A PROJECT REPORT ON

“EMPLOYEE SATISFACTION”

Submitted in the partial fulfillment for the award of the degree in

MASTER OF BUSINESS ADMINISTRATION

Submitted By:-
Mahendra Kumar Behera (BA01823)
B. Sai Santoshi (BA00923)
Ananta Swain (BA00523)

Internal Guidance: External Guidance:

Dr. Sharada Prasad Sahoo Mr. Tuna Patro
Assistant Professor, Head Manager
Berhampur University Sriplast, Berhampur

DEPARTMENT OF BUSINESS ADMINISTRATION

BERHAMPUR UNIVERSITY
BERHAMPUR, 760007
2022-24
Dr. Sharada POST GRADUATE
Prasad Sahoo DEPRTMENT OF BUSINESS
ADMINISTRATION
Asst. Professor
Berhampur University,
Bhanja Bihar,
Bhanja Bihar,
Berhampur-7 Odisha Berhampur – 7
Ganjam, Odisha

CERTIFICATE

This is to certify that work entitled project titled

"EMPLOYEE MANAGEMENT " is a piece of work done by
Mahendra Kumar Behera bearing Roll No: BA01823 under
my guidance and supervision for the partial fulfillment of
Degree of Master of Business Administration (MBA) under
Berhampur University, Berhampur.

Date: Asst. Professor

Sharada Prasad Sahoo
 ACKNOWLEDGEMENT

An internship project is a golden opportunity

for learning and self-development. I consider
myself indebted gratitude and special thanks to
my project guide Mr. Tuna Patro (Head
Manager) for providing me guidance and
encouragement during this period of
preparation.

I express my heartiest gratitude to the

management of Shree Plastic Pvt. Ltd. for
allowing me to carry out the project work in
their factory providing necessary support
during investigation.

Finally I express my gratefulness to Mr.

Sharada Prasad Sahoo – Asst. Professor,
Berhampur University for vital support to
finding resources, and successful completion of
project.

1
 DECLARATION

I do hereby declare that I have undergone a project

on “EMPLOYEE SATISFACTION” at Shree Plastic
Pvt. Ltd., Berhampur, Ganjam.

I submit this report in partial fulfillment of the

requirement for Masters of Business
Administration under Berhampur University. The
report is exclusively and comprehensively
prepared ad conceptualized by me. All the
information and data given in this project are
collected during my work place, various websites
and it has not been published anywhere before.

Place: Mahendra Kumar Behera

Date: Roll No :

CONTENTS
2
Sl Topics Page
No. No.

01. Introduction 04

02. Literature Review 13

03 Company Profile 21

04. Research 40
Methodology

05. Conclusion 50

06. References 52

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4
Employee satisfaction is a measure of how happy workers are with their job and
working environment. It is a complex concept that is influenced by a variety of
factors, including pay, benefits, work-life balance, job security, opportunities for
advancement, and the quality of the work environment.

Employee satisfaction is important for a number of reasons. First, it can lead to

increased productivity. Happy employees are more likely to be engaged in their
work and to be motivated to do their best. Second, employee satisfaction can lead
to decreased turnover. Employees who are happy with their jobs are less likely to
leave for other opportunities. Third, employee satisfaction can lead to improved
customer service. Happy employees are more likely to be helpful and friendly to
customers, which can lead to increased sales and profits.

Definition
Employee satisfaction definition is a term that is used to describe
if employees are happy and fulfilling their desires and needs at work. The crucial
factor with employee satisfaction is that satisfied employees must do the job and
make the contributions that the employer needs.

Employee satisfaction is a wider term that is used by the Human Capital industry
to describe how satisfied or content employees are with elements like their jobs,
their employee experience, and the organizations they work for. Employee
satisfaction is one key metric that can help determine the overall pulse of an
organization, which is why many organizations employ regular surveys to
measure employee satisfaction and track satisfaction trends over time. A high
satisfaction level shows that employees are happy with how their employer
treats them

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Often, the term employee satisfaction is used interchangeably with employee
engagement; however, while engagement is one-factor influencing overall
satisfaction (and it may be said the reverse is also somewhat true), the two are
not the same.

Satisfaction, which is important for retention, is not necessarily a predictor of

performance, while engagement—which indicates an employee’s passion for
their work, among other things—is directly tied to output. Ideally, satisfaction
occurs as a result of both factors like compensation and benefits as well as less-
tangible elements like engagement, recognition, and strong leadership.

HISTORY :
Employee satisfaction has been a topic of research for many years. The first
studies on employee satisfaction were conducted in the early 1900s. Since then,
there have been hundreds of studies on employee satisfaction, and our
understanding of this complex concept has grown significantly.

In general, employee satisfaction has been on the decline in recent years. A 2017
study by Gallup found that only 34% of U.S. employees are engaged in their work.
This means that two-thirds of U.S. employees are not engaged in their work, and
are either actively disengaged or passively disengaged.

There are a number of reasons for the decline in employee satisfaction. Some of
the most common reasons include:

Increased competition: The global economy has become increasingly

competitive, which has put pressure on businesses to cut costs and increase

6
productivity. This has led to increased stress and workload for employees, which
has decreased their satisfaction.

Technology:- Technology has changed the way we work, and this has led to
some challenges for employees. For example, employees are now expected to be
available 24/7, and they are often required to use technology that they are not
comfortable with.
Work-life balance: Employees are increasingly feeling stressed about their
work-life balance. They are working for long hours for which they unable to give
sufficient time to their family.

The decline in employee satisfaction is a serious problem for businesses.

Unhappy employees are less productive, more likely so leave their jobs, and more
likely to engage in workplace conflict Businesses that want to be successful in the
long run need to find ways to improve employee satisfaction.

There are a number of things that businesses can do to improve employee

satisfaction. Some of the most effective strategies include:

Creating a positive work environment: Businesses can create a

positive work environment by providing employees with a safe and comfortable
work space, by fostering positive relationships between employees and
managers, and by promoting a culture of respect and fames.

Offering competitive pay and benefits: Businesses can attract and

retain employees by offering competitive pay and benefits. This includes
providing employees with health insurance, retirement plans. paid time off, and
other perks.

7
Giving employees opportunities to grow and develop: Businesses can
help employees grow and develop by providing them with opportunities to learn
new skills, take on new challenges, and advance their careers.

“Listening to employee feedback” Businesses can improve employee satisfaction

by listening to employee feedback and taking steps to address their concerns.

By taking these steps, businesses can improve employee satisfaction and reap the
many benefits that come with it

EMPLOYEE STISFACTION IN INDIA

Employee satisfaction in India is relatively high compared to other countries. A

2017 survey by the World Economic Forum found that 63% of Indian employees
are satisfied with their jobs, which is higher than the global average of 52% found
that 63% of Indian employees are satisfied with their jobs, which is higher than
the global average of 52%.

There are a number of factors that contribute to high employee satisfaction in

India. One factor is the strong cultural emphasis on work ethic and discipline.
Indians are generally hard-working and dedicated to their jobs, which can lead to
a sense of satisfaction and accomplishment.

Another factor as the relatively low cost of living in India. This means that Indian
employees can earn a good living without having to work long hours or sacrifice
their personal lives

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Finally, the Indian government has taken steps to improve the working
conditions for employees. For example, the government has passed laws that
mandate paid leave, health insurance, and other benefits for employees.

Despite these factors, there are still some areas where employee satisfaction in
India could be improved One area is the need for better training and
development opportunities for employees Another area is the need for more
flexible work arrangements, such as telecommuting and flex time.

Overall, employee satisfaction in India is relatively high. However, there are still
some areas where improvement is needed. By addressing these areas, Indian
businesses can create a more satisfying work environment for their employees.

Here are some additional details about employee satisfaction in

India:

The top reasons for employee satisfaction in India include :

➢ Good pay and benefits

➢ Opportunities for advancement

➢ Positive work environment

➢ Good relationships with co-workers and managers

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The top reasons for employee dissatisfaction in India include:

➢ Lack of Opportunities for Advancement

➢ Unfair Treatment

➢ Poor Work-Life Balance

➢ Lack of Recognition

By addressing the factors that contribute to employee satisfaction; businesses

can create a more positive and productive work environment.

EMPLOYEE SATISFACTION LAW REFORMS

Employee satisfaction reforms in India have been a hot topic in recent years. The
Indian government has taken steps to improve the working conditions for
employees, and businesses are increasingly. Aware on the importance of
employee satisfaction.

Here are some of the reforms that have been implemented in

India to improve employee satisfaction:

The Right to Fair Wages Act This low was passed in 2019 to ensure that all
employees are paid a fair wage. The law also sets minimum wages for different
industries and occupations The Maternity Benefit (Amendment) Act, 2017. This
law was passed to increase the maternity leave period for women from 12 weeks

10
to 26 weeks. The law also requires employers to provide crèche facilities for their
employees.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and

Redressal) Act, 2013: This law was passed to protect women from sexual
harassment at work. The law sets up a grievance redressal mechanism for
women who have been harassed at work.

These are just a few of the reforms that have been implemented in India to
improve employee satisfaction. These reforms have helped to improve the
working conditions for employees and have made it easier for employees to raise
concerns about their work environment.

In addition to these reforms, businesses are also taking steps to

improve employee satisfaction some of the things that businesses
are doing to improve employee satisfaction include:

Offering competitive pay and benefits:

Businesses are increasingly offering competitive pay and benefits to attract and
retain employees. This includes offering health insurance, retirement plans, and
paid time off.

Creating a positive work environment:

Businesses are creating a positive work environment by providing employees
with a safe and comfortable work space, by fostering positive relationships
between employees and managers, and by promoting a culture of respect and
famines.

11
Giving employees opportunities to grow and develop:
Businesses are giving employees opportunities to grow and develop by providing
them with training and development opportunities, by allowing them to take on
new challenges, and by promoting them to new positions.

Listening to employee feedback Businesses are listening to employer feedback

and taking steps to address their concerns. This includes conducting employee
surveys, holding regular meetings with employees, and creating an open door
policy.

Improved moral: A positive work environment can lead to improve moral and
a sense of camaraderie among employees.

Increased creativity and innovation: When employees feel like they are
part of a team and their contributions are valued, they are more likely to be
creative and innovative.

By taking these steps, businesses can improve employee satisfaction and reap the
many benefits that come with it.

12
13
Brikendaziri Management Research and Practice 12/ 2011 :-

Employee satisfaction is one of the most complex areas facing by today managers
when it comes to manage their employee. Many studies have shown an unusually
large impact on the job satisfaction and the motivation of workers, while the level
of motivation has an important on productivity has hence also on performance of
business organization

Allen and Mever, 1996: Karrasch 2003:- Organization commitment can

be defined as affiliation of employees to the organization and involvement in it in
general there is three dimension of commitment which are continuance
commitment, affective commitment and normative commitment.

Ostroff (1992):- He took the sample of 364 schools in his study and
investigate the relationship between employees’ attitudes and organizational
performance. Ostroff concluded that aggregated teacher attitudes such as
organizational
commitment and job satisfaction were simultaneously correlated to school
performance in terms of performance outcomes such as student academic
accomplishment and teacher turnover rates. Across 12 organizational
performance manifestations, the enormity of the correlations between teacher
job satisfaction and organizational performance ranged from 11 to 54, and the
mean value was 28

Harter et al. (2002):- He conducted an analysis to examined aggregated

employee job satisfaction attitudes and employee commitment. The study based
on 7,939 business units in 36 companies. The researchers concluded positive
associations between employee satisfaction- commitment and the
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organizational outcomes in terms of profit, productivity, employee turnover,
and customer satisfaction. Moreover, these researchers investigated the
realistic utility of the pragmatic associations.

GOYAL (1995):-

Determined the extent of employee satisfaction experienced by textile workers

due to primarily the statutory labour welfare facilities provided in private public
and cooperative textile sector in Punjab, the awareness and implementation of
these labour welfare facilities and their correlation whit job satisfaction including
the relationship between labour welfare and job satisfaction

Srivastava (2004):

The impact of labour welfare on employees attitude and job satisfaction, a

Competitive study was conducted on workers in the private and public section of
Kanpur city. The researcher attempted to assess the quality of labour activity
measures the degree of job satisfaction of workers provided with labour welfare
facilities in private and public sectors and evaluates the attitude of workers
towards management in both the sector.

Alamsageer, DR Sameera Rafat, Ms. Puja Agarwal ISSN:2278-487X,

volume5 ISSUE 1 (Sep-Oct 2012) :-

Employee satisfaction is the terminology used to describe whether employees are

happy, contended and fulfilling their desires and needs at work. Many measures

15
support that employees satisfaction is a factor in employee’s motivation
employee goal achievement and positive employee morale is the work place
basically employee satisfaction is a measure of how happy workers are with their
job and working environment. In this paper various variables responsible for
employees satisfaction has been discussed such as organization development
factor job security factor work task factor, policies of compensation and benefit
factor and opportunities which gave satisfaction to employees such as promotion
and career development also has been described this paper also deals the various
ways by which one can improve employees satisfaction.

Al Zaim Selim Zaim Faith University, TURKEY

Employee satisfaction is considered to be a critical success factor for

organizations. The concept of employee satisfaction has gained a special concern
from both academicians and practitioners. This study aims to provide a
framework for employee satisfaction and determine the critical factors of
employee satisfaction and to measure their effect on overall evaluation of
employee satisfaction in small and medium sized enterprises (SME) based on the
data collected from Turkey. Data analysis revealed that there is a positive
relationship between the each factor of employee satisfaction which are named
satisfaction from pay and benefits (P&B), satisfaction from peers (P), satisfaction
from management (M), satisfaction from working environment (WE), satisfaction
from superior (S) and overall employee loyalty in SMES.

16
Judge, Timothy A. Thoresen, Carl J. Bono, Joyce E. Patton, Gregory
K. Psychological Bulletin, Vol 127(3), May 2001:-

A qualitative and quantitative review of the relationship between job satisfaction

and job performance is provided. The qualitative review is organized around 7
models that characterize past research on the relationship between job
satisfaction and job performance. Although some models have received more
support than have others, research has not provided conclusive confirmation or
discontinuation of any model, partly because of a lack of assimilation and
integration in the literature.

Nancy C. Morse (1997):- "Satisfaction refers to the level of fulfilment of

one’s" needs, wants and desire. Satisfaction depends basically upon what an
individual wants from the world, and what he gets." Employee satisfaction is a
measure of how happy workers are with their job and working environment. It is
sure that there may be many factors affecting the organizational effectiveness
and one of them is the employee satisfaction. Effective organizations should have
a culture that encourages the employee satisfaction, Bhatti & Qureshi, (2007)

Hunter & Tietyen, (1997):- Employees are more loyal and productive when
they are satisfied and these satisfied employees affect the customer satisfaction
and organizational productivity, Potter field, (1999).There is no limit for the
employees to reach the full satisfaction and it may vary from employee to
employee. Sometimes they need to change their behaviours in order to execute
their duties more effectively to gain greater job satisfaction, Miller, (2006).
Having good relationships with the colleagues, high salary, good working
conditions, training and education opportunities, career developments or any
other benefits may be related with the increasing of employee satisfaction
17
Cranny, Smith & Stone (1992):- Employee satisfaction is the terminology
used to describe whether employees are happy, contended and fulfilling their
desires and needs at work. Many measures support that employee satisfaction is
a factor in employee motivation, employee gtal achievement and positive
employee morale in the work place. Susan M.Heath field (About.Com defined ES
as the "combination of affective reactions to the differential perceptions of what
he/she wants to receive compared with he/she actually receives.

Moyes, Shao & Newsome (2008):- The employee satisfaction may be

described as how pleased an employee is with his or her position of employment.
As Spector (1997) defined job satisfaction as all the feelings that a given
individual has about his/her job and its various aspects. Employee satisfaction is
a comprehensive term that comprises job satisfaction of employees and their
satisfaction overall with companies policies, company environment etc.

The history of job satisfaction stems back to the perspective on job satisfaction.
This perspective states that satisfaction is determined by certain characteristics
of the job and characteristics of the job environment itself. This view has been
present in the literature since the first studies by Hauser, Taylor and the various
projects at the Western Electric plants in Hawthorne.

Jens J. Dahlgaard(2003):- A study conducted in Europe, Asia, Africa, and the

Americas reported similarities among United States. Researchers consistently
identified the same top five key attributes in a job: ability to balance work and
personal life, work that is truly enjoyable, security for the future, good pay or
salary and enjoyable co-workers. Across the four major geographic regions
studied, workers. specifically emphasized the importance of potential

18
advancement and the opportunity to build A survey polling members of the
Association for Investment Management and Research found that 81% of the
managers said they were satisfied or very satisfied with their job. When asked to
identify the factors that create positive feelings about their job, most managers
named professional achievement, personal or professional growth, the work
itself and their degree of responsibility more important than compensation.
Factors they viewed as creating negative feelings about their jobs were company
policies, administration, relationships with supervisors, compensation and the
negative impact of work on their personal lives (Cardona, 1996,). In order to
decrease some of these negative feelings and increase productivity it has been
proposed to reduce the number of work days employees miss by increasing job
satisfaction, redesigning disability plans and involving supervisors in
management (Maurice, 1998).

Hackman & Oldham, (1975):-

Supervision, the second facet, is measured in such ways assignments. Co-
workers, the third facet, are measured in terms of social support, networking, and
possible benefits attached to those relationships (Cranny, Smith & Stone, 1992).
Pay, the fourth facet, is an important source of satisfaction because it provides a
potential source of self-esteem as well as the generic opportunity for anything
money can buy (Brockner, 1988). Obviously satisfaction with pay is measured
primarily by current income but also by opportunities for salary increases.
Promotion is the final facet and the one that the JDI explicitly assesses how
perceptions about the future can affect job satisfaction. Today the facets of the JDI
are generally assessed by modifying measured from one (stronoh disagree to five
(stranoly agree).

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OBJECTIVE OF THE STUDY:- The objective of employee satisfaction is to
create a positive work environment where employees feel valued, respected, and
motivated. This can lead to a number of benefits for both the employee and the
organization, including:

Increased Productivity: When employees are satisfied with their jobs, they
are more likely to be productive and engaged in their work.

Reduced Turnover: Employees who are happy with their jobs are less likely to
leave for other opportunities.

Improved Moral: A positive work environment can lead to improved morale

and a sense of camaraderie among employees.

Increased Creativity and Innovation: When employees feel like they are
part of a team and their contributions are valued, they are more likely to be
creative and innovative.

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21
SHREE PLASTICS PRIVATE LIMITED is an Indian company incorporated on
29/02/1996 and its registered office address is PREMNAGAR 4TH LANE
BERHAMPUR, GANJAM ORISSA.INDIA 760002. The corporate identification
number (CIN) of the company is U25201 OR1996PTC004355 and the company
registration number is 004355. The current age of the company as per the
available official records is 26 Years

SHREE PLASTICS PRIVATE LIMITED is registered at Registrar of Companies,

Cuttack (RoC - Cuttack) and is classified as the Indian Non-Government Company.
Its authorized share capital is INR 6,000,000 and its paid up capital is INR
5.400,000. The industrial and the SIC code for SHREE PLASTICS PRIVATE
LIMITED is 25201 and the SHREE PLASTICS PRIVATE LIMITED's Annual
General Meeting (AGM) was last held on 2015-09-30 and as per the records from
Ministry of Corporate Affairs (MCAL its balance sheet was last filed on 2015-03-
11 The directors of this company are ASHA RANI PATRA and JAMI
SACHINANDAN PRUSTY The current status of this company is Active and the
contact details of the company as per the official records are mentioned in the
contact section Please visit the contact section or the contact form below for
contacting this company.

22
SHREE PLASTICS PRIVATE LIMITED is a manufacturer company based on the
National Industrial Classification (NIC) code of 25201 and it is involved in the
business activities related to this industry code such as manufacture of semi-
finished products of plastic

Established as a private company at Berhampur, SHREE PLASTICS PRIVATE

LIMITED is known as the leading manufacturer of high quality products/services
such as UPVC Pipes, Grey Colour PVC Pipes, Plastics Pipes, PVC Pipes, The
products/services offered are well-known for features like high quality,
competitive prices, requisite functionality, and low maintenance. The company is
located in Berhampur. With the help of their experienced staff, stringent quality
control measures and focus on customer service, the company has been able to
offer UPVC Pipes, Grey Colour PVC Pipes, Plastics Pipes, PVC Pipes, in multiple
ranges and models. Their products services have competitive position in the
international market, and they have proven track record of supplying
products/services to their customers and buyers at market competitive price.

SHREE PLASTICS PRIVATE LIMITED is the brain child of St J Sachinandan

Prusty; its Managing Director-cum-Chief Executive Officer (CEO), which started
its commercial production from 15th August, 1997, through a high profile PLANT
designed adopting German Technology in partnership with M/s Kabra Extrusion
Technic Ltd Daman. Another Youngman Sri J. Saroj Prusty joined hands after
completing his B. Tech. (Mechanical) soon. The company has a mandate to satisfy
its customers by providing best of best quality products. Every department of the
company has a concern for the product from purchase of Raw Materials to
processing, to quality control, to accounts. The committed sales team has
established a successful system to maintain long lasting customer relationship

23
and market credibility The Company today has the production capacity up to
3,000 MT of UPVC pipes. It has 40 people on its direct Pay Roll. SHREE PLASTICS
PRIVATE LIMITED has received 150 9001:2000 certification from QSI, USA. The
Company has another associate concern engaged in manufacturing PVC Suction
Hoses and PVC Soft (Garden) Hoses

Shree Plastics Pvt Ltd is one of the leading businesses in the Rigid PVC Pipe
Manufacturers Also known for PVC Pipe Manufacturers HDPE Pipe
Manufacturers, PVC Pipe Dealers, Pipe Dealers, Pipe Manufacturers, PVC Casing
Pipe Manufacturers, UPVC Pipe Fitting Manufacturers and much more.

History of Shree plastic company

The origin of Shree plastic company on 15 April 1997, was dream comes true for
two young entrepreneurs from Berhampur On this day their company Shree
plastics private limited (SPP) start production of PVC pipes under the brand
name "Sriplast" The need to be different from their colleagues in college, was the
driving for behind the Endeavour to become entrepreneurs. The idea of getting
into this highly competitive market of PVC pipes was instrumental in shaping
their thinking, that to be successful, they would require the best technology for
producing high quality product and also be competitive in the market. The end
result was a plant commissioned with German machinery and technical know-
how.

The journey of SPPL began with the ambition of providing the end user a wide
range of rigid PVC pipes by maintaining high quality standards of the product and
also following it up with providing the end user quality after sale service. SPPL'S
mandate has been very clear-Once a person becomes customer of our product,

24
and then the relationship should be a friendship. To faster the relationship
between SPPL and customers, it focuses on the product strength and the benefits
the customers derives from it must be of good quality durability and cost-
effectiveness.

SPPL from its inception was very focused on maintaining high standards of
management. This led SPPL to follow and obtain all necessary certifications and
clearances from the industry related organizations Today all the products of SPP
are having certification and standardization by the BIS SPPL's product are also
under the EPM rate contract because the state government is one of the major
customer. The welfare of the employees has led SPPL to register itself with EPF
and ESIC authorities. SPPL's commitment towards a clear transparent
management has helped it to be certified as a ISO 9001:2000 company, from QSI
America.

SPPL today manufactures a range of rigid PVC pipes with standards like ISO:
4985:2000 for potable drinking water. Screen and cashing pipe for Bore/ Tube
well, pipes for soil and waste discharge system are also manufactured in
accordance with standard specifications SPPL has developed a large portfolio of
rigid PVC pipes, the utilization of these can vary from simple domestic water
supply to highly technical industrial applications like effluent management to
handling of dry materials like sand, cement and rock salt. This provide SPPL with
a large market base, domestic, agriculture, government departments like RWSS,
PH, OLIC, and various water supply schemes under DWSM and also major PSU's
like NALCO and HALL as well as to defence projects. "Sriplast" is today well-
known brand name in the state and is making steady in roads into neighbouring
West Bengal and Andhra Pradesh. SPPL's ultimate aim is to each reach the

25
standards and meets the demands of its customer to their full stratification and to
live up to its dream for making "Sriplast the ultimate name in quality.

INDIAN HISTORY

While the Shree plastic company is worldwide company with some of the world's
most widely recognized brands. The Shree plastic business in Orissa as in each
place where they operate is local business; the pipes are produced locally,
employing Indian citizens. Our product range and marketing reflect Indian
requirement for his better life style, and we are deeply involved in the life of the
local communities in which we operate.

Corporate governance:
Under the direct interference of some of the directors right from purchase of raw
material with strict watch and ward of its raw material compounding and strict
vigilance on production then quality check of every batch of production

Our commitments:
Our products must be produced under strict supervision to maintain the
prescribed standard and always satisfying our customers by delivering the
products in the time at the market competitive price Mission:

Mission:
The mission of the Sriplast company is to increase share owner value over time.
The company accomplish the mission by working with its business partners to
deliver satisfaction and value to customer and consumer through a national wide
26
system of superior brands and services, thus increasing brand equity on a global
basis.

Vision:
Provide exceptional strategic leadership in the Sriplast company system,
resulting customer preference and loyalty, through Sriplast commitment to them,
and in highly profitable Sriplast corporate branded system.

Manufacturing facility:
We have adopted a ultra-technology extrusion machine for manufacturing most
qualitative product of PVC pipes from Kabra Extrusion Technic Ltd. and all its
post extrusion process require machineries are available at own premises. Apart
from this we have in house testing laboratories.

Milestones:
For the last 15 years we have been registered with EP&M (a wing of industry
department of Odisha) which help us in supplying various government
departments' orders. The company has obtained the ISO certification QSI,
America because of its total quality management. All the employees are
registered with EPF and ESIC

Production process:

For the quality PVC process, we have gone to erect the complete latest Plant and
Machinery designed under borrowed technology of German, which gives 0%
error free qualitative products. We are using the indigenous best raw material
availed in various stations of the country. We do use the reliance make PVC resin
and apart from the said materials, various type of chemicals in solid form are
27
being used and procured on its best category and before proceedings towards
production

1) Each and every chemical are being examined thoroughly in our internal
laboratory for its performances and after obtaining the genuine and positive
certificate from the Laboratory.

2) The materials are delivered to the compound section at the second stage of the
production to make the mixing compound.

3) Just after completion of the mixing compound, it goes directly to the extruder
through auto pipe line process. This auto pipe line process is one of the exclusive
processes of the company to avoid outside dust free compound

4) From the extruding process, the product goes to the cutter automatically and
the cutter cuts it within auto process only.

5) Then it goes to the R&D department, batch wise samples for their final pass
and certificate and the certified material goes to the respective department for
the threading or belling

Products:

SPPL has its range from 1/2" internal diameter to 5"internal diameter in blue
coloured PVC pipes which confirms to ASTM-D-1785/2004 According to the
international standard, SPPL maintains two types of classes known as schedule:
80(medium duty) and schedule: 40(light duty) starting from 1/2" to 1.1/4" are
used in domestic pluming purpose and whereas, 1.5" to 2" are used in tube-well

28
purpose and 3" to 5" diameter pipes are used for bore well purpose. Apart from
above noted international standards the company also produces grey coloured
PVC pipes starting from 40mm diameter to 200mm in three classes e... 2.5
kgf/cm, 4 kgf/cm', & 6 kgf/cm according to the national standard, which
confirms to IS: 4985/2000 (ISI) marked materials. These products meant for
drinking water transportation /SWR application principally. Very soon, the
company will launch the high diameter pipes from 5" to 8". 200mm to 50mm in
grey colour PVC pipes confirming ASTM-D-1785/2004 and IS: 4985/2000
respectively.

29
MANAGEMENT PHILOSOPHY

CORPORATE AREA:

The major concept of the management philosophy is to remain in requirement

industry and not diversity in the other areas. In facts the plastic industry requires
more capital & produces maximum returns. The return from the Indian market is
tapped to the most management as whole believes in to the national market.

FINANCIAL AREA:

The corporate objectives are to increase the share owner value management
believes that increasing the share owner values it requires consistent growth in
financial result complemented by effective use of the cash flow.

HR AREA:

At Sriplast company human resources are considered as the key to success

through which the group strives to provide enduring value to all its business
constituents, customers, suppliers, employees, leaders and stock holders

MARKETING AREA:

The management at Sriplast company is committed to superior market place

execution This is achieved by decentralized operating structure that place the
responsibility, authority and accountability as close to the customer as possible

30
TRADE MARK:

15 August 1997 was a dream comes true for two young entrepreneurs from
Berhampur. On this day their company Sriplast plastics private limited (SPPI)
started production of PVC Pipes under the brand name of "SRIPLAST IM The need
to be different from their colleagues in college for was the driving force behind
their Endeavour to become entrepreneur. The idea of getting into this highly
competitive market of PVC Pipes was Instrumental in shaping their thinking, that
to be successful, they would require the best technology for producing high
quality product and also be competitive in the market. The end result was a plant
commissioned with German machinery and technical knowhow

QUALITY POLICY:

SRIPLAST is committed to manufacture & supply quality product constituently

meeting Customer Requirements and make continuous improvement to meet
Customer satisfaction.

It aims to achieve this by following:

1. Provide to customer with quality product.

2. Provide appropriate training to all personnel to have all required skill &
knowledge to do the job correctly.

3. This have to involve committed work-force throughout the organization.

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 4. To work for continual improvement.

5. To implement controls & maintain a quality management system based on

requirements of ISO 9001/2000

ECONOMIC ADVANTAGE

Wide range of selection as per application Saving in handling and transportation

cost. Installation is easier. Less in frictional loss, saving in pumping cost (fuel
saving) better flow more discharge of water. Longer life, low maintenance and
replacement cost Uniform flow of water throughout, no danger of contamination
due to deposits. Reduce installation cost and time. Greater saving in materials
costs.

OTHER ADVANTAGES:

1. Chemical resistance-insert to attack strong acid, alkalis, salt solutions, alcohol

and many other chemicals.

2. Strength-highly resilient, though and durable products that have high tensile
strength and high impact strength. They can withstand high pressure for longer
periods.

3. Fire resistance-self-extinguishing and will not support combustion.

32
Primary applications for PVC, and standards:

Water Pipe:

ASTM D1785, SCH 40 and 80 pipe (1/8" to 24" sizes)

ASTM D2241, SDR Pipe (SDR 13/5 to 64-1/8" to 36" sizes) AWWA C900, Water
mains 4" through 36"
AWWA C905, Water transmission pipe 14" through 36"

AWWA C909 Molecularly Oriented Polyvinyl Chloride (OPVC) Pressure Pipe, 4"
to 24" for Water Distribution.

Drain, Waste & Vent Pipe:

ASTM D2665, SCH 40 (Can be dual marked D1785)

ASTM F891, Cellular core SCH 40, 1 1/4" through 12"

Sewer Pipe:

ASTM D3034, SDR pipe 4 through 15"

ASTM F191, Cellular core sewer pipe OD 2 through 18"

Drain Pipe:
ASTM D2729 (2 through 6") or D1034.

33
Colours used for PVC pipes & colour codes:

Although PVC materials can be made in many colours and there is some pattern
to what the industry has done, no established colour coding exists. The earliest
PVC piping was made in industrial grey, and that product line is still very active.
Much of the PVC irrigation piping is white, but there have been some
manufacturers who use blue as a means to distinguish their product line. Many
PVC sewer products are green Much DWV piping is white, but certain
manufacturers have opted for beige or buff colours.

Markings on PVC pipe:

The manufacturer's name or trademark PVC pipes exhibit decreasing pressure

rating and stiffness with increasing temperature. As with dimensions, the
pressure ratings and published pipe stiffness figures for PVC pipe are listed at an
operating temperature of 73F.

PVC pipe's long life expectancy:

PVC pipe made in Europe in the 1930's and been in continuous use suggest a very
long useful life for these products of a hundred years or more, which will
generally exceed the lifespan of the structures they are installed in.

PVC piping products be recycled:

Since PVC pipe products have very long useful lives, not much pipe is currently
available for recycling as it is still in use Current standards do not generally allow

34
for the practice of recycling used pipes into new certified pipes. PVC pipe
producers can recycle nearly all production scrap in-house.

Since PVC is a thermoplastic PVC pipe can simply be reground, pulverized and
returned to the extrusion process to make new pipe.

Needs of primer on a PVC solvent welded joints: Primer is a mixture of solvents,

similar to those found in the cement and is used to soften or "prime" the pipe and
fitting prior to adding cement. Use of primer may be required by code in your
area.

Best way to repair a leaking PVC solvent weld joint:

Whenever possible, cut out the leaking joint and start over. A leaking solvent
welded joint is an indication that the joint was not made correctly. It may not
have been fully bottomed, a component may have hem damaged or foreign
materials may be trapped inside the joint.

For a temporary repair, plastic fillet hot air welding can be used on the outside of
the pipe and fitting to stop very minor leaks. This should only he used as a short
term measure before the joint can be replaced.

Long term exposure to sunlight degrades exposed PVC pipes:

PVC pipe contains stabilizers to protect the pipe against attack by UV present in
sunlight. After several months of outdoor exposure a discoloration may appear
on the surface of the pipe, however, the performance of the pipe is not affected.
After two years of exposure, there is only a slight reduction in the impact

35
resistance of the material. PVC pipe used in permanent outdoor exposures should
be protected by light colour compatible water based paint. Do not use oil based
paints.

PVC pipe easier to install than alternative materials:

PVC pipe is a light weight yet strong material when compared to many
alternatives. A length of PVC pipe will weigh 1/5th of an equivalent size section of
cast iron pipe making it easier to install this product is easily assembled in
solvent welded or gasket versions that are both intended to be leak free, once
properly assembled.

PVC pipe behave when exposed to fire:

PVC pipe while combustible does not continue to burn once a flame source is
removed. A main cause of fire fatalities is exposure to carbon monoxide, which is
produced from common materials and products like wood, furniture, carpet, and
fabrics. It is estimated that plastic pipe systems represent less than 1% of the
mass of all combustible products in a building. The majority of piping is also
installed behind non-combustible materials such as gypsum wall board.

PVC pipe permitted for use in high-rise buildings:

While local or state codes do vary in a few areas and have restrictions for plastic
pipes, model codes allow for PVC DWV systems in high rise structures when fire-
stopping methods are used to restore penetrations to original values.

36
CUSTOMER:

Our product goes to each and every comer of Odisha state through a network of
dealers and retailers. Especially in the costal districts our brand has been
acknowledged as a preferred product by all types of customers. The product has
a presence in neighbouring states. E.g. West Bengal and Andhra Pradesh.

Various Government departments of Odisha state are also our valued customers,
Via, Rural Water Supply & Sanitation(RWSS) Organizations: Public Health
Department (PHD) Orissa Lift Irrigation Corporation Limited (OLIC); Orissa Agro
Industries Corporation Limited (OAIC); and Municipalities/ NACS, Defence
Projects, etc.

The company gives importance to certain exclusive strategy of marketing. The

moderate advance technology in knowledge & "Sharing & Caring "connectivity
plays a vital role in Sustaining continued relationship with our customers.

To promote user acceptance of the products, SRIPLAST regularly organizes

plumber "Training Camps, Dealer" meet and technical seminars.

POLYVINYL CHLORIDE (PVC)

PVC is the second largest produced polymer. It is polymerizing manufactured by

vinyl chloride monomer. Commercially scale production of PVC started in the
year of 1931. Whereas rigid PVC was commercialised in 1950. PVC is naturally a
rigid plastic which can be made flexible by adding plasticizers. The degree of
flexibility depends upon the plasticizer content. PVC is also available in liquid
form, which is known as plastisols. PVC is manufactured by suspension, emulsion,

37
bulk or mass and solution polymerization methods. Worldwide it is estimated
that 70% is manufactured by suspension method, 20% by emulsion, 9% by hulk
and 1% by solution methods. It is an interesting paradox that one of the least
stable of commercially available polymer should also be in terms of tonnage
consumption at least one of two most important plastic material available today.

PVC is the world most versatile thermoplastic material with wide range of
application than other plastics. Virtually PVC presence is dominating in domestic,
industrial and commercial application. Now a days it also play an important role
in every field of application such as electrical, agriculture irrigation, shoes sole
and automotive industries.

Vinyl chloride was first synthesised and reported by "REGSAWLT" in 183S. The
'first report of PVC was published by "HOFFMEN" in 1860. The full scale
'commercial production of PVC resin began in 1931 Germany. In India
manufactured by "CALICO" in Mumbai.

Structure Property Relationship:

1. Presence of chlorine atom cause an increase in inters chain attraction and

hardness and stiffness of material. It also known as horny material

2. PVC is polar in nature due to presence of C- Cl dipole, thus having high

dielectric constant and power factor.

3. Polymerization of polyvinyl chloride.

38
4. Presence of chlorine atom makes the material flame retardant and self-
extinguishing.

6. These polymers are amorphous in nature. 6. PVC is a heat sensitive

material instead of melt flow index, K-value.

39
40
RESEARCH GAP:-

Here are a number of research gaps in the area of employee satisfaction. Some of
these gaps include:

The need for more longitudinal research: Most studies on employee

satisfaction are cross-sectional, meaning that they measure satisfaction at a
single point in time. This makes it difficult to determine whether changes in
satisfaction are due to changes in the work environment or to other factors, such
as the employee's personal life. Longitudinal studies, which measure satisfaction
over time, are needed to better understand the factors that influence employee
satisfaction.

The need for more research on specific populations: Most studies on

employee satisfaction focus on a general population of employees. However,
there is a need for more research on specific populations, such as women,
minorities, and employees in different industries. This type of research can help
to identify the factors that influence satisfaction among specific groups of
employees.

Need for more research on the relationship between employee

satisfaction and organizational outcomes. There is a growing body of
research that suggests that employee satisfaction is related to a number of
organizational outcomes, such as productivity, turnover, and customer
satisfaction. However, more research is needed to better understand the nature
of this relationship.

41
Research on employee satisfaction is an important area of study, as it can help
organizations to improve the work environment.

Increase employee productivity and satisfaction. The research gaps identified

above provide opportunities for future research that can help to advance the
understanding of employee satisfaction and its impact on organizations.

In addition to the research gaps mentioned above, there are a number of other
areas that could be explored in future research on employee satisfaction. These
areas include:

Impact of technology on employee satisfaction.

• The impact of work-life balance on employee satisfaction.

• The impact of organizational culture on employee satisfaction.

• The impact of leadership style on employee satisfaction.

• The impact of employee engagement on employee satisfaction.

By conducting research in these and other areas, researchers can help to improve
the understanding of employee satisfaction and its impact on organizations.

Data Collection Mechanism:

When you conduct research about a group of people, it’s rarely possible to
collect data from every person in that group. Instead, you select a sample.
42
The sample is the group of individuals who will actually participate in the
research.

To draw valid conclusions from your results, you have to carefully decide
how you will select a sample that is representative of the group as a
whole. This is called a sampling method. There are two primary types of
sampling methods that you can use in your research:

❖ Probability Sampling involves random selection, allowing you

to make strong statistical inferences about the whole group.

❖ Non-probability Sampling involves non-random selection

based on convenience or other criteria, allowing you to easily
collect data.

Sampling Frame
The sampling frame is the actual list of individuals that the sample will be
drawn from. Ideally, it should include the entire target population (and
nobody who is notpart of that population).
Example: Sampling frame you are doing research on working conditions at a
social media marketing company. Your population is all 1000 employees of
the company. Your sampling frame is the company’s HR database, which
lists the names andcontact details of every employee.

Sample size:

The number of individuals you should include in your sample depends on

various factors, including the size and variability of the population and your

43
 research design. There are different sample size calculators and formulas
depending on what you want to achieve with statistical analysis. We have
taken 20 respondents into consideration.

Sampling Procedure:

The primary data has been collected from the employees on the basis of
satisfaction level of the employees. A questionnaire has been prepared of 15
questions and the responds have been collected from the employees on the
basis of their level of satisfaction.

QUESTIONNAIRE & DATA INTERPRETATION

How much satisfied are you with your job overall?

Somewhat
Somewhat Satisfied Satisfied
Neither Satisfied
Neither Satisfied nor Dissatisfied 30% Nor Dissatisfied
40%
Somewhat
Somewhat Dissatisfied Dissatisfied
Very Dissatisfied 10% Very Dissatisfied
15%
Very Satisfied 5% Very Satisfied

44
How much satisfied are you with your supervisor?

Somewhat
Somewhat Satisfied Satisfied

Neither Satisfied nor Dissatisfied 32%

Neither Satisfied
Nor Dissatisfied
42%
Somewhat Dissatisfied Somewhat
Dissatisfied
Very Dissatisfied Very Dissatisfied
5% 11%
10%
Very Satisfied Very Satisfied

How much satisfied are you with your co-workers?

Somewhat
Somewhat Satisfied Satisfied
Neither Satisfied
Neither Satisfied nor Dissatisfied 32% Nor Dissatisfied
45%
Somewhat Dissatisfied Somewhat
Dissatisfied
Very Dissatisfied Very Dissatisfied
5% 9%
9%
Very Satisfied Very Satisfied

How much satisfied are you with your work-life balance?

Somewhat
Somewhat Satisfied Satisfied
Neither Satisfied
Neither Satisfied nor Dissatisfied 25%
35% Nor Dissatisfied
Somewhat
Somewhat Dissatisfied Dissatisfied
5%
Very Dissatisfied 10% Very Dissatisfied
25%
Very Satisfied Very Satisfied

45
How satisfied are you with your compensation and benefits?

Somewhat
Somewhat Satisfied Satisfied
Neither Satisfied
Neither Satisfied nor Dissatisfied 31% 34% Nor Dissatisfied
Somewhat
Somewhat Dissatisfied Dissatisfied
Very Dissatisfied
Very Dissatisfied 5% 10%
20%
Very Satisfied Very Satisfied

How much satisfied are you with the company's culture and
values?

5% 5% Very Satisfied
Very Satisfied
Somewhat
Somewhat Satisfied Satisfied
40%
Neither Satisfied nor Dissatisfied 25% Neither Satisfied
Nor Dissatisfied
Somewhat Dissatisfied Somewhat
25% Dissatisfied
Very Dissatisfied Very Dissatisfied

How likely are you to recommend our company to a friend or

colleague?
Very Likely

10%
Very Likely 10%
Somewhat
Likely
40%
Somewhat Likely 15%
Neither Likely
Nor Unlikely
Neither Likely nor Unlikely Somewhat
25% Unlikely
Somewhat Unlikely
Very Unlikely
Very Unlikely

46
Please rank the level of importance of the following Performance
Bonus:
Important

Important 45%
35%
Neutral
Neutral
Very
Very Important 20% Important

Please rank the level of satisfaction regarding the duration and

rules and regulations of the following:
Satisfactory
Satisfactory 10% Somewhat
Somewhat Satisfactory 15% 40%
Satisfactory
Dissatisfactory
Dissatisfactory 5%
Neutral
Neutral 30%
Somewhat
Somewhat Dissatisfactory Dissatisfactory

Please rank the level of satisfaction regarding Safety and Security

Satisfactory
Satisfactory Somewhat
30% 25%
Somewhat Satisfactory Satisfactory
Dissatisfactory
Somewhat Dissatisfactory 20% Neutral
15%
Neutral 10% Somewhat
Dissatisfactory

47
Do you satisfaction with your annul leave?

Disatisfactory
Dissatisfactory
10%
Satisfactory Satisfactory
15% 35%
Somewhat satisfactory Somewhat
10% Satisfactory
Neutral Neutral

Somewhat dissatisfactory 30%

Somewhat
Dissatisfactory

Do you find your workload reasonable?

Satisfactory
Satisfactory
10% Somewhat
Somewhat Satisfactory 10% 35% Satisfactory
Somewhat
Somewhat Dissatisfactory 15% Dsisatisfactory
Dissatisfactory
Dissatisfactory
30%
Neutral Neutral

Do you think that work is distributed evenly across your team?

5% Satisfactory
Satisfactory
Somewhat
Somewhat Satisfactory 20%
25% Satisfactory
Somewhat
Somewhat dissatisfactory Dsisatisfactory
15%
Dissatisfactory 35%
Dissatisfactory

Neutral Neutral

48
Do you get learning and development opportunities that you
want?
Satisfactory

Satisfactory 30%
20%
Somewhat
Satisfactory
Somewhat Satisfactory
Somewhat
Somewhat Dissatisfactory 15% 35% Dsisatisfactory

Dissatisfactory
Dissatisfactory

Is your pay rate enough to keep you from taking second job?

Somewhat
Somewhat Satisfactory Satisfactory
Satisfactory
Satisfactory 20% 20%

Neutral
Neutral 15%
25%
Somewhat Dissatisfactory Somewhat
Dissatisfactory
20%
Dissatisfactory Dissatisfactory

FINDINGS:

From the above questionnaire and data interpretation maximum of employee

“Somewhat they are satisfy” and “Satisfy” is at 2nd number. The number of
“Dissatisfy” and “Somewhat Dissatisfy” employee are least. The “Neutral”
employees are at medium level.

From the above survey it comes to know that the overall employees are satisfy
from their job and other benefits that provide by the organization.

49
50
The purpose of this summer internship project was to investigate the factors that
contribute to employee satisfaction in a corporate setting. The project involved a
survey of employees at Shree plastic as well as interviews with managers and
executives. The results of the project revealed that the following factors are most
important to employee satisfaction:

Fair pay and benefits: Employees are more satisfied when they feel that they
are being compensated fairly for their work. This includes both base pay and
benefits, such as health insurance, retirement plans, and paid time off.

Opportunities for growth and development: Employees want to feel

like they are growing and developing in their careers. This means having
opportunities to learn new skills, take on new challenges, and advance in their
positions.

A positive work environment: Employees want to feel like they are part of
a positive and supportive work environment. This includes having a good
relationship with their manager, feeling like they are valued by the company, and
having a sense of camaraderie with their colleagues.

Supportive management: Employees want to feel like they have supportive

managers who are interested in their success. This means having managers who
are approachable, who provide clear direction, and who are willing to help
employees achieve their goals.

The results of this project suggest that organizations can improve employee
satisfaction by focusing on these four factors. By providing all the above benefits
for which employees can perform better for the organisation.
51
52
BIBILOGRAPHY

Books:

Job Satisfaction by Robert Hoppock (1935).

Employee Satisfaction and Engagement: A Complete Guide by Gerardus Blokdyk
(2015) 301 Ways to Have Fun at Work by Dave Hemsath
(2014) Job Satisfaction: A Complete Guide - 2020 Edition by Gerardus (2020)

Journal Articles:

The Impact of Employee Satisfaction on Organizational Performance by Harter,

Schmidt, and Hayes (2002)
A Meta-Analysis of the Antecedents and Consequences of Job Satisfaction by
Judge, Thoresen, Bono, and Patton (2001)
The Relationship between Job Satisfaction and Organizational Citizenship
Behavior: A Meta- Analysis by Organ and Ryan (1995)

Websites:

The Society for Human Resource Management: https://www.shrm.org/

The World at Work: https://www.worldatwork.org/

The Human Resource Certification Institute: https://www.hrci.org/

"Society for Human Resource Management (SHRM): https://www.shrm.org/

SHRM is a great resource for HR professionals and provides a wealth of

53
information on employee satisfaction, including articles, research reports, and
webinars.

HRCI is a professional certification organization for HR professionals and

provides a variety of resources on employee satisfaction, including articles,
research reports, and webinars.

Gallup: https://www.gallup.com/

Gallup is a research organization that conducts surveys on a variety of topics,

including employee Satisfaction. Gallup's surveys provide valuable insights into
the factors that contribute to employee satisfaction.

Glass door: https://www.glassdoor.com/

Glass door is a website where employees can anonymously rate their employers.
Glass door’s ratings provide a valuable glimpse into employee satisfaction at
different companies.

LinkedIn Learning: https://www.linkedin.com/learning/

Learning is an online learning platform that offers courses on a variety of topics,

including employee satisfaction. LinkedIn Learning's courses provide a great way
to learn about the latest research on employee satisfaction and how to improve it
in your organization.

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