Environment, Health and safety have not a very strong impact on Job Satisfaction
Table No. 6
EMPLOYEE HEALTH & SAFETY :Sr No.SAADKDSD
E1163817209
E2123021343
E31626192712
E42622121822
E5316133830
73/5132/582/5137/576/5
14.626.416.427.415.2
(16-14.6)2(32-27.2)2(11-11.8)2(19-21.2)2(12-18.8)2
(12-14.6)2(38-27.2)2(09-11.8)2(14-21.2)2(21-18.8)2
(16-14.6)2(14-27.2)2(13-11.8)2(37-21.2)2(20-18.8)2
(26-14.6)2(22-27.2)2(10-11.8)2(27-21.2)2(33-18.8)2
(03-14.6)2(30-27.2)2(16-11.8)2(09-21.2)2(08-18.8)2
275.2/4275.2/459.2/4299.2/4462.8/4
68.868.814.874.8115.7
Mean (x1) = 275.2+275.2+59.2+299.2+462.8/5 = 1371.6/5 =274.32/100
Mean(x1) = 2.74 And
Variance()= 68.8+68.8+14.8+74.8+115.7/5
Variance () = 68.58 = 342.9/5
And Variance(2s1) = (86.11)2 =4703Now we calculate t-test method for two independent means : Job Satisfaction: x1 = 3.12, n1 = 11 , & 2s1 = 4713 Employee Health & Safety : x2 = 2.74 , n2 =5,& 2s1 = 4703
t = x1 - x2 (n1- 1)2s1+ (n2-1) 2s2 * 1 + 1 n1 + n2 - 2n1 n2t = 3.12 2.74 (11- 1)(4713)+ (5-1) (4703) * 1 + 1 11 + 5 - 211 5t = 0.38 (10)(4713) + (10)(4703) * 16 1455 t = 0.38 65942 * 0.29 14
t = 0.38 4710.14 * 0.29
t = 0.38 * 0.53 68.63 t = 5.53 * 0.53 t = 2.93
t = 1.761
Interpretation :-
Learning from SIP :-
There are various aspects of HR policies and procedure followed in the organization and they are interlinked.The SIP provided me with a platform to get a practical approach to the policies and producers in the organization.During the study I ,have observed that many of the employees are not completely satisfied with their job although their salary is good enough and they often feel overworked.I also got a scope to study about the organizational culture prevailing in the organization. The JDs and JRs are as per the culture of the organization. The work pattern clearly reflects the ethics & values of the organization.Overall its an amazing to be part of this organization. I was also excited about the contribution I have made so far. This SIP made me step out of my comfort zone and helped me in expanding my learning horizons and made me discover something new and absolutely worth it.
Findings
Suggestions
Limitations: 1. The study is conducted only at ATLAS CASTALLOY LTD.2. Due to the limitation of time, research could not be made more detailed.3. Due to the confidentiality of some information accurate response was not revealed by some of the respondents.4. Respondents had marked the answer in questionnaires which may be socially incorrect irrespective of their actual feelings.
Conclusion :-
Bibliography
Questionnaire
EMPLOYEE JOB SATISFACTION SURVEY
EMPLOYEE SATISFACTION SURVEYOPINION SURVEY 2014The objective of this short survey is to gain an insight into employees opinions about matters that affect their motivation, satisfaction and empowerment, and to understand how this might affect Company performance.There are 40 questions to be answered. As it is an opinion survey, there are no incorrect answers! There are no trick questions. The survey is broken down into seven sections: Business Objectives Communication Organisation Quality Performance Training & Development Environmental, Health & Safety Job SatisfactionRead each separate statement and then tick the box that most closely fits your opinion of that statement. If you are unsure of what your opinion is of the statement or of the subject matter, tick the Dont know box.(Rating Criteria: 5, 4,3,2,1.. Most positive =5 and most negative = 1 )BUSINESS OBJECTIVES
Strongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagre 1
I have a clear understanding of the Companys Business Objectives.
I have a better knowledge of how the Company is performing than I did twelve months ago.
I believe that satisfying the Customer through quality and delivery are fundamental objectives of the Company.
COMMUNICATIONStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
Over the past twelve months, communication has improved within the Company.
I have a clear understanding of the Companys performance against its Business Objectives.
The Company does not give us enough information about how we are performing.
My immediate boss never listens to what I have to say.
I believe that I am able to talk to anybody in the Company
OrganizationStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
I understand where I fit in the Companys structure.
My team and I do not know how we can contribute to the success of the Company.
If I need support, I know where I can find it.
The structure of the Company has changed for the better over the past twelve months.
I have a clear understanding of who is my customer
I understand who is the Head and his Staff Team.
Quality performanceStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
The Company is more interested in output than product quality.
The Company has a strong focus on quality.
I understand what TS16949 mean to both the Company and Customer.
Quality performance has improved over the past twelve months at the Company.
The Companys quality systems help me do my job well.
Training & DevelopmentStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
I am able to do my job well.
I know how I can get access to training & development if I require it.
More training would allow me to perform my job more effectively.
The Company is doing more training & development now than it was twelve months ago.
More training will not help me with my current job.
Employee Health & SafetyStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
Environment, health & safety (EH&S) is a key priority for the Company.
EH&S performance at the Company has improved over the past twelve months.
I am able to make a personal contribution towards achieving the Companys environmental objectives.
The Company has a genuine commitment to health & safety.
I do not feel safe at work.(i.e. the process/equipment I use)
Job SatisfactionStrongly Agree 5Agree 4Dont Know 3Disagree 2Strongly Disagree 1
Overall, I enjoy my job.
I do not have the level of job security I would like to have.
I am more confident about the future for my job than I was twelve months ago.
I am acknowledged when I do a good job.
I want to do the best that I can in my job.
I feel that the job I do is important for the Company.
Generally, I like the people I work with.
The Company encourages me to express my views now more than it did twelve months ago.
I dont make suggestions because its a waste of time.
The Company uses my full potential.
I would recommend the Company to friends as a good place to work.
1
