Employee Satisfaction

A Project On
EMPLOYEE SATISFACTION
In
Bhartia Cutler Hammer (BCH) Electric Ltd.
Submitted in Partial Fulfilment of the
Requirement for the Award of Degree of MBA
Submitted By:NITIN DANGI
MBA-700-2K11
YMCA UNIVERSITY OF SCIENCE AND

TECHNOLOGY, FARIDABAD
TABLE OF CONTENTS
Declaration
1
Acknowledgement
2
Preface
3
Objective of Study
4
Scope of the Study
5
Significance
6
Research Methodology
7
Review of Literature
12
Company Profile
27
Data Analysis & Interpretation
30
Recommendation & Conclusion
51
Bibliography
55
DECLARATION:
The summer training report on Employee Satisfaction in Bhartia Cutler
Hammer (BCH) Electric Ltd. is the original work done by me. Use of this
report without prior permission will be considered illegal and actionable.
Name Nitin Dangi

Roll no. MBA-700-2K11
Sign.
ACKNOWLEDGEMENT
I owe a great many thanks to a great many people who helped and
supported me during the writing of this book.
My deep sense of gratitude to HR, Manager, Bhartia Cutler Hammer
(BCH) Electric Ltd. support and guidance. Thanks and appreciation to

the helpful people at Bhartia Cutler Hammer (BCH) Electric Ltd., for
their support.
I would also thank my Institution and my faculty members without whom this
project would have been a distant reality. I also extend my heartfelt thanks to my
family and well-wishers.
PREFACE
No professional curriculum is considered complete without work experience. Every
individual who is doing management studies has to undergo this phase of practical
study before he/she can consider himself/herself fully qualified as potential manager.
As a part of MBA curriculum a summer training project has to be undertaken after the
Second semester. In line of that I have completed my training project in Bhartia
Cutler Hammer (BCH) Electric Ltd.The Project is about Employee Satisfaction.

It was the great learning experience.
This report has been divided in different parts. Starting with the general information
and formalities the report proceeds towards the information regarding Bhartia
Cutler Hammer (BCH) Electric Ltd, then towards the main part of the work
project.
It gives me a feeling of immense pleasure to share my experience and findings with

other, as it was lifetime experience for me.
INTRODUCTION
The title of my project is "Employee Satisfaction. Employee satisfaction is defined as

an individual general attitude towards his or her job. It requires interaction with coworkers and bosses, following organizational rules & policies, meeting performance
standards, living with working conditions that are often not ideal, and the like. This
means that an employee's assessment of how satisfied or dissatisfied he or she is with his
or her job is a complex summation of a number of discrete job elements.
OBJECTIVE OF THE STUDY
Following are the main objectives of my training report, made on the topic Employee
Satisfaction:
Identifying cost-saving opportunities Profitability, willing Participation

Improving productivity
Reducing turnover
Curbing absenteeism
Strengthening supervision
Evaluating customer-service issues
Healthy / conducive work environment
SCOPE OF THE STUDY
It has a great scope in every organization because it depicts true indication of the
internal working environment prevailing inside the company.
Employee satisfaction survey will find out what engages the
people within an organization, understand their perceptions, especially those that are
driving the work behaviors that in turn drive business outcomes. This information will
allow reinforcing employee behaviors. Satisfied employees would seem more likely to
talk positively about the organization, help others, and go beyond the normal
expectations in their job. Moreover, satisfied employees might be more prone to go
beyond the call of duty because they want to reciprocate their positive experiences.
SIGNIFICANCE OF THE STUDY
Satisfaction & Productivity: Productivity leads to satisfaction rather than other way
round. If one does a good job then he or she feels good about it.
Satisfaction & Absenteeism: There is a negative relationship between satisfaction

&absenteeism. Dissatisfied employees are more likely to miss work than satisfied
employees.
Satisfaction & Turnover: Satisfaction is also negatively related to turnover. More is the
level of satisfaction more will be the turnover & vice versa.
RESEARCH METHODOLOGY
Meaning of Research
Research in common parlance refers to search for knowledge. Once can
also define research as a scientific and systematic search for pertinent
information on a specific topic. In fact, research is an art of scientific
investigation.
Types of research
The basic types of research are as follows:
1.
Descriptive VS. Analytical:
Descriptive
research
includes survey and

fact finding enquires of different kinds. In analytical research, on
the
other hand, the researcher has to use facts or information
already available, and analysis these to make a critical evaluation

of the material.
2. Applied VS. Fundamental: Research can either be applied
or action
Research or fundamental to basic or pure research. Applied
research aims at
facing
society
Finding a solution for an immediate problem

or
an
business
Organization
where
as
fundamental research mainly concerned with Generalizations and

with the formulation of the theory.
3. Quantitative VS. Qualitative : Quantitative research is
based on the
Measurement
of
quantity
or
amount.
It
is
applicable
to
phenomena that can be expressed in terms of quantity.

Qualitative research, on the other hand, is concerned with
qualitative phenomena, i.e. phenomena
4.Conceptual VS. Empirical: Conceptual research is that related

to some ideas or theory. It is generally used by philosophers and thinkers
to develop new concept or to reinterpret existing ones.
5.Some other types of researches: All other type of research

are
variations of one or more of the above stated approaches, based on
either the
purpose of research or the time required to accomplish research, on

the
environment in which research is done or on the basis of some other
similar
factors.
RESEARCH DESIGN
Research design specifies the methods and procedures for conducting a

particular research study.A research design is the arrangement of
conditions for collection and analysis of the data in a manner that aims
to combine relevance to the research purpose with economy in
procedure. Research design is broadly classified into three types
as
Exploratory Research Design
Descriptive Research Design
Causal Research Design

.
I have chosen the descriptive
DESCRIPTIVE RESEARCH
design
DESIGN:
Descriptive research studies are those studies which are concerned with
described the characteristics of particular individual.
In descriptive as well as in diagnostic studies, the researcher must be able
to define clearly, what he wants to measure and must find adequate
methods for measuring it along with a clear cut definition of population he
want to study. Since the aim is to obtain complete and accurate information
in the said studies, the procedure to be used must be carefully planned. The
research design must make enough provision for protection against bias
and must maximize reliability, with due concern for the economical.
SAMPLING PLAN
It involves decisions regarding:
1.Sampling Unit- (who are to be surveyed?) the sampling unit for this
project consists Managers, Supervisors, &Workers of the company. Primary
information has been collected from people who regularly use electronic
equipment.
2.Sample Size- (how many should be surveyed?) It includes the number
of sampling unit selected from the population for investigation. The
sample size must be optimum or adequate. If the sample size is small it
may not appropriately represent the population.
Too large sample would be costly in terms of money &time. The optimum
sampling size would fulfill the requirements of efficiency, representative
ness, reliability, and flexibility. The sample size is taken of 100 employees.
It is because of the shortage of time & their busy schedule.
3.Sampling Procedure- The sampling procedure consists of:
Probability or random sampling- It is one in which each and
every unit of the population has an equal chance of being selected
into the sample.
Non-probability or non-random sampling- In this the chance of
including an elementary unit of population in the sample cannot be
determined and hence they do not lend themselves to a statistical
treatment and analysis.
METHOD OF DATA COLLECTION

SOURCES OF DATA :To fulfill the information need of the study. The data is collected from
primary as well as secondary sources-
SOURCES OF DATA
PRIMARY
SECONDARY
PRIMARY DATA:I decided primary data collection method because our study nature does
not permit to apply observational method. Primary data can be collected
through questionnaire.
In survey approach we had selected a questionnaire method for taking a
customer view because it is feasible from the point of view of our subject &
survey purpose. We conducted 50 sample of survey in our project to judge the
satisfaction level of customers which took home loans.
Advantages
High accuracy level.
Better understanding .
Good conclusion.
More reliable.
provide good knowledge.
feasible data.
Disadvantages
It is time consuming
Sometimes accuracy is not there because of lack of data
Sometimes accuracy is not there because of the responsive error
SECONDARY DATA:-
Secondary data means data that are already available i.e. they refer the data which have
already been collected and analyzed by someone else. When the researcher utilizes
secondary data, than he has to look into various sources from where he can obtain them, in
this case he is certainly not confronted with the problems that are usually associated with
the collection of original data. Secondary data may either be published data or unpublished
data. It was collected from internal sources. I used the various types of secondary data in my
study:
Organizational file,
Official records,
News papers,
Magazines
Management books,
Preserved information in the companys database
Website of the company.
Advantages
Helps in identifying the research problem.

Helps in generation of new ideas which can be authenticated by
primary research .
Helps in gaining better insight into the project.
Helps in understanding the concept better.
Easy to collect.
Less expensive as compare to primary data.
Disadvantages
May not always answer the specific questions pertaining to your

study
Lack of availability
Inaccurate, adulterated and outdated data
CHAPTER-2
REVIEW OF LITERATURE
REVIEW OF EMPLOYEE SATISFACTION

Employee satisfaction is measured as an individuals general attitude towards his or her
job.
A persons job is more than just the obvious activities of shuffling papers, writing
programming code, waiting on customers, or driving a truck.
Jobs require interaction with co-workers and bosses, following organizational rules
&policies, meeting performance standards, living with working conditions that are often
less than ideal, and the like.
This means that an employees assessment of how satisfied or dissatisfied he or she is
with his or her job is a complex summation of a number of discrete job elements.
The two most widely used approaches to measure satisfaction level are:
Single Global Rating
Summation score
The single global rating method is nothing more than asking individuals to respond to
one question such as All things considered, how satisfied are you with your job?
The respondents then reply by circling a number between one and five that corresponds
to the answer from Highly satisfied to Highly dissatisfied.
The summation score method is more sophisticated. It identifies key elements in a job
and asks for the employees feelings about each. Typical factors that would be included
are the nature of the work, supervision, present pay, promotion opportunities, and
relations with co-workers. These factors are rated on a standardized scale and then
added up to create an overall job satisfaction score.
Comparison of one-question global ratings with the more lengthy summation of job
factors method indicates that the former is essentially valid as the later. The best
explanation for this outcome is that the concept of employee
MANAGING EMPLOYEE SATISFACTION

Increasing employee satisfaction is important for its humanitarian value and for its
financial benefit.
As early as1918, Edward Thorn Dike explored the relationship between work and
satisfaction in the journal of Applied Psychology.
Employees with higher job satisfaction:
Believe that the organization will be satisfying in the long run.
Care about the quality of their work
Are more committed to the organization
Have higher retention rates
Are more productive
FACTORS INFUENCING EMPLOYEE SATISFACTION

1.OPPORTUNITY
Employees are more satisfied when they have challenging opportunities at work. This
includes chances to participate in interesting projects, Jobs with a satisfying degree of
challenge and opportunities for increased responsibility. Important: this is not simply
"Promotional Opportunity. Employees have found challenge through projects, team,
leadership, special assignments- as well as promotions.
Actions:
Promote from within when possible.
Reward promising employees with roles on interesting projects.
Divide jobs into levels of increasing leadership and responsibility
2. STRESS
When negative stress is continuously high, job satisfaction is low. Jobs are more
stressful if they interfere with employees personal lives on are a continuing source of
worry for concern.
Actions:
Promote balance of work and personal lives.
Make sure that senior managers model this behavior.
Distribute work evenly within work teams.
Review work procedures to remove unnecessary "red tape" or bureaucracy.
Manage the number of interruptions employees have to endure while doing their
jobs.
3. LEADERSHIP
Employees are more satisfied when their managers are good leaders. This includes
motivating employees to do a good job, striving for excellence or just taking action.
Actions:
Make sure your managers are well trained. Leadership combines attitudes and
behavior. It can be learned.
People respond to managers that they can trust and who inspire them to achieve
meaningful goals.
4. WORK STANDARDS
Employees are more satisfied when their entire workgroups takes pride in the quality of
its work.
Actions:
Encourage communication between employees and customers. Quality gains
importance when employees see its impact on customers.
Develop meaningful measures of Quality. Celebrate achievements in quality.
5. FAIR REWARDS
Employees are more satisfied when they feel they are rewarded for the work they do.
Consider employees responsibilities, the effort they have put forth, the work they have
done well and the demands of their jobs.
Actions:
Be consistent in your reward policies.
If your wages are competitive, make sure employees know this.
Rewards can includes a variety of benefits and perks other than Make sure
rewards are for genuine contributions to the organization.
6. ADEQUATE AUTHORITY
Employees are more satisfied when they have adequate authority to do their jobs.
Actions:
Let employees make decisions.
Allow employees to have input on decision that will affect them.
Establish work goals but let employees determine how they will achieve those
goals. Later reviews may identify innovative "best practices.
Ask, if there were just one or two decisions that you could make the biggest
difference in your job?"
CENTRALIZATION/DECENTRALIZATION
The amount to which each organization is centralized or
decentralized has a major impact on how the employees perceive the organization. One
of the benefits are that it allows for the people who are closest to the problem. This in
turn allows problems and decisions to be made in a timely manner. Employees that are
closest to the problem have the greater knowledge as to what the decision's factors are,
often creating good decisions. Another benefit of a more decentralized organization is
that because employees have more decision-making authority, they are more motivated
by their jobs. The motivation comes from the chance to be their own manager when
hierarchy of authority.
An organizations level structure, including height and width, is another factor in

employee satisfaction. The fact that a flat organization structure enables employees
opinions and views to be heard by management and have an impact on daily business.
The flatter organization also proves to be more caring about employees. With only a
limited number of employees, each one is treated with a degree of respect and
importance. Knowing they are valued members of the organization gives a degree of
satisfaction. This also makes its easier for employees to work, and they feel more
comfortable in their work environment.
DIVISION OF LABOUR
It has significant impact on employee satisfaction.
Employees are given more
responsibility with regards to making decisions involving customers. This gives them a
sense of importance within the organization. Servers at organization are able to
approach the tables in their own style and are free to offer coupons and other check
adjustments without the permission of manager. They are able to determine when other
employees can finish their shift.
SIGNIFICANCE OF EMPLOYEE SATISFACTION
A review of the evidence has identified our factors conductive to high levels of
employees job satisfaction, mentally challenging work, equitable rewards colleagues.
Importantly each of these factors is controllable by managing.
MENTALLY CHALLENGING WORK

People prefer jobs that give them opportunities to use their skills and abilities and offer
a variety of tasks, freedom and feedback on how well theyre doing. These
characteristics make-work mentally challenging.
EQUITABLE REWARDS
Employees want pay systems and promotion policies that they perceive as being just,
unambiguous, and in line with their expectations. When pay is seen, as fair based on job
demands, individual skill level, and community pay standards, satisfaction is likely to
result. Similarly, employees seek fair promotion and practices. Promotion provides
opportunity for personal growth, more responsibilities, and increased social status.
Individuals who perceive that promotion decisions are made in fair and just manner,
therefore, are likely to experience satisfaction from their jobs.
Employees are concerned with their work environment for both personal comfort and
facilitating doing a good job. Studies demonstrate take employees prefer physical
surroundings that are not dangerous or uncomfortable. In addition, most employees
prefer working relative close to home, in clean and relatively modern facilities, and with
adequate tools and equipment.
SUPPORTIVE COLLEAGUES
People get more out of work than merely money or tangible achievements. For most
employees, work also fills the need for social interaction. Not surprisingly, therefore,
having friendly and supportive co-workers leads to increased job satisfaction. The
behaviour of ones boss is also a major determinant of satisfaction. Studies generally
find that employee satisfaction is increased when the immediate supervisor understands
and friendly, offer praise for good performance, listen to employees opinions, and
shows a personal interests in them.
The notion that managers and organizations can

control the level of employee job satisfaction is inherently attractive. It fits nicely with
the view that managers directly influence organizational process outcomes.
Unfortunately there is a growing body if evidence that challenges the notion that
managers control the factors that influence employee job satisfaction. The most recent
findings indicate that employee job satisfaction is largely genetically determined.
The only place where managers will have any significant
influence will be through their control of selection process. If managers want satisfied
workers, they need to make sure their selection process screens out the negative,
maladjusted trouble-making faultfinder who derives little satisfaction in anything about
their jobs.
OBJECTIVES OF EMPLOYEE SATISFACTION: Rewards given by

the work environment and the desire of the individual for these rewards.
Therefore different objectives have to be considered in mind while survey:
MANAGEMENT SATISFACTION: It has been considered that employee

satisfaction, especially because of their role in the employees performance and career.
Many dimensions of satisfaction with higher management have been investigated such
as understanding of employees suggestions when taking decisions, showing the
necessary concern for employees problems and being accessible by the employees.
COLLEAGUE SATISFACTION: Workforce share the work environment with

others doing the same kind of work. The success and interest shown by other employees
in their own work usually strongly affect the satisfaction that people feel in their work
environment. As well as thoughts about colleagues, qualifications, knowledge and skill,
the friendship and co-operation among those working in the same organization.
OTHER WORK GROUP SATISFACTION: Employees can be successful in

their own jobs only if they can make the work environment more productive with the
help of other employees who work in the same organization but have different jobs and
by giving support to the various jobs done. Group satisfaction should be analyzed as a
dimension of satisfaction since the strong bonds among employees doing different jobs is
of major importance for people working in the same organization to be successful in
their respective jobs
PHYSICAL ENVIRONMENT SATISFACTION: No matter how motivated and

efficient people are in their jobs, various physical characteristics of the environment
they work in seriously affect the success and productivity they would like to attain.
Therefore, the conditions of the physical environment like canteen & work area are also
often emphasized in studies dealing with employee satisfaction.
SALARY AND OTHER MATERIAL BENEFITS SATISFACTION: Salary

and other material benefits appear as an important objective of satisfaction action.
Salaries paid for work done and therefore, have the effect of increasing general satisfact
DRIVERS OF SATISFACTION
Satisfaction Drivers: Requirements with very high scores for both stated and derived
importance. These are the strongest drivers of satisfaction and should feature very
strongly in employers plans for improving co- worker satisfaction.
Hygiene Factors: Items with stated importance but low derived importance. Strong
performance by the employer in these areas will often be taken for granted, and while
performance beyond acceptable minimum standards will not necessarily result in an
increase in co-worker satisfaction, poor performance will have a strong adverse effect
on co-worker satisfaction.
Hidden Opportunities: Factors with low stated importance, but high-derived
importance, such as being treated equally. While co- workers do not rate these factors
high in importance, performance in these areas will have a strong impact on overall
satisfaction; a good co-worker experience will have a strong positive effect on overall
satisfaction, while a bad one will have a lasting negative effect.
Marginals: Requirements with both stated and low derived importance. Such
requirements cannot be dismissed as unimportant, since all of the requirements
included on the questionnaire were rated as important by co-workers during
exploratory phase of the research..
SCOPE OF EMPLOYEE SATISFACTION

Managers interest is jobs satisfaction tends to center on its effect on employee
performance. Researchers have recognized this interest, so we find a large number of
studies that have been designed to assess the impact of jobs satisfaction on employee
productivity.
SATISFACTION AND PRODUCTIVITY

The statement that happy workers are productive workers is generally found false.
Based on the evidence, or accurate conclusions is that actually the reverse productive
workers are likely to be happy workers. That is, productivity leads to satisfaction rather
than other way round. If one does a good job then he or she intrinsically feels good
about it. At the individual level, productivity, higher productivity leads to increase
verbal recognition, pay level, and probabilities for promotion, These rewards, in turn,
increases level of satisfaction with the job.
SATISFACTION AND ABSENTEEISM

There is a consistent negative relationship between satisfaction and absenteeism. While
It certainly makes sense that dissatisfied employees are more likely to miss work, other
factors have an impact on the relationship.
SATISFACTION AND TURNOVER

Satisfaction is also negatively related to turnover. Yet again, other factors such as labour
market conditions, expectations about alternative job.
Opportunities, and length of tenure with the organization are important constraints on
the actual decision to leave ones current job.
Evidence indicates that an important moderator of the satisfaction turnover
relationship is the employees level of performance. Specifically, level of satisfaction is
less important in predicting turnover for superior performers. This is because the
organization makes considerable efforts to keep these people. They get pay raises,
praise, recognition, increased promotional opportunities, and so forth. Just the opposite
tends to apply to poor performers. Few attempts are made by the organization to retain
them. Therefore job satisfaction is more important in influencing poor performers to
stay than superior performers. Regardless of level of satisfaction the latter is more likely
to remain with the organization because the receipt of recognition, praise, and other
rewards gives them more reasons for staying.
BENEFITS OF SURVEY
Positive survey will let employees know their employer cares about their well being as
individuals, provides a healthy & productive place to work and is committed to further
improvements in employee satisfaction. Other benefits come in the form of interactions
leading to openness and trust and increased accountability.
These surveys enable the organization to identify cost saving opportunities, productivity
improvements, assessing training needs, and gauge employees understanding of the
company mission. The problem areas can be detected at their early stages before it gets
escalated into issues of grave concerns. The biggest benefit is that the minute you spot a
weakness through the survey, you can go down and attack it at the root.
A survey process helps in increasing:
Retention/turnover
Productivity
Teamwork
Communication
Job satisfaction
EMPLOYEE SATISFACTION SURVEYS

Business today is dynamic with a steadily increasing pace of change. Timely and
actionable information is the best way to combat the elements.
Research has proven that wholly engaged employees tend to be more self-motivated,
reliable, and have higher levels of organizational loyalty. Additionally, studies have
revealed that an engaged personnel tends to retain employment and has fewer absences.
Plus, these engaged employees have higher levels of customer approval and service
quality and they regularly achieve, and often surpass, goals.
CHAPTER-3
COMPANY PROFILE
COMPANY PROFILE
BCH Electric Limited an ISO 9001:2000 company, is today one of the largest manufacturers of low
voltage electrical and electronic controls in India. The Company was set up in 1965 as a joint venture
between Cutler-Hammer, USA, and Indian partners. Since 1977, it is a wholly owned Indian company
with global business connections.
The Companys plant is located in a covered area of over 2,50,000 square feet at Faridabad near Delhi,
employing over 813 personnel comprising of 357 engineers, 50 in R&D , 70 in tooling / engineering. It
has state-of-the-art modern manufacturing facilities, Quality Assurance System and well-equipped
design, tool room and R&D facilities.
Our proven range of Industrial Control, Power Distribution, Automation, Enclosures, Brakes, Starters
and mass market products has, over the years, become a benchmark with the brand Bhartia Cutler
Hammer gaining recognition and increasing its equity as a reputed manufacturer of quality electrical
products.
Excellence in manufacturing, superior product design and performance of over four decades has
enabled the Company to offer a unique and unprecedented 3 Year Warranty on its products. Most of
the products are CE marked and conform to latest national and international standards.
We have 35 product groups : Electronic, Electrometrical & Mechanical

BCH Electric Limited, with its corporate office at New Delhi, has 31 Sales Offices with numerous
Resident Engineer locations strategically spread all over India, over 600 dealers and extensive sub
dealer network to serve customers better.
Export to More than 25 Countries.
Through strategic alliance and technical collaborations with world-renowned manufacturers, BCH
Electric Limited, an Indian Company with Indian ethos, is poised to expand its product range further
to offer comprehensive solutions to discerning customers. Supported by SAP- ERP system and
networking of information systems across all offices we are achieving new heights of customer
satisfaction.
BCH Electric Limited is committed to achieve leadership position in the electrical switchgear, control
gear and automation industry by creating technical and marketing advantage to consistently meet and
exceed customer expectations.
VISION
To offer products and solutions to enable hazard free use of electrical energy for everyone and
everywhere.
CORE VALUES
Our Core Values:

World Class Standards
Innovation & Creativity
Honesty & Integrity
Institution Building
Caring for People
Contribution to Society
Upholding Dharma
QUALITY POLICY
Quality Policy:
We are committed to provide products and services meeting or exceeding customers' needs and
expectations.
Continual improvement and learning aimed at customer satisfaction through involvement of people
shall be the guiding principle.
CAREERS @ BCH
BCH Electric Ltd. has 31 branch offices, 90 sales locations, 600 dealers and 357 engineers, supported by
100 other professionals. Backed by a 40 year history of manufacturing excellence and strong brand
equity, we have launched atleast 3 completely new products every year for the last 5 years enabling our
customers in India and across the world to safely use electricity in all situations, we have generated a
compounded annual growth rate of over 25%.
Our vision, core values and ability to deliver have captured the imagination of outstanding performers
from world-class companies throughout India.
Contact Us
Corporate Office & Customer Support
Manufacturing Plant
1105, New Delhi House
20/4, Mathura Road
27, Barakhamba Road
Faridabad - 121 006
New Delhi - 110 001, India
Haryana, India
Tel: +91-11-23316029, 23316539, 41511350
Tel: +91-129-4063000
Fax: +91-11-23715249
Fax: +91-129-2304024
PRODUCT RANGE
Industrial Control:
Citation Contactor
Citation OLR
DC Mill Duty Contactors
Definite Purpose Contactor
Electronic Motor Protection Relays
Foot Switch
Freedom Series Contactor & OLR
Heavy Duty Limit Switch
Mini Limit Switches
Motor Protection Circuit Breaker (MPCB)
NHD Contactor
Pneumatic Timers
Power Contactor 2 Pole
Push Buttons & Indicating Lights 22.5 & LED
Solid State Relays
Special Cables
Mass Market Products

Oil Immersed Starters
Plugs and Sockets
PVC Cables
Submersible Pumps Starter
Power Distribution
Air Circuit Breakers (ACB)
APFC Relay
Capacitor
DS Decontactor
LT Power Capacitors
Moulded Case Circuit Breakers (MCCB)
Plugs and Sockets
Switch Disconnector Fuse Units
Welding Receptacles
Industrial Automation
AC Drives
Counters & Special Purpose Relays

Digital DC Drives
Electronic Sensors
Electronic Timers
Programmable Logic Controllers
Programmable Logic Relay
Soft Starters
Product Brochures
Electric Motors
Electric Motor
Industrial Control
Citation Contactor
Citation OLR
DC Mill Duty Contactors
Definite Purpose Contactor
Electronic Motor Protection Relays
Foot Switch
Mini Limit Switches
Motor Protection Circuit Breaker (MPCB)
NHD Contactor
Pneumatic Timers
Push Buttons & Indicating Lights 22.5 & LED
Solid State Relays
Special Cables
Mass Market Products

Plugs and Sockets
PVC Cables
Submersible Pumps Starter
Power Distribution
APFC Relay
Capacitor
DS Decontactor
LT Power Capacitors
Moulded Case Circuit Breakers (MCCB)
Switch Disconnector Fuse Units
Industrial Automation
AC Drives
AC Drives 2
AC Drives 3
Digital DC Drives
Electronic Sensors
Electronic Sensors 2
Electronic Timers
Programmable Logic Relay
Soft Starters
Customised Solutions
Punched Grid Resistors
BRAKE
AC Solenoid Operated Brakes
DC Electromagnetic Brakes
Enclosures & Boxes

Bhartia Boxes
Techno Modular Solutions
INTERNATIONAL BUSINESS
BCH Electric Limited with over forty years of experience in Manufacturing of low Voltage Switchgear,
Controlgear and Automation products has grown to be one of the leading players in the Industry.
The widest product range confirms to most stringent global IEC standards and carries CE marking.
BCH Electric Limited has received UL certification for some of the products and in the process of
attaining other international Approval/ Certifications.
BCH has achieved high manufacturing standards and trusted for its quality. Today with its exports to
Europe, Far East, Middle East & South-East Asia, the company is continuously penetrating into other
markets with an objective to setup a worldwide distribution networ
SMS TRACKING
Need to know the price of a BCH Electric Limited product immediately? Want to find out the stock
availability of a particular product right now? Need to know the status of your order? Now all that
information is available at your fingertips!
BCH has now implemented a mobile system which allows its customers to get the required information
by SMS (Short Message Service) text message. All you have to do is to send a SMS query to our mobile
service and you will get back the required information by a SMS.
Currently following information is available to all through BCH Mobile.
CUSTOMER SUPPORT
Customer Support at BCH Electric Limited is a unique setup. A customer may have variety of queries.
It may be a query pertaining to delivery of products or a query on product usage or support required
for installation and commissioning or a after sales technical support requirement or a product
upgradation query. The Customer Support department at BCH is the customers single window contact
for all such queries. The Customer Support department at BCH Electric Limited is well equipped to
provide support right from the stage where customer may need assistance in selecting the right product,
to commissioning, and during the entire life cycle and then upgradation.
Customers are encouraged to approach our nearest Sales Office or Customer Support Department with
their queries and support requirements.
CHAPTER-4
DATA ANALYSIS
AND
INTERPRETATION
FINDING AND ANALYSIS

When the questions were asked to all 100 employees, their responses were :
1. Does Work culture of the company is open and employees can speak without
ear?
Opinion
Total No. of
Percentage
Respondent
5 = means it is very much true
5%
4 = means it is mostly true
30
30%
3 = means it is sometimes true and sometimes not
45
45%
2 = means it is not true most of the time
20
20%
1 = means it is not at all true and it is opposite to
0%
true
Table 1
Fig-1
INTERPRETATION:-When this question was asked to all the employees it was found that a
45 number of employees find the level of autonomy satisfactory in the organization.
2. Do Employees have the feeling of overall job securities and stability?

Opinion
Total No. of
Percentage
Respondent
15
15%
17.5
17.5%
35
35%
1= means it is not at all true and it is opposite to true
17.5
17.5%
15
15%
Table 2
15%
2 18%
15%
18%
35%
Fig-2
INTERPRETATION:When this question was asked to all the employees, it was found that a 35 number of
employees find the level of job security in the organization neither satisfactory nor
dissatisfactory.
3. Do I know what is expected of me from the organization?

Opinion
Total No. of
Percentage
Respondent
55
55%
40
40%
5%
0%
0%
Table 3
5%
55%
40%
Fig-3
employees are highly satisfied with the level of transparency in the organization
4. Do There is clarity in reporting relationships and they are clearly understood by

me?
Opinion
Total No. of
Percentage
Respondent
55
55%
30
30%
10
10%
5%
0%
Table-4
5%
55%
10%
30%
Fig-4
employees find the level of autonomy satisfactory in the organization.
5. Does Employees do not have excessive work pressure and work related stress?
Opinion
Total No. of
Percentage
Respondent
25
25%
32.5
32.5%
32.5
32.5%
10
10%
0%
Table -5
10%
25%
1
33%
33%
Fig-5
employees find an increased level of work related stress in the organization.
6. Do There are enough career growth opportunities for me in the company (to
satisfy my career aspirations)?
Opinion
Total No. of
Percentage
Respondent
0%
35.5
35.5%
34.5
34.5%
30
30%
0%
Table -6
30%
36%
1
35%
Fig -6
employees are moderately satisfied with the career growth opportunities provided by the
organization
7. Does
Inter
departmental
communication
is
smooth
and
effective?
Opinion
Total No. of
Percentage
Respondent
55
55%
30
30%
10
10%
5%
1=means it is not at all true and it is opposite to true
0%
Table -7
5%
10%
55%
30%
Fig -7
employees are moderately satisfied with the level of recognition in the organization.
8. Does Employees are involved and communicated in decisions regarding change
and its implementation?
Opinion
Total No. of
Percentage
Respondent
0%
5%
10
10%
65
65%
20
20%
Table -8
Fig-8
employees are moderately satisfied with the level of recognition in the organization
9. Do the employee benefits provided by the company are better than those
provided by other companies?
Opinion
Total No. of
Percentage
Respondent
0%
40
40%
25
25%
25
25%
10
10%
Table -9
Fig -9
employees are not satisfied with the rewards and benefits provided by the organization.
10. Does The company has a system of job rotation for the employees taking into
consideration of the organizational needs and employees interest?
Opinion
Total No. of
Percentage
Respondent
15
15%
40
40%
20
20%
10
10%
1 =means it is not at all true and it is opposite to true
15
15%
Table-10
Fig -10
employees are moderately satisfied with the development system of the organization.
CHAPTER-5
RECOMMENDATIONS
AND
CONCLUSION
LIMITATIONS OF THE STUDY

The various limitations I Faced while making the project were:
It was not easy to get hold of senior executives of the various departments
because of their busy schedule.
Time constraint was the major problem while doing this project report.
Often respondents attempt to give answer that they think will please the
interviewer.
It was not possible to cover the entire staff because of the time constraint; hence
a small sample of employees was taken, so the conclusion drawn out of this study
may not be 100% accurate.
While answering the questions the respondents may be biase
RECOMMENDATIONS
Giving recommendations to a company like BCH LTD. is like showing light to the sun,
but still here is a sincere effort to throw light on some issues, which could not catch the
sight of BCH LTD. officials.
50% of the Employees are not satisfied with the benefits provided by the company, so as
to motivate them the company can offer benefits such as picnic for the employees,
dinner for the family, birthday dinner for two etc.
Non-monetary benefits could also help to motivate the employees such as awards for the
employee of the month. An employee bulletin board could also be put up; a letter of
appreciation from the immediate boss of the employee or department head could be
displayed on it appreciating the efforts of the employees.
It was observed that 37% of the employees are not satisfied with the teamwork. They
should be told that teamwork would help in achieving the targets successfully. So it
should be greatly taken care of.
38% of the Employees are not satisfied with the adequate feedback received by the
Managers. Employees must be in formed regularly regarding their job performance,
their success and failure.
CONCLUSION
The employer employee relations are cordial in BCH LTD..

Measures for training, development, safety of the employees and environmental
awareness are given top priority by the management.
In view of the above findings and analysis the report reveals that the
management and employee must work hand in hand together.
The percentage of satisfied employees through exceeds the percentage of

dissatisfied employees but for the further development of the company employee
satisfaction must be given most priority.
Good management is the solution to every problem and good management
means working in partnership with the employees.
BIBLIOGRAPHY
BOOKS
BCH LTD. Manuals
o ATHAPPAK. ASW, PERSONNEL MANAGEMENT MC GRAW hill
publications (4th edition).
o BERI, G.C.
, MARKETING RESEARCH ,tata McGraw hill
publications(3rd edition)
o KOTHARI,
C.R.
RESEARCH
METHODOLOGY,
new
age
publication house (2nd edition).

o MAMORIA, C.B. PERSONNEL MANAGEMENT (2nd edition).
o SHARMA, V.K. HUMAN RESOURCES MANAGEMENT(3rd edition).
Websites:
www.bchindia.com
www.google.com
www.yahoo.com
www.gallop.com
www.wikipedia.com
QUESTIONNAIRE
EMPLOYEE SATISFACTION SURVEY


1 = means it is not at all true and it is opposite to true
S.No.
1.
Statement
Does Work culture of the company is open and

employees can speak without fear.
2.
Do Employees have the feeling of overall job

securities and stability.
3.
Do I know what is expected from me by the

organization.
4.
Do There is clarity in reporting relationships and

they are clearly understood by me.
5.
Does Employees do not have excessive work

pressure and work related stress.
6.
Do There are enough career growth opportunities

for me in the company (to satisfy my career
aspirations).
7.
Does
Interdepartmental
communication
is
smooth and effective.
8.
Does Employees are involved and communicated

in
the
decision
implementation.
regarding
change
and
its
9.
Do
The
employee
benefits
provided
by
the
company are better than those provided by other

companies.
10.
Does The company has a system of job rotation

for the employees taking into consideration of the
organizational needs and employee interest.

Employee Satisfaction

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Employee Satisfaction

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A Project On

YMCA UNIVERSITY OF SCIENCE AND

The summer training report on Employee Satisfaction in Bhartia Cutler

Name Nitin Dangi

(BCH) Electric Ltd. support and guidance. Thanks and appreciation to

Cutler Hammer (BCH) Electric Ltd.The Project is about Employee Satisfaction.

It gives me a feeling of immense pleasure to share my experience and findings with

The title of my project is "Employee Satisfaction. Employee satisfaction is defined as

OBJECTIVE OF THE STUDY

Identifying cost-saving opportunities Profitability, willing Participation

SCOPE OF THE STUDY

SIGNIFICANCE OF THE STUDY

Satisfaction & Absenteeism: There is a negative relationship between satisfaction

Descriptive VS. Analytical:

includes survey and

other hand, the researcher has to use facts or information

already available, and analysis these to make a critical evaluation

Finding a solution for an immediate problem

fundamental research mainly concerned with Generalizations and

phenomena that can be expressed in terms of quantity.

4.Conceptual VS. Empirical: Conceptual research is that related

5.Some other types of researches: All other type of research

purpose of research or the time required to accomplish research, on

Research design specifies the methods and procedures for conducting a

Exploratory Research Design

Descriptive Research Design

Causal Research Design

METHOD OF DATA COLLECTION

High accuracy level.

provide good knowledge.

Sometimes accuracy is not there because of lack of data

Sometimes accuracy is not there because of the responsive error

Preserved information in the companys database

Website of the company.

Helps in identifying the research problem.

Less expensive as compare to primary data.

May not always answer the specific questions pertaining to your

Inaccurate, adulterated and outdated data

REVIEW OF EMPLOYEE SATISFACTION

MANAGING EMPLOYEE SATISFACTION

FACTORS INFUENCING EMPLOYEE SATISFACTION

An organizations level structure, including height and width, is another factor in

Employees are given more

SIGNIFICANCE OF EMPLOYEE SATISFACTION

MENTALLY CHALLENGING WORK

The notion that managers and organizations can

OBJECTIVES OF EMPLOYEE SATISFACTION: Rewards given by

MANAGEMENT SATISFACTION: It has been considered that employee

COLLEAGUE SATISFACTION: Workforce share the work environment with

OTHER WORK GROUP SATISFACTION: Employees can be successful in

PHYSICAL ENVIRONMENT SATISFACTION: No matter how motivated and

SALARY AND OTHER MATERIAL BENEFITS SATISFACTION: Salary

SCOPE OF EMPLOYEE SATISFACTION

SATISFACTION AND PRODUCTIVITY

SATISFACTION AND ABSENTEEISM

SATISFACTION AND TURNOVER

EMPLOYEE SATISFACTION SURVEYS

We have 35 product groups : Electronic, Electrometrical & Mechanical

Our Core Values:

Corporate Office & Customer Support

1105, New Delhi House

20/4, Mathura Road

27, Barakhamba Road