Project Report

On
“Employees Satisfaction at Prabhawati Industry”
Submitted in partial fulfillment of the requirement of

Third Year BBA (SEM-VI)

KCE SOCIETY’S
MOOLJI JAITHA COLLEGE,
JALGAON

Submitted by-
Tayade Pratiksha Sanjay

Guided By
Prof- Ankita Mahajan

M. J. COLLEGE JALGAON Page 1

 CERTIFICATE

This is to certify that Mrs. Tayade Pratiksha Sanjay is a bonafide

student of this college
As a part of the university curriculum, the student has undergone study
project in Human Resource Management during the period from 2019
to 2020 in the partial fulfillment of the requirement for the award of the
degree of “Bachelor of Business Administration (BBA).”

Project Guide Vice Principal

Internal Examiner External Examiner

Date…………..
Place…………..

M. J. COLLEGE JALGAON Page 2

 UNDERTAKING

I, Tayade Pratiksha Sanjay have completed the study project titled

“Employees Satisfaction at Prabhawati Industry” in 2019-2020
under the guidance of Prof. Ankita Mahajan in the partial fulfillment
of the requirement for the award of degree of Bachelor of Business
Administration (BBA) from Kavayitri Bahinabai Chaudhari North
Maharashtra University, Jalgaon.

Name of Student
Tayade Pratiksha Sanjay

M. J. COLLEGE JALGAON Page 3

 ACKNOWLEDGEMENT

I would like to express my special thanks of gratitude to my guide Prof.

Ankita Mahajan who gave me the golden opportunity to do this
wonderful project on topic “Employees Satisfaction at Prabhawati
Industry” & also help us in doing a lot of research and I came to know
about so many new things I really thankful to my guide.
Secondly, I would also like to thank our guardian as well as coordinator
CA. A.N.Arsiwala who helped us for lot in finalizing this project within
the limited time frame. I also thankful to our other supporters for doing
this project.
In the end, I again thanks to all the person who had given their helping
hands to us in making this project report successfully.

Name of Student
Tayade Pratiksha Sanjay

M. J. COLLEGE JALGAON Page 4

 DECLARATION

I, The undersigned here declare that project report entitle “Kavayitri

Bahinabai Chaudhari North Maharashtra University Jalgaon”
written and submitted by me to M. J. College Jalgaon in partial
fulfillments of requirements for the award of degree of Bachelor Of
Business Administration (BBA) under the guidance of Prof. Ankita
Mahajan.
It is my original work and interpretations drawn there are based on
material collected by myself.

Place – Mooljee Jaitha College Student Name

Jalgaon Tayade Pratiksha Sanjay
Date -

M. J. COLLEGE JALGAON Page 5

 INDEX
Sr. No Particulars Page No

1 Introduction
7 - 12
2 Research Methodology
13 - 16
3 Literature Review
15 – 21

4 Company Profile
22 – 23

5 Data Analysis
24 - 42

6 Finding & suggestion

43 - 45

7 Conclusion
46 - 47

8 Annexure
48 - 50

9 Bibliography
51

M. J. COLLEGE JALGAON Page 6

 1:- INTRODUCTION

"People don't leave their jobs, they leave their managers."

Although committed and loyal employees are the most influential factor to
becoming an employer of choice, it's no surprise that companies and organizations
face significant challenges in developing energized and engaged workforces.
However, there is plenty of research to show that increased employee commitment
and trust in leadership can positively impact the company's bottom line. In fact, the
true potential of an organization can only be realized when the productivity level of
all individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization.

As a result, the goal of every company should be to improve the desire of

employees to stay in the relationship they have with the company. When
companies understand and manage employee loyalty-rather than retention
specifically - they can reap benefits on both sides of the balance sheet i.e. revenues
and costs. On the revenue side of the balance sheet, loyal and committed
employees are more likely to go "above and beyond" to meet customer needs and
are highly motivated to work to the best of their ability. On the cost side, loyal
employees stay longer, resist competitive job offers, do not actively look for other
employment and recommend the company to others as a good place to work. These
four behaviors positively influence the cost side of the balance sheet.

In other words, rather than focusing only on retention (that is, trying to retain
employees who have already decided to leave), organizations should proactively
recognize the benefits of understanding, managing and improving employee
satisfaction. The most successful organizations are those that can adapt their
organizational behavior to the realities of the current work environment where
success is dependent upon innovation, creativity and flexibility.

One of the key steps to understanding and improving employee satisfaction is by

acknowledging the importance of the following factors in building loyalty and
satisfaction: Broadly-defined responsibilities rather than narrowly-defined job
functions Effective and regular performance evaluations, both formally and
informally A corporate emphasis on employee learning, development and growth
Wide-ranging employee participation in the organization as a whole.

M. J. COLLEGE JALGAON Page 7

Typically, a combination of factors influences employees' decisions to stay at their
current job. Contributing factors include satisfying work, a sense of job security,
clear opportunities for advancement, a compelling corporate mission combined
with the ability to contribute to the organization's success, and a feeling that their
skills are being effectively used and challenged. Specifically, employees who
enjoy their work identify themselves with their employer and perceive that the
company is flexible regarding work and family issues also intend to stay with the
organization. Affect employee satisfaction, and should be given when possible. Yet
money cannot solve all morale issues, and if a company with widespread problems
for workers cannot improve their overall environment, a bonus may be quickly
forgotten as the daily stress of an unpleasant job continues to mount. If possible,
provide amenities to your workers to improve morale. Make certain they have a
comfortable, clean break room with basic necessities such as running water. Keep
facilities such as bathrooms clean and stocked with supplies. While an air of
professionalism is necessary for most businesses, allowing workers to keep family
photos or small trinkets on their desk can make them feel more comfortable and
nested at their workstation. Basic considerations like these can improve employee
satisfaction, as workers will feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. An easy avenue for employees to discuss problems with
upper management should be maintained and carefully monitored. Even if
management cannot meet all the demands of employees, showing workers that
they are being heard and putting honest dedication into compromising will often
help to improve morale.

The following are the variables which contribute to Employee satisfaction:-

1. Overall Individual satisfaction:- Employees be should satisfy with the
organization as a great place to work.

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

environment within which they work for it would result in high productivity.

3. Communication Method:- When administrative policies and all important

announcements are communicated to the employees, it boosts their morale. The
methods chosen for communication also play an integral role. Some of the methods
that could be used are internet, monthly newsletters, weekly meetings etc.

M. J. COLLEGE JALGAON Page 8

4. Compensation & Benefits:- This is the most variable for employees
satisfaction. Employees should be provided with competitive salary package and
they should be satisfied with it when comparing their pay packets with those of the
outsiders who are working in the same industry.

The study of “Employee satisfaction” helps the company to maintain a standard

& increase productivity by motivating the employee. This study tells us how much
the employees are capable & their interest at work 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 employee 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 is the terminology used to describe whether employees are

happy and contented and fulfilling their desires and needs at work. Many measures
purport that employee satisfaction is a factor in employee motivation, employee
goal & achievement, and positive employee morale in the workplace.

Employee satisfaction while generally a positive in your organization can also be a

downer if mediocre employees stay because they are satisfied with your work
environment.

Factors contributing to employee satisfaction include treating employees with

respect, providing regular employee recognition, empowering employees, offering
above industry-average benefits and compensation, providing employee perks and
company activities and positive management within a success framework of goals,
measurements, and Expectations.

Employee satisfaction is often measures by anonymous employee satisfaction

surveys administrated periodically that gauge employee satisfaction in areas such
as:-

➢ Management.
➢ Understanding of mission and vision.
➢ Empowerment.
➢ Teamwork.

M. J. COLLEGE JALGAON Page 9

 ➢ Communication.

The facts of employee satisfaction measured vary from company to company. A

second method used to measure employee satisfaction is meeting with small
groups of employees and asking the same questions verbally. Depending on the
culture of the company, either method can contribute knowledge about employee
satisfaction to managers and employees. Employee Satisfaction is a prerequisite for
the customer satisfaction.

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

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

When companies are committed with providing high quality products and services;
when companies set high work standards for their employees; and when employees
are empowered through training and development, provided with knowledge and
information, permitted to make mistakes without punishment, and trusted; they
will experience an increase in their level of satisfaction at work.

This level of satisfaction can be enhanced further if teamwork and visionary

leadership are introduced. Continuous improvement comes from the efforts of the
empowered employees motivated by visionary leadership. This is supported by the
findings that empowerment and visionary leadership both have significant
correlation with employee satisfaction. Teamwork is also supported by the
findings. In addition, the study found significant correlation between employee
satisfaction and employee’s intention to leave.

M. J. COLLEGE JALGAON Page 10

The success of a corporation depends very much on customer satisfaction. A high
level of customer service leads to customer retention, thus offering growth and
profit opportunities to the organization. There is a strong relationship between
customer satisfaction and employee satisfaction. Satisfied employees are more
likely to stay with company and become committed and have more likely to be
motivated to provide high level of customer service, by doing so will also further
enhance the employee’s satisfaction through feeling of achievement. Enhanced
employee satisfaction leads to improved employee retention; and employee
stability ensures the successful implementation of continuous improvement and
customer satisfaction. Customer satisfaction will no doubt lead to corporate
success and greater job security. These will further enhance employee satisfaction.
Therefore, employee satisfaction is a prerequisite for customer satisfaction.

M. J. COLLEGE JALGAON Page 11

 2:- RESEARCH METHODOLOGY

Objectives of the project

Since this has been a startup company entering into second year, it wanted to check
out levels of satisfaction before coming up with new policies to take future course
of actions. I was given the task to understand the various aspects related to
Employees satisfaction in the organization.

Prabhawati industry also wanted to make out an external survey in indentifying the
benefits other company offers to its Employees and compare those things along
with the benefits offered by the company.

Organization also wanted to know Employees understanding of company’s mission

and vision statement.

Company also wanted to check Employees satisfaction levels with their team
leaders, with the Management and within the team members.

➢ To measure Employees satisfaction on Compensation and Benefits.

➢ To find out the expectations of Employees from Management.

➢ To compare the desired satisfaction with the actual one.

➢ To compare the satisfaction in different levels i.e. female and male

Employees, juniors and seniors and within different teams.

Research methodology is a way to systematically solve the research problem. It

may be understood as a science of studying now research is done systematically. In
that various steps, those are generally adopted by a researcher in studying his
problem along with the logic behind them. It is important for research to know not
only the research method but also know methodology. The procedures by which
researchers go about their work of describing, explaining and predicting

M. J. COLLEGE JALGAON Page 12

phenomenon are called methodology. Methods comprise the procedures used for
generating, collecting and evaluating data. All this means that it is necessary for
the researcher to design his methodology for his problem as the same may differ
from problem to problem.

Data collection is important step in any project and success of any project will be
largely depend upon now much accurate you will be able to collect and how much
time, money and effort will be required to collect that necessary data, this is also
important step.

Data collection plays an important role in research work. Without proper data
available for analysis you cannot do the research work accurately. Research
Methodology has mainly two:-

➢ Primary source
➢ Secondary source

1) Primary Data:-The primary data are those which are collected afresh & for
the first time & thus, happen to be original in character. For carrying out this
project, the researcher has used informal discussion with the company officials.

2) Secondary Data:- The data which have already collected by someone &
which have been already passed through the statistical process is known as
secondary data. For the purpose of doing this project, the

Researcher collects the secondary data from:-

❖ Annuals report of the company.

❖ Internet
❖ Details from the observation as a participant.

M. J. COLLEGE JALGAON Page 13

 SAMPLING TECHNIQUES

Simple sampling:-
Simple sampling is a sampling process that utilizes some form of random selection.
In probability sampling, each unit is drawn with known probability or has a non
zero chance of being selected in the sample. Such sample is usually selected with
the help of random numbers. With probability sampling, a measure of sampling
variation can be obtained objectively from the sample itself. Simple random
sampling has been adopted for this research. Under which we have considered the
sampling which has been done for a specific designed population because here a
small cluster of professional has been considered out of the total universe which
has been divided in small group like recruitment team & employee.

SAMPLE SIZE
Sample size refers to the number of items selected from universe Constitute a
sample. The sample size should be optimum as it should fulfill the objective of
research.

A complete interaction and enumeration of all the employees of Specialty Polyfilm

was not possible so a sample was chosen that consisted of 30 employees.
(Covering each and every department)

SAMPLE AREA
The sample area refers to the universe to be studied under my research project. The
area denotes the place or the region to be studied and taken into research
consideration. Thus, the sample area chosen for this project is Prabhawati Industry
Jalgaon.

M. J. COLLEGE JALGAON Page 14

 3:- LITERATURE REVIEW

Savory (1989) highlighted the employee satisfaction of nurses in Perth, Western

Australia. The e satisfaction level of the nurses was mainly due to interesting and
challenging work which was followed by a feeling of achievement wherein, he
even said salary was ranked as a very low satisfier. The employee satisfaction level
increased as the person grew old where in the variables like gender, time in
hospital, position held were controlled. Organizations should always focus on
satisfying the three basic needs (Individual motivators, Employee relationships and
personal relationships) of an employee which will in return help the employees in
achieving employee satisfaction.

Melvin (1993) stated that the environmental design of an organization plays a

very important role in employee satisfaction at the same time it also plays an
important role in employee’s high job involvement. A good environmental design
of an organization helps in resolving the conflicts and confusion. The author even
cites that it is the responsibility of the management to design the environment in
such a manner that it reduces the dissatisfaction where in the work tasks, working
patterns are properly mentioned.

MacDiarmid (1999) studied the employee satisfaction level of workaholics. He

said there are six variables of workaholic patterns i.e. Workaholics, Enthusiastic
Workaholics, Work Enthusiastic, Unengaged Workers, Relaxed Workers and
Disenchanted Workers. The employee satisfaction level and career satisfaction
level was much more in Enthusiastic Workaholics, Work Enthusiastic, Relaxed
Workers than Workaholics, Unengaged Workers and Disenchanted Workers
because of the future career prospects, working involvement, drive and work
enjoyment.

Beaumont (1982) in his article highlights the job satisfaction level of general
household in United States & Britain where in there is a close fit relationship in
U.S than Britain. In the study he found that in U.S there is a positive relationship
between Job Satisfaction and Age where as in Britain it was considerably low.

M. J. COLLEGE JALGAON Page 15

Partridge (1981) studied the job satisfaction level of women in Britain in which
he found that the job satisfaction level of women was more as compared with black
men, as they normally have low expectations from their jobs. At the same time
they have a greater feeling that the alternative jobs available to them differs very
less than those available to them.

Sari & Judge (2004) discussed on employee attitudes leading to job

satisfaction. The employee attitude is related to the job, when a person has a liking
towards to the job the satisfaction level increases there by increasing the
organization performance as in a whole.

Savory (1987) highlights the effect of motivators on job satisfaction. He states

intrinsic motivators’ helps in achieving job satisfaction. The study says stress being
one of the major reason leading to dissatisfaction therefore it has to be taken care
of properly to reduce the level of dissatisfaction. The immediate supervisor is the
person who has a major influence on job satisfaction. The supervisor helps in
increasing the satisfaction level by offering more of intrinsic motivators like
challenging work and career development to the subordinates and he is the one
who provides the most tangible assistance to the subordinate highlights on
employees job satisfaction and its impact on their performance. Employees’
attitude reflects the moral of the company. Happy employees play an important
role in the areas of customer’s service and sales as they are the one to interact with
the customer on a daily basis. Work environment is the key factor in job
satisfaction. Good work environment and good working conditions leads to job
satisfaction at the same time helps in increasing employee work performance,
profitability, customer satisfaction as well as retention.

Tiete & Myers (1998) discusses the theories of job satisfaction mentioned by
Herzberg and Lockers. Job Satisfaction is always maximum when an employee is
satisfied with the work which is assigned to him. A well furnished office and the
temperature of the work environment doesn’t help much where as the base duty
allotted in the job and the intrinsic related feelings of an individual creates a
positive attitude in him about the job. Salary, perks always doesn’t lead to job
satisfaction it is the intrinsic feelings of an individual which leads to job
satisfaction. Witte (2012) highlighted on the group differences aspect in job

M. J. COLLEGE JALGAON Page 16

satisfaction. The study was done on the banking sector in Belgium. A model was
created for testing the hypothesis .The model was “Job Demand Control support”
and the analysis found says that job demand(It is a psychology which says the job
requires certain capabilities)have the highest effect in explaining satisfaction in
relation to the working conditions and less in relation to explaining satisfaction
with job content.

Omen (2007) discusses the relationship between educational level and job
satisfaction. He says though there is a relationship it also says that there is no
relationship as well. Higher educated workers are always satisfied in comparison
with the lower educated workers, the fact being higher educated people obtain a
job of better quality. He adds lower educated workers can also have higher level of
job satisfaction from the psychological benefits of a “good job”. Quality of jobs
offered to the employees differs with the educational level leading to different
degree of job satisfaction. Job characteristics have a big role as here one gets a
scope to use his or her own skills. Therefore the author suggests that organizations
should focus more on job quality than educational level.

Oshagbemi (1997) highlights on the effect of ranking on the job satisfaction

level of UK academicians. Rank increases the job satisfaction level of the
academics. Based on the analysis it was found that gender and rank have direct
impact on the level of job satisfaction of university teachers. Female academics in
the ranks of senior lecturer, reader and professor were more satisfied than men in
the same rank. Female academics were found to be more satisfied in regard to pay,
promotion, physical conditions/working facilities than men.

Kumari and Pandey (2011) states that public sector and private sector both
are equally important for any nation and these two are the basic requirement for
any nation to prosper and grow. Here the job satisfaction level was tested in
relation to job ambivalence (the state of having mixed feelings or contradictory
ideas about something). Higher performance rating was given to the supervisor
when the job ambivalence faced by the employees is less and vice-e-versa. Job
satisfaction and performance has no relation when the job ambivalence increases
towards the job. Therefore, organizations should focus on bringing clarity to the
employees about their work, the process to be followed for the better
understanding of the job.
M. J. COLLEGE JALGAON Page 17
Seniwoliba A.J. (2013) studies the job satisfaction level of teachers in public
senior high school in the Temale Metropolis of Ghana and it was found that
extrinsic factors i.e. salary, incentives, working conditions, security (Medical
allowance and future pension benefits) motivates the employees and helps in
achieving job satisfaction effectively. Salary and working conditions play a larger
role in job satisfaction and by enlarge organizations should focus on it always and
take steps for improving it. Equal pay for equal rank has to be preached by
organizations.

Nir (2012) Studies the importance of teachers’ perceived organizational support

on Job Satisfaction. There are two aspects to satisfaction mainly intrinsic and
extrinsic. Earned status and respect are those of the extrinsic factors which plays an
important role in employee satisfaction. Self-efficacy as an intrinsic factor helps as
it promotes individual self-fulfillment. When organization value its employees
contribution, cares about their well being then employees are satisfied intrinsically
and extrinsically.

Aristovnik (2014) discusses influence of organizational and environmental

factors on employee job satisfaction. The police employees rated salary and
security as the least motivator and support from the management as high. Police
employees rate trust and belongingness as the key factor to job satisfaction.

Austin (2007) mentions “Self-fulfillment”, “Independence” and “Job

environment” are the key reasons to managers’ job satisfaction in Cyprus. Good
pay, highly skilled subordinates, growth opportunities relates to self-fulfillment.
Employers should focus on these three factors i.e. the demographic variables (age,
gender, number of years in the organization, public or private sector, number of
employees supervised) independence in work and the work environment to make
the system flow flawlessly leading to job satisfaction.

Ingram (1992) states that job satisfaction is related to work, co-workers,

promotion, pay, supervision relates to customer orientation. In service industry
front line people are the one who interact with the customers on a regular basis and
influence the customer perception by their behaviors as well as the appearance of
the product /service knowledge. Promotion is a key factor in job satisfaction. It is
the duty of the manger to monitor and improve the employee satisfaction level
M. J. COLLEGE JALGAON Page 18
related to supervision quality, working conditions, intrinsic compensations and
benefits and company policies so that it helps in achieving the desired level of
satisfaction within the employees.

Hawley (2008) Discusses on the beginning teacher’s job satisfaction level and
factors influencing their level of satisfaction. Teachers are be found to be satisfied
with their job and the factors which lead to their job satisfaction were academic
proficiency ,race, socioeconomic status, teaching license and if their mother was a
teacher. Teaching license plays a getter role here as it shows the necessary skills
and knowledge required for teaching and which the teacher posses.

Antvor (2010) discusses the influence of national culture on the national job
satisfaction level and at the same time he also discusses its effect on other
evaluations of job related aspects. They state that although cultural influence was
there in national job satisfaction, all job aspects of job satisfaction were not
cultural context specific. Management has to be careful while comparing the
results from a cross-national job satisfaction study.

Oshagbemi (1997) Highlighted on the characteristics of job satisfaction of UK

university teachers. It grouped the university teachers into three categories i.e.
“Happy”, “Satisfied”, “Unhappy”. Satisfied workers had higher job satisfaction
level as they enjoyed their primary functions of teaching & research. Their
satisfaction with organizational facilities was also very high. On the other hand,
unsatisfied categories of workers were dissatisfied on all these aspects. This
limitation can be reduced by the management of the organization by taking
appropriate steps in reducing the dissatisfaction and giving a comfort level and a
sense of belongingness to the employees in the organization and ultimately
achieving job satisfaction leading to more job involvement.

Zaki (2003) explains the job satisfaction and performance of Lebanese banking
non-managerial staff. The researcher found a significant relationship between job
satisfaction and gender in relation to pay and supervision. Only satisfied people in
the organization perform and it is the duty and responsibility of the organization to
take proper care of them. Female employees were more satisfied with the salary
whereas male employees were more satisfied with the supervision. The author

M. J. COLLEGE JALGAON Page 19

even says at times this may not be relevant because self-ratings are inflated and
generally colleagues’ performance is under rated.

Warn (2003) highlighted on work place dimensions leading to stress &

eventually reducing job satisfaction. Stress is generally experienced due to loss of
control of the desired outcomes of the job. Stress is felt at the work place due to
lack of power, role conflict and role ambiguity leading to job dissatisfaction. The
concept of controllability brings in a solution in decreasing the stress and leading
to job satisfaction, wherein an individual brings in a mindset of expectations and
needs which is dependent on the individual’s aspirations and control over various
aspects of work situations. A positive working atmosphere like positive learning
environment or no harassment environment or not being fearful in work place
helps in reducing stress and achieving job satisfaction.

Ramayah (2011) evaluates within the Malaysian context whether mentoring

leads to job satisfaction. His findings reveal that career mentoring was related to all
the dimensions of job satisfaction. The dimensions of job satisfaction studied here
were: job itself, co-workers, supervisors, and promotion. Mentor plays an
important role in higher level of learning always and it directly results in positive
employee outcomes. But, psychological mentoring doesn’t have a significant
relationship with the three factors of job satisfaction (co-workers, job itself and
promotion). It is also stated in the study that because psychological mentoring
leads to non-monetary satisfaction, employees at maximum time don’t value it.

Oshagbemi (1999) highlights the academics and their managers’ job

satisfaction levels: A comparative Study. Managers and academics are not able to
achieve job satisfaction because they are not satisfied with the present pay,
research and administration and management. Therefore, organizations have to
look forward for the ways to reduce the dissatisfaction level where in they can
make few changes to the code of conduct of the administration and management
and helping the employees to achieve a satisfaction level.

Siliverthrine (2008) studied the contribution of personality variable locus of

control on job satisfaction and related outcomes such as performance and job
stress. Findings reveal that internal locus of control leads to lower level of job
stress and higher level of job satisfaction and performance. External locus of
M. J. COLLEGE JALGAON Page 20
control doesn’t reduce the job stress whereas internal locus of control leads to
performance and satisfaction by reducing the job stress studies the link between
Fringe benefits and job satisfaction. Fringe benefits always don’t lead to job
satisfaction. It is always acceptable to an extent where in the employee has a
feeling that he is able to satisfy his needs. Many a times it is found that it doesn’t
match the requirement of the employee leading to dissatisfaction. Therefore,
organizations have to review their system in a better way which will provide fringe
benefits as required and provide employees every opportunity to avail them,
ultimately leading to job satisfaction.

Mudor and Tookson (2011) discusses about the link between human resource
management practices, job satisfaction and finally the turnover. Supervision,
training and pay practices which are the three variables in HRM Practices are very
adversely associated with job satisfaction. Effective jobs help in achieving job
satisfaction with continuous training and good pay. Job satisfaction is directly
related to turnover.

Al-Zoubi (2012) studies the relationship between job satisfaction of various

private and public Jordanian organizations and Salary. He found that salary is not a
prime factor that influences job satisfaction. Though financial effect is fast but has
very sort effect. Job satisfaction is always a long-term requirement by an
organization. Therefore, organizations should think of innovative ways that will
enhance all job aspects including salaries as well as psycho-social variables that
enhances the work life quality.

Salesm, Mahmood and Mahmood (2010) study was focused to the mobile
telecom services in Pakistan wherein the effect of work motivation on job
satisfaction was studied. Training is perceived to be a regular ongoing process for
systematic progression of employees’ attitude, skill and knowledge in creating
motivation towards their job satisfaction. The HRM system of the organization
helps in resolving the issues of work motivation and job satisfaction.

M. J. COLLEGE JALGAON Page 21

 4:- COMPANY PROFILE
HISTORY
Establish in the year 2002, Prabhawati Industries is a prominent manufacture,
supplier and export of a wide range of mats and PP Granules. The superior quality
range of product offered by our company includes PP Mats, Prayer Mats, Exercise
Mats, Beach Mats, and PP Granules. The whole range of products manufacture is
used for flooring in hospitals, offices, institutes, hostels and religious places.

We adhere to all the standard quality norms and policies to produce product as per
the requirements of our customers. Recently, we have adopted the latest Japanese
technology and maintained. Our team of personnel works hard to produce product
in various design and colors as per the latest market trend. Our clients appreciate us
for timely delivery of product and cost effective prices. This has enabled us to gain
and huge client base in India.

Under the able guidance of Mr. Ram abrader, we have achieved continuous
success and growth in this competitive domain. His industry insight and
experiences has mustered us a formidable client base worldwide.

M. J. COLLEGE JALGAON Page 22

 COMPANY DETAILS

Company name Prabhawati Industry

Located Jalgaon

Year of Establishment 2002

Nature of Business Import supplier,

Manufacturer Exporter

Number of employee 50

Major Markets Mumbai

Pune
Uttar Pradesh (UP)
Madhya Pradesh (MP)
Turnover (Approx.) USS0.25 – 1 Million (or 1-4 crore)

CONTACT DETAILS
Prabhawati Industries

Mr. Ram Bahadur

S-26, M.I.D.C Area, Ajanta Road

Jalgaon, Maharashtra- 425001, India.

M. J. COLLEGE JALGAON Page 23

 5:- DATA ANALYSIS AND INTERPRETATION
Q1: Since how many years have you been working in Prabhawati Industry?

Table: 5.1
Years No of Respondent Percentage
Less than 2 years 17 57%
3-6 Years 9 30%
More than 6 years 4 13%
Total 30 100%

Fig: 5.1
60%

50%

40%
PRECENTAGE

30%

20%

10%

0%
LESS THAN 2 YEARS 3-6 YEARS MORE THAN 6 YEARS

Interpretation:-
From above chart it is seen 57% person are working less than 2 years in this
industry and 30% employee are giving their opinion as they are working between
three to six year and remaining 13% are the working from more than 6 years in this
industry.

M. J. COLLEGE JALGAON Page 24

5.2. How is the working environment of Prabhavati Industry?

Table 5.2
Sr. No Opinion No of Respondent Percentage
1 Participative 16 53%
2 Autonomy 13 43%
3 Whimsical 1 3%
Total 30 100%

Fig. 5.3
60%

50%

40%
PERCENTAGE

30%

20%

10%

0%
PARTICIPATIVE ANOTONOMY WHIMSICAL

Interpretation:-
From the above table 5.2 and figure 5.2 we can observe 53% respondent give their
opinion as an environment of the industry is a participative and 43% respondent
says that an environment of the industry is autonomy and remaining 3%
respondent say that there is a whimsical environment of Prabhawati Industry.

M. J. COLLEGE JALGAON Page 25

Q.3. Are you satisfied with the working hours of your industry?

Table 5.3
Sr. No Opinion No of Respondent Percentage
1 Yes 22 73%
2 No 5 17%
3 Cannot say 3 10%
Total 30 100%

Fig. 5.3
80%

70%

60%
PERCENTAGE

50%

40%

30%

20%

10%

0%
YES NO CANNOT SAY

Interpretation:-
From above chart it is clear that the 73% employees are satisfied with the working
hour of their company and 17% are dissatisfied with the working hour pattern and
remaining 10% are not comfortable to give their opinion.

M. J. COLLEGE JALGAON Page 26

Q.4. Do you get payment as per terms and condition?

Table 5.4
Sr. No Opinion No of Respondent Percentage
1 Yes 23 77%
2 No 7 23%
Total 30 100%

Fig. 5.4
90%

80%

70%

60%
PERCENTAGE

50%

40%

30%

20%

10%

0%
YES NO

Interpretation:-
From above chart 77% employees are said that they are get payment by company
on time and another 23% people said that they are not getting payment on time or
according to terms and condition of company.

M. J. COLLEGE JALGAON Page 27

Q.5. Are you satisfied with the salary what you offered by your industry?

Table 5.5
Sr. No Opinion No of Respondent Percentage
1 Yes 24 80
2 No 4 13
3 Cannot say 2 7
Total 30 100

Fig. 5.5
90%
80%
70%
PERCENTAGE

60%
50%
40%
30%
20%
10%
0%
YES NO CAN NOT SAY

Interpretation:-
From above chart we can observed that 80% respondent said that they are satisfied
with the salary which is offered by the company and 13% respondent are
dissatisfied with the salary offered by company to them and remaining 7%
respondent cannot give their opinion.

M. J. COLLEGE JALGAON Page 28

Q6: Does the Industry’s environment and nature affect on your health?

Table 5.6
Sr. No Opinion No of Respondent Percentage
1 To some extent 21 70%
2 To large extent 9 30%
Total 30 100%

Fig. 5.6
80%

70%

60%

50%
PERCENTAGE

40%

30%

20%

10%

0%
TO SOME EXTENT TO LARGE EXTENT

Interpretation:-
From above chart 70% respondent’s opinion is that the Industries environment
affect of their health in some extent and another 30% respondent’s opinion is that
the environment of industry does affect on their health in large extent.

M. J. COLLEGE JALGAON Page 29

Q7: Are you satisfied with your position in the industry?

Table 5.7
Sr. No Opinion No of Respondent Percentage
1 Very satisfied 9 30%
2 Dissatisfied 2 7%
3 Satisfied 11 37%
4 Very dissatisfied 8 27%
Total 30 100%

Fig. 5.7
40%

35%

30%

25%
PERCENTAGE

20%

15%

10%

5%

0%
VERY STASFIED DISSATISFIED STASFIED VERY STASFIED

Interpretation:-
According to above figure 30% of respondents are very satisfied with their
position in industry also 37% of respondent are satisfied with the position and
another 7% respondent are dissatisfied with their position and also 27% of
respondent are very dissatisfied with their position in which they are working
presently.

M. J. COLLEGE JALGAON Page 30

Q8: Are you agree with your work is according to your qualification and skill?

Table 5.8
Sr. no Opinion No of Respondent Percentage
1 Agree 20 67%
2 Disagree 10 33%
Total 30 100%

Fig. 5.8
80%

70%

60%
PERCENTAGE

50%

40%

30%

20%

10%

0%
AGREE DISAGREE

Interpretation:-
From above figure 5.8 we can observe 67% employee are agree with they are get a
work according to their qualification and skill and another 33% are not agree with
this opinion that they get a job with their qualification and skill.

M. J. COLLEGE JALGAON Page 31

Q9: In the industry does the employee share their experience to help each other?

Table 5.9
Sr. No Opinion No of Respondent Percentage
1 Yes 22 73%
2 No 6 20%
3 Cannot say 2 7%
Total 30 100%

Fig. 5.9
80%

70%

60%

50%
PERCENTAGE

40%

30%

20%

10%

0%
YES NO CANNOT SAY

Interpretation:-
From above fig. Out of 30 respondents, 73% respondents are share their experience
with each other and 20% respondent does not share their idea or experience with
each other and remaining 7% select the option cannot say.

M. J. COLLEGE JALGAON Page 32

Q10: Which of the following factor which motivates you most?

Table 5.10
Sr. No Opinion No of Respondent Percentage
1 Salary increase 18 60%
2 Leave 2 7%
3 Motivational talk 10 33%
4 Recognition 0 0%
Total 30 100%

Fig 5.10
70%

60%

50%
PRESENTAGE

40%

30%

20%

10%

0%
SALARY INCREASE LEAVE MOTIVATIONAL TALK RECONIGINATION

Interpretation:-
From above fig. out of 30 respondent, 60% employees are motivated through the
after increment in their salary and 7% employees are motivated with leaving while
33% employees are motivated with the help of motivational talks and no one (0%)
employee are motivated through recognition.

M. J. COLLEGE JALGAON Page 33

Q11: How do you rate the physical working condition in the industry?

Table 5.11
Sr. No Opinion No of Respondent Percentage
1 Good 10 33%
2 Average 17 57%
3 Poor 3 10%
Total 30 100%

Fig. 5.11
60%

50%

40%
PERCENTAGE

30%

20%

10%

0%
GOOD AVREAGE POOR

Interpretation:-
From above fig. out of 30 respondent, 33% employee rate the physical working
condition as a good another 57% employee rate the physical working condition is
average and remaining 10% employees goes with poor option.

M. J. COLLEGE JALGAON Page 34

Q12: Does the industry provide medical facility for employees in any kind of
emergency situation?

Table 5.12
Sr. No Opinion No of Respondent Percentage
1 Yes 23 77%
2 No 7 23%
Total 30 100%

Fig, 5.12
90%

80%

70%

60%
PERCENTAGE

50%

40%

30%

20%

10%

0%
YES NO

Interpretation:-
From above fig we can observe that 77% employees opinion that there medical
facility is provided by company and another 23% employee’s opinion that there is
no any medical facility provided by the company.

M. J. COLLEGE JALGAON Page 35

Q13: Does the top management involve employees in the management decisions?

Table 5.13
Sr. No Opinion No of Respondent Percentage
1 To some extent 24 80%
2 To large extent 6 20%
Total 30 100%

Fig. 5.13
90%
80%
70%
60%
PERCENTAGE

50%
40%
30%
20%
10%
0%
TO SOME EXTENT TO LARGE EXTENT

Interpretation:-
From above fig. 80% employees says the top management involve employees in
management decision making in some extent and another 20% employees says the
top management involve employee in the management decision making in large
extent.

M. J. COLLEGE JALGAON Page 36

Q14: Does the management have good relation with the workers?

Table 5.14
Sr. No Opinion No of Respondent Percentage
1 Yes 25 83%
2 No 5 17%
Total 30 100%

Fig.5.14
90%

80%

70%

60%
PERCENTAGE

50%

40%

30%

20%

10%

0%
YES NO

Interpretation:-
83% of the employees feel that the management has a good relation with workers
and only 17% of them feel that the management has not good relation with them.

M. J. COLLEGE JALGAON Page 37

Q15: Is the management helpful and sympathetic to your problems at workstation?

Table 5.15
Sr. No Opinion No of Respondent Percentage
1 To some extent 24 80%
2 To large extent 6 20%
Total 30 100%

Fig.5.15
90%
80%
70%
60%
PERCENTAGE

50%
40%
30%
20%
10%
0%
TO SOME EXTENT TO LARGE EXTEND

Interpretation:-
80% of the employees feel that the management is sympathetic to some extent in
their problems faced at workstation.

M. J. COLLEGE JALGAON Page 38

Q16: Does your organization recognize and acknowledge your work?

Table 5.16
Sr. No Opinion No of Respondent Percentage
1 Strongly agree 9 30%
2 Agree 18 60%
3 Neutral 3 10%
4 Disagree 0 0
5 Strongly disagree 0 0
Total 30 100%

Fig. 5.16
70%

60%

50%
PERCENTAGE

40%

30%

20%

10%

0%
STRONGLY AGREE AGREE NEUTRAL DISAGREE STROGLY DISAGREE

Interpretation:-
60% employees are agree with the organization acknowledge their work and 30%
employees are also strongly agreed.

M. J. COLLEGE JALGAON Page 39

Q17: Do you have any problem with the present management setup of your
industry?

Table 5.17
Sr. No Opinion No of Respondent Percentage
1 Yes 5 17%
2 No 25 83%
Total 30 100%

Fig. 5.17
90%
80%
70%
60%
PERCENTAGE

50%
40%
30%
20%
10%
0%
YES NO

Interpretation:-
83% employees do not have any problems towards the current management setup
but 17% employees think that the management setup should be change.

M. J. COLLEGE JALGAON Page 40

Q18: How flexible is the industry with respect to you and your family
responsibilities?

Table 5.18
Sr. No Opinion No of Respondent Percentage
1 Very flexible 14 47%
2 Somewhat flexible 12 40%
3 Neither 2 7%
4 Somewhat inflexible 2 7%
5 Very inflexible 0 0
Total 30 100%

Fig. 5.18
50
45
40
35
30
PERCENTAGE

25
20
15
10
5
0
Highly flexible Somewhat flexible Neither Somewhat inflexible Very inflexible

Interpretation:-
47% employee are sure that the company is flexible for them as well as their
family also 40% sure about that and 7% employees think that company is
somewhat flexible them and their family.

M. J. COLLEGE JALGAON Page 41

Q19: Finally, how do you rate your overall satisfaction as an employee of
Prabhavati Industry?

Table 5.19
Sr. No Opinion No of Respondent Percentage
1 Highly satisfied 15 50%
2 Satisfied 14 47%
3 Dissatisfied 0 0
4 Highly dissatisfied 1 3%
Total 30 100%

Fig. 5.19
60%

50%

40%
PERCENTAGE

30%

20%

10%

0%
HIGLY SATISFIED SATISFIED DISSATISFIED HIGLY DISSATISFIED

Interpretation: -
50% of the employees are highly satisfied and 47% of the employees are satisfied.

M. J. COLLEGE JALGAON Page 42

 6: - FINDINGS & SUGGETIONS
After the successful completion of the survey i.e. when all Employees submitted
their feedback we analyzed it in following ways

Consolidated report of all the Employees taken and difficulties faced by them were
taken into consideration. Then team wise about the perception and problems faced
in teams were analyzed. Then reports were divided according to gender and
analyzed and finally reports according to seniority were prepared from which the
consolidated report that had been enclosed shows the overall levels of Employee
Satisfaction at Prabhawati industry.

After analyzing the consolidated report, I thought the below suggestions given by
me would help Prabhawati industry to create an amicable & peaceful environment
where people feel proud to work.

Findings:-

➢ Out of 30 employees, there are 13 employees are more experienced who

have been working from more than 3 years in Prabhawati industry and
remaining 17 employees are working less than 2 years.

➢ 53% employees think that the environment in which working they are
participative and 43% employees think that the environment is autonomy.

➢ In Prabhawati Industry 73% employees are satisfied or happy with the

pattern of working hour of the industry.

➢ More than 80% employees are satisfied with the condition of salary offered
to them by company.

➢ Near to 77% employees are get payment as per terms and condition.

M. J. COLLEGE JALGAON Page 43

 ➢ In industry 70% employees are with the opinion that the environment of the
industry does not affect on their health and remaining 30% employees think
that environment of industry effect on their health.

➢ In Prabhawati industry 67% employees are get job or work according to

their knowledge and skill.

➢ Most of 73% people are share their experience and idea to each other with
the purpose of solving the particular problem in the industry.

➢ 83% employees are said that the management involve the employees in their
decision making process.

➢ Also 83% employees think that the management maintain have good relation
with the workers and 17% employees think that the management do not
maintain good relationship with them.

➢ Near to 87% employees are satisfied with the option of the industry is a
flexible foe them as well as their families.

➢ Out of 30 employees near to 20 employees are satisfied and highly satisfied

with their position in industry and remaining 10 employees are dissatisfied
or very dissatisfied with their position.

➢ Out of 100% near to 97% employees are give their positive rate or
satisfactory rate towards industry.

M. J. COLLEGE JALGAON Page 44

The suggestions are follows
➢ Some of the questions for which negative feedback was expected were
deleted , in my view when they were planning to take an overall opinion
about employee satisfaction levels all the factors related to employee
satisfaction should be covered.
➢ Quick and prompt action should be taken for the areas found in Employee
feedback which need improvement.

➢ Recent training and development sessions were useful to employees. Most of

them felt that the training sessions should continue and this session should
focus more on their technical and soft skills.

➢ In spite of company providing many benefits to employees, most of them are

not happy with benefits plans of the company, I would like to recommend
Prabhawati industry to go for benefits like codex-ho passes, spouse
insurance etc...

➢ Most of the employees felt that they should be a balance of work between
personal and professional life. This kind of stress can be reduced by
encouraging fun related activities in the office regularly.

➢ Employees says that there should be more space in the pantry and they also
require more chairs as employees cannot go together for lunch and hence
hampers the mutual communications. This can be overcome by providing
more chairs or by making the sitting arrangements more spacious.

➢ Prabhawati industry could try to encourage its employees by taking them out
for an outing or team dinner so as to boost up the team and give them
relaxation from their routine activities.

➢ Employees feel that their performance evaluation is not fair, this can be
abridged by making its employees clear about the policies and procedures.

M. J. COLLEGE JALGAON Page 45

 7: - CONCLUSIONS
• The initial finding and conclusions of this research is that the company uses
both the employee satisfaction survey and the employee performance
appraisal as tools to allow the employees to voice their opinions, and also to
help create a clear and concise career plan for them.
• This is accomplished in two ways. After the completion of the employee
satisfaction survey there is a meeting held with the managers and employees
of each department. At these meetings the results of the survey are discussed
and plans are made to alleviate any problems found from the survey and the
different ways to capitalize on the positive aspects of the survey are
discussed.
• After the employee performance appraisal is completed, the manager and
employee sit one on one and create a plan for the employee for the next year.
At this meeting the strengths, weaknesses, and career objectives of that
employee are discussed. Both of the tools used also communicate to the
employee their progress and managerial expectations concerning their
performance.
• The research also demonstrated that employee performance is very
contingent upon the perception of the supervisor that rates the employee. If
the employee perceives that the organization, department, and
manager/supervisor they work for are there to improve their quality of life
and help them reach their professional goals, then the employee has a greater
chance of realizing satisfaction and be inherently more productive.
• If the employee is inclined to have a more negative outlook then they will
be less likely to reach their personal and professional goals and their quality
of life will be very low. Furthermore, without strong, positive, and
productive communication from their manager/supervisor as well as their
organization, employees may have the inclination to relate that lack of
communication to signify a poor job performance; this can also lead to
dissatisfaction and lower levels of performance, this is in concert with the
findings of Hopkins, Vaden , and Vaden (1979). Another research finding
was that no matter how many amenities a property provides for an employee
(health benefits, vacation, satisfaction surveys, performance appraisals,

M. J. COLLEGE JALGAON Page 46

 coaching and counseling from managers/supervisors etc.) the best guide to
determine if satisfaction and performance relate is through the employee
satisfaction survey. If the human resources department does not find
employees that are highly motivated, goal oriented, and compatible with RC
Hotel Company culture and values, the employee will never be satisfied and
their performance will be low.
• According to the research some ways a company can help create productive
and satisfied employees is to have a safe comfortable work environment,
where employees have all the tools necessary to do their job. Also, by
allowing employees to make decisions that directly affect their job
satisfaction and performance can greatly increase. Furthermore, by assisting
employees (through positive management and effective coaching and
counseling) in the realization of their goals, both personal and professional,
managers/supervisors and the organization can create more productive
employees.
• Finally, by successfully communicating with employees both positive and
negative feedback, managers can increase satisfaction and performance
because the employee is made aware of what they are not only required to
do, but what they need to do to realize their goals. The interpretation of the
data used in the research process shows that employees are generally
satisfied with their company. Two of the lowest scoring questions on the
satisfaction survey concerned the amount of work done and the pressure for
increasing the amount of work done from managers.
• Finally, the questions that caused the most concern for their low scores are
both questions concerned the employees’ opinion on their importance within
the company and their ability to fulfill their individual aspirations. The
inference from these scores is that communication is lacking. This is because
these questions related to the ineffective communication from managers to
employees. If managers effectively communicated to employees concerning
their pay, their value to the company and what is expected of them from
their job the level of satisfaction would increase.

M. J. COLLEGE JALGAON Page 47

 • Concerning the performance appraisals, it seems that managers are very
satisfied with their employees’ performance as is evidenced by the low
scores in the needs improvement sections of the appraisals. The needs
improvement aggregate scores never exceed 13%. The sections on the
performance appraisal that show the highest scores in the needs
improvement section are, safety and care of equipment (12%) and personal
development (12%).

M. J. COLLEGE JALGAON Page 48

 8:- ANNEXURE
Name of employee:- ……………………………………………..

Department:- ……………………. Designation:-

………………………..

Questionnaire based on employee’s satisfaction at Prabhawati Industry

Jalgaon.

Q1: Since how many years have you been working in Prabhawati Industries?

a) Less than 2 years ( )

b) 3 – 6 years ( )
c) More than 6 years ( )

Q2: How is the working environment of Prabhavati Industry?

a) Participative ( )
b) Autonomy ( )
c) Whimsical ( )

Q3: Are you satisfied with the working hours of your industry?

a) Satisfied ( ) b) Dissatisfied ( ) c) Cannot say ( )

Q4: Do you get payment as per terms and condition?

a) Yes ( ) b) No ( )

Q5: Are you satisfied with the salary what you offered by your industry?

a) Yes ( ) b) No ( ) c) Cannot say ( )

Q6: Does the Industry’s environment and nature affect on your health?

a) Yes () b) No ( )

M. J. COLLEGE JALGAON Page 49

Q7: Are you satisfied with your position in the industry?

a) Very satisfied ( )
b) Dissatisfied ( )
c) Satisfied ( )
d) Very Dissatisfied ( )

Q8: Are you agree with your work is according to your qualification and skill?

a) Agree ( ) b) Disagree ( )

Q9: In the industry does the employee share their experience to help each other?

a) Yes ( ) b) No ( ) c) Cannot say ( )

Q10: How do you rate the physical working condition in the industry?

a) Good ( )
b) Average ( )
c) Poor ( )

Q11: Which of the following factor which motivates you most?

a) Salary increase ( )
b) Leave ( )
c) Motivational talks ( )
d) Recognition ( )

Q12: Does the industry provide medical facility for employees in any kind of
emergency situation?

a) Yes ( ) b) No ( )

Q13: Does the top management involve employees in the management decisions?

a) Yes ( ) b) No ( )

M. J. COLLEGE JALGAON Page 50

Q14: Does the management have good relation with the workers?

a) To some extent ( ) b) To large extent ( )

Q15: Is the management helpful and sympathetic to your problems at workstation?

a) To some extent ( ) b) To large extent ( )

Q16: Does your organization recognize and acknowledge your work?

a) Strongly Agree ( )
b) Agree ( )
c) Neutral ( )
d) Disagree ( )
e) Strongly Disagree ( )

Q17: Does the management have good relation with the workers?

a) To some extent ( ) b) To large extent ( )

Q18: Do you have any problem with the present management setup of your
industry?

a) Yes ( ) b) No ( )

Q19: How flexible is the industry with respect to you and your family
responsibilities?

a) Very flexible ( )
b) Somewhat flexible ( )
c) Neither ( )
d) Somewhat inflexible ( )
e) Very inflexible ( )

Q20: Finally, how do you rate your overall satisfaction as an employee of

Prabhavati Industry?

a) Highly Satisfied ( )
b) Satisfied ( )

M. J. COLLEGE JALGAON Page 51

 d) Dissatisfied ( )
e) Highly Dissatisfied ( )

9 :- BIBLIOGRAPHY

WEBSITES

http://airtelworld.com

www.hutch.co.in

www.bsnl.co.in

www.infoline.com

SEARCH ENGINES

www.google.com

www.yahoo.com

www.nbci.com

BOOKS REFERRED

EMPLOYEE SATISFACTION IN KNOWLEDGE INDUSTRY BY:

Jegadeesan G & Santanan Krishnan R

M. J. COLLEGE JALGAON Page 52

M. J. COLLEGE JALGAON Page 53