My Mba Projects Hr Project Employee Satisfaction

8/17/2019 My Mba Projects Hr Project Employee Satisfaction

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MY MBA projectsS A T U R D A Y, 1 1 J U N E 2 0 1 1

MBA HR PROJECT EMPLOYEE SATISFACTION

Posted by lazy at 04:00 Labels: HR Project 1 comments

CHAPTER 1

INTRODUCTION

Employee satisfaction has been defined as a function of pecei!ed pefomance and e"pectations# It is a pesons$ feelin% of

pleasue o disappointment esultin% fom compain% a poducts$ outcome to his&he e"pectations#

If the pefomance falls shot of e"pectations' the employee is dissatisfied and if it matches the e"pectations' the employee is

satisfied# A hi%h satisfaction implies impo!ement in efficiency and pefomance doin% (o) o se!ice# The pocess is ho(e!e'

moe complicated then it appeas# It is moe impotant fo any o%ani*ation to offe hi%h satisfaction' as it eflects hi%h loyalty

and it (ill not lead to s(itchin% o!e once a bette offe comes in#

1.1 AIM OF STUDY:

To cay out the study of the employee satisfaction at company and assess the employee satisfaction le!el in pesent

competiti!e en!ionment of Industy to help )no(in% and eadin% of the minds of the cuent %eneation pofessionals

e%adin% thei Company Cultue' Compensation' +o) atmosphee' ,ana%ement suppot' -ob satisfaction' pefomance

appaisal and Caee %o(th oppotunities#

1.2 RATIONALE BEHIND THE STUDY:

Employees ae the basis of e!ey o%ani*ation# Recuitin% and etainin% )no(led%eable people fo the .ob is essential fo an

employe# /ut it (o)s only if employee satisfaction is consideed moe impotant because of it employees attacted and not

lea!e the company# It is e0uie studyin% the !aious factos to assess employee satisfaction le!el#

1.3 OBJECTIVES OF STUDY:

i# To ,easue the satisfaction le!els of employees on !aious factos and %i!e su%%estions fo impo!in% the same#

ii# To study the elationship bet(een the pesonal factos of the employee 2ende' Desi%nation' 3ualification' A%e' and 4eas

of 5e!ice in a company6 (ith satisfaction le!el#

iii# To dei!e and analy*e the cuent satisfaction le!el of the employees in the company

i!# To study the !aious factos (hich influencin% employee satisfaction#

1.3a HYPOTHESIS:

1# Thee is no si%nificant elationship bet(een %ende and le!el of satisfaction#

7# Thee is no si%nificant elationship bet(een desi%nation and le!el of satisfaction#

8# Thee is no si%nificant elationship bet(een educational 0ualification and le!el of satisfaction#

9# Thee is no si%nificant elationship bet(een a%e and le!el of satisfaction#

:# Thee is no si%nificant elationship bet(een e"peience no# of yeas of se!ice6 in a company and le!el of satisfaction#

1.4 RESEARCH METHODOLOGY:

The methodolo%y follo(ed fo conductin% the study includes the specification of eseach desi%n' sample desi%n' 0uestionnaie

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desi%n' data collection and statistical tools used fo analy*in% the collected data#

1.4a RESEARCH DESIGN: The eseach desi%n used fo this study is of the descipti!e type# Descipti!e eseach studies ae

those studies (hich ae concened (ith descibin% the chaacteistics of a paticula indi!idual o a %oup#

1.4b POPULATION: The total element of the uni!ese fom (hich sample is selected fo the pupose of study is )no(n as

population# The population of my eseach is the employees of company#

1.4c SAMPLE SIE; All the items consideation in any field of in0uiy constitutes a uni!ese of population# In this eseach only

a fe( items can be selected fom the population fo ou study pupose# The items selected constitute (hat is technically called a

sample# Hee out sample si*e is :< employees fom the total population to conduct the study#

1.4! DATA COLLECTION:

The data souce; Pimay and 5econday

The eseach appoach; 5u!ey ,ethod

The eseach instument; 3uestionnaie ,ethod

The espondents; E"ecuti!es' 5# E"ecuti!es' Assistant ,ana%es' ,ana%es and Top ,ana%ement of !aious depatments#

1.4" #UESTIONNAIRE SCHEDULE: 3uestions ae famed in such a (ay that the ans(es eflect the ideas and thou%hts of the

espondents (ith e%ad to le!el of satisfaction of !aious factos of employee satisfaction# The 0uestionnaie has total :<

0uestions and =i)et scalin% techni0ues has been used fo each 0uestion#

:# 5ton%ly a%ee

9# A%ee

8# Neutal

7# Disa%ee

1# 5ton%ly disa%ee

1.4$ TOOLS OF ANALYSIS:

1#9f1 5imple Pecenta%e Analysis; Hee the simple pecenta%e analysis is used fo calculatin% the pecenta%e of satisfaction

le!el in the total espondents#

1#9f7 T(o>+ay Analysis; The scoe secued by the espondents (ho falls bet(een the scoe as up to 18 indicates less

satisfaction of the espondents' fom 19 ?7< ae %ot a!ea%e satisfaction and abo!e 71 espondents %ot hi%hly satisfaction le!el#

1#9f8 Chi>50uae Test; Chi>s0uae test is applied to test the %oodness of fit' to !eify the distibution of obse!ed data (ith

assumed theoetical distibution# Theefoe it is a measue to study the di!e%ence of actual and e"pected fe0uencies@ al

Peason$s has de!eloped a method to test the diffeence bet(een the theoetical hypothesis6 B the obse!ed !alue#

Chi ? s0uae test 76 O ? E6 7 & E

De%ees Of eedom F R ? 16 C >16

+hee'

GO$ Obse!ed e0uency

GE$ E"pected e0uency

GR$ Numbe of Ro(s

GC$ Numbe of Columns

o all the chi>s0uae test the table !alue has ta)en : le!el of si%nificance#

1#9f9 Employee 5atisfaction compaison usin% ,EAN and Combined ,ean; ,ean fo each facto (as calculated to measue the

satisfaction le!el of the employee in the o%ani*ation on an a!ea%e# 5tandad De!iation (as also calculated to see the !aiation

in data# Combined mean (as calculated to find out le!el of satisfaction of employees fo each facto descibed elated to 2ende'

Desi%nation' 3ualification' Employee A%e and 4eas of 5e!ice in a company#

,ean

Combined ,ean


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+hee ' ae means and n" ' ny ae espondent

5tandad De!iation

1.% AREAS OF STUDY:

The aea of the study is Panasonic Ene%y India Co# =imited' Fadodaa#

1.& SIGNIFICANCE AND NEED FOR STUDY:

The employee satisfaction is the oientation of the industy to(ads his (o) ole' (hich he is pesently playin%# The

o%ani*ation (ill only thi!e and su!i!e (hen its employees ae satisfied#

This ma)es peson says completely that he is fully satisfied (ith the .ob# This study conducted so that the employees %i!e thei

full' honest and fan) opinion by emainin% anonymous about ho( they feel about thei .obs#

The su!ey is also useful (ay to assess the tainin% needs and also a tan%ible e"pession of the mana%ement$s inteest in the

employee (elfae' (hich (ould %i!e the employee a cause to ha!e and feel bette to(ads the mana%ement#

1.' LIMITATIONS OF STUDY:

Each and e!ey tas) has cetain limitations and hudles in the couse of its pefomance# /ut this does not mean that the tas)

should stic) up (hene!e cetain limitations come up# The need is to ty one$s le!el best to sol!e incomin% limitations# e(

limitations of the po.ect ae enumeated belo(;

J This study is only limited to this company#

J The method of andom samplin% is suitable fo small populations only#

J To ceate %ood ima%e' espondents may %i!e esponses !ay fom the facts#

J 5ome espondents hesitated to %i!e the actual situation@ they feaed that mana%ement (ould ta)e any action a%ainst them#

J It does not ensue popotionate epesentation to all constituent %oup of population#

J I (as able to co!e only those employees (ho (ee cuently (o)in% in the company#

CHAPTER 2

EMPLOYEE SATISFACTION

2.1 CONCEPT

Employee satisfaction is the teminolo%y used to descibe (hethe employees ae happy and contented and fulfillin% thei

desies and needs at (o)# ,any measues meanin% that employee satisfaction is a facto in employee moti!ation' employee

%oal achie!ement' and positi!e employee moale in the (o)place#

As pe Foom KEmployee 5atisfaction is a positi!e oientation of an indi!idual to(ads a (o) ole (hich he is pesently

occupyin%L

Employee satisfaction is a measue of ho( happy (o)es ae (ith thei .ob and (o)in% en!ionment# eepin% moale hi%h

amon% (o)es can be of temendous benefit to any company' as happy (o)es (ill be moe li)ely to poduce moe' ta)e fe(e

days off' and stay loyal to the company# Thee ae many factos in impo!in% o maintainin% hi%h employee satisfaction' (hich

(ise employes (ould do (ell to implement#

Employee satisfaction' (hile %eneally a positi!e in o%ani*ation' can also be a bad luc) if medioce employees stay because

they ae satisfied (ith you (o) en!ionment#

,any e"pets belie!e that one of the best (ays to maintain employee satisfaction is to ma)e (o)es feel li)e pat of a family o

team# Holdin% office e!ents' such as paties o %oup outin%s' can help build close bonds amon% (o)es# ,any companies also

paticipate in team>buildin% eteats that ae desi%ned to sten%then the (o)in% elationship of the employees in a non>(o)

elated settin%# Campin% tips' paintball (as and %uided bac)pac)in% tips ae !esions of this type of team>buildin% state%y'

(ith (hich many employes ha!e found success#

Of couse' fe( (o)es (ill not e"peience a boost in moale afte ecei!in% moe money# Raises and bonuses can seiously


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affect employee satisfaction' and should be %i!en (hen possible# 4et money cannot sol!e all moale issues' and if a company

(ith (idespead poblems fo (o)es cannot impo!e thei o!eall en!ionment' a bonus may be 0uic)ly fo%otten as the daily

stess of an unpleasant .ob continues to mount#

If possible' po!ide amenities to you (o)es to impo!e moale# ,a)e cetain they ha!e a comfotable' clean bea) oom (ith

basic necessities such as unnin% (ate# eep facilities such as bathooms clean and stoc)ed (ith supplies# +hile an ai of

pofessionalism is necessay fo most businesses' allo(in% (o)es to )eep family photos o small tin)ets on thei des) can

ma)e them feel moe comfotable and nested at thei (o)station# /asic consideations li)e these can impo!e employee

satisfaction' as (o)es (ill feel (ell caed fo by thei employes#

The bac)bone of employee satisfaction is espect fo (o)es and the .ob they pefom# In e!ey inteaction (ith mana%ement'

employees should be teated (ith coutesy and inteest# An easy a!enue fo employees to discuss poblems (ith uppe

mana%ement should be maintained and caefully monitoed# E!en if mana%ement cannot meet all the demands of employees'

sho(in% (o)es that they ae bein% head and puttin% honest dedication into compomisin% (ill often help to impo!e moale#

5atisfaction f(hat employee e"pects' (hat she %ets' time' bac) %ound of the employee> social' economic' cultual6

5atisfaction bein% a continuous pocess stats fom the day 1 and %ets einfoced (ith time dependin% on the impotance of the

!aious factos consideed to be impotant fo the indi!idual employee# =oyalty to(ads the o%ani*ation stats to de!elop (hen

the employee continues to %et the positi!e einfocements on !aious impotant aspects fo the duation of the employment#

Coe Falues as a oundation of Employee 5atisfaction;

These ae the !alues that ha!e enabled employees to build the leadin% company in industy@ these ae the !alues that (ill fuel

employees$ (old(ide %o(th in the comin% yeas@ and these ae the !alues that (ill di!e employees$ caee;

J Pofessionalism ? Demonstatin% pofessional methods' chaacte and standads# Teatin% pospects' clients and co>(o)es

%eneously and chaitably at all times' but especially in the face of ad!esity#

J Enthusiasm ? 5ho(in% e"citement' optimism and passion fo you (o)#

J Resoucefulness ? Actin% effecti!ely and ima%inati!ely to poduce %eat esults fom scace esouces#

J 5elf>diectedness ? +o)in% independently and autonomously to achie!e the %oals set by mana%ement#

J Ethics ? Actin% in accodance (ith the accepted pinciples of i%ht and (on% that %o!en the conduct of ou pofession#

J Unselfishness ? Puttin% othes befoe youself' %i!in% you time and effot fo pospects' clients and co>(o)es# 5ho(in%

coopeati!e effot as the membe of a %oup to achie!e a common %oal#

J 5tate%ic>mindedness ? 5u%%estin% and implementin% lon%>tem impo!ements spin%in% fom a se0uence of shot>tem

tas)s#

2.2 (HY TO STUDY ABOUT EMPLOYEE SATISFACTION)

The study of Memployee satisfactionM helps the company to maintain standads B incease poducti!ity by moti!atin% the

employees# This study tells us ho( much the employees ae capable B thei inteest at (o) place +hat ae the thin%s still to be

satisfy to the employees# Althou%h Mhuman esoucesM ae the most impotant esouces fo any o%ani*ation' so to study on

employee$s satisfaction helps to )no( the (o)in% conditions B (hat ae the thin%s that affect them not to (o) popely

Al(ays ma.oity of done by the machines&e0uipments but (ithout any manual moments nothin% can be done# 5o to study on

employee satisfaction is necessay

The Ho(s and +hys of Employee 5atisfaction ,appin%;

An o%ani*ation is all about custome satisfaction# Companies undestand this and focus all thei ene%y on thei se!ice o

custome e"peience# Ho(e!e' many companies do this at the cost of employee e"peience# +hat does this mean Is custome

satisfaction not the pioity

It is /ut it is impotant not to lose si%ht of people (ho deli!e the end poduct o se!ice to the customes ? the employees#

These ae the people that need a pope suppot system# Employee satisfaction is paamount as this is (hat (ill detemine the

success o failue of a company# +hen employees ae satisfied and happy about (o)in% in an o%ani*ation' the custome is the

fist peson to notice that#


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+ith employees %ettin% thin>s)inned e!ey day' it depends completely on the employe to ensue they do not ha!e thei top

talent dained a(ay by the ne( competito on the bloc)# In the cuent scenaio' the decision of hoppin% by the employee is

ti%%eed by the minutes of issues' such as bein% tic)ed off in a not too fiendly tone o e!en an uneasy office en!ionment#

It becomes impotant to be a(ae and undestand the si%nals that ae %i!en out by the employees# The mana%ement (ill do

(ell to catch them befoe it is too late and the employee ma)es the decision to 0uit# This undestandin% %i!es the employes an

ed%e and %i!es them the time to ta)e coecti!e measues if necessay' in ode to pe!ent talent loss# It could be that the

employee is not happy (ith the en!ionment o is suffein% fom a elationship issue (ith a collea%ue o a supeio# These issues

need to be handled befoe they %et out of hand#

Ho( do employes undestand thei employees Ho( do they )no( (hat employees (ant Ho( do they map thei satisfaction

le!els Thee ae se!eal (ays of mappin% employee satisfaction#

5u!eys; This is a taditional method that in!ol!es employees$ paticipation# Employes ceate su!eys that ha!e 0uestions on

the diffeent paametes elated to the o%ani*ation# They put foth 0uestions in such a (ay that e!ey aspect of an o%ani*ation

is touched and the feedbac) is etuned in the fom of an opinion %i!en by each employee# This helps employes undestand

ho( employees thin) and thei satisfaction le!els' and pa!es the path fo poblem sol!in%# These su!eys can actually identify

poblem aeas and help come up (ith solutions to sol!e the poblems# They e!eal the employee attitude on the (hole#

One>on>One Inte!ie(s; A non>con!entional tool' this in!ol!es discussions (ith e!ey employee on a one>to>one basis e!ey fe(

months# Thei thou%hts ae ecoded and touble paametes identified and ta)en cae of#

E"it Inte!ie(s; This comes into action afte an employee submits his esi%nation papes# The poblem (ith e"it inte!ie(s is

that most employees' once they decide to lea!e' ae not fothi%ht# In an attempt to )eep %ood elations (ith the employe'

they usually do not tell>all as they ou%ht to# ,any of them in fact %i!e pesonal easons fo lea!in% and ma)e the employe feel

that all is (ell on the (o) font#

Employes (ho fail at HR and see hi%h attition ate ae those that conside monetay compensation as hi%hly impotant# In

spite of the fact that employees (o) fo money' emotional e(ads %o a lon% (ay at )eepin% the employe>employee elation

ston% and ha!e a la%e impact on employee satisfaction# Tacin% and impo!in% this satisfaction le!el has to be top pioity fo

the HR depatment of an o%ani*ation#

Employee satisfaction mappin% can be the )ey to a bette moti!ated and loyal (o)foce that leads to bette o%ani*ational

output in the fom of bette poducts and se!ices and esults in o!eall impo!ement of an o%ani*ation#

If a peson is not satisfied by the .ob he is doin%' he may s(itch o!e to some othe moe suitable .ob# In today$s en!ionment it

becomes !ey impotant fo o%ani*ations to etain thei employees# The eason may be pesonal o pofessional# These easons

should be undestood by the employe and should be ta)en cae of# The o%ani*ations ae becomin% a(ae of these easons and

adoptin% many state%ies fo employee etention#

The basic needs othe than outine tas)s ae to be ta)en cae of on pioity befoe it becomes late by HR depatment#

7#8 THEORIE$5 O E,P=O4EE 5ATI5ACTION

The companys ability to fulfill the physical' emotional' and psycholo%ical needs of its employees# 5atisfyin% the employees all

needs' so that he can %i!e 1


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accomplishment

To a consideable e"tent ho(e!e physical needs ae satisfied off the .ob# 5ocial needs ae satisfied thou%h pesonal contacts

aound the .ob (hee e%oistic needs ae chiefly satisfied thou%h the .ob#

E3UIT4 THEOR4;

E0uity Theoy attempts to e"plain elational satisfaction in tems of peceptions of fai&unfai distibutions of esouces (ithin

intepesonal elationships# E0uity theoy is consideed as one of the .ustice theoies# It (as fist de!eloped in 1Q7 by -ohn

5tacey Adams' a (o)place and beha!ioal psycholo%ist' (ho asseted that employees see) to maintain e0uity bet(een the

inputs that they bin% to a .ob and the outcomes that they ecei!e fom it a%ainst the pecei!ed inputs and outcomes of othes

Adams' 1Q:6# The belief is that people !alue fai teatment (hich causes them to be moti!ated to )eep the fainess

maintained (ithin the elationships of thei co>(o)es and the o%ani*ation# The stuctue of e0uity in the (o)place is based

on the atio of inputs to outcomes# Inputs ae the contibutions made by the employee fo the o%ani*ation@ this includes the

(o) done by the employees and the beha!io bou%ht by the employee as (ell as thei s)ills and othe useful e"peiences the

employee may contibute fo the %ood of the company#

The idea is to ha!e the e(ads outcomes6 be diectly elated (ith the 0uality and 0uantity of the employees contibutions

inputs6# If both employees (ee pehaps e(aded the same' it (ould help the (o)foce eali*e that the o%ani*ation is fai'

obse!ant' and appeciati!e# This can be illustated by the follo(in% e0uation;

Inputs; Time' Effot' =oyalty' Had +o)' Commitment' Ability' Adaptability' le"ibility' Toleance' Detemination' Enthusiasm'

Pesonal sacifice' Tust in supeios' 5uppot fom co>(o)es and collea%ues' and 5)ill

Outcomes; Outputs ae defined as the positi!e and ne%ati!e conse0uences that an indi!idual pecei!es a paticipant has

incued as a conse0uence of his&he elationship (ith anothe# +hen the atio of inputs to outcomes is close' than the employee

should ha!e much satisfaction (ith thei .ob# Outputs can be both tan%ible and intan%ible +alste' Taupmann B +alste' 1QS6#

Typical outcomes include any of the follo(in%; -ob secuity' Esteem' 5alay' Employee benefit' E"penses' Reco%nition'

Reputation' Responsibility' 5ense of achie!ement' Paise' Than)s' and 5timuli#

E*PECTANCY THEORY +VROOM,S THEORY-:

E"pectancy theoy is about the mental pocesses e%adin% choice' o choosin%# It e"plains the pocesses that an indi!idual

unde%oes to ma)e choices# In o%ani*ational beha!iou study' e"pectancy theoy is a moti!ation theoy fist poposed by Ficto

Foom of the 4ale 5chool of ,ana%ement#

E"pectancy theoy pedicts that employees in an o%ani*ation (ill be moti!ated (hen they belie!e that;

J puttin% in moe effot (ill yield bette .ob pefomance

J bette .ob pefomance (ill lead to o%ani*ational e(ads' such as an incease in salay o benefits

J These pedicted o%ani*ational e(ads ae !alued by the employee in 0uestion#

MThis theoy emphasi*es the needs fo o%ani*ations to elate e(ads diectly to pefomance and to ensue that the e(ads

po!ided ae those e(ads dese!ed and (anted by the ecipients#M

Emphasi*es self inteest in the ali%nment of e(ads (ith employees (ants# Emphasi*es the connections amon% e"pected

beha!ious' e(ads and o%ani*ational %oals

Fooms theoy assumes that beha!iou esults fom conscious choices amon% altenati!es (hose pupose it is to ma"imi*e

pleasue and to minimi*e pain# To%ethe (ith Ed(ad =a(le and =yman Pote' Foom su%%ested that the elationship bet(een

peoples beha!iou at (o) and thei %oals (as not as simple as (as fist ima%ined by othe scientists# Foom eali*ed that an

employees pefomance is based on indi!idual factos such as pesonality' s)ills' )no(led%e' e"peience and abilities#

Ficto H# Foom intoduces thee !aiables (ithin the e"pectancy theoy (hich ae !alence F6' e"pectancy E6 and

instumentality I6# The thee elements ae impotant behind choosin% one element o!e anothe because they ae clealy

defined; effot>pefomance e"pectancy EP e"pectancy6' pefomance>outcome e"pectancy PO e"pectancy6#

EP e"pectancy; Ou assessment of the pobability ou effots (ill lead to the e0uied pefomance le!el#


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PO e"pectancy; Ou assessment of the pobability ou successful pefomance (ill lead to cetain outcomes#

Foom$s model is based on thee concepts;

1# Falence > 5ten%th of an indi!idual$s pefeence fo a paticula outcome# o the !alence to be positi!e' the peson must

pefe attainin% the outcome to not attainin% it#

7# Instumentality ? ,eans of the fist le!el outcome in obtainin% the desied second le!el outcome@ the de%ee to (hich a

fist le!el outcome (ill lead to the second le!el outcome#

8# E"pectancy > Pobability o sten%th of belief that a paticula action (ill lead to a paticula fist le!el outcome#

Foom says the poduct of these !aiables is the moti!ation#

In ode to enhance the pefomance>outcome tie' mana%es should use systems that tie e(ads !ey closely to pefomance#

,ana%es also need to ensue that the e(ads po!ided ae dese!ed and (anted by the ecipients# In ode to impo!e the

effot>pefomance tie' mana%es should en%a%e in tainin% to impo!e thei capabilities and impo!e thei belief that added

effot (ill in fact lead to bette pefomance#

MASLO(S HIERARCHY OF NEEDS:

,aslo(s hieachy of needs is a theoy in psycholo%y' poposed by Abaham ,aslo( in his 1Q98 pape A Theoy of Human

,oti!ation# ,aslo( subse0uently e"tended the idea to include his obse!ations of humans innate cuiosity#

,aslo($s hieachy of needs is most often displayed as a pyamid# The lo(est le!els of the pyamid ae made up of the most

basic needs' (hile the moe comple" needs ae located at the top of the pyamid# Needs at the bottom of the pyamid ae basic

physical e0uiements includin% the need fo food' (ate' sleep and (amth# Once these lo(e>le!el needs ha!e been met'

people can mo!e on to the ne"t le!el of needs' (hich ae fo safety and secuity#

As people po%ess up the pyamid' needs become inceasin%ly psycholo%ical and social# 5oon' the need fo lo!e' fiendship and

intimacy become impotant# uthe up the pyamid' the need fo pesonal esteem and feelin%s of accomplishment ta)e pioity#

=i)e Cal Ro%es' ,aslo( emphasi*ed the impotance of self>actuali*ation' (hich is a pocess of %o(in% and de!elopin% as a

peson to achie!e indi!idual potential#

,aslo( belie!ed that these needs ae simila to instincts and play a ma.o ole in moti!atin% beha!io# Physiolo%ical' secuity'

social' and esteem needs ae deficiency needs also )no(n as D>needs6' meanin% that these needs aise due to depi!ation#

5atisfyin% these lo(e>le!el needs is impotant in ode to a!oid unpleasant feelin%s o conse0uences#

,aslo( temed the hi%hest>le!el of the pyamid as %o(th need also )no(n as bein% needs o />needs6# 2o(th needs do not

stem fom a lac) of somethin%' but athe fom a desie to %o( as a peson#

Thee ae fi!e diffeent le!els in ,aslo($s hieachy of needs;

1# Physiolo%ical Needs; These include the most basic needs that ae !ital to su!i!al' such as the need fo (ate' ai' food and

sleep# ,aslo( belie!ed that these needs ae the most basic and instincti!e needs in the hieachy because all needs become

seconday until these physiolo%ical needs ae met#

7# 5ecuity Needs; These include needs fo safety and secuity# 5ecuity needs ae impotant fo su!i!al' but they ae not as

demandin% as the physiolo%ical needs# E"amples of secuity needs include a desie fo steady employment' health insuance'

safe nei%hbohoods and shelte fom the en!ionment#

8# 5ocial Needs; These include needs fo belon%in%' lo!e and affection# ,aslo( consideed these needs to be less basic than

physiolo%ical and secuity needs# Relationships such as fiendships' omantic attachments and families help fulfill this need fo

companionship and acceptance' as does in!ol!ement in social' community o eli%ious %oups#

9# Esteem Needs; Afte the fist thee needs ha!e been satisfied' esteem needs becomes inceasin%ly impotant# These

include the need fo thin%s that eflect on self>esteem' pesonal (oth' social eco%nition and accomplishment#

:# 5elf>actuali*in% Needs; This is the hi%hest le!el of ,aslo($s hieachy of needs# 5elf>actuali*in% people ae self>a(ae'

concened (ith pesonal %o(th' less concened (ith the opinions of othes and inteested fulfillin% thei potential#

T(O/FACTOR THEORY:


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The t(o>facto theoy also )no(n as He*be%s moti!ation>hy%iene theoy6 (as de!eloped by edeic) He*be%' a

psycholo%ist (ho found that .ob satisfaction and .ob dissatisfaction acted independently of each othe# The theoy states that

thee ae cetain factos in the (o)place that cause .ob satisfaction' (hile a sepaate set of factos cause dissatisfaction#

The t(o>facto' o moti!ation>hy%iene theoy' de!eloped fom data collected by He*be% fom inte!ie(s (ith a la%e numbe of

en%inees and accountants in the Pittsbu%h aea# om analy*in% these inte!ie(s' he found that .ob chaacteistics elated to

(hat an indi!idual does V that is' to the natue of the (o) he pefoms V appaently ha!e the capacity to %atify such needs

as achie!ement' competency' status' pesonal (oth' and self>eali*ation' thus ma)in% him happy and satisfied# Ho(e!e' the

absence of such %atifyin% .ob chaacteistics does not appea to lead to unhappiness and dissatisfaction# Instead' dissatisfaction

esults fom unfa!oable assessments of such .ob>elated factos as company policies' supe!ision' technical poblems' salay'

intepesonal elations on the .ob' and (o)in% conditions# Thus' if mana%ement (ishes to incease satisfaction on the .ob' it

should be concened (ith the natue of the (o) itself V the oppotunities it pesents fo %ainin% status' assumin%

esponsibility' and fo achie!in% self>eali*ation# If' on the othe hand' mana%ement (ishes to educe dissatisfaction' then it

must focus on the .ob en!ionment V policies' pocedues' supe!ision' and (o)in% conditions# If mana%ement is e0ually

concened (ith both then mana%es must %i!e attention to both sets of .ob factos# Thus' satisfaction and dissatisfaction ae not

on a continuum (ith one inceasin% as the othe diminishes' but ae independent phenomena# This theoy su%%ests that to

impo!e .ob attitudes and poducti!ity' administatos must eco%ni*e and attend to both sets of chaacteistics and not assume

that an incease in satisfaction leads to decease in un>pleasuable dissatisfaction#

T(o>facto theoy distin%uishes bet(een;

J ,oti!atos e#%# challen%in% (o)' eco%nition' esponsibility6 (hich %i!e positi!e satisfaction' aisin% fom intinsic

conditions of the .ob itself' such as eco%nition' achie!ement' o pesonal %o(th' and

J Hy%iene factos e#%# status' .ob secuity' salay and fin%e benefits6 (hich do not %i!e positi!e satisfaction' althou%h

dissatisfaction esults fom thei absence# These ae e"tinsic to the (o) itself' and include aspects such as company policies'

supe!isoy pactices' o (a%es&salay#

Essentially' hy%iene factos ae needed to ensue an employee is not dissatisfied# ,oti!ation factos ae needed in ode to

moti!ate an employee to hi%he pefomance' He*be% also futhe classified ou actions and ho( and (hy (e do them' fo

e"ample' if you pefom a (o) elated action because you ha!e to then that is classed as mo!ement' but if you pefom a (o)

elated action because you (ant to then that is classed as moti!ation#

The follo(in% table pesents the top si" factos causin% dissatisfaction and the top si" factos causin% satisfaction' listed in the

ode of hi%he to lo(e impotance#

=eadin% to satisfaction

J Achie!ement

J Reco%nition

J +o) itself

J Responsibility

J Ad!ancement

J 2o(th =eadin% to dissatisfaction

J Company policy

J 5upe!ision

J Relationship (ith boss

J +o) conditions

J 5alay

J Relationship (ith pees

J 5ecuity


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He*be% easoned that because the factos causin% satisfaction ae diffeent fom those causin% dissatisfaction' the t(o feelin%s

cannot simply be teated as opposites of one anothe# The opposite of satisfaction is not dissatisfaction' but athe' no

satisfaction# 5imilaly' the opposite of dissatisfaction is no dissatisfaction#

2.4 DETERMINANTS OF EMPLOYEE SATISFACTION

Employee satisfaction is a multi>!aiable and indescibable concept# Thee ae numbe of factos that influence employee

satisfaction# These factos can be classified into t(o cate%oies#

A- O0aa56a7 Va0ab7"8:

The o%ani*ational deteminants of employee satisfaction play a !ey impotant ole# The employees spend ma.o pat of thei

time in o%ani*ation so thee ae numbe of o%ani*ational factos that detemine employee satisfaction of the employees# The

employee satisfaction in the o%ani*ations can be inceased by o%ani*in% and mana%in% the o%ani*ational factos#

16 O!eall Indi!idual satisfaction; Employees be should satisfy (ith the o%ani*ation as a %eat place to (o)#

76 Compensation and /enefits; This is the most impotant !aiable fo employee satisfaction# Compensation can be descibed as

the amount of e(ad that a (o)e e"pects fom the .ob# Employees should be po!ided (ith competiti!e salay pac)a%es and

they should be satisfied (ith it (hen compain% thei pay pac)ets (ith those of the outsides (ho ae (o)in% in the same

industy# A feelin% of employee satisfaction is felt by attainin% fai and e0uitable e(ads#

86 Natue of +o); The natue of (o) has si%nificant impact on the employee satisfaction# Employee satisfaction is hi%hly

influenced by the natue of (o)# Employees ae satisfied (ith .ob that in!ol!es intelli%ence' s)ills' abilities' challen%es and

scope fo %eate feedom# -ob dissatisfaction aises (ith a feelin% of boedom' poo !aiety of tas)s' fustations and failues#

96 +o) En!ionment and Conditions; Employees ae hi%hly moti!ated (ith %ood (o)in% conditions as they po!ide a feelin% of

safety' comfot and moti!ation# On contay' poo (o)in% conditions bin%s out a fea of bad health in employees# Employees

spend to hous at thei (o)place e!ey day (hich ma)es a (o)place thei second home# It is up to the employes to see

and ma)e sue that the office is fully facilitated and is in %ood (o)in% ode# It must be (ell lit and (ell !entilated (ith the i%ht

amount of li%hts' fans' ai>conditionin%# Cleanliness is of utmost impotance as thee ae a hu%e numbe of (o)es (o)in% at a

.ob place# The offices' cubicles' est aea' (ashooms' )itchen B se!in% aea must be neat and clean# The moe comfotable the

(o)in% en!ionment is moe poducti!e (ill be the employees#

:6 -ob Content; actos li)e eco%nition' esponsibility' ad!ancement' achie!ement etc can be efeed to as .ob content# A .ob

that in!ol!es !aiety of tas)s and less monotonous esults deli!es %eate employee satisfaction# A .ob that in!ol!es poo

content poduces .ob dissatisfaction#

6 -ob 5atisfaction; -ob satisfaction is the fa!oableness o un>fa!oableness (ith (hich employees !ie( thei (o)# As (ith

moti!ation' it is affected by the en!ionment# -ob satisfaction is impacted by .ob desi%n# -obs that ae ich in positi!e beha!ioal

elements ? such as autonomy' tas) identity' tas) si%nificance and feedbac) contibute to employee$s satisfaction# =i)e(ise'

oientation is impotant because the employee$s acceptance by the (o) %oup contibutes to satisfaction# Each element of the

en!ionmental system' can attact o detact fom .ob satisfaction#

S6 O%ani*ational =e!el; The .obs that ae at hi%he le!els ae !ie(ed as pesti%ious' esteemed and oppotunity fo self>contol#

The employees that ae (o)in% at hi%he le!el .obs e"pess %eate employee satisfaction than the ones (o)in% at lo(e le!el

.obs#

6 Oppotunities fo Pomotion; Pomotion can be ecipocated as a si%nificant achie!ement in the life# It pomises and deli!es

moe pay' esponsibility' authoity' independence and status# 5o' the oppotunities fo pomotion detemine the de%ee of

satisfaction to the employees#

Q6 +o) 2oup; Thee is a natual desie of human bein%s to inteact (ith othes and so e"istence of %oups in o%ani*ations is a

common obse!able fact# This chaacteistic esults in fomation of (o) %oups at the (o) place# Isolated (o)es disli)e thei


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.obs# The (o) %oups ma)e use of a ema)able influence on the satisfaction of employees# The satisfaction of an indi!idual is

dependent on la%ely on the elationship (ith the %oup membes' %oup dynamics' %oup cohesi!eness and his o(n need fo

affiliation#

1


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J =ac) of challen%e in the (o)&lac) of oppotunities to mo!e up the caee ladde

The employees sent out some si%nals to e"pess thei discontent and the o%ani*ation should not ta)e it li%htly#

16 E"cessi!e absenteeism; +hen a e%ula employee suddenly be%ins to ta)e lea!e o is late to (o)' it could indicate eithe his

pesonal poblems o .ob dissatisfaction#

76 =ac) of inteest; +hen an employee (ho stays at (o) until his .ob is done' no( be%ins to lea!e at shap : pm no matte his

.ob is done o not#

86 =ac) of 0uality and 0uantity in (o); +hen an employee is dissatisfied in his .ob then automatically his mental state is

eflected in his 0uality of his (o)#

96 Complaints by employee; ,any complaints ae put fo(ad by the employee e%adin% salay' benefits' (o)in% hous'

(o)in% conditions etc#

:6 Off the .ob (o); ,isusin% the company facility fo his pesonal use duin% (o)in% hous#

6 ,isbeha!io; An employee may e"pess an%e' fe0uent a%ument (ith association and team membe' (hich come out due to

fustation#

Effects of Dissatisfaction;

Reco%ni*in% the dissatisfaction is only half the battle# The company should conside the eason fo the bunout and should ty to

sol!e those poblems because it (ill affect othe employees also# Othe(ise it (ill affect the company in many (ays li)e

W =o( poducti!ity

W Hi%h employee tuno!e cost

W Poo employee moale

2.& (HY IS EMPLOYEE SATISFACTION IMPORTANT)

Pupose & benefits of employee satisfaction include as follo(s;

1# Impotance of employee satisfaction fo o%ani*ation

J Enhance employee etention#

J Incease poducti!ity#

J Incease custome satisfaction

J Reduce tuno!e' ecuitin%' and tainin% costs#

J Enhance custome satisfaction and loyalty#

J ,oe ene%etic employees#

J Impo!e team(o)#

J Hi%he 0uality poducts and&o se!ices due to moe competent' ene%i*ed employees#

7# Impotance of employee satisfaction fo employee

J Employee (ill belie!e that the o%ani*ation (ill be satisfyin% in the lon% un#

J They (ill cae about the 0uality of thei (o)#

J They (ill ceate and deli!e supeio !alue to the custome#

J They ae moe committed to the o%ani*ation#

J Thei (o)s ae moe poducti!e#

Outcome of Employee 5atisfaction;

a# 5atisfaction and Poducti!ity; 5atisfied employees ae not necessaily moe poducti!e# Employee poducti!ity is hi%he in

o%ani*ation (ith moe satisfied employees#

b# 5atisfaction and Absenteeism; 5atisfied employees ha!e fe( a!oidable absenteeism#

c# 5atisfaction and Tuno!e; 5atisfied employees ae less li)ely to 0uit# O%ani*ation ta)es actions to etain hi%h pefomes

and to (eed out lo(e pefomes#

d# 5atisfaction and O%ani*ation /eha!io; 5atisfied employees (ho feel faily teated by and ae tustin% of the o%ani*ation

ae moe (illin% to en%a%e in beha!ios that %o beyond the nomal e"pectation of thei .ob#


12/14

e# 5atisfied employee incease Custome 5atisfaction; /ecause they ae moe fiendly' upbeat and esponsi!e# They ae less

li)ely to tuno!e (hich helps build lon%>tem custome elationship# They ae e"peienced#

2.' THE BEST HR PRACTICES THAT SUCCESSFUL COMPANIES PRACTICE

+hy ae employees in some companies happy to stic) (ith the company (hile othes loo) fo a chan%e The eason is that

some companies )no( ho( to ta)e %ood cae of thei employees and po!ide a (o)in% en!ionment that helps them etain

thei identity' (hile po!in% themsel!es and %o(in% alon% (ith the company#

Ho( ,ana%es Attact' Hie' ocus' And eep Thei ,ost Talented Employees

+ithout satisfyin% an employees basic needs fist' a mana%e can ne!e e"pect the employee to %i!e stella pefomance# The

basic needs ae )no(in% (hat is e"pected of the employee at (o)' %i!in% him the e0uipment and suppot to do his (o) i%ht'

and ans(ein% him basic 0uestions of self>(oth and self>esteem by %i!in% paise fo %ood (o) and cain% about his

de!elopment as a peson#

The %eat mana%e manta is dont ty to put in (hat (as left out@ instead da( out (hat (as left in# 4ou must hie fo talent'

and hone that talent into outstandin% pefomance#

1# no( (hat can be tau%ht' and (hat e0uies a natual talent#

7# 5et the i%ht outcomes' not steps# 5tandadi*e the end but not the means# As lon% as the means ae (ithin the companys

le%al boundaies and industy standads' let the employee use his o(n style to deli!e the esult o outcome you (ant#

8# ,oti!ate by focusin% on sten%ths' not (ea)nesses#

9# Castin% is impotant' if an employee is not pefomin% at e"cellence' maybe he is not cast in the i%ht ole#

:# E!ey ole is noble' espect it enou%h to hie fo talent to match#

# A mana%e must e"cel in the at of the inte!ie(# 5ee if the candidates ecuin% pattens of beha!io match the ole he is

to fulfill# As) open>ended 0uestions and let him tal)# =isten fo specifics#

S# ind (ays to measue' count' and e(ad outcomes#

# 5pend time (ith you best people# 2i!e constant feedbac)# If you cant spend an hou e!ey 0uate tal)in% to an

employee' then you shouldnt be a mana%e#

Q# Thee ae many (ays of alle!iatin% a poblem o non>talent# De!ise a suppot system@ find a complementay patne fo

him' o an altenati!e ole#

1


13/14

(ell done# O%ani*ations that stu%%le to )eep up (ith the attition ate ae mostly those that thin) employees ae K.ustL doin%

thei .ob# E!en if it is the employee$s .ob' completion in an appeciable manne calls fo an incenti!e' and this %oes a lon% (ay in

boostin% the staff moale# These incenti!es can be implemented at the indi!idual as (ell as the team le!el and it has been seen

that this (o)s (ondes in %ettin% the best out of the employees# /ut it is impotant to )eep in mind that these bonuses should

not be %i!en (ithout a eason' unless it is a commitment fo annual bonuses o some such thin%# Doin% so (ill only educe the

pecei!ed !alue of the bonuses#

Pefomance eedbac)

This is one the methods that is bein% follo(ed by many o%ani*ations# eedbac) is not only ta)en fom the boss' but also fom

othe senios and subodinates# Pe!iously' appeciation (as only sou%ht fom the immediate boss o the mana%ement' but no(

o%ani*ations undestand the impotance of collectin% pefomance feedbac) fom se!eal 0uates# The opinion of e!eyone

mattes' especially fo someone (ho is in a leadeship ole at any le!el# Each peson in the team is esponsible fo %i!in%

constucti!e feedbac)# This )ind of system helps in identifyin% people (ho can pefom (ell as leades at hi%he le!els in the

o%ani*ation# E!en the senio le!el mana%es can use this system to thei ad!anta%e' as a tool to impo!e themsel!es#

Employee E!aluation

E!ey company has an employee e!aluation system in place but a %ood system lin)s indi!idual pefomance to the %oals and

pioities of the o%ani*ation# This (o)s (ell (hen achie!ements ae tac)ed o!e a yea# o a fai e!ie( of each employee'

the e!aluation' apat fom bein% done by the boss' should be done by anothe peson at a hi%he le!el' fo (hom the

employee$s contibution is impotant# Ratin%s can also be obtained by othe employees# This ensues a fai and accuate atin%

of each and e!ey employee#

5hain% of no(led%e

no(led%e shain% is a (ondeful state%y that helps in the bettement of the employees and thei (o)# eep all the

)no(led%eable infomation in cental databases that can be accessed by each and e!ey employee# o e"ample' if an employee

is sent on some tainin%' the )no(led%e that is ac0uied by that employee can be stoed in these databases fo othes to lean

fom it# E!en inno!ati!e ideas that the mana%ement deems fit fo employees to see' can be stoed hee fo all to see#

Publici*e 2ood Pefomances

E!ey company has some employees (ho outpefom othes# 5uch pefomances should be hi%hli%hted and displayed (hee

othe employees can loo) at them@ such as on the display boads and intanet etc# This (ill encoua%e othes to %i!e thei best#

A pope system should be set up to ma)e a list of hi%h pefomances at specific times in a yea#

Discussions

5uccessful o%ani*ations nutue ideas and they undestand that employees (ho ae actually (o)in% and )no( the business

can po!ide the best ideas# The mana%ement should ha!e discussions (ith employees to %et these ideas out of them# Thee can

also be su%%estion bo"es to captue these ideas# Thou%h this system' mana%es can find talented employees and de!elop

them#

Re(ads

+hile eco%nition of talent is hi%hly impotant' this eco%nition has to be made public and (hat bette (ay than holdin%

ceemonies and announcin% to the (hole (old the employees6' the achie!ements of a fello( employee# Thee can be nothin%

bette fo an employee than the heady feelin% fom a esoundin% applause#

The 5upise acto

+ho doesn$t li)e a supise 5upise dese!in% employees ? (hen they ae least e"pectin% it# It could be a %ift cetificate o a

small e(ad of some sot# This supise doesn$t ha!e to be limited to the best pefomes' but it can be andomly %i!en to

othes as a moti!atin% facto too# Anyone can be %i!en this supise e(ad#

5uch healthy HR pactices encoua%e the %o(th of the o%ani*ation as employees afte all play a ma.o ole in the (ell>bein% of


14/14

a company# ,a)in% an employee feel li)e a million dollas pays in the fom of the success of an o%ani*ation#

W E D N E S D A Y , 1 8 M A Y 2 0 1 1

PROJECT REPORTS FOR MBAPosted by lazy at 23:42 Labels: Project Reports 0 comments

1# A ,a)et eseach po.ect on Disposable Contact lens Title (ill be po!ided late6

7# A Case 5tudy on Cash ,ana%ement

These po.ect epots (ee de!eloped on the bases of i%oous field study# They can be used as efeence to de!elop any ne(

po.ect epots#

Each of these epots is complete (ith;

1# Cetificate omats > Title' po. cetificate' student declaation sample' Ac)no(led%ement sample lette etc#

7# E"ecuti!e 5ummay

8# Intoduction

9# Reseach desi%n

:# Analysis# 5ynopsis B conclusions

S# ey findin%s

# Recommendations&su%%estions

Q# /iblio%aphy and 3uestionnaie
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