Job Satisfaction Level Among Employees

SUMMER TRAINING REPORT

ON

JOB SATISFACTION LEVELAMONG EMPLOYEES

OF HIGHWAY INDUSTRIES LTD.

Submit in partial fulfillmentFor the award of degree of

MASTER OF BUSINESS ADMINISTRATION (MBA)

SUBMITTED TO: SUBMITTED BY:Prof. Ms. Shallu Sood Neha Aggarwal

Roll No. MBA 3rd Sem.

GUJRANWALA GURU NANAK INSTITUTE OF MANAGEMENTAND TECHNOLOGY, CIVIL LINES, LUDHIANA

SESSION (2005-2007)

DECLARATION

I Neha Aggarwal Roll No.____ students of MBA 3rd semester at Gujranwala

Guru Nanak Institute of Management and Technology, Ludhiana, undertake the

Summer Training work on "Job Satisfaction Level among employees" at

Highway Industries Ltd. is my own work and is original one and has not been

submitted earlier either to the university or to any other institute for fulfillment

of the requirement of a course of study.

Signature

Neha AggarwalRoll No.MBA 3rd Sem.

Venue: Ludhiana

Date: ______________

PREFACE

The project report is the result of my 6 weeks of industrial

Summer Training conducted to fulfill the requirement of MBA examination

conducted by PTU, Jalandhar.

I undergo my training at Highway Industries Ltd. during the

training period I tried to understand the Job Satisfaction about among

employees at Highway Industries Ltd.

I have really fortunate for getting an opportunity to pursue my

summer training in a reputed, well established, fast growing organization like

Highway Industries Ltd., Ludhiana.

ACKNOWLEDGEMENT

It is my proud privilege to put on record my gratitude to all those

who have been the source of guidance, cooperation and help during the my

observational study and completion of my training at Highway Industries

Ltd., Ludhiana.

I am highly thankful to Mr. Jagdish Kumar, Manager Personnel

and HRD at Highway Industries Ltd., under whose able guidance. I was able

to complete my project. I am particularly thankful to him for arranging

meaningful discussion, coordination, insight and working knowledge he has

given to me.

I am grateful to the management of Highway Industries Ltd.,

Ludhiana for providing the opportunity to do this project in their esteem

organization. I am grateful to all the employees of Highway Industries Ltd.

I would like to highly thanks to Mr. Gunwant Singh Dua (Co-

ordinator of GUJRANWALA GURU NANAK INSTITUTE OF

MANAGEMENT & TECHNOLOGY, LUDHIANA) for giving me

opportunity to undergo summer training. My special thanks to Prof. Ms.

Shallu Sood for their intimate help and guidance, tremendous support,

practical inspiration and taking immense interest in my project through my

training period.

I am thankful to my parents who provided me the opportunity to

be educated and who always showered their choicest blessing on me.

- Neha Aggarwal

TABLE OF CONTENTS

S. NO. CHAPTER NAME PAGE NO.

1. Introduction to Highway Industries

2. Highway group – an introduction

3. Organisation structure

4. Organisation Chart of Highway Industry

5. Organisation Chart of HRD and Personnel

Department of Highway Industries

6. Functions of Various Departments

Finance Department

Personnel Department

Production Department

7. Quality Policy

8. Facilities provided to the employees

9. Awards given to the employees

10. Schemes make for the employees

11. Product portfolio of Highway Industries

12. Human Resource Management

Objective of HRM

Function of HRM

13. Job satisfaction

What is job

What is satisfaction

Meaning of job satisfaction

Positive aspect of the job

Preventive aspect of the job

Various departments of the job

14. Need of the study

15. Objective of the study

16. Research methodology

Definition

Sample size

Determination of population

Instruments used for data collection

Collection of data

Analysis of data

17. Analysis and interpretation

18. Findings

19. Suggestions

20. Limitations

21. Summary

22. Annexure

23. Bibliography

“At HIGHWAYexcellence is

alwaysan ongoing

journey,never destination”

Challenges, across geographies, across a multitude of mindsets. Responses that

must stride beyond frontiers, across the earth making it a single world. Of

humans, of nature-a holistic oneness. Highway thrives in it with continuous

innovation, wearing the challenges and responses. That’s the edge that drives

Highway business growth.

(HIGHWAY GROUP)

INTRODUCTION TO HIGHWAY INDUSTRIES LTD.

Hero group is a product of vision – a vision that translates

peoples aspiration into group comprises of over 20 companies with diversified

activities. It has a reputation vide range of services and has been a market

leader in bicycles in over two decades motor cycles for 5 years with a group

turn over 7500 crores, Hero continuously strives for synergy between

technology, systems and human resources to provide products and services that

meet the quality, performances and aspirations of its customers groups has joint

ventures with Honda Motors of Japan manufacturing Motor Cycles since 1984,

Showa of Japan for making shock absorbers since 1985 and National Panasonic

of Japan for Bicycles.

The glorious journey of HIGHWAY INDUSTRIES Ltd. Began

in 1971. Since then, the company has manufactured as estimated of 20 million

hot and cold forged components like FREEWHEELS, CRANK SHAFTS,

KICK STARTERS, CONNECTING RODS, KICH STARTER SPINDLES.

HIGHWAY INDUSTRIES is a sister concern of M/s HERO

CYCLES Ltd. worlds largest bicycle manufacturer. Established in 1971,

HIGHWAY INDUSTRIES started manufacturing single and multi speed

freewheels for domestic and overseas marketer.

Achieving a landmark for being largest manufacturer of

freewheels in the country, as now emerged as an OEM to HERO HONDA for

parts such as CRANK-SHAFT, CONNECTING RODS, ARM ASSEMBLY

KICH STARTER and KICK STARTER PINDLE. HIGHWAY INDUSTRIES

Ltd. the largest manufacturers of single speed multi speed FREE WHEELS is

producing thirty five thousand single speed and 7000 thousand multi speed

FREE WHEELS in a day.

HIGHWAY INDUSTRIES is an ISO/TS 16949:2002 certified

company where stringent quality control systems are being religiously followed

to ensure complete satisfaction. Highly trained technical staff, forging

experience latest machinery and in machine tools building capability have

made HIGHWAY to achieve the delivery deadlines, and maintain the

consistent quality and continuously reduce the cost.

Equipped with latest technology, the company places great

emphasis on Research and Development to cater the ever-changing needs of

the customers. This ISO/TS 16949:2002 company specializes in all kinds of hot

and cold forging machining, finishing, assembly and heat treatment. Heavy

duty imported presses from Japan, Taiwan and Germany are installed for all

cold and hot processes. The advantages of this technology are high production

rate, better dimensional accuracy, excellent surface and superior mechanical

properties.

The company currently operating at 3 sites (factories) also

manufacturing Special Purpose Machines including CNC machines.

MANAGEMENT TEAM

Mr. Umesh Munjal(Managing Director)

Mr. Amol Munjal(Chief Executive Officer)

Mr. Amrik Singh[Sr. Vice President (works)]

Mr. A. K. Mittal[Vice President (Finance)]

Mr. R. N. Chhabra(General Manager)

PRODUCT MANUFACTURED

KRANK SHAFT

CONNECTING ROD

KICK STARTER

KICK STARTER SPINDLE

ASSEMBLE ARM

ANNUAL TURN OVER

100 Crores

REGISTERED OFFICE

Phase – 8, Mangli, Ludhiana

NO. OF DEPARTMENTS

24

COMPANIES POLICIES

To be the preferred auto parts supplier across world though:

Customer Satisfaction

Continual improvement in Management System

Prevention of pollution hazards

Maintaining safe and clean environment

Conservation of resource and waste management.

Compliance with applicable legal and other requirements.

COMPANY OBJECTIVES

Quality:

o Reduction in Company’s complaints.

o Defect prevention.

o Reduction in variation and waste in supply chain.

Delivery:

o Adherence to customer’s delivery commitments.

o Ensure commitments met by suppliers as well as by other service

providers.

Cost:

o Ensure cost effective operations through continual improvement.

Environment Health and Safety:

o Provide clean orderly and safe work place.

o Prevention of pollution.

o Prevention of occupational hazards and injuries / illness.

o Compliance with leagal and other applicable EHS requirements.

Resources:

o Encourage involvements of employees.

o Enhance competence and skill of employees.

EXPORTS

Highway Industries Ltd. ventured in to the global market in 1971. Today

Highway Industries exports 25% of its production to more than 10 countries

and has a strong presence in markets like USA, Italy, Germany, France,

Taiwan, South America and Malaysia.

Its trusted, tested and reliable workforce coupled with the latest

technology, quality consciousness, customer oriented services and strong

logistics has given Highway Industries an edge over its competitors and in the

world’s most quality conscious and price sensitive markets, thereby making

Highway Industries a truly international organization in terms of sourcing from

and catering to the world market.

CAREERS & TRAINING

With a view to enhance their skills, Highway Industries continuously train its

people across all functions, levels and disciplines of the organization. It has

designed elaborate training and development programs that encompass the

technical, material, behavioural and spiritual growth of its employees. Apart

from these, managers participate in training programs at some of the best

institutes like Harvard Business Schools, IMD Switzerland and IIMs in India.

Highway Industries sincerely believes that when technology

converages, people make a difference.

ORGANIZATION STRUCTURE

Organisation is the backbone of management. Without efficient

organization, no management can perform its functions smoothly. Sound

organization contributes greatly to the continuity and success of the enterprise.

It is the framework of relationship of persons operation at various levels with

virtual or horizontal dimensions. Type of organization in a company depends

upon its size, technology and the range of production.

Being a manufacturing organization, the company is organized on

functional level and its organization set up is very well designed. There is a

clearly defined line of authority. The responsibility of higher level for act of its

subordinates is absolute and the structure is simple and flexible. Unity of

direction is there at upper level, persons are confined to a single major

function. They work in harmony and co-operation without creating any

confusions or conflicts that makes are working of organization highly efficient

and speedy. Span of management is neither too narrow nor too wide. Each

superior has generally one to six subordinates under him.

Upper level of management consists of Board Of Directors.

Managing Directors and Managing Directors-cum-Chairman Board of

Directors comprises of ten directors who are noted industrialists. Professionals

and Technocrats with a rich experience and exposure administration, law and

finance.

ORGANISATIONAL CHART OF HRD AND PERSONNEL DEPARTMENT OF HIGHWAY

INDUSTRIES

FUNCTIONS OF VARIOUS DEPARTMENTS

FINANCE DEPARTMENT

This department is headed by Mr. Rakesh Sharma who is the

Finance Controller of Highway Industries Ltd. He supervises the activities of

finance as well as accounts department. He is mainly responsible for raising

and deployment of funds in an efficient manner. The main objectives of this

department are:

Making funds available for smooth and efficient operation of the company.

To co-ordinate with the different department in the organization.

The routine responsibilities of this department are working

capital management, position of accounts, dealing with bank and public

institutions and budgeting.

This department is the nerve center of this organization as all

other departments upon this department for finance.

PERSONNEL DEPARTMENT

In Highway Industries, Mr. Jagdish Kumar deals with the

recruitment and selection of different departments. He is the head of this

department. This company ensures that provision of Wages Act, ESI Act,

Provident the basis need of food, drinking water, medical facilities, crèche

facilities and separate canteen for male and female workers. This department

also ensure the safety to the workers by providing them proper safety

equipments and better conditions for working.

PRODUCTION DEPARTMENT

The production department deals with the operation of any

concern i.e. producing the product Mr. Rakesh Sobti is the GM of this

department.

The main objective of this department is to produce the yarn

according to the requirements. It is a big unit with 10 plants and 3,000 peoples.

Each plant is headed by a plant manager who is the qualified person (at least

with B.Tech. Degree).

In this department the GM gives instructions to the Production

Manager regarding the requirements of the marketing department and

regulating the production. The plant manager is responsible for the production

who delegates work to the plant manager. This department ensures that the

plant is working at full capacity and production is according to the

requirements, i.e. neither less nor more. They also take care of the usage of

raw material i.e. its quality and quantity. So, this department is totally

responsible for production process.

QUALITY POLICY

We are committee to provide total customer satisfaction by not

only meeting but exceeding the agreed customer requirements.

The past 10 years have been some exciting developments in the

standardization and harmonization of judgemental quality management system

requirements and certification infrastructure. In live with our commitment to

provide our client’s cutting edge information and services TUV has been

participant in the development of some of these standards.

FACILITIES PROVIDED TO THE EMPLOYEES

1. Employees are provided with two new shoes and uniforms every

year.

2. There are various awards such as best workers Award, Sagun award

etc. are also provided.

3. Many types of schemes are also made such as provident fund,

medical claim etc. are also provided to the workers.

4. Certain types of accounts are also made for employees convesuems

such as for salary deposits, ATM etc.

5. Workers are also provided with special increments and also they are

promoted to higher jobs if their work is best.

6. Company also take care of their employees by providing safety

measures such as gloves and long shoes if they had to work in

chemical area.

AWARDS GIVEN TO THE EMPLOYEES

1. Long Service Award

This award is provided to the workers if their working period is

longer award is given on the basis working period such as 15 yrs., 20 yrs., and

25 years.

2. Full Attendance Award:

This award is provided to the workers on the basis of certain

conditions:-

Rs.300 – if no leave is taken

Rs.250 – if 1 leave in take

Rs.200 – if leave for 1½ day is taken

3. Best Workers Award:

This award is given to those workers who works very well, in a

disciplined manner and in proper manner.

4. Sagun Award:

This award is given to those employees who got married. It

includes certain conditions:-

Award Position

Workers Rs.250

Supervisor Rs.1100

Managers Rs.2100

Senior Manager Rs.3100

5. Suggestion Scheme Awards

In this case, the award is given to the employees on the basis best

suggestion given regarding quality and quantity.

SCHEMES MADE FOR THE EMPLOYEES

(1) ATM Scheme: In this schemes, ATM cards are made for the employees

so that they can withdraw money as and when they need it even when

they are in abroad.

(2) Provident Fund Scheme: In this scheme, both employer and employees

deposit some part of their salary in provident fund account and this

money is given to the workers after retirements.

(3) Medical Claim: In this scheme, money, ranges from 1- 1½ lakh is

provided to the employees if they get seriously injured.

(4) Group Insurance Scheme: In this scheme, insurance of every

employee is done so that of any employee got expired their insurance of

75000-150000 is given to his family members.

(5) ESIC (Employee State Insurance Corporation): In this scheme

money is provided to the workers parents and childrens for their health

and safety.

HUMAN RESOURCE MANAGEMENT

Organizations are made up of people and function through

people. Without people organization cannot exist. The resources of men,

money, materials and machinery are collected, coordinated and utilized through

people. These resources by themselves cannot fulfill the objectives of an

organization. It is through the combined efforts of people that material and

monetary resources are effectively utilized for the attainment of objectives.

Without united human efforts no organization can achieve its goals. All the

activities of an organization are initiated and completed by the persons who

make up the organization. Therefore people are the most significant resource

of any organization. This resource is called HUMAN RESOURCE and it is the

most important factor of production.

Human Resources may be defined as “the knowledge, skills,

creative abilities, talents and aptitudes obtained in the population”.

OBJECTIVES OF HRM

Objectives of HRM are derived from the basic objective of an

organization. In order to achieve organization objectives integration of

employer’s interest and employee interests is necessary. In this light the

objectives of HRM may be summarized as follows:

To help the organization attain its goals by providing well-trained and

well-motivated employees.

To employ the skills and knowledge of employees efficiently and

effectively i.e. to utilized human resources effectively.

To enhance job satisfaction and self-actualization of employees by

encouraging assisting every employee to realize his/her full organization.

To bring about maximum individual development of members of the

organization by providing opportunities for training and advancements.

To secure the integration of all the individuals and groups with the

organization by reconciling individual/group goals with that of

organization.

To develop and maintain the quality of work life (QWL) which makes

employment in the organization a desirable personal and social situation.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The functions are common to all organizations though every

organization may have its own human resource management may have its own

human resource management programme.

These functions of human resource management may be broadly be classified

into:

1. Managerial functions 2. Operating functions

1. MANAGERIAL FUNCTIONS

Managing people is the essence of being a manager. Like other

managers, a human resource manage performs the functions of planning,

organizing, directing and controlling.

Planning

Organizing

Directing

Controlling

2. OPERATIVE FUNCTIONS

The operative or service functions of human resource

management are the tasks which are entrusted to the personnel department.

These functions are concerned with specific activities of procuring, developing,

compensating and maintaining an efficient work force:

a) Procurement function

It is concerned with securing and employing the right kind and

proper number of people required to accomplish the organizational objectives it

consists of the following activities:

Job Analysis

Human resources planning

Recruitment

Selection

Placement

b) Development function:

Human resource development is the process of improving the

knowledge, skills, aptitudes and values of employees so that they perform the

present and future jobs more effectively. This function comprises the

following activities:

Performance and potential appraisal

Training

Executive development

Career planning and development

c) Compensation function: It refers to providing equitable and fair

remuneration to employees for their contribution to the attainment of

organizational objectives. It consist of following.

Job Evaluation

Wage and salary administration

Bonus and incentives

Payroll

d) Integration function: It is the process of reconciling and goals of

the organization with those of its members. Integration involves

motivating employees, workers participation etc. It consists of the

following:

Job satisfaction

Grievance redressal

Collective bargaining

Conflict management

Participation of employees

Discipline

(e) Maintenance function: It is concerned with protecting and promoting

the physical and mental health of employees. For this purpose several

types of fringe benefits such as housing, medical aid, educational

facilities etc.

Safety

Social security

Welfare schemes

Personnel records

Personnel research

Personnel audit

JOB SATISFACTION

WHAT IS JOB?

According to the encyclopedia of psychology," Job is a task, an

occupational activity performed in return for a monetary reward

The Oxford dictionary define job as, "As small definite piece of

work done in a way of one's special occupation".

The Job can also be interpreted in terms of position. Accordingly,

"A job is a group of similar positions in a single plant business establishment,

institution or other work place." An occupation is a group of similar jobs found

in several establishments.

WHAT IS SATISFACTION?

Satisfaction is a word, which is difficult to define. Webster's

encyclopedia dictionary of English language define it as:

The act of satisfaction or state of being satisfied, contentment in

Possession and enjoyment and to satisfy is to grant fully the wants, wishes or

desires of, to supply to the full extent with what is wished for."

It is the combination of these two words.

JOB SATISFACTION

Work or job has its psychological, sociological, philosophical and

theoretical importance. It is the work that helps an individual in self-

actualization since many of the needs are served in and through work. There

are two special aspects of job:

MEANING OF JOB SATISFACTION:

Job Satisfaction is one of the most crucial but controversial issues

in the field of education, industry, occupation and organizational psychologists;

sociologists, economists and administrators in these fields find themselves

baffled over the problem of Job Satisfaction. Job Satisfaction is widely

accepted psychological aspect of effective functioning in any organization.

One of the symptoms of deteriorating conditions in an

organization is a low job satisfaction. Job satisfaction is a specific subset of

attitudes held by the organizational members. It is the attitude one has towards

his/her job. The satisfaction that the individual associate with his or her job is

really the degree of satisfaction with a different number of different dimensions

of the job. In simple words we can say that job satisfaction is the end feeling of

a person after performing a task. To the extent that a person's job fulfills his

dominant needs and is consistent with his expectations and values, the job will

be satisfying. The feeling would be positive or negative depending upon

whether need is satisfied or not.

A large number of factors determine the individual's level if

satisfaction. The personal factors are important to management because they

have a relationship to job satisfaction and because their use can result in better

placements of executive.

Many of the factors controllable by the management are quite

significantly related to job satisfaction. The most important are security,

opportunity for advancement and working conditions.

Different thinkers have defined Job satisfaction in different ways:

The credit for bringing this term to the currency goes to

HOPPOCK. Hop pock (1935) in his classical work on job satisfaction reviewed

32 studies and commented that though there was much opinion about job

satisfaction, there were not too many factual studies. For him job satisfaction is

any combination of psychological, physiological and environmental

circumstances that cause truthfully to say," I am satisfied with my job". Job

satisfaction refers to an overall affective orientation on the part of individuals

towards work roles, which they are presently occupying. Job satisfaction is

favorableness or unfavourableness with which employees view their work. It

results when there is a fit between job requirements and the wants and

expectations of employees.

BLUM and BLUM NAYLOR consider job satisfaction as a

generalized attitude of the individual resulting from many specific attitudes in

their areas:

1. Specific job factors.

2. Individual characteristics.

3. Group relations outside the job.

These factors can never be isolated from each other for analysis

but indication of their relative importance in job satisfaction may be obtained

through the use of statistical techniques.

RAO defines job satisfaction as a pleasure or positive emotional

state resulting from the appraisal of one's job experience.

POSITIVE ASPECTS OF THE JOB. WHICH INCLUDES:

Economic aspects

Enjoyment of Job activity

Development of sense of dignity and pride

Opportunities of associations with others

Self-actualization

PREVENTIVE ASPECTS OF THE JOB. WHICH INCLUDES:

Avoidance of job

Avoidance of being useless and worthless

VARIOUS DETERMINANTS OF JOB SATISFACTION:

The various factors influencing job satisfaction may be classified into

two categories:

(a) ENVIRONMENTAL FACTORS

- Job content

- Occupational level

- Pay and promotion

- Work group

- Supervision

(b) PERSONAL FACTORS

- Age

- Sex

- Educational level

- Marital status

- Experience

NEED OF THE STUDY

The aim of the study is to identify the level of satisfaction or

dissatisfaction of job, which exists among the employees of a company. The

personality of an individual influences his attributes towards work and life in

general, which in turn also has a direct bearing on his job satisfaction and

productivity. As such as an investigation of the aspect so that the finding may

be brought to light for initiating steps for improvements of the work culture.

An industrial organization can benefit materially if it knows that

individual attitudes contribute to job satisfaction. By discovering attitudes on

factors related to the job, a firm can correct certain bad situations and thereby

improve the job satisfaction of its staff

OBJECTIVES OF THE STUDY

The basic following are the specifies objectives if the study.

To analyze and know the level of job satisfaction in HIGHWAY

INDUSTRIES LTD. regarding their work and with management.

To analyze and know the level of job satisfaction in HIGHWAY

INDUSTRIES LTD. with age, education, type of work, salary, marital

status and experience.

RESEARCH METHODOLOGY

Definition of Research Methodology:

"Research Methodology is the description, explanation and

justification of various methods of conducting research".

This part of the project explains the research methodology of the

study. It describes the data collection methods, the sampling plan, the tools of

investigation, planning of questionnaire and the limitation of study. The study

required to be collected from two sources- Primary Data and Secondary Data.

Primary data is data which is collected by person/investigator

himself. It is basically first hand data. There are various methods under the

primary data which are used to collect current information like observation,

interview and questionnaire. Secondary data is collected by any other person, it

is an existing data. This can be collected from various sources like Journals,

Magazines, books, newspapers etc.

Sample Size:

For the purpose of the study 50 employees of this organization

were taken. As the respondent were selected from Highway Industries only.

Convenience sampling was adopted.

Determination of Population:

In view of the fact this was a survey which is completed with

limited period of time and limited sources, present study was restricted to

Highway Industries.

Instruments used for data collection:

For Primary data, a structured questionnaire has been used for the

collection of data. In this study we have taken a questionnaire of 11 questions.

The respondents are required to give their answer on a 5-point scale ranging

from strongly agreed to strongly disagree. It was done by personal interview /

from various respondents. All the employee$ were contacted personally

Collection of data:

A questionnaire was designed in order to obtain answers pertinent

to the objective of research. A structured interview schedule was framed for

collecting the data. It contained both open and close ended questions.

Sequencing of questionnaire were decided according to the requirement of

study. Initially general questions were asked and later questions regarding the

objective of study were asked.

Analysis of data:

For the purpose of analysis, the statistical tool like mean, average

and percentages are used. The likert scaling system consisting of five

categories of agreements and disagreements was applied to each item. Each

item could be replied by checking any of the five answers: "Strongly Agreed,

Agreed, Undecided, Disagreed, Strongly Disagreed". The items were selected

in such a way the satisfied scale indicates by 'strongly agreed' and 'disagree' for

the other half. The neutral responses were 'undecided'.

1. Employee’s present job is as per their ability, qualification

experience etc.

Tabular Representation

Responses No. of Respondents PercentageStrongly Agree 45 90%Agree 4 8%

Undecided 0 0%Disagree 1 2%Strongly Disagree 0 0%Total 50 100%

Graphical Representation

Analysis:

From the above column chart it is clear that most of the

employees in Highway Industries thought that they are getting the job as per

their ability, qualification and experience. This chart reveals that 90%

employees are strongly agree and 8% employees are agree, but 2%

employees are disagree, no one undecided and strongly disagree to get their

job as per ability, qualification, experience etc.

2. Employees have been getting promotion according to their ability,

qualification, experience etc.


Responses No. of Respondents PercentageStrongly Agree 30 60%Agree 10 20%Undecided 2 4%Disagree 6 12%Strongly Disagree 2 4%Total 50 100%


Analysis:


employees in Highway Industries thought that they are getting promotion as

per their ability, qualification and experience. This chart reveals that 60%

employees are strongly agree and 20% employees are agree, 12%

employees are disagree and 4% are strongly disagree. But 2% employees

are undecided because of unawareness of rules and regulations of Highway

Industries.

3. Employees are satisfied with the working conditions that prevail

within the organization.




Analysis:


employees are satisfied with the working conditions that prevail in the

organization. This chart reveals that 40% employees are strongly agree and

36% employees are agree, but some employees are not satisfied with

working conditions. 14% are disagree and 4% are strongly disagree. 6%

employees are undecided because they feel working conditions are good

and sometime they feel bad working conditions.

4. As per their work, their pay is fair.




Analysis:


employees in Highway Industries thought that they are getting their salary

as per their work. This chart reveals that 20% employees are strongly agree

and 62% employees are agree. But 16% employees are disagree and 2%

strongly disagree because they thought their pay is not as per their work.

Nobody undecided about work and their fairness.

5. Employees have full confidence in the management of the

organization.




Analysis:


employees in Highway Industries have strong confidence in the

management of the organization. This chart reveals that 90% employees are

strongly agree and 6% employees are agree. But 4% employees are disagree

to confidence in the management of the organization. Nobody undecided

and strongly disagree.

6. There is no place for favoritism in the organization.




Analysis:


employees in Highway Industries thought that there is no place for

favoritism in the organization. This chart reveals that 88% employees are

strongly agree and 6% employees are agree. But some people thought that

there is favoritism in the organization. Therefore 16% employees are

disagree and 25 are strongly disagree. Nobody undecided about the place

for favoritism in the organization.

7. Employee’s supervisor behaves properly with him.




Analysis:


employees in Highway Industries feel that their supervisor behaves properly

with them. This chart reveals that 60% employees are strongly agree and

10% employees are agree. But some people do not satisfy with the behavior

of their supervisor with them. Therefore 14% employees are disagree and

also 14% are strongly disagree. 2% of employees undecided about the

behavior of their supervisor with them.

8. Suggestions given by employees for the benefit for the benefit of the

organization are accepted and implemented.




Analysis:


employees in Highway Industries feel that suggestions given by them are

not accepted and not implemented in the organization. This chart reveals

that 38% employees are strongly disagree and 30% employees are disagree.

But some people thought that their suggestions are accepted and

implemented in the organization. But only 10% employees are strongly

agree and 18% are agree. 4% of employees undecided to whether their

suggestions are accepted or not.

9. Employees are satisfied with the various welfare facilities like

transport, medical etc.




Analysis:


employees in Highway Industries are highly satisfy with the various welfare

facilities in the organization. This chart reveals that 96% employees are

strongly agree and 4% employees are agree. Nobody undecided, disagree

and strongly disagree with the welfare facilities in the organization.

10. There is high team sprit in the working group.




Analysis:


employees in Highway Industries feel that there is high team spirit in the

working group. This chart reveals that 90% employees are strongly agree

and 10% employees are agree. Nobody undecided, disagree and strongly

disagree about the team spirit in the working group of the organization.

11. As a whole, they feel that they have a better prospects of

advancement in this organization.




Analysis:


employees in Highway Industries feel that they have a better prospect of

advancement in the organization. This chart reveals that 24% employees are

strongly agree and 50% employees are agree. But some people do not

satisfy with this. 10% are disagree and also 10% are strongly disagree. 10%

are undecided to that they have better prospects of advancement in this

organization.

FINDINGS

1. Employees in Highway Industries getting the job as per their ability,

qualification and experience. But some employees are disagree.

2. Employees in Highway Industries getting the promotion as per their

ability, qualification and experience. But some employees not satisfied

with this.

3. Most of the employees are satisfied with working conditions that

prevails in organization, but some employees are not satisfied with

working conditions.

4. Employees are getting salary as per their work.

5. Employees have full confidence in the management of the organization.

6. There is no place of favoritism in the organization.

7. Suggestions given by employees are not accepted and not implemented

in the organization.

8. Employees are fully satisfied with various welfare facilities in the

organization.

9. There is high team spirit in the working group in the organization.

10. There is better prospect of advancement in the organization, but some

employees are not satisfied with this.

SUGGESTIONS

Organization should educate the employees about the rule and

regulations.

Good working conditions should be provided by organization.

Superior should properly behave with subordinates.

Suggestions given employees should be accepted and implemented in

organizations.

LIMITATIONS

Wherever study is conducted involving human behaviour, it

suffers from certain drawbacks because there is a possibility of deviation

between what is recorded and what is truth. So there are few under mentioned

drawbacks in this study:

Due to constraint of time only few employees limited area for the study.

The customer, who are selected, may not represent the true

characteristics of all the customers. So there may be variations in the

results found from the reality.

SUMMARY

The present study is an attempt to study the know the market of

Highway Industries. In the present study, the total number of employees is 50.

Very few out of which shows job dissatisfaction.

Employees in Highway Industries, getting job and promotion as

per their ability, qualification and experience. Employees are satisfied with

working conditions and getting salary as per their work. Employees have full

confidence in the management and there is no place of favoritism in the

organization. Superiors properly behave with sub-ordinates. Employees are

fully satisfied with various welfare facilities. There is high team spirit in the

working group and better prospect of advancement in the working group and

better prospect of advancement In the orgination suggestions given by

employees are not accepted and implemented in the orgination.

BIBLIOGRAPHY

1. www.Google.com

2. www.yahoo.com

3. www.plagmadu.com

4. Review Literature from various authors.

Documents

Job Satisfaction Level Among Employees