CHAPTER -1

INTRODUCTION

Human resource is considered to be the most valuable asset in any

organization. It is the sum-total of inherent abilities, acquired knowledge
and skills represented by the talents and aptitudes of the employed persons
who comprise executives, supervisors and the rank and file employees. It
may be noted here that human resource should be utilized to the maximum
possible extent, in order to achieve individual and organizational goals. It is
thus the employee performance, which ultimately decides, and attainment
of goals.
Employee satisfaction is the terminology used to describe whether
employees are happy and contented and fulfilling their desires and needs at
work. Many measures purport that employee satisfaction is a factor in
employee motivation, employee goal achievement, and positive employee
morale in the workplace.
Employee satisfaction, while generally a positive in your organization, can
also be a downer if mediocre employees stay because they are satisfied with
your work environment.
The term relates to the total relationship between an individual and the
employer for which he is paid. Satisfaction does mean the simple feeling
state accompanying the attainment of any goal; the end state is feeling
accompanying the attainment by an impulse of its objective.

1
 CHAPTER -2
INDUSTRY PROFILE

Graphic design is the process of visual communication, and problem-solving

through the use of type, space, image and colour.

The field is considered a subset of visual communication and

communication design, but sometimes the term "graphic design" is used
interchangeably with these due to overlapping skills involved. Graphic
designers use various methods to create and combine words, symbols, and
images to create a visual representation of ideas and messages. A graphic
designer may use a combination of typography, visual arts and page
layout techniques to produce a final result. Graphic design often refers to
both the process (designing) by which the communication is created and the
products (designs) which are generated.

Common uses of graphic design include identity (logos and branding),

publications (magazines, newspapers and books), print advertisements,
posters, billboards, website graphics and elements, signs and product
packaging. For example, a product package might include a logo or other
artwork, organized text and pure design elements such as images, shapes
and colour which unify the piece. Composition is one of the most important
features of graphic design, especially when using pre-existing materials or
diverse elements.

2
HISTORY :

While Graphic Design as a discipline has a relatively recent history, first

coined by William Addison Dwiggins in 1922, graphic design-like activities
span the history of humankind: from the caves of Lascaux, to
Rome's Trajan's Column to the illuminated manuscripts of the Middle Ages,
to the dazzling neons of Ginza. In both this lengthy history and in the
relatively recent explosion of visual communication in the 20th and 21st
centuries, there is sometimes a blurring distinction and overlapping
of advertising art, graphic design and fine art. After all, they share many of
the same elements, theories, principles, practices and languages, and
sometimes the same benefactor or client. In advertising art the ultimate
objective is the sale of goods and services. In graphic design, "the essence is
to give order to information, form to ideas, expression and feeling to
artefacts that document human experience.

APPLICATIONS:

From road signs to technical schematics, from office memorandums to

reference manuals, graphic design enhances transfer of knowledge and
visual messages. Readability and legibility is enhanced by improving the
visual presentation and layout of text.

Design can also aid in selling a product or idea through effective visual
communication. It is applied to products and elements of company identity
like logos, colours, packaging, and text. Together these are defined
as branding (see also advertising). Branding has increasingly become
important in the range of services offered by many graphic designers,
alongside corporate identity. Whilst the terms are often used

3
interchangeably, branding is more strictly related to the identifying mark or
trade name for a product or service, whereas corporate identity can have a
broader meaning relating to the structure and ethos of a company, as well as
to the company's external image. Graphic designers will often form part of a
team working on corporate identity and branding projects. Other members
of that team can include marketing professionals, communications
consultants and commercial writers.

Textbooks are designed to present subjects such as geography, science, and

math. These publications have layouts which illustrate
theories and diagrams. A common example of graphics in use to educate is
diagrams of human anatomy. Graphic design is also applied to layout and
formatting of educational material to make the information more accessible
and more readily understandable.

Graphic way finding signage systems have become important for large
public spaces such as airports and convention centres. These systems often
depend on graphic design to communicate information quickly and
economically through a colour or symbol that can be read and followed
from a distance (as opposed to large amounts of text). Such environmental
graphic design systems allow people to navigate unfamiliar spaces. The
term "architectural graphics" was coined by Jane Davis Doggett, pioneer
designer of airport way finding systems, but the term more commonly used
in 2014 is environmental graphics.

Graphic design is applied in the entertainment industry in decoration,

scenery, and visual story telling. Other examples of design for entertainment
purposes include novels, comic books, DVD covers, opening
credits and closing credits in filmmaking, and programs and props on stage.
This could also include artwork used for T-shirts and other items screen
printed for sale.
4
From scientific journals to news reporting, the presentation of opinion and
facts is often improved with graphics and thoughtful compositions of visual
information - known as information design. Newspapers, magazines, blogs,
television and film documentaries may use graphic design to inform and
entertain. With the advent of the web, information designers with experience
in interactive tools such as Adobe Flash are increasingly being used to
illustrate the background to news stories.

TOOLS:
The mind is an important graphic design tool. Aside from technology,
graphic design requires judgment and creativity. Critical, observational,
quantitative and analytic thinking are required for design layouts
and rendering. If the executor is merely following a solution (e.g. sketch,
script or instructions) provided by another designer (such as an art director),
then the executor is not usually considered the designer.

The method of presentation (e.g. arrangement, style, medium) may be

equally important to the design. The appropriate development and
presentation tools can substantially change how an audience perceives a
project. The image or layout is produced using external traditional
media and guides, or digital image editing tools on computers. Tools
in computer graphics often take on traditional names such as "scissors" or
"pen". Some graphic design tools such as a grid are used in both traditional
and digital form.

In the mid-1980s, the arrival of desktop publishing and graphic art

software applications introduced a generation of designers to computer
image manipulation and creation that had previously been manually
executed. Computer graphic design enabled designers to instantly see the
5
effects of layout or typographic changes, and to simulate the effects of
traditional media without requiring a lot of space. However, traditional tools
such as pencils or markers are useful even when computers are used for
finalization; a designer or art director may hand sketch numerous concepts
as part of the creative process. Some of these sketches may even be shown
to a client for early stage approval, before the designer develops the idea
further using a computer and graphic design software tools.

Computers are considered an indispensable tool in the graphic design

industry. Computers and software applications are generally seen
by creative professionals as more effective production tools than traditional
methods. However, some designers continue to use manual and traditional
tools for production, such as Milton Glaser.

New ideas can come by way of experimenting with tools and methods.
Some designers explore ideas using pencil and paper.[14] Others use many
different mark-making tools and resources from computers to sculpture as a
means of inspiring creativity. One of the key features of graphic design is
that it makes a tool out of appropriate image selection in order to possibly
convey meaning.

6
Modern graphic design subfields

Interface design

Since the advent of the World Wide Web and computer software
development, many graphic designers have become involved in interface
design, in an environment commonly referred to as a Graphical User
Interface (GUI). This has included web design and software design,
when end user interactivity is a design consideration of the layout or
interface. Combining visual communication skills with the interactive
communication skills of user interaction and online branding, graphic
designers often work with software developers and web developers to create
both the look and feel of a web site or software application and enhance the
interactive experience of the user or web site visitor. An important aspect of
interface design is icon design.

User experience design

User experience design considers how a user interacts with and responds to
an interface, service or product and adjusts it accordingly.

Experiential graphic design

Experiential graphic design is the application of communication skills to the
build environment. This area of graphic design requires practitioners to
possess knowledge of creating large scale physical installations which have
to be manufactured and withstand the same sort of environmental conditions
as buildings. As such, it is a cross-disciplinary collaborative process
involving designers, fabricators, city planners, architects, manufacturers and
large project building teams.

Experiential graphic designers try to solve problems that people encounter

while interacting with buildings and space. Examples of practice areas for
7
environmental graphic designers are way finding, place making, branded
environments, exhibitions and museum displays, public installations and
digital environments.

8
 CHAPTER -3
COMPANY PROFILE
GH Graphics private limited is one of India's leading printing & packaging
company, ISO 9001 & ISO14001, having more than 25 years of experience
in the printing industry. A product range of mono cartons, self adhesive
labels, dome stickers, graphics, panel overlays, warranty seals, commercial
print, blister cards & publicity material makes GH Graphics as a one stop
solution provider to its customers. Company's incorporation of various print
technologies like screen, offset, digital & label printing classify GH
Graphics, as an exclusive printer to be able to cater to all the printing &
packaging needs of customers under a single roof.

The company is equipped with latest and best of line automated machines
supported by in-house testing and quality assurance facilities.
GH Graphics continual efforts in cost effective operations, product up
gradation, new product development, innovation and technology has led the
company not only to be able to provide innovative products and solutions
from time to time to its customers but maintain long term relationships with
them by shear consistency in quality and services.
We continuously focus on providing solutions to our esteemed customers
and accordingly suggest products to them befitting their requirements.

The professionally equipped and able staff having varied experience and
good knowledge of serving the customers to their satisfaction, further
enhanced by the innovative ideas of the management has been one of the
key business strengths of our company.

9
Our Mission
GH Graphics is a quality based organization. We are dedicated to satisfying
our customers .We make every effort to understand and fulfil the
expectations of our customers. We make quality a component that goes into
each process starting from accepting the job to various process of printing to
the final output received by our customers. Quality is our motto. We believe
in respecting our customers, listening to their ideas and understanding their
expectations from us.

We are passionate about forming a healthy relationship with our customers,

suppliers and employees by establishing reliability and fairness in every
interaction. We upgrade and implement the emerging technology to provide
best quality and cost effective products on time. We believe in delivering
excellence, endeavour for continuous improvement and respond vigorously
to change.

We are committed to 5 core values: Trust, Quality, Responsibility, Team

Work and Creativity which helps us to follow our mission and to realize our
ambitious business targets. The purpose of these basic values is to guide our
behaviour everyday. These principles help us to create value for our
customers, our suppliers and our organization.
10
DIRECTOR

"In packaging industry, the names of those printers are reckoned with the
pioneers who prove their capabilities to ensure materialization of innovative
ideas at par the customers expectations or even beyond" . Mr. Rajkumar
Sharma , Managing Director at GH Graphics Private Limited is one such
personality who has created wonders in packaging segment with his value
addition concept.

Mr. Rajkumar Sharma has travelled a long journey from setting up a screen
print enterprise with investment of mere Rs 10,000 in 1988 and now the
only company in India to win Global Award for excellence in technical
achievements in printing. GH Graphics has now emerged as one of Indias
leading printing and packaging company.

Mr. Sharma pride himself on the ability to solve problems in a short space
of time whilst maintaining a clear focus and a strong believer in change and
using it as an opportunity to better an organisation. He has been passionate
about using technology as a means to enhance organisation concept and
change the way of rigid thinking. He has been passionate about encouraging
people to achieve the impossible, and take great pride in providing a
leadership role or as that of a team member which supports individuals to
achieve their in-built potential.

He believes in dreams."To believe a thing impossible is to make it so" -

French Proverb.

Under his visioned leadership company has been awarded with highly
prestigious awards, to name a few World Label Awards, LMAI Awards,
World Fespa Gold Awards.

11
 OBJECTIVES OF GHGPL

INTEGRITY COMMITMENT

PASSION SEAML

PASSION SEAMLESSN
ESS

SPEED

INTEGRITY : Honesty in every Action

COMMITMENT : Deliver on the Promise

PASSION : Energized Action

SEAMLESSNESS : Boundary less in Letter

SPEED : One step ahead always

12
 Why GH Graphics

Some of the factors that makes us favourite amongst our customers are -

Customised solutions for all your needs.

Use of best raw materials
Experience
Speedy Delivery
Within Your Budge

13
WE ARE SPECIALISTS IN:

1.) Metallic Printing

Metallic Printing provides glistening feel to the product making it highly

attractive with extraordinary aesthetic appeal. The metallic feel may be
varied from extremely flashy to quite subtle & refined depending upon
customer choice with the mere selection of type of film (holographic /
plain), colours, and overprint treatment.
We offer single pass UV printing onto metalized-transferred (Met-pet)
paperboard & Film Substrates with inline UV gloss coating, matte coating,
Hybrid effect, drip off effect or high raise texture coating.
At GHGPL, we focus from the very start by in-house metalized (met-pet)
film lamination facility with inline primer coating. Instead of procuring pre-
coated boards, our in-house facility offers better scuff/ rub resistant, greater
print results due to better bonding of UV inks onto metallic substrates and
better adhesion between the met-pet film and base material.

Our latest UV printing & curing technology has the best UV lamps (IST
Germany) especially designed for highly opaque inks like white. This
technology offers ultimate curing of opaque inks even at higher speeds thus
providing unmatchable opacity on metallic substrates. This technology also

14
 ensures a product that has a better scuff/rub resistance. Reflection of
metallic elements in contrast with highly opaque print results achieved
through our technology makes our print samples far more attractive and
impressive than normally printed metallic products.

Our quality control instruments, like spectrometers, image control system

and Xrite ink-matching systems makes the colour reproduction simpler by
achieving constant LAB values even on metallic substrates.

Metallic printing can be incorporated into our complete range

of products

Labels
Mono Cartons
Litho Laminated Cartons (E/G Fluted)
Rigid Boxes/ Gift Packs
Dome/ Bubble/ 3D Stickers
Booklets/ Books/ Manuals
Brochures
Publicity Material
Panel Overlays
Graphics

15
2.) Plastic printing

One of the central purposes of using clear plastic for packaging and
publicity material (POS/POP Items) is that it offers better visibility of
enclosed or rear products. Plastic printed solutions offer better durability;
high wear resistance and aesthetics thus making it popular as a packaging
and publicity item.
We at GHGPL, uses a wide range of plastics like PVC, polycarbonate (PC)
& clear polyester (PET) from 100 microns to 650 micron depending upon
customer requirements, usage & choice.
Not only we offer solution in terms of range of plastics that we use, but also
by providing print options fit for customer use. Our infrastructure
incorporating offset lithography, silk-screen, digital, letter-press &
combination printing provides flexibility to our customers and also enable
us to offer them solutions from small run jobs to long run jobs at affordable
prices.
Again, Our latest UV printing & curing technology has the best UV lamps
(IST Germany) especially designed for highly opaque inks like white. This
technology offers ultimate curing of opaque inks even at higher speeds thus
providing unmatchable opacity on plastic substrates. This technology also
ensures a product that has a better scuff / rub resistance.
For value Graphics, combination printing like offset screen, or overprint
effects likes texture/ drip off effect, foiling/leafing etc. can be added so as to
make products stand out.

16
 Plastic printing can be incorporated into our following range
of products

Labels
Mono Cartons/Folding Carton
Dome/ Bubble/ 3D Stickers
Publicity Material
Panel Overlays
Graphics
Gift Packs

17
 3.) Freshlens Effect

GH Graphics are the pioneers in Fresnel lens technology, introduced it in

early 2010 in India, still being the only company in the country to
successfully.
A Fresnel lens is a microstructure made of facets that reflect light like a
thick lens. The benefit of Fresnel lens used on the printed sample is that it
reflects light at multiple angles providing a 3-Dimensional depth product.
At GHGPL, we offer a variety of lens patterns to choose from, or even
customer can create his own customized layout, which can be combined
with different holographic patterns to form hybrid designs that offer
distinctive package appearance.

Fresnel lens is one of the most advanced printing technologies

having two main benefits as:

A printed product with spectacular 3-D appearance.

Unmatchable Security/ Anti-counterfeit solution.

18
The 3-Dimensional Appearance.

A single or multiple customized Fresnel lenses positioned on the package

creates a 3D effect that appears to have movement in isle of a store, which
catches the eye of a customer and draws him towards the pack.

Customized Fresnel Lens(s) on the packaging medium captures and reflects

light in a way to be much visible over greater distances. These Lenses
display extraordinary 'Depth' & 'Movement', with appearance of a ball
floating in space. This enables the package to be viewed over longer
distance. Thus the regular busy customer cannot miss this product at all.

Security / Anti Counterfeit Solution.

The best feature of this product is the ease with which a regular customer,
the end user, can distinguish between an original product and a duplicate
product. Where it is almost impossible for a customer to recognize the
difference between an original hologram and a duplicate one, this is the
right solution for your product. Not only it makes the customer aware about
the ingenuity of the product but impossible for the duplicate industry to
create its duplicate product.

The Fresnel lens technology is a new and guarded technology that works on
customized designs of lenses. Hence a design developed for a particular
customer would not be shared with any other customer at all. This secures
the fact that duplicate market would not have access to the same designs,
which can be easily recognized by the customer, hence enabling the
customer to have a security proof product.
19
Fresnel Lens is a unique concept in which the impressive looks and security
feature complement each other.

Lens films are mostly used for high-end FMCG cartons, Cosmetic cartons,
perfumery cartons, beverage cartons like liquor, high priced accessory
cartons and publicity material.

20
4.) Security Solutions :

GH Graphics is one trusted & experienced supplier of printed security

products and anti-counterfeit solutions to several leading brands and
organizations. GHGPL offers customized anti-counterfeit solutions to its
customers that revolve around three main principles.
Extremely Secure: Must be as difficult as possible to forge or duplicate
Easily Detectable: Must be extremely easy for the end user to identify or
detect genuine product. Mostly it should be visually, or in other cases with a
use of a very simple instrument.

Re-labeling or repacking prevention:Must be easily detectable if an anti-

counterfeit solution has been tampered.

Here are few of the solutions that GH Graphics offer:

Fresnel Lens Effect:

A Fresnel lens is a microstructure made of facets that reflect light like a

thick lens providing a 3D depth to the product. This concept is far superior
21
to holograms not only because an end user can easily identify a genuine
product with a naked eye but also because of its aesthetic appeal. This
concept is extremely secure as this technology is inaccessible to duplicate
market.

Registered Holograms:

Customized holograms can be strategically placed at desired locations of a

design making it extremely difficult for a duplicate market to imitate. These
customized holograms can become part of artwork/design so as to not
hamper the aesthetics of the product. This concept is suitable for both labels
& mono cartons.

Tamper Evident/ Tamper Proof Labels:

GH Graphics offers a variety of tamper evident labels to choose from,

customized Ultra Destructible Vinyl (UDV), chequered labels & void labels
are among the most popular ones. Tamper proof labels prevent mishandling
of a product and if tampered are easily detectable by an end user.

Specialist Inks:

Counterfeit can also be countered with a use of specialist inks like, colour
changing at different angles, invisible inks or thermo chromic inks. GH
Graphics has been using specialist inks in multiple industry segments
depending upon the requirement of its customers and their products.
GH Graphics continuous innovations & consistent research & development
enable them to provide ultimate security solutions to its customers to
prevent security and integrity of the brand image.

22
5.) Natural Feel Effect :

Natural Feel Effect is an amazing overprint value addition feature developed

by GH Graphics that makes the design of printed products come alive. It is a
dynamic feature that enables natural elements of a design or an artwork look
extremely real both visually and by mere touch. This feature can be used in
printed products for cosmetic, beauty, food industry or any segment in
which the artwork incorporates natural elements like flowers, fruits,
vegetables, cereals, hair etc.
Unlike Spot UV or Textured UV, where the former is used to shine & later
is used to give a rough feel at a specific portion of a design, Natural feel
effect treats each grain of design uniquely like in case of rose, each petal
would be enhanced or roughened depending upon its design providing the
real feel of the rose on the printed product.

The level to which each grain is raised is also defined by the design of the
rose or any other natural element. Natural feel effect is absolutely design
specific and the degree to which grains are raised are easily distinguishable
by naked eye or brush of fingers.
23
COMPETITORS OF OUR FIRMS ARE :

Macro Graphics Pvt. Ltd. (MGPL)

Company has been in the business of providing technology consultancy in

communications solutions across media, since 1991. They are driven by a
team of creative professionals with a passion for content research,
innovative design, and cutting-edge development. They believe in well
thought-out systems and processes that dovetail seamlessly across all
activities.

Any Graphics Pvt. Ltd. (AGPL)

Any Graphics Pvt. Ltd. is a leading Retails Solution provider since 1996
catering to all segments of the industry with a sound track record of
producing & providing excellent quality products.
They take up assignments in the field of Digital, Solvent & Eco-Solvent
printing, Shop-In-Shop, Store Fixtures, POP & POS, Customised Retails
Displays, LED Signages & Brandings, etc equipped with all necessary
infrastructure to undertake jobs as per customers requirements along with
complete installations.

Repro Graphics Pvt. Ltd.

Repro Graphics Pvt. Ltd. represents internationally accepted printing

consumables in the Indian graphic industry. Started in the year 2006, Repro
Graphics has emerged as leading supplier catering all segment of printing
industry in India.

24
 CHAPTER -4
JOB SATISFACTION
Job satisfaction is one of the most researched variables in the area of
workplace psychology, and has been associated with numerous
[Psychosocial issues - the changing world of work organisational factors]
ranging from leadership to job design. This article seeks to outline the key
definitions relating to job satisfaction, the main theories associated with
explaining job satisfaction, as well as the types of and issues surrounding
the measurement of job satisfaction. While it is also important to explore
what factors precede and are impacted by job satisfaction, this is covered in
a separate article.

How to achieve?

Attitudes influence behaviour and are the indicators of potential problems an

organisation might encounter. HR must help employees to cope with
frustrations and sustain job satisfaction.
Motivated employees stay on for long to achieve their goals. Job
responsibilities, achievements, growth, self-fulfilment and recognition
enhance job satisfaction levels. A candid interaction of managers with
employees helps develop good relationships. Continuous coaching and
genuine appreciation by the managers also enhances job satisfaction.

To cultivate an attitude of excellence in their employees, managers must

provide a certain degree of autonomy. Organisations and managers desirous
of excelling must therefore, work toward ensuring employee satisfaction.

A happy worker is a productive worker. The Hawthorne studies conducted

25
at an electrical plant in Chicago from 1924-1932 revealed that employee
morale and satisfaction increase productivity. Since then, management has
pursued the topic of job satisfaction, as it is believed to enhance
performance, reduce absenteeism, retain qualified workers and establish
smooth employment relations.

Job satisfaction is a pleasurable or emotional state resulting from the

appraisal of ones job and experience. It is important to realize that these
attitudes vary according to individual experiences and expectations and
hence there is no single unitary concept of job satisfaction.

26
Measuring job satisfaction:

There are many methods for measuring job satisfaction. By far, the most
common method for collecting data regarding job satisfaction is the Likert
scale (named after Rensis Likert). Other less common methods of for
gauging job satisfaction include: Yes/No questions, True/False questions,
point systems, checklists, and forced choice answers. This data is typically
collected using an Enterprise Feedback Management (EFM) system.

The Job Descriptive Index (JDI), created by Smith, Kendall, & Hulin
(1969), is a specific questionnaire of job satisfaction that has been widely
used. It measures ones satisfaction in five facets: pay, promotions and
promotion opportunities, coworkers, supervision, and the work itself. The
scale is simple, participants answer either yes, no, or cant decide (indicated
by ?) in response to whether given statements accurately describe ones
job.

The Job in General Index is an overall measurement of job satisfaction. It

is an improvement to the Job Descriptive Index because the JDI focuses too
much on individual facets and not enough on work satisfaction in general.

Other job satisfaction questionnaires include: the Minnesota Satisfaction

Questionnaire (MSQ), the Job Satisfaction Survey (JSS), and the Faces
Scale. The MSQ measures job satisfaction in 20 facets and has a long form
with 100 questions (five items from each facet) and a short form with 20
questions (one item from each facet). The JSS is a 36 item questionnaire that
measures nine facets of job satisfaction. Finally, the Faces Scale of job
satisfaction, one of the first scales used widely, measured overall job
satisfaction with just one item which participants respond to by choosing a
face.

27
Relationships and practical implications

Job Satisfaction can be an important indicator of how employees feel about

their jobs and a predictor of work behaviours such as organizational
citizenship, absenteeism, and turnover. Further, job satisfaction can partially
mediate the relationship of personality variables and deviant work
behaviours.

One common research finding is that job satisfaction is correlated with life
satisfaction. This correlation is reciprocal, meaning people who are satisfied
with life tend to be satisfied with their job and people who are satisfied with
their job tend to be satisfied with life. However, some research has found
that job satisfaction is not significantly related to life satisfaction when other
variables such as network satisfaction and core self-evaluations are taken
into account. With regard to job performance, employee personality may be
more important than job satisfaction. The link between job satisfaction and
performance is thought to be a spurious relationship; instead, both
satisfaction and performance are the result of personality.

28
What Are the Factors Affecting Job Satisfaction?

Working Conditions:
Because employees spend so much time in their work environment each
week, it's important for companies to try to optimize working conditions.
Such things as providing spacious work areas rather than cramped ones,
adequate lighting and comfortable work stations contribute to favourable
work conditions. Providing productivity tools such as upgraded information
technology to help employees accomplish tasks more efficiently contributes
to job satisfaction as well.

Opportunity for Advance Graphics:

Employees are more satisfied with their current job if they see a path
available to move up the ranks in the company and be given more
responsibility and along with it higher compensation. Many companies
encourage employees to acquire more advanced skills that will lead to the
chance of promotion. Companies often pay the cost of tuition for employees
taking university courses, for example. During an employee's annual
performance review, a supervisor should map out a path showing her what
she needs to accomplish and what new skills she needs to develop in order
to be on a track to advance Graphics within the organization.

Workload and Stress Level:

Dealing with a workload that is far too heavy and deadlines that are
impossible to reach can cause job satisfaction to erode for even the most
dedicated employee. Falling short of deadlines results in conflict between
employees and supervisors and raises the stress level of the workplace.

29
Many times, this environment is caused by ineffective management and
poor planning. The office operates in a crisis mode because supervisors
don't allow enough time for employees to perform their assigned tasks
effectively or because staff levels are inadequate.

Respect from Co-Workers:

Employees seek to be treated with respect by those they work with. A
hostile work environment -- with rude or unpleasant co workers -- is one
that usually has lower job satisfaction. In an August 2011 survey published
by FoxBusiness.com, 50 percent of those responding said they had
personally experienced a great amount of workplace incivility. Fifty percent
also believe morale is poor where they work. Managers need to step in and
mediate conflicts before they escalate into more serious problems requiring
disciplinary action. Employees may need to be reminded what behaviours
are considered inappropriate when interacting with co workers.

Relationship with Supervisors:

Effective managers know their employees need recognition and praise for
their efforts and accomplishments. Employees also need to know their
supervisor's door is always open for them to discuss any concerns they have
that are affecting their ability to do their jobs effectively and impeding their
satisfaction at the office.

Financial Rewards:
Job satisfaction is impacted by an employee's views about the fairness of the
company wage scale as well as the current compensation she may be
receiving. Companies need to have a mechanism in place to evaluate
employee performance and provide salary increases to top performers.
Opportunities to earn special incentives, such as bonuses, extra paid time off

30
or vacations, also bring excitement and higher job satisfaction to the
workplace.

Measures of job satisfaction

Unlike other psychometric tools, used to test a sample of behavior, measures

of job satisfaction are prone to subjectivity. However a battery of tests can
be conducted to make accurate predictions. One approach is the Global
Measure, which measures the overall satisfaction of the job. The second
approach is the Facet Measure where satisfaction is measured on each
aspect of the job.

31
Causes of job satisfaction/dissatisfaction

Since job satisfaction is subjective to individual experience and expectation,

personality often plays an influential role. Stable personality traits could
influence satisfaction or dissatisfaction at work. Type A personalities tend
to be more aggressive, set high standards for themselves and therefore are
more susceptible to job dissatisfaction. In contrast, Type Bs seem to be
more relaxed and, this may reflect on their attitudes towards work. Today,
there is an increasing interest in the concept of the person job- fit theory.
The managerial implications are that people who get themselves into the
right job that fit their attitudes and personalities seem to be more satisfied.

The characteristics of the job may also influence one is attitude towards it.
This could include the physical environment like lighting, temperature and
space. Work, when too difficult or easy can lead to dissatisfaction. Reward
is viewed as satisfactory only when it is equitable and is in line with
expectations. A friendly and supportive group at work is conducive to job
satisfaction.

32
Consequences of job satisfaction / dissatisfaction :

Work Performance:

Though job satisfaction leads to efficiency, recent findings indicate that

other factors are responsible for work performance. Today, technological
and market forces play a major role in organizational efficiency.
Stockbrokers, for example, would depend on the results of the stock market
where a rise in share prices would probably lead to satisfaction.

Absenteeism and Turnover:

This causes tremendous cost and loss of investment. An interesting finding

is that absenteeism followed by negative feedback like, loss of pay might
lead to dissatisfaction and in turn a high rate of absenteeism.

Commitment:
Organizations today have expressed a lack of loyalty and commitment from
employees and hence are unable to retain qualified professionals.

33
Strategies to improve your job satisfaction

Depending on the underlying cause of your lack of job satisfaction, there

may be several ways to increase your job satisfaction.

Set new challenges

If you're stuck in a job because of lack of education or a downturn in the
economy, it doesn't mean your work has to become drudgery. With a little
imagination, you can create new challenges and make the best of the job you
have. Here are some ideas that may help.

Improve your job skills. Imagining yourself in your dream job, you
might envision yourself as an excellent project manager a
confident communicator and a highly organized person. Why not
work on these skills in your present job?

Develop your own project. Take on a project that can motivate you
and give you a sense of control. Start small, such as organizing a
work-related celebration, before moving on to larger goals. Working
on something you care about can boost your confidence.

Mentor a co-worker. Once you've mastered a job, you may find it

becoming routine. Helping a new co-worker or an intern advance his
or her skills can restore the challenge and the satisfaction you desire.

Beat the boredom

Does your job seem boring sometimes? Do you run out of things to do? If
so, your abilities may not match your responsibilities. Here are some
suggestions:

34
 Break up the monotony. Take advantage of your work breaks.
Read. Listen to music. Go for a walk. Write a letter.

Cross-training. Does your work consist of repetitive tasks, such as

entering data or working on an assembly line? Talk with your boss
about training for a different task to combat boredom. Once you've
completed the training, you can switch back and forth.

Volunteer for something different. If you hear that your company

is launching a new project, volunteer for the work team.

Keep in mind that boredom can literally be deadly if your job involves
working with machinery or caring for people. If your mind wanders to the
point that you put your life or the lives of others in jeopardy, take action
now. Talk to your supervisor about new challenges you can take on or seek
a new position.

Stay positive

Use positive thinking to reframe your thoughts about your job. Changing
your attitude about work won't necessarily happen overnight or increase
your job satisfaction overnight. But if you're alert to ways your view of
work brings you down, you can improve your job satisfaction. Try these
techniques:

Stop negative thoughts. Pay attention to the messages you give

yourself. When you catch yourself thinking your job is terrible, stop
the thought in its tracks.

Put things in perspective. Remember, everyone encounters good

days and bad days on the job.

35
 Look for the silver lining. "Reframing" can help you find the good in
a bad situation. For example, you receive a less than perfect
performance appraisal and your boss warns you to improve or move
to another job. Instead of taking it personally or looking for another
job right away, look for the silver lining. Depending on where you
work, the silver lining may be attending continuing education classes
or working closely with a performance coach and having the
satisfaction of showing your boss that you're capable of change.

Learn from your mistakes. Failure is one of the greatest learning

tools, but many people let failure defeat them. When you make a
mistake at work, learn from it and try again. It doesn't mean that
you're a failure.

Be grateful. Gratitude can help you focus on what's positive about

your job. Ask yourself, "What am I grateful for at work today?" If it's
only that you're having lunch with a friendly co-worker, that's OK.
But find at least one thing you're grateful for and savor it.

36
 CHAPTER -5
RESEARCH & METHODOLOGY

PROBLEM STATEMENT:

The implications of technology in the field of company and various services

provided by company for their employee. The innovations and development
takes place in the company sector does really affect the way of works. The
statement of problem is an effort to identify the impact of technology on
production and the employee preference towards it. This study has been
done under the GH Graphics Pvt. Ltd. limited, Graphics works Gurgaon..

37
OBJECTIVES OF THE STUDY:
The main aim of the study is to analyze and examine level of job
satisfaction among the GH Graphics Pvt. Ltd. employees and to know the
problems faced by the employees of the various categories.

The specific objectives are as follows:

To present a profile of GH Graphics Pvt. Ltd. and organizational

structure etc.,
To observe the level of satisfaction among of employees relating to
the nature of the job andother factors.
To identify the extent of job satisfaction in the GH Graphics Pvt. Ltd.
employees and its impact on the job
Performance of the employees.
To evaluate the working environment in GH Graphics Pvt. Ltd.
To examine satisfaction regarding the salary and other benefits of its
employees.
To suggest suitable measures to improve the overall satisfaction of
the employees in then organization.

38
SCOPE OF THE STUDY

In the survey an attempt has been made to analyze the job satisfaction of
employees ofGH Graphics Pvt. Ltd. Gurgaon (Gurgaon Graphics Works).
The study tries tounderstand the level of satisfaction among the employees
of GHGPL. It further explains the areaon which employees are mostly
dissatisfied. Job satisfaction of the employees has been analyzed on the
basis of the following seventeen job related factors.
Salary and monetary benefits
Job security
Promotion policy
Working environment
Employees participation in management
Freedom of expressions
Nature of job
Interest taken by superiors
Superiors and sub-ordinate relationship
Medicare
Loans
Conveyance
L.T.C.

39
Research Design:
Research design is the plan, structure and strategy of investigation
conceived so as to obtain answer to research questions and to control
variance.
There are three types of research design that researcher can opt for.
1. Exploratory
2. Descriptive
3. Causal
Out of the three available research design the researcher went for the
Descriptive research design which is suitable to answer the research
question and give proper fulfilment of research objectives in this study.

40
i. Descriptive research design
In this research study, the researcher has used descriptive research design.
Descriptive study, Who, What, When, Where, How are the questions for
researcher to find their answers during the study. A descriptive study may
be simple or complex. This research study topic is according to the
descriptive study. I have needed to find that all answers of these questions
which come in descriptive study.

Sampling
The basic idea of sampling is that by selecting some of the sample from the
population, researcher may draw conclusions about the sample study and
generalize for entire population. A population element is the individual
participant or object on which the measurement is taken.

Population Size
All the employees of GH Graphics Pvt. Ltd.. In the Gurgaon Graphics
Works is the population for this research study.

Sample Size
Sample size is a part of target population, carefully selected to represent the
population. Here in this research study the Sampling size is 50.

Sampling Technique
After taken it to consider the limitations of this research study the researcher
has used the Non Probabilistic convenience sampling.

41
METHODOLOGY:

In the preparation of this report, the researcher the data from different
sources. The sources of data as follows:

Primary data:
This data is gathered from first hand information sources by the researcher,
this data collection from employees, managers, clerks etc., by administrating
the questionnaire having face to face interaction with employees.

Secondary data
This will give the theoretical basis required for the report presentation
which can be available from various sources such as magazines, office files,
inter office manual and web site.

DATA PROCESSING AND ANALYSING:

Data, which is gathered by administering questionnaires, was processed in
simple manner to determine the level of satisfaction among employees.
Every response was assigned some score based on this overall satisfaction
level was determined.

Data collected is carefully tabulated and analyzed by using satisfaction

methods and also various graphs are used.

42
DATA ANALYSIS:
In order to do the work properly, a insight about the product, about the
organization, about the employees was necessary. For this purpose a
extensive study was initially done about the Employee Satisfaction
After the initial study, the survey was started in order to get the
questionnaire filled by them.
On the basis of the information collected in the interviews from the
respondents and filled in questionnaire from them, certain findings were
made on that basis and some recommendations too were given to the
organization so as to improve the level of satisfaction of their customers.
These findings and recommendations would go a long way of satisfaction
and service in order to maintain its existing employees as well as to add 1-1
new employee to its existing data base. They also point the aspect in which
the organization is lacking and need to improvise upon as well as the aspect,
which are its plus point and which can really help in future.

Tools for analysis

Researcher has identified suitable statistical and analytical software after
gathering of data. Researcher has used software to analysis data i.e.
Microsoft EXCEL and other suitable statistical tool also used for data
analysis purpose.

43
Limitations of the study

This research study only considers the area of GH Graphics in
Gurgaon.

The sample size is not representing the whole population due to limited
time period and cost related aspect.

Biasness of respondents can be other constraints for
researcher.

The sampling technique, Non probabilistic convenience
sampling method has its own limitation.

44
 CHAPTER -6
DATA ANALYSIS AND INTERPRETATION

45
TABLE NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20%
2-5 years 14 28%
Above 10 years 26 52%
Total 50 100

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5 years Above 10 years

NO OF RESPONDENTS

INTERPRETATION: From the above table, 20% of employees have the

working experience below 2 years and 28% in between 2-5 years, at the time
82% employees work above 10 years in this institution

46
TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING
AND PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100

CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING

AND PROGRAMMES

40%

35%

30%

25%

20%

15%

10%

5%

0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION: From the above table 36% of employees are highly

satisfied in training programmes, 40% of employees satisfied and 24%
dissatisfied.

47
TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES
OF INSTITUTION

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100

CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES

OF INSTITUTION

NO OF RESPONDENTS
0%

Average
12%

Bad
16%

Good
72%

INTERPRETATION: Form the above table 72% of employees had good

opinion about the safety measure and 16% had bad opinion, same time 12%
employees had average safety measure only provided.

48
TABLE NO. 6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100

CHART NO. 6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

25

20

15

10

0 Column1

Highly NO OF RESPONDENTS
satisfactory Satisfied
Dissatisfied

NO OF RESPONDENTS

INTERPRETATION: From the above table 40% of employee highly satisfied

in their leave provided, 44% are satisfied and 16% dissatisfied.

49
TABLE NO. 6.5: SHOWING WHETHER THE JOB OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24%
No 8 16%
Cant say 30 60%
Total 50 100

CHART NO. 6.5: SHOWING WHETHER THE JOB OFFER TO

REALISE EMPLOYEES APPLICATION AND AMBITION

30

25

20

15

10
5
0
Yes
No
Cant say

NO OF RESPONDENTS

INTERPRETATION: From the above table 24% of employees are satisfied

and 16 % are dissatisfied also 60% of employees are not answered the question.

50
TABLE NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 14 28%
No 6 12%
Cant say 30 60%
Total 50 100

CHART NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

35

30 30
25

20

15 14
10

5 6

0
Yes No Cant say

NO OF RESPONDENTS

INTERPRETATION: From the above table 8% of employees to get chance to

be involved and identified with goal and image. 12% should not get chance and
60% of employees are not answered the question.

51
TABLE NO. 6.7: SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 30 60%
No 6 12%
Cant say 14 28%
Total 50 100

CHART NO. 6.7: SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING

Cant say

No

Yes

0% 10% 20% 30% 40% 50% 60% 70%

80%
90%
100%

NO OF RESPONDENTS Column1

INTERPRETATION: From the above table 60% of employees get chance to

be involved in decision making 12% should not get chance and 28% of
employees are not answered the question.

52
TABLE NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 20 40%
No 10 20%
Cant say 20 40%
Total 50 100

CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

25

20

15

10

0
Yes No Cant say

NO OF RESPONDENTS

INTERPRETATION : From the above table 40% of employees feels the good
team spirit, 20% should not feel and 40% of employees are not answered the
question.

53
TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET
PROPER PROMOTION AND GROWTH OPPORTUNITES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 34 68%
No 6 12%
Cant say 10 20%
Total 50 100

CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET

PROPER PROMOTION AND GROWTH OPPORTUNITES

35
30
25
20
15
10
5
0
Yes
No
Cant say

NO OF RESPONDENTS

INTERPRETATION: From the above table 6% employees to get proper

promotion and growth opportunities, 12% of employees should not get, 20%
employees are not answered the question.

54
TABLE NO. 6.10: SHOWING WHETHER SUPERVISOR LISTEN TO
THE OPINION AND SUGGESTIONS

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 28 56%
No 8 16%
Cant say 14 28%
Total 50 100

CHART NO. 6.10: SHOWING WHETHER SUPERVISOR LISTEN TO

THE OPINION AND SUGGESTIONS

30

25

20

15

10

0
Yes No Cant say

NO OF RESPONDENTS

INTERPRETATION: From the above table 56% of employees are agreed that
supervisor listen to their opinions and suggestions, but 10% employees are
disagree and 28% employees are not answered the question.

55
TABLE NO. 6.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 24 48%
No 16 32%
Cant say 10 20%
Total 50 100

CHART NO. 6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

30

25

20

15

10

0
Yes
No
Cant say

NO OF RESPONDENTS

INTERPRETATION: From above table 48% of employees satisfied the

overall allowances, 32% should not satisfied and 20% of employees are not
answered the question.

56
TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING
BEHAVIOUR AND SUPPORT OF MANAGEMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 38 76%
Bad 4 8%
Average 8 36%
Total 50 100

CHART NO. 6.12: OPINION OF EMPLOYEES REGARDING

BEHAVIOUR AND SUPPORT OF MANAGEMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION: From above table 76% of employees are shared a good

experience and 8% in a Bad level, 16% in average level.

57
TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

SATISFACTORY NO OF PERCENTAGE
LEVEL RESPONDENTS
Highly satisfactory 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100

CHART NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

NO OF RESPONDENTS
24% 36%

40%

Highly satisfactory Satisfied Dissatisfied

INTERPRETATION: From the above table 36% of employees are highly

satisfied and the work facilities provided by the company. 20% are satisfied and
24% of employees are not satisfied

58
TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 10 16%
Satisfied 38 74%
Dissatisfied 2 4%
Total 50 100

CHART NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR

40

35

30

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION: From the above table 16% of employees are highly

satisfied the working relationship with their supervisor and 76% satisfied and
4% is dissatisfied.

59
TABLE NO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 44 88%
Satisfied 2 4%
Dissatisfied 4 8%
Total 50 100

CHART NO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

NO OF RESPONDENTS 0%
Dissatisfied
Satisfied 8%
4%

Highly satisfactory
88%

INTERPRETATION: From the above table 88% is highly satisfied on

companies motivational programmes and 4% satisfied and 8% dissatisfied.

60
TABLE NO. 6.16: SHOWING WHETHER THE EMPLOYEES
SATISFIED WITH THE TIME OF THE JOB

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 36 72%
Satisfied 4 8%
Dissatisfied 10 20%
Total 50 100

CHART NO. 6.16: SHOWING WHETHER THE EMPLOYEES

SATISFIED WITH THE TIME OF THE JOB

Dissatisfied

Satisfied

Highly satisfactory

0 5 10 15 20 25 30 35 40

NO OF RESPONDENTS

INTERPRETATION: From the above 72% of employees highly satisfied with

the working time 8% satisfied and 20% dissatisfied.

61
TABLE NO. 6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES

OPINION NO OF RESPONDENTS PERCENTAGE

Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100

CHART NO. 6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES

40

30

20

10
NO OF RESPONDENTS
0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION: From the above table 80% of employees have good

opinion about refreshment and recreation facilities and 8% have bad opinion
and 12% have average opinion.

62
TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT
IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%
Bad 4 8%
Average 40 80%
Total 50 100

CHART NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT

IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

Average

Bad

Good

0 5 10 15 20 25 30 35 40 45

NO OF RESPONDENTS

INTERPRETATION: From the above table 12% of employees have good

opinion about and regarding management support in employees suggestion and
grievances.

63
TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY THE
MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%
Bad 4 12%
Average 38 76%
Total 50 100

CHART NO.6.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION: From the above table 12% of employees have good

opinion regarding management understanding of employees need and wants.
12% have bad opinion and 70% having an average opinion.

64
TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%
Bad 6 12%
Average 8 16%
Total 50 100

CHART NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

40

35

30

25

20

15

10

0
Good Bad Average

INTERPRETATION: From the above table 72% of employees satisfied with

the work environment and 12% of them having bad and 16% having an average
satisfaction regarding our statement.

65
 CHAPTER -7
FINDINGS AND DISCUSSIONS

The major findings of the studies are as follows:

All the respondents are employees of GH Graphics Pvt. Ltd. (Gurgaon).

Majority of the employees know the overall goals of the company that
means the employees can work to achieve the goals of the company.
Most of employees are highly satisfied (88percent) with motivational
programmes provided by the company that means they will serve the
best to the company at their utmost level in order to achieve individual
and organisational goal .
Only 16percent of employees are dissatisfied with the leave and other
conditions provided by the company else there are less chances of
dissatisfying by their job and most of them are more satisfied the
company and work assigned to them.
Majority of the employees are satisfied with the chance to be involved
and identified with the goal and image as their path is well defined and
decisions made are being thoroughly judged by the managers.
Majority of employees are satisfied with the allowances provided by
the company and this in return motivates the employees to do more
efforts for the company itself and to serve their best part to the
organisation to achieve best.
Higher portion of employees are satisfied with the promotion and
growth opportunities provided by the company so employees will give
their best to get promotions and personal growth too.

66
 Most of the employees always get a chance a part of decision making
(60percent) that improves the decision making power of the individual
so he can take right decisions in favour of the company.
Majority of employees satisfied (40percent) with the good team exist
in the organization.
Majority of employees opinion are the superior listen to their opinion
and suggestion.
Only 16percent of employees are not to get enough time to spend with
your family on leave occasion else are able to spend enough time with
their family on leave and occasion.
Most of employees satisfied (72percent) the time of the job that
improves the job satisfaction and personal satisfaction of the
employees.
24percent employees dissatisfied the training programmes conducted
by the company.
Majority of employees have a good opinion about safety measures
provided by institution (72percent) safety is the prior concern for
female employees and it is a positive thing for the company because
major group of employees feel safe.
Most of employees get proper promotion and growth opportunities
(68percent).
Some of the employees had bad opinion about behavior and supper of
management (8percent).
Majority of employees satisfied (70percent) the working relationship
with their supervision.
Majority of employees satisfied the refreshment and recreation

facilities.

67
 CHAPTER -8
SUGGESTIONS:
Management have to make effective communication channels in the firm.
Management should take remedial measures to improve general working
condition of the firm there by employees will be satisfied in their job.
Management should take proper care to maintain employee-employer
relationship.
Proper guidance and counseling should be provided to the employees so
that their mental satisfaction can be improved.
Management should provide proper safety measures in the organization,
so the employees will be secured in the job.
Management should provide promotional facilities to the employees then
only they will be motivated in the job.
Management should provide proper leave to the employees.
Management should take effective welfare measure-s to meet industry
standards.
Management should provide more opportunities to employees in order to
participate in decision making.

68
 CHAPTER -9
CONCLUSION

All the statutory and non-statutory measures are provided to employees as per
the standard measures, which improves employees satisfaction and increase
productivity.

Any organization success and growth depends on employees. The company

may have rich resources of capital, material, infrastructure, machines and
technology but if the quality of manpower is not good, the organization cannot
succeed. Employee welfare plays a vital role in every organization.
Besides several other factors the economic development of a country depends
upon the effective functioning of employees. In order to achieve this superiors
and the state should take necessary steps for the satisfaction of employees in
their respective jobs.

Employees are satisfied with the present working conditions and feel secure
about their job.

Almost all the employees are satisfied with the wages paid to them.

69
 ANNEXURE

QUESTIONNAIRE:

I, SUSHOBHIT, 5th Semester B.com(H) Student of SGTBIMIT. This is a

survey conducted as part of my internship project in partial fulfilment of the
B.com(H) under the Guru Gobind Singh Indraprastha University. The
Information given by you will be used purely for Academic purpose and will be
kept confident. I will be very much obliged if you spare some time for
answering the following questions.

Name:

Sex:

Position:

PERSONAL INFORMATION

Age:

20-30 30-40 41-50 51 &Above

Education Qualification:

SSLC Plus Two Degree Other

Monthly Income:

Below 8000 8000-10000 10000-25000

70
 1. Whether Company Give more concern for production or people?
People Production

2. Whether the company give reward to the employee?

Yes No

Opinion Highly- Satisfi Neutral Dis- Highly-

Satisfied ed satisfied Dissatisfie
d

3. Salary provided

4. Incentives Provided

5. Drinking Facility

6. Rest Time

7. Break Duration

8. Food

9. Time Schedule of work

10.Reward Provided

11.Leave Policy of Company

71
Opinion Strongly Agree Neutral Disagree Strongly
Agree Agree

12.Promotion based on Performance

13.Cohesive relationship with team

members
14.Feelings of job security

15.Able to adjust with colleagues and

mannerism
16.Fair employee grievance policy

17.Compressed work week policy

18.Providing leave salary

19.Job Improving Social Status

20.Suggestions

..

72
 BIBLIOGRAPHY

Books-

Dr. Guptha C. Human Resource Management, Sultan Chand and Sons,

New Delhi, 2004.
Rakesh Chopra, Human Resource Management U.K Publishing 2 edition
New Delhi, 2004.
Kothari. C.R, Research Methodology, New Age International Private Ltd,
New Delhi, 2004.
Davis, k., Organizational Behavior.
Luthans, Fred, 1995; Organizational behavior, McGraw Hill Book
Company, Singapore.

WEBSITES
www.ghgpl.com
www.hggpl.com
www.wikipedia.com

73