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PREFACE The compiled report signifies level of employee satisfaction & Management in GEI Industry in Bhopal . Most of the employees are satisfied with this company. Company has a very good image among its employees. Most of the employees know company’s strategy; they have confidence in its leadership. Employees are satisfied with this company. Most of the Employees are getting appropriate recognition for their contribution. GEI Industry in Bhopal providing fair salary to its employees for their work. GEI Industry in Bhopal as an organization really has a very bright future because of its environment. Organization is like a family where employees have to put share of responsibilities and work in accordance with the organization goal. As far as employer-employee relationship is concerned working in GEI Industry in Bhopal is very satisfactory. People always get chance to show their talents and get recognized. Management is quit approachable. 1

Final Employee Satisfaction

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Page 1: Final Employee Satisfaction

PREFACE

← The compiled report signifies level of employee satisfaction &

Management

← in GEI Industry in Bhopal . Most of the employees are satisfied with

this company.

← Company has a very good image among its employees.

← Most of the employees know company’s strategy; they have

confidence in its leadership. Employees are satisfied with this company.

← Most of the Employees are getting appropriate recognition for their

contribution. GEI Industry in Bhopal providing fair salary to its employees

for their work.

GEI Industry in Bhopal as an organization really has a very bright future

because of its environment.

Organization is like a family where employees have to put share of

responsibilities and work in accordance with the organization goal.

As far as employer-employee relationship is concerned working in GEI

Industry in Bhopal is very satisfactory. People always get chance to show

their talents and get recognized. Management is quit approachable.

1

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TABLE OF CONTENT

S.NO CONTENTS PAGE NO.

01 INTRODUCTION 03

02 COMPANY PROFILE 22

03 OBJECTIVE OF THE STUDY 29

04 RESEARCH METHODOLOGY 31

05 DATA ANALYSIS & INTERPRETATION 37

06 FINDINGS 57

07 SUGGESTION 59

08 CONCLUSION 61

09 BIBLIOGRAPHY 63

10 ANNEXURE 65

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3

CHAPTER NO-01

INTRODUCTI

ON

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INTRODUCTION

Employee satisfaction is a measure of how happy workers are with their job

and working environment. Keeping morale high among workers can be of

tremendous benefit to any company, as happy workers will be more likely to

produce more, take fewer days off, and stay loyal to the company. There are

many factors in improving or maintaining high employee satisfaction, which

wise employers would do well to implement.

To measure employee satisfaction, many companies will have mandatory

surveys or face-to-face meetings with employees to gain information. Both of

these tactics have pros and cons, and should be chosen carefully. Surveys are

often anonymous, allowing workers more freedom to be honest without fear

of repercussion. Interviews with company management can feel intimidating,

but if done correctly can let the worker know that their voice has been heard

and their concerns addressed by those in charge. Surveys and meetings can

truly get to the center of the data surrounding employee satisfaction, and can

be great tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee

satisfaction is to make workers feel like part of a family or team. Holding

office events, such as parties or group outings, can help build close bonds

among workers. Many companies also participate in team-building retreats

that are designed to strengthen the working relationship of the employees in a

non-work related setting. Camping trips, paintball wars and guided

backpacking trips are versions of this type of team-building strategy, with

which many employers have found success.

Of course, few workers will not experience a boost in morale after receiving

more money. Raises and bonuses can seriously affect employee satisfaction,

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and should be given when possible. Yet money cannot solve all morale

issues, and if a company with widespread problems for workers cannot

improve their overall environment, a bonus may be quickly forgotten as the

daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make

certain they have a comfortable, clean break room with basic necessities such

as running water. Keep facilities such as bathrooms clean and stocked with

supplies. While an air of professionalism is necessary for most businesses,

allowing workers to keep family photos or small trinkets on their desk can

make them feel more comfortable and nested at their workstation. Basic

considerations like these can improve employee satisfaction, as workers will

feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job

they perform. In every interaction with management, employees should be

treated with courtesy and interest. An easy avenue for employees to discuss

problems with upper management should be maintained and carefully

monitored. Even if management cannot meet all the demands of employees,

showing workers that they are being heard and putting honest dedication into

compromising will often help to improve morale.

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← Employee Satisfaction Surveys

← The most common purpose for surveying employees is satisfaction.

Employee satisfaction surveys deal with workplace issues, such as benefits,

commitment to diversity, and effective communications. The data from these

surveys helps paint a portrait of employee attitudes and opinions. These kinds

of surveys are particularly useful after a company has undergone some sort of

change, such as a layoff, an acquisition, or a new department head. They also

help employers isolate the root causes of persistent problems, such as low

productivity or high expenses.

← Employee satisfaction surveys help employers measure and understand

their employees' attitude, opinions, motivation, and general satisfaction with

their work environment. Use employee satisfaction surveys to inform

employee decision making, benefits, work needs and more.

← Employee satisfaction surveys provide valuable data that can

ultimately save your company money. Our employee satisfaction surveys

can:

← >> Measure employee satisfaction levels

← >> Track changes in employee satisfaction over time

← >> Improve overall satisfaction and retention

← Definition of employee satisfaction:

Employee satisfaction is the individual employee’s general attitude towards

the job. It is also an employee’s cognitive and affective evaluation of his or

her job.

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Factors that effect / influence to employee satisfaction

Factors of employee satisfaction can follow five-element model

• Compensation and benifit

• promotions, training

• work tasks

• coworkers

• supervisors

Or model include factors as follows:

• Interesting work

• Appreciation of work

• Job security

• Good wages

• Promotion/growth

• Good working conditions

• Personal loyalty

• Tactful discipline

• Sympathetic help with problems

• Preferred incentives

• Flexi-timing

• Telecommuting

• Company paid vacations

• Accident and health insurance benefits

• Retired benefits

• Asset building loans

• Company transport etc

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Definition of employee satisfaction index (ESI)

Employee satisfaction index is a index to measure satisfaction of employee in

an organization.

How to calculate ESI?

There is a five-point scale in the questionnaire or survey from employee

responses. They are

• Strongly Agree,

• Agree,

• Undecided,

• Disagree,

• Strongly Disagree.

You should remark number attached, include strongly agree (5) to strongly

disagree (1).

Then, total number of questions with answers against each response is

calculated (5, 4, 3, 2, 1).

Identify total point of each response.

Identify total number of questions answered

ESI = ( total point / total question ) * 100.

Analyze employee satisfaction index

You can identify ESI by company, department, field…and then, you can use

80/20 principle or Pateto tool to analyze employee satisfaction

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Why are employee satisfaction important ? Purpose / benefits of employee

satisfaction include as follows:

1. Importance of employee satisfaction for organization

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction

• Reduce turnover, recruiting, and training costs.

• Enhance customer satisfaction and loyalty.

• More energetic employees.

• Improve teamwork.

• Higher quality products and/or services due to more competent, energized

employees.

2. Importance of employee satisfaction for employee

• Employ will believe that the organization will be satisfying in the long run

• They will care about the quality of their work.

• They will create and deliver superior value to the customer.

• They are more committed to the organization.

• Their works are more productive

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What are factors influences / effects to employee satisfaction? It can

include factors as following:

1. Organization development factors

• Brand of organization in business field and comparison with leading

competitor.

• Missions and Vision of organization.

• Potential development of organization.

2. Policies of compensation and benefits factors

• Wage and salary

• Benefits

• Rewards and penalties

3. Promotions and career development factors

• Opportunities for promotion.

• Training program participated or will do.

• Capacity of career development

4. Work task factors

• Quantity of task

• Difficult level of task

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5. Relationship with supervisor factors

• Level of coaching

• Level of assignment for employee

• Treatment to employee etc

6. Working conditions and environment factors

• Tools and equipment

• working methods

• Working environment

7. Coporare culture factors

• Relationship with coworkers

• Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

• Competencies and personalities of employee are suitable for job?

• Expectations of employee are suitable for policies of organization?

STANDARD OPERATING PROCEDURE (SOP) FOR

EMPLOYEE SATISFACTION

1. Purpose of procedure of employee satisfaction:

• Develop or change the policy for satisfaction of employees.

• Knowledge, satisfaction and expectations need to be measured in order to

develop company prepared for tomorrow.

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• To derive and analyze the current satisfaction level of the employees in the

company.

• Assessment of the management developmental needs and areas of

improvement.

• Assessment of level of progress in performance improvement and overall

company’s climate.

2. Scope of application:

• Apply for the evaluation of satisfying the entire staff of Korea Japan

3. Documents related:

• Human resource handbook.

• This document is suitable and followed ISO 9000 standard, version 2004.

4. Definitions:

• None applied.

5. Policies of employee satisfaction:

• The employee satisfaction survey is carried one time per 3 months.

• The sample size for the survey is about 40% of the total / target population.

The total / target population for the employee satisfaction survey includes the

complete employee strength at the company.

6. Steps of implementing employee satisfaction:

6.1 Step 1 – Employee satisfaction study / research.

Each quarter, HR Manager reviews the information needed to determine the

satisfaction of employees based on the following basis.

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• Information and results of the survey times before.

• Comments by company directors.

• Proposal by HR staff and Department managers.

• Other contents in the purpose of this process.

6.2 Step 2 – Develop evaluation plan:

• Pursuant to the need to evaluate, HR Manager create a draft of content

assessed in the form and attached this procedure.

• HR manager also discuss with other manager about content, method

assessed. Then the draft must be sent to director for approval.

•Methods of appraisal also indicate clearly. You also use employee

satisfaction survey software for appraisal.

6.3 Step 3 – Transfer form to employees:

Pursuant to the plan was approved by Director, HR manager deployed to HR

staff do the following:

• Photo sufficient number of survey.

• Preparing small envelope enough based on number of survey.

• Preparing large envelope by department.

• Deployment to Manager / Supervisors about survey plan.

• Move the survey to department heads. Each employee will be received 01

form attached with an envelope.

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• When employees complete the assessment, they must be closed envelope by

pasting on it, send to the department head.

• Head of department is responsible for collecting envelope and then send to

HR department.

6.4 Step 4 – Gather and analyze data:

• Next time 3-5 days from the date of distributing survey, HR department is

responsible for collecting survey and send it to director..

• Based on the opinions of staff, Director of the company will assign people

to enter and analyze data.

• Analysts are responsible to analyze survey data and preparation of reports.

• Presentation of results to directors, department managers.

• Communication of the results to employees through employees meeting,

Company newsletters, memoranda and feedback meetings conducted by

trained leaders to clarify and identify issues.

• Development of plans by department managers to respond to issues

identified in feedback sessions.

6.5. Step 5 – Implement improvement.

• HR department is responsible for implementing improvement solutions,

supervising result and reporting result to director.

7. Deployment of procedure:

• This document was distributed to Board of Directors, all departments.

• Head of personnel is responsible for guiding the staff of this document

(requires employees to sign).

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• The guidelines for staff to be in the minutes of instructions and procedures

and training on latest 1 week from the date of receiving the document.

8. Form attached:

• Appraisal plan of employee satisfaction.

• Employee satisfaction form

To maintain employee satisfaction, you can use 2 solutions as follows:

1. Determining suitable frequency of appraisal

Appraisal frequency should be at least 3 or 6 months / time. This help you

regularly review satisfaction trends of employees.

For some department, you should increase appraisal frequency for them

because of lack of management skills or unsuitable personalities.

Many organizations only perform appraisal satisfaction of employees 1 time

per year, simply by applying the standard management rather than the needs

of the organization. This is a very long time because the dissatisfaction of

employees can occur at any time.

2. Implementation of feedback program regularly

You can not assess satisfaction of employees every month because it is very

time-consuming. So how you know the opinions of employees? You can

implement the program on the response of employees monthly or suddenly

when a problem happened.

The feedback of the staff are their comments, attitudes about problems that

will occur or has occurred.

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How to measure employee satisfaction? We can conduct a employee

satisfaction survey by methods as follows:

1. Job Descriptive Index (JDI)

Job Descriptive Index is a scale used to measure five major factors associated

with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers.

The JDI was first introduced in 1969 and since then has been used by over

1,000 organizations in many sectors.

2. Job In General Scale (JIG)

Job In General Scale is a method of employee satisfaction and developed as a

global measure of job satisfaction.

JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was

modified in 1985 by the JDI Research Group.

3. Minnesota Satisfaction Questionnaire (MSQ)

The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an

employee’s satisfaction with their particular job.

Method includes 100 items measuring 20 facets of job satisfaction.

There are three version are available: two long forms (1977 version and 1967

version) and a short form.

4. Satisfied / dissatisfied method

In this method, you just send a question form that include:

• What is good thing in our company?

What is not good one in our company?

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This method is suitable for “emergency events” and you need result in a short

time.

5. Interview method

This method is used for:

• Review all data collected from other method..

Review key person

Management

Management in all business areas and organizational activities are the acts of

getting people together to accomplish desired goals and objectives efficiently

and effectively. Management comprises planning, organizing, staffing,

leading or directing, and controlling an organization (a group of one or more

people or entities) or effort for the purpose of accomplishing a goal.

Resourcing encompasses the deployment and manipulation of human

resources, financial resources, technological resources, and natural resources.

Because organizations can be viewed as systems, management can also be

defined as human action, including design, to facilitate the production of

useful outcomes from a system. This view opens the opportunity to 'manage'

oneself, a pre-requisite to attempting to manage others.

Management can also refer to the person or people who perform the act(s) of

management.

he verb manage comes from the Italian maneggiare (to handle — especially tools), which

in turn derives from the Latin manus (hand). The French word mesnagement (later

ménagement) influenced the development in meaning of the English word management in

the 17th and 18th centuries.

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Some definitions of management are:

Organization and coordination of the activities of an enterprise in accordance with

certain policies and in achievement of clearly defined objectives. Management is

often included as a factor of production along with machines, materials, and

money. According to the management guru Peter Drucker (1909–2005), the basic

task of a management is twofold: marketing and innovation.

Directors and managers who have the power and responsibility to make decisions

to manage an enterprise. As a discipline, management comprises the interlocking

functions of formulating corporate policy and organizing, planning, controlling,

and directing the firm's resources to achieve the policy's objectives. The size of

management can range from one person in a small firm to hundreds or thousands

of managers in multinational companies. In large firms the board of directors

formulates the policy which is implemented by the chief executive officer.

Theoretical scope

At the beginning, one thinks of management functionally, as the action of measuring a

quantity on a regular basis and of adjusting some initial plan; or as the actions taken to

reach one's intended goal. This applies even in situations where planning does not take

place. From this perspective, Frenchman Henri Fayol(1841 -1925 considers management

to consist of six functions:forecasting, planning, organizing, commanding, coordinating,

controlling. He was one of the most influential contributors to modern concepts of

management.

Another way of thinking, Mary Parker Follett (1868–1933), who wrote on the topic in the

early twentieth century, defined management as "the art of getting things done through

people". She described management as philosophy

Some people, however, find this definition, while useful, far too narrow. The phrase

"management is what managers do" occurs widely, suggesting the difficulty of defining

management, the shifting nature of definitions, and the connection of managerial practices

with the existence of a managerial cadre or class.

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One habit of thought regards management as equivalent to "business administration" and

thus excludes management in places outside commerce, as for example in charities and in

the public sector. More realistically, however, every organization must manage its work,

people, processes, technology, etc. in order to maximize its effectiveness. Nonetheless,

many people refer to university departments which teach management as "business

schools." Some institutions (such as the Harvard Business School) use that name while

others (such as the Yale School of Management) employ the more inclusive term

"management."

English speakers may also use the term "management" or "the management" as a

collective word describing the managers of an organization, for example of a corporation.

Historically this use of the term was often contrasted with the term "Labor" referring to

those being managed.

Nature of managerial work

In for-profit work, management has as its primary function the satisfaction of a range of

stakeholders. This typically involves making a profit (for the shareholders), creating

valued products at a reasonable cost (for customers), and providing rewarding

employment opportunities (for employees). In nonprofit management, add the importance

of keeping the faith of donors. In most models of management/governance, shareholders

vote for the board of directors, and the board then hires senior management. Some

organizations have experimented with other methods (such as employee-voting models) of

selecting or reviewing managers; but this occurs only very rarely.

In the public sector of countries constituted as representative democracies, voters elect

politicians to public office. Such politicians hire many managers and administrators, and

in some countries like the United States political appointees lose their jobs on the election

of a new president/governor/mayor.

Historical development

Difficulties arise in tracing the history of management. Some see it (by definition) as a late

modern (in the sense of late modernity) conceptualization. On those terms it cannot have a

pre-modern history, only harbingers (such as stewards). Others, however, detect

management-like-thought back to Sumerian traders and to the builders of the pyramids of

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ancient Egypt. Slave-owners through the centuries faced the problems of

exploiting/motivating a dependent but sometimes unenthusiastic or recalcitrant workforce,

but many pre-industrial enterprises, given their small scale, did not feel compelled to face

the issues of management systematically. However, innovations such as the spread of

Arabic numerals (5th to 15th centuries) and the codification of double-entry book-keeping

(1494) provided tools for management assessment, planning and control.

Given the scale of most commercial operations and the lack of mechanized record-keeping

and recording before the industrial revolution, it made sense for most owners of

enterprises in those times to carry out management functions by and for themselves. But

with growing size and complexity of organizations, the split between owners (individuals,

industrial dynasties or groups of shareholders) and day-to-day managers (independent

specialists in planning and control) gradually became more common.

Importance of Management

1. It helps in Achieving Group Goals – It arranges the factors of production,

assembles and organizes the resources, integrates the resources in effective manner

to achieve goals. It directs group efforts towards achievement of pre-determined

goals. By defining objective of organization clearly there would be no wastage of

time, money and effort. Management converts disorganized resources of men,

machines, money etc. into useful enterprise. These resources are coordinated,

directed and controlled in such a manner that enterprise work towards attainment

of goals.

2. Optimum Utilization of Resources – Management utilizes all the physical &

human resources productively. This leads to efficacy in management. Management

provides maximum utilization of scarce resources by selecting its best possible

alternate use in industry from out of various uses. It makes use of experts,

professional and these services leads to use of their skills, knowledge, and proper

utilization and avoids wastage. If employees and machines are producing its

maximum there is no under employment of any resources.

3. Reduces Costs – It gets maximum results through minimum input by proper

planning and by using minimum input & getting maximum output. Management

uses physical, human and financial resources in such a manner which results in

best combination. This helps in cost reduction.

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4. Establishes Sound Organization – No overlapping of efforts (smooth and

coordinated functions). To establish sound organizational structure is one of the

objective of management which is in tune with objective of organization and for

fulfillment of this, it establishes effective authority & responsibility relationship

i.e. who is accountable to whom, who can give instructions to whom, who are

superiors & who are subordinates. Management fills up various positions with

right persons, having right skills, training and qualification. All jobs should be

cleared to everyone.

5. Establishes Equilibrium – It enables the organization to survive in changing

environment. It keeps in touch with the changing environment. With the change is

external environment, the initial co-ordination of organization must be changed. So

it adapts organization to changing demand of market / changing needs of societies.

It is responsible for growth and survival of organization.

6. Essentials for Prosperity of Society – Efficient management leads to better

economical production which helps in turn to increase the welfare of people. Good

management makes a difficult task easier by avoiding wastage of scarce resource.

It improves standard of living. It increases the profit which is beneficial to business

and society will get maximum output at minimum cost by creating employment

opportunities which generate income in hands. Organization comes with new

products and researches beneficial for society.

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22

CHAPTER NO-02

COMPANY

PROFILE

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Company Background

GEI INDUSTRIAL SYSTEMS Limited established in the year 1970 is

located in the central part of India in Bhopal the capital city of the state of

Madhya Pradesh.

GEI INDUSTRIAL SYSTEMS Ltd. is today known as a specialist in Heat

Transfer Technology with an unbeatable track record in the Oil, Gas, Power

and Compressor business with equipment installed in all the six continents

i.e; North America, South America, Europe, Africa, Asia and Australia.

The registered head office and factory located in Bhopal is spread over 8.0

acres and employs 520 qualified professionals and skilled workers.

GEI INDUSTRIAL SYSTEMS Ltd. is accredited with ISO 9001-2000 for

quality system and its shop in Bhopal is an ASME-U Stamp shop.

Area Of Operations

 GEI offer products for major installations like:

       Power Plant

 ·  Combined cycle steam based and gas turbine based owner plants

  ·  Nuclear power plant

 ·  Hydroelectric power plants

  ·  Gas and diesel engine based power plants.

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       Petroleum refiner

      LNG terminals

       Petrochemical and chemical plants

      Oil and gas fields

    Off shore gas processing platform

       CNG filling station

       Electrical locomotive

       Fertilizers plants

      Metallurgical industry

    Cement plants

  

  

Water Cooling Module for Gas Turbine

Products

Cooling and condensing of fluids in industry was conventionally done by

water cooling systems. However water cooling systems are expensive from

the point of view of initial cost as well as operating and maintenance costs.

Air is in fact a more viable and economical media of heat transfer for

achieving industrial cooling requirements. Today, air cooled heat exchangers

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and air cooled steam condensers are used all over the world for critical heat

transfer applications in process plants, refineries and gas fields.

Air Cooled Steam Condensers: Complete package with multi cellular

coils for thermal power plants. 

Air Cooled Heat Exchangers: For process cooling, heating and

condensing services in petroleum refineries, gas stations both off-shore

and on-shore, gas terminals & petrochemical plants. 

Water-cooling modules and air blast oil coolers: Packaged cooling

water systems for Gas turbines including cooling elements, fan motor

assembly, structure, piping, pumps, expansion tanks, instruments,

switches, push button stations and control panel/MCC etc. 

Radiators for Gas & Diesel Engines: Air-cooled dry cooling towers

for Gas/ diesel engines comprising of HT (engine jacket water), LT

(Charge air cooler) sections and lube oil cooling sections in combined

or independent options. 

Inter & After Coolers for Compressors: Air Cooled coolers for

CNG, Compressed Air, Nitrogen and other gases. Composite skid

mounted gas (1st, 2nd, 3rd stage and after-cooler) and water sections

with common fans both in engine driven and motor driven option for

gas or air compressor stations.

Modular Oil Coolers for Large Transformers: Air-cooled and

specially designed double tube type water-cooled oil coolers for power

transformers, HVDC transformers and smoothing reactors. Externally

and internally finned tubes air-cooled oil coolers for traction rectifiers.

Coolers for Motors & Generators: Water-cooled air coolers for A.C.

& D.C. motors, alternators, hydro generators and turbo generators. Air-

cooling systems for water-cooled rectifiers. 

Finned Tubes: Aluminium 'L' and "LL"-wrapped, 'G'-embedded and

bi-metallic extruded fins. Copper soldered crimped and wire wound

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fins. Copper and stainless steel internal turbulators.

 

Aluminium Louvers: Manually adjustable and auto variable louvers

for air control in induced/forced draft air exchanger and other

applications.

Condensing & Feed water heating systems: GEI has a wide range of

equipment & services to offer for POWER PLANTS upto 150MW.

Design & Engineering

Optimum thermal design solutions are produced by thermal engineers at GEI

against design restrictions such as pipe rack width for refineries or very small

floor space for offshore platforms. This is possible by the optimal

combination of fin configuration and tube bundle geometry with the ultimate

aim of lowering the number of fans and minimizing power consumption. GEI

is a member of HTRI, the world renowned software institute for thermal

design. Pressure parts like headers are designed as per ASME code.

Structural analysis of the supporting steel structures are performed on

STAAD software keeping in view the dead load, live load, wind load and

seismic load.

Qualified engineers and skilled draftsman in the design and engineering

office of GEI are geared to handle system and package design including

piping instrumentation, electrical and rotary components such as fans, pumps

and power transmission drives and devices.

Manufacturing & Quality

GEI workshop in Bhopal is well equipped to global standards for

manufacturing air-cooled heat exchangers and air cooled condensers.

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Header Shop

The header welding shop has a series of boom welding machines to achieve

higher productivity and defect free welding. Combinations of SAW, TIG and

MAW techniques are employed depending upon the nature of weld joints.

GEI welders are qualified for fabrication of carbon steel, HIC, stainless steel,

alloy steel, duplex stainless steel and incolloy materials. A gang of radial

drilling machines is available to synchronise with the shop production output

Finning Shop:

GEI core strength is the manufacture of finned tubes in the widest range and

largest capacity. The machines available in the finning shop can produce

about 8 Km of finned tubes every day

Assembly Shop

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About 500 tubes bundles are turned out annually from the assembly shop

where the tube-to tube sheet welding is also performed.

Shop run tests such as noise, vibration power consumption and air flow test

are done on request. Alternatively, these are demonstrated at the site.

Quality Policy

"We at GEI commit ourself to continuously upgrade technology and

supply quality product and services to satisfy agreed customer

requirements."

Quality is ensured at all levels and at each stage starting from raw material

inspection in-

process checks and final assembly tests on the approved contractual quality

plan.

The entire process of receiving the enquiry till after sales service is

performed as per the established in house quality system in line with ISO

9001.

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29

CHAPTER NO-03

OBJECTI

VE

OF

THE STUDY

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← OBJECTIVES OF THE SURVEY

PRIMARY OBJECTIVE:

1. Measure satisfaction level of the employees & management in GEI

Industry in Bhopal

2. To find out the satisfaction regards wages and facility of employees.

3. To analyze the strengths and weakness of employees in GEI Industry

in Bhopal

SECONDARY OBJECTIVE:

1. To assess the level of commitment across process and facilities

2. To help the management of the company to know about the actions to

be taken to increase the level of satisfaction of the employees.

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31

CHAPTER NO-04

RESEARCH

METHODOLOGY

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RESEARCH METHODOLOGY

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

be understood has a science of studying how research is done scientifically.

In it we study the various steps that all generally adopted by a researcher in

studying his research problem along with the logic behind them.

The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as “a scientific & systematic search for pertinent

information on a specific topic”. Research is an art of scientific investigation.

Research is a systemized effort to gain new knowledge. It is a careful inquiry

especially through search for new facts in any branch of knowledge. The

search for knowledge through objective and systematic method of finding

solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and

analysis of the data in a manner that aims to combine relevance to the

research purpose with economy in procedure. In fact, the research is design is

the conceptual structure within which research is conducted; it constitutes the

blue print of the collection, measurement and analysis of the data. As search

the design includes an outline of what the researcher will do from writing the

hypothesis and its operational implication to the final analysis of data.

The design is such studies must be rigid and not flexible and most focus

attention on the following 2;

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Research Design can be categorized as:

The present study is exploratory in nature, as it seeks to discover ideas and

insight to brig out new relationship. Research design is flexible enough to

provide opportunity for considering different aspects of problem under study.

It helps in bringing into focus some inherent weakness in enterprise regarding

which in depth study can be conducted by management.

DATA COLLECTION

For any study there must be data for analysis purpose. Without data

there is no means of study. Data collection plays an important role in any

study. It can be collected from various sources. I have collected the data from

two sources which are given below:

1. Primary Data

Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

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TYPES OF RESEARCH DESIGN

EXPLORATORYRESEARCH DESIGN

DESCRIPTIVE & DIAGNOSTIC RESEARCH DESIGN

EXPERIMENTAL RESEARCH DESIGN

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2. Secondary Data

Published Sources such as Journals, Government Reports, Newspapers

and Magazines etc.

Unpublished Sources such as Company Internal reports prepare by

them given to their analyst & trainees for investigation.

Websites like GEI Industry in Bhopal.com site, some other sites are

also searched to find data.

SCOPE OF THE STUDY

The scope of the study is very vital. Not only the Human Resource

department can use the facts and figures of the study but also all department

can take benefits from the findings of the study.

# This project will be used to analyze the satisfaction level of employees.

# This study will also reveal the employee needs.

# The scope of the study refers to the job that to know about the activities of

the organization. The study means that the analysis of the products of the

company on which he/she has to focus.

# During the research need to find out the corporate strategies of the running

company and The mile stone which the company has covered during its

journey. In the summer training, it is necessary for the student that he /she

involve with the experience guys to get the knowledge about the company.

That is how the company has got the success, Or if it is going in the loss,

why.

#In my research I have

found that the GEI Industry in Bhopal is the biggest group in Indian

companies.

Scope for the sales department

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The sales department can have fairly good idea about their employees, that

they are satisfied or not.

Scope for the marketing department

The marketing department can use the figures indicating that they are putting

their efforts to plan their marketing strategies to achieve their targets or not.

Scope for personnel department

Some customers have the complaints or facing problems regarding the job.

So the personnel department can use the information to make efforts to avoid

such complaints.

Sample Size :-

Questionnaire is filled by 50 employees of GEI Industry in Bhopal

The questionnaire was filled in the office and vital information was collected

which was then subjects to:-

A pilot survey was conducted before finalizing the questionnaire.

Data collection was also done with the help of personal observation.

After completion of survey the data was analysed and conclusion was

drawn.

At the end all information was compiled to complete the project

report.

LIMITATIONS OF THE STUDY

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However I shall try my best in collecting the relevant information for my

research report, yet there are always some problems faced by the researcher.

The prime difficulties which I face in collection of information are discussed

below:-

1. Short time period: The time period for carrying out the research was

short as a result of which many facts have been left unexplored.

2. Lack of resources: Lack of time and other resources as it was not

possible to conduct survey at large level.

3. Small no. of respondents: Only 50 employees have been chosen

which is a small number, to represent whole of the population.

4. Unwillingness of respondents: While collection of the data many

consumers were unwilling to fill the questionnaire. Respondents were

having a feeling of wastage of time for them.

5. Small area for research: The area for study was GEI Industry in

Bhopal which is quite a small area to judge job satisfaction level.

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Q1 .Have you passed up at least once for a promotion in the past few

years?

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CHAPTER NO-05

Data

Analysis

&

Interpretation

Page 38: Final Employee Satisfaction

Response No. of respondent %

Strongly agree 35

Agree 27

Neither agree nor disagree 13

Disagree 10

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 27% of employees are agree on the point, 13% are neither agree nor

disagree,10% are disagree and rest 15% of employees are strongly disagree.

Q2. Have you spend parts of your day daydreaming about a better job?

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Response No. of respondent %

Strongly agree 20

Agree 20

Neither agree nor disagree 25

Disagree 10

Strongly Disagree 25

INTERPRETATION:

Out of 50 Respondent that 20% of employees are strongly agree about the

point , 20% of employees are agree on the point, 25% are neither agree nor

disagree,10% are disagree and rest 25% of employees are strongly disagree.

Q3. Have you find your job is repetitive and boring.?

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Response No. of respondent %

Strongly agree 35

Agree 20

Neither agree nor disagree 20

Disagree 10

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 20% of employees are agree on the point, 20% are neither agree nor

disagree,10% are disagree and rest 15% of employees are strongly disagree

Q4. Do you feel mentally or physically exhausted at the end of a day at

work?

Response No. of respondent %

Strongly agree 30

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Agree 20

Neither agree nor disagree 10

Disagree 25

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 30% of employees are strongly agree about the

point , 20% of employees are agree on the point, 10% are neither agree nor

disagree,25% are disagree and rest 15% of employees are strongly disagree.

Q5. Do you feel your job has little impact on the success of the

company?

Response No. of respondent %

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Strongly agree 30

Agree 30

Neither agree nor disagree 10

Disagree 10

Strongly Disagree 20

INTERPRETATION:

Out of 50 Respondent that 30% of employees are strongly agree about the

point , 30% of employees are agree on the point, 10% are neither agree nor

disagree,10% are disagree and rest 20% of employees are strongly disagree.

Q6. Your attitude is increasingly bad toward your job, boss, and employer?

Response No. of respondent %

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Strongly agree 35

Agree 27

Neither agree nor disagree 13

Disagree 10

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 27% of employees are agree on the point, 13% are neither agree nor

disagree,10% are disagree and rest 15% of employees are strongly disagree.

Q7. Are you giving resources which need to do successfully your job ?

Response No. of respondent %

Strongly agree 25

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Agree 25

Neither agree nor disagree 10

Disagree 10

Strongly Disagree 30

INTERPRETATION:

Out of 50 Respondent that 25% of employees are strongly agree about the

point , 25% of employees are agree on the point, 10% are neither agree nor

disagree,10% are disagree and rest 30% of employees are strongly disagree.

Q8. Do you use your full capabilities?

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INTERPRETATION:

Out of 50 Respondent that 30% of employees are strongly agree about the

point , 20% of employees are agree on the point, 20% are neither agree nor

disagree,10% are disagree and rest 20% of employees are strongly disagree.

Response No. of respondent %

Strongly agree 30

Agree 20

Neither agree nor disagree 20

Disagree 10

Strongly Disagree 20

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Q9.Have you received fair evaluation recently?

Response No. of respondent %

Strongly agree 30

Agree 20

Neither agree nor disagree 20

Disagree 10

Strongly Disagree 20

INTERPRETATION:

Out of 50 Respondent that 30 % of employees are strongly agree about the

point , 20% of employees are agree on the point, 20% are neither agree nor

disagree,10% are disagree and rest 20% of employees are strongly disagree.

Q10. Have you feel as though your boss and employer have let you down?

Response No. of respondent %

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Strongly agree 20

Agree 20

Neither agree nor disagree 20

Disagree 10

Strongly Disagree 30

INTERPRETATION:

Out of 50 Respondent that 20 % employees are strongly agree about the point

, 20%of employees are agree on the point, 20% are neither agree nor

disagree,10% are disagree and rest 30% of employees are strongly disagree.

Q11. Have you often feel overworked and overwhelmed?

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Response No. of respondent %

Strongly agree 35

Agree 25

Neither agree nor disagree 15

Disagree 10

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 25% of employees are agree on the point, 15% are neither agree nor

disagree,10% are disagree and rest 15% of employees are strongly disagree.

Q12. Have you frequently stressed out at work?

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Response No. of respondent %

Strongly agree 30

Agree 20

Neither agree nor disagree 15

Disagree 20

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 30 of employees are strongly agree about the point

, 20%of employees are agree on the point, 15% are neither agree nor

disagree,20% are disagree and rest 15% of employees are strongly disagree.

Q13. Do you take live at weekends and days away from the job?

Response No. of respondent %

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Strongly agree 20

Agree 15

Neither agree nor disagree 25

Disagree 20

Strongly Disagree 20

INTERPRETATION:

Out of 50 Respondent that 20% of employees are strongly agree about the

point , 15% of employees are agree on the point, 25% are neither agree nor

disagree,20% are disagree and rest 20% of employees are strongly disagree.

Q14. Have you ever find that you feel negatively comparing your situation to

your peer?

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Response No. of respondent %

Strongly agree 35

Agree 27

Neither agree nor disagree 10

Disagree 13

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 27% of employees are agree on the point, 15% are neither agree nor

disagree,10% are disagree and rest 13% of employees are strongly disagree.

15. Have you feel your bad days at work outweigh the good ones?

Response No. of respondent %

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Strongly agree 35

Agree 13

Neither agree nor disagree 10

Disagree 27

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 13% of employees are agree on the point, 10% are neither agree nor

disagree,27% are disagree and rest 15% of employees are strongly disagree.

Q16. Have you experience a sensation of time standing still when you are at

work?

Response No. of respondent %

Strongly agree 35

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Agree 27

Neither agree nor disagree 13

Disagree 10

Strongly Disagree 15

INTERPRETATION:

Out of 50 Respondent that 35% of employees are strongly agree about the

point , 27% of employees are agree on the point, 13% are neither agree nor

disagree,10% are disagree and rest 15% of employees are strongly disagree.

17) Do you think that Employee are satisfied with the management in

GEI Industry?

Response No. of respondent %

Strongly agree 40

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Agree 30

Neither agree nor disagree 05

Disagree 15

Strongly disagree 10

INTERPRETATION-

Out of 50 respondent 40% respondent were strongly agree while 30% were

agree and only 05% were neither agree nor disagree and 15% respondent

were disagree and 10% were strongly disagree with the statement that

Employee are satisfied with the management in GEI Industry.

18) Do you think that management helps in Reduces Costs ?Response No. of respondent %

Strongly agree 50

Agree 25

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Neither agree nor disagree 10

Disagree 10

Strongly disagree 05

INTERPRETATION-

Out of 50 respondent 50% were strongly agree while 25% were agree and

only 10% were neither agree nor disagree and 10% respondent were disagree

and 05% were strongly disagree with the statement that management helps in

Reduces Costs.

19)Do you Think that Management helps in Achieving Group Goals in GEI Industry?

Response No. of respondent

Strongly agree 35

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Agree 27

Neither agree nor disagree 13

Disagree 10

Strongly Disagree 15

INTERPRETATION-

Out of 50 respondent 35% were strongly agree while 27% were agree and

only 13% were neither agree nor disagree and 10% respondent were disagree

and 15% were strongly disagree with the statement That Management helps in

Achieving Group Goals in GEI Industry.

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FINDINGS

57

CHAPTER NO-06

FINDING

Page 58: Final Employee Satisfaction

1. Employees are not completely satisfied with their job although their

salary is good enough.

2. Employees are not getting value to their work.

3. Most of employees think that they are not on their actual path.

4. Most of the employees think that the organization haven’t fulfill their

promises, what they do in beginning especially regarding Promotion.

5. There is negatively comparison between peers especially regarding

targets.

6. They often feel overworked.

7. The respondent’s relationship with the superiors and colleagues are

quite good

8. The Respondents are not provided with proper welfare facilities that’s

the reason the mean value is quite high

9. The Pay and promotion activities in this organization is also good

10.The communication and motivation of employees by their superiors in

this organization is reasonable

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59

CHAPTER NO-07

SUGGESTI

ON

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SUGGETIONS:-

To increase the job satisfaction level of the employees the company should

concentrate mainly on the incentive and reward structure rather than the

motivational session.

Ideal employees should concentrate on their job.

Educational qualification can be the factor of not an effective job.

Company should give promotion to those employees who deserves

AREAS TO IMPROVING

1. Medical Facility should be available in the company area.

2. Schooling facility for the employee’s children.

3. Time to time Training should be provided by the company.

4. Compensation

- Salary

- Benefits

5. Opportunities for professional development

6. Recognition

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61

CHAPTER NO-08

CONCLUSI

ON

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CONCLUSION

It was really worth doing in this company as this project has raised my

knowledge, about various employee satisfaction & Management during

period of my project and giving an exposure towards corporate world.

GEI INDUSTRIAL SYSTEMS Limited established in the year 1970 is

located in the central part of India in Bhopal the capital city of the state of

Madhya Pradesh.

Many organizations only perform appraisal satisfaction of employees 1 time

per year, simply by applying the standard management rather than the needs

of the organization. This is a very long time because the dissatisfaction of

employees can occur at any time

The employee satisfaction survey should carried one time per 3 months.

Purpose of employee satisfaction survey to derive and analyze the current

satisfaction level of the employees in the company

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63

CHAPTER NO-09

BIBLIOGRA

PHY

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BIBLIOGRAPHY

BOOKS

1. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.

2. Ashwathapa K., Human Resource Management (third edition), Tata Mc

Graw Hill

Publication Company Ltd. Page no. 81-136,171,179,267,284.

3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd.

India,ninth

edition.

4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill

Publication

Company Ltd.

WEBSITES

www.google.com

www.gei .com

www.hrmba .com

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65

CHAPTER NO-10

ANNEXURE

Page 66: Final Employee Satisfaction

QUESTIONNAIRE

NAME: ………………………………………….

DESIGNATION: ……………………………….

1. Have you been passed up at least once for a promotion in the past few

years?

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

2. Have you spend parts of your day daydreaming about a better job?

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

3. Have you find much of my job repetitive and boring.?

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

4. Have you feel mentally and/or physically exhausted at the end of a day

at work.?

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Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

5. Have you feel that your job has little impact on the success of the

company?

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

6. Have you behave an increasingly bad attitude toward your job, boss,

and employer .

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

7. Have you given the resources your need to successfully do my job?

Strongly Agree

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Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

8. Have you used to your full capabilities?.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

9. Have you received better than "fair" evaluations recently ?.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

10.Have you feel as though your boss and employer let you down.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

11.Have you often feel overworked and overwhelmed ?

Strongly Agree

Agree

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Neither Agree nor Disagree

Disagree

Strongly Disagree

12. Have you frequently stressed out at work.?

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

13.Do you take live for weekends and days away from the job ?

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

14. Have you find yourself negatively comparing your situation to your peers.

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

15.Have you feel your bad days at work outweigh the good ones.

Strongly Agree

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Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

16.Have you often experience a sensation of time standing still when you

are at work?.

Strongly Agree

Agree

Neither Agree nor Disagree

Disagree

Strongly Disagree

17)Do you think that Employee are satisfied with the management in GEI

Industry?

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

18) Do you think that management helps in Reduces Costs ? Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

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19)Do you Think that Management helps in Achieving Group Goals in GEI Industry?

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly Disagree

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