A

PROJECT REPORT
ON
STUDY OF
EMPLOYEE SATISFACTION LEVEL
UNDER TAKEN AT

VARDHMAN TEXTILES LIMITED

In partial fulfillment of the requirement for the degree of

Master in Business Administration (MBA)
(2008-2010)
UNDER THE GUIDANCE OF: SUBMITTED BY:
MR. SAPAN JAIN KARUNA CHAUHAN
ASSISTANT EXECUTIVE ROLL NO-7026220852

STUDENT OF
BUDHA COLLEGE OF MANAGEMENT
RAMBHA (KARNAL INDRI ROAD)

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 CERTIFICATE OF APPROVAL

The following Summer Project Report titled “Employee satisfaction level” at Vardhman
Textiles Ltd. is hereby approved as a certified study in management carried out and
presented in a manner satisfactory to warrant its acceptance as a prerequisite for the
award of Post Graduate Degree in Business Management for which it has been submitted.
It is understood that by this approval the undersigned do not necessarily endorse or
approve any statement made, opinion expressed or conclusion drawn therein but approve
the Summer Project Report only for the purpose it is submitted.

Summer Project Report Examination Committee for evaluation of Summer Project

Report

Name Signature

PG Summer Project college guide ……………………..

2
 ACKNOWLEDGEMENT

A project work is a combination of views, ideas, suggestions & contributions of many

people. Thus, one of the pleasant part of writing the report is the opportunity to thank
those who have contributed towards it fulfillment.
Behind every success there is certainly an unseen power of almighty God but an aim is
the internal condition of success which is attainable at perfection in everything by who
preserves with association of the predecessors, teachers, family members, friends and
colleagues.
I consider it as great privilege to have esteemed Lect. Ms GEETA SACHDEVA as my
project guide. I take this opportunity to express my sincere gratitude to her through
constant advice and constructive criticism nourished my interest in the subject and
provided a free and pleasant atmosphere to work against all odd situations.
I avail this opportunity to extend my heartfelt thanks and deep respect to faculty members
for their able guidance during the course of this project.

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 PREFACE

This project is the result of eight weeks training at Vardhman Group Ludhiana. Summer
training is an integral part of “Master in Business management” course and it aims at
providing a first hand experience of industry to students. This practical experience helps
the students to view the real Business World closely. Which inturn influence our
perception.

I am privileged that I got an opportunity to pursue my summer training in such a

reputed ,well established,fast growing and professionally managed organization.

The project assigned to me dealt with the study of satisfaction level of employees
working in Vardhman so I got an opportunity to deal with the workers and also see and
understand that how various departments in an organization work and are managed.

In the end I would like to express our deepest gratitude to entire faculty members who
have been guiding force behind this project and encouraged me for successful
completition of my project.

KARUNA CHAUHAN

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 TABLE OF CONTENTS
I. TITLE PAGE
II. CERTIFICATE OF APPROVAL
III. ACKNOWLEDGEMENT
IV. PREFACE
V. EXECUTIVE SUMMARY
CHAPTER 1.
1. Introduction to employee satisfaction
CHAPTER 2
Company profile
CHAPTER 3
Objectives of the study
Research methodology
Research design
Sample design and size
Sources of data
Scope of the study
CHAPTER 4
Data coding
Data analysis
CHAPTER 5
Findings
Recommendations
Conclusion
Limitations
APPENDIX
Bibliography
Questionnaire

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 EXECUTIVE SUMMARY

PROJECT TITLE:- To study the employee satisfaction level at Vardhman.

Our project is on Employee Satisfaction at Vardhman Textiles Ltd .In this Project , I have
tried to measure the satisfaction level of employees. Although this is an abstract concept,
I have tried to measure it with the help of questionnaire method. In this, we have asked
questions related to work environment, training and development, compensation, career
growth and welfare facilities and all other factors.
By data analysis we got the findings. We found that more than 50% of the employees
are satisfied with the company. There are certain areas which are very good and
employees are satisfied by those areas like work culture, work environment, relationship
of the employees with the management but in certain areas the company needs
improvement like welfare facilities, training development programs, salary structure,
transport facilities and infrastructure etc.

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 CHAPTER 1

INTRODUCTION TO EMPLOYEE SATISFACTION

Employee satisfaction is an abstract concept. The actual manifestation of the state of
satisfaction vary from person to person. The state of satisfaction depend on the number
of both physical and psychological variables. Employee satisfaction is a comprehensive
term including satisfaction of employees by the organization..
Why employee satisfaction survey is required?
Research shows that satisfied, motivated employees facilitate higher customer
satisfaction and, in turn, positively influence organizational performance. Organizations
that invest in measuring employee opinions and attitudes, by incorporating Employee
Satisfaction Surveys into their existing HR processes, can develop such a workforce.
Study of "Employee satisfaction" helps the company to maintain standards & increase
productivity by motivating the employees. This study tells us how much the employees
are capable & their interest at work place? What are the things still to be satisfy to the
employees. Although "human resource" are the most important resources for any
organization, so to study on employees satisfaction helps to know the working conditions
& what are the things that affects them not to work properly. Always majority of done by
the machines/equipments but without any manual moments nothing can be done. So to
study on employee satisfaction is necessary.
High levels of employee satisfaction are coorelated to high levels of productivity and low
levels of absenteeism so companys can save money by contracting a consulting firm to
measure employee satisfaction and to identify areas that can be improved to increase
employee satisfaction. High employee satisfaction levels can reduce turnover
By establishing frequent and consistent employee feedback processes, Confirmit
solutions enable enterprises to retain and develop their most vital asset - employees.so
measurement of satisfaction level of employees is necessary. Satisfied employees
contribute to development and growth to organization
Employee satisfaction surveys can provide fast, effective benchmarking of staff opinions
and organisational culture.

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It is an obvious statement but ‘high employee satisfaction levels can reduce employee
turnover’. Dissatisfied employees tend to perform below their capabilities, result in high
turnover of staff and leave their jobs relatively quickly, and are not very likely to
recommend your company as an employer. Employee satisfaction research gives
employees ‘a voice’ and also allows the pinpointing of problematic areas, leading to the
raising of staff satisfaction levels, developing and reviewing of staff management, and
optimising corporate communications.

Importance of employee satisfaction in an organization

Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If your employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied employees are
also more likely to be creative and innovative and come up with breakthroughs that
allows a company to grow and change positively with time and changing market
conditions.

The HRM Monitor is a research solution to measure and improve the satisfaction and
commitment of employees. It provides insight into:

 The satisfaction and commitment of employees

 The motivation and loyalty of employees
 Opportunities for improvement

This will help you realize:

 Opportunities to increase commitment

 Better performing employees
 Reduced employee absenteeism
 Employees who are more satisfied and motivated

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 REVIEW OF LITERATURE
(1) Dail.l. Fields1, Terry.c blum2
Employee satisfaction in work groups with different gender composition has been done
by employees.
This study investigates the relationship between the gender composition of an employee's
work group and the employee's job satisfaction, using a random sample over 1600 U.S.
workers. After controlling possible confounding variables, our analysis shows that the
level of an employee's job satisfaction is related to the gender composition of the
employee's work group, and that the relationship of these variables does not differ
between male and female employees. Both men and women working in gender-balanced
groups have higher levels of job satisfaction than those who work in homogeneous
groups. Employees working in groups containing mostly men have the lowest levels of
job satisfaction, with those working in groups containing mostly women falling in the
middle. These results are consistent with predictions based on Blau's theory of social
structure, that satisfaction would be highest for employees in more heterogeneous groups.
(2) Dainy.N.garrison
The first study of its kind, “The Impact of Employee Attitudes on Market Response and
Financial Performance” sheds light on how employee satisfaction and engagement drive
an organization’s bottom-line success, even if those employees have no direct contact
with customers. Results of the study suggest that influencing customer behavior goes
beyond advertising, beyond delivering on a brand’s “promise,” beyond customer service
and beyond product research and development. Influencing customer behavior, which in
turn effects an organization’s success, also requires specific efforts to maximize employee
engagement and satisfaction. The study addresses a universal business principal: it is far
less costly, and more fiscally prudent, to serve and nurture relationships with current
customers than it is to acquire new customers. It behooves managers to recognize and
cultivate employee engagement and satisfaction since they do indeed influence market
outcomes and an organization’s financial performance. Dr. James L. Oakley, assistant
professor of marketing, at Purdue University’s Krannert School of Management,
supervised the research in which 110,000 surveys were mailed out, with a 34% response
rate, to 100 randomly sampled public and private media companies. Financial data was

9
provided to a third party and was derived directly from financial reports for these
organizations
(3) Hackman, J. Richard; Oldham, Greg R.
The report describes the Job Diagnostic Survey (JDS), an instrument designed to measure
the following classes of variables: (1) objective job characteristics, particularly the degree
to which jobs are designed so that they enhance work motivation and job satisfaction; (2)
personnel affective reactions of individuals to their jobs and work setting; the readiness
of individuals to respond positively to "enriched" jobs--jobs with high potential for
generating internal work motivation. Based on a specific theory of how jobs affect
employee motivation, the JDS is intended to: (1) diagnose existing jobs to determine if
(and how) redesigning could improve employee productivity and satisfaction; and (2)
evaluate the effect of job changes on employees--whether the changes derive from
deliberate "job enrichment" projects or from naturally occurring modifications of
technology or work systems. The JDS has gone through three cycles of revision and pre-
testing. Reliability and validity data are summarized for 658 employees in 62 different
jobs in seven organizations who have responded to the revised instrument. Two
supplementary instruments are also described: (1) a rating form for assessing "target"
jobs; and (2) a short form of the JDS. All instruments and scoring keys are appended.
(4) John Wiley & Sons, Ltd.(1997)
This study investigates the relationship between the gender composition of an employee's
work group and the employee's job satisfaction, using a random sample over 1600 U.S.
workers. After controlling possible confounding variables, our analysis shows that the
level of an employee's job satisfaction is related to the gender composition of the
employee's work group, and that the relationship of these variables does not differ
between male and female employees. Both men and women working in gender-balanced
groups have higher levels of job satisfaction than those who work in homogeneous
groups. Employees working in groups containing mostly men have the lowest levels of
job satisfaction, with those working in groups containing mostly women falling in the
middle. These results are consistent with predictions based on Blau's theory of social
structure, that satisfaction would be highest for employees in more heterogeneous groups

10
 CHAPTER 2

INDIAN TEXTILE INDUSTRY

 Textile accounts for 14 % of India’s industrial production and around 27% of its
exports earnings. Textile industry in India covers a wide gamut of activities
ranging from production of raw material like cotton, jute, silk and wool to provide
high quality products such as fabrics and garments to consumers.
 Man made fibers account for around 40% share in a cotton dominated Indian
textile industry. India accounts for 15% of world‘s total cotton crop production
and records largest producer of silk.
 Industry uses a wide variety of fibers ranging from natural fibers like cotton, jute,
silk and wool to man made fibers like polyester, viscose, acrylic and multiple
blends of such fibers and filament yarns.
 Textile industry plays a significant role in Indian economy by providing direct
employment to an estimated 35 million people, by contributing 4% of GDP and
accounting for 35% of gross export earnings. Textile sector contributes 14% of
value addition in manufacturing sector.
 It is the second largest employer after the agriculture sector in both rural and
urban areas. India has large pool of skilled labor, experienced in technology skills.
 Almost all sectors of textile industry have shown significant achievement. Sector
has shown a 3.66% CAGR over the last five years.
 Textile exports during the period of April-February 2003-2004 amounted to $
11,698 million as against $11,142 million during the same period, showing
increase of around 5 percent.

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 ABOUT VARDHMAN GROUP

 Establishment of Vardhman

The industrial city of Ludhiana, located in the fertile Malwa region of Central Punjab is
otherwise known as the “MANCHESTER OF INDIA”. Within the precincts of this city
is located the Corporate Headquarters of the Vardhman Group, a household name in
Northern India has carved out a niche for itself in textile industry. The Vardhman Group,
born in 1965, under the entrepreneurship of Late Lala Rattan Chand Oswal, has today
blossomed into one of the largest Textile Business houses in India. Father of present
Chairman cum managing director, SH. S.P.OSWAL.
 Introduction

The Vardhman Group is one of the largest textile houses in the country. The group has the
sizeable presence in Spinning, Weaving, Sewing Threads, Fabrics Processing, Acrylic
Fiber manufacturing and Alloy Steels.
In 1965, at the time when India was awakening to the need for industrial investment,
Ludhiana, a bustling town in the fertile Malwa belt of Punjab, witnessed the
establishment of Vardhman which started as a 14,000 spindle spinning unit under the
entrepreneurship of Late Lala Rattan Chand Oswal . Vardhman has grown into full –
fledged textile group, with a range of textile products stretching from fiber to fabric. Over
the years, Vardhman has expanded its spinning capacities besides adding new business.
In 1982, the group entered the sewing thread market and has grown to be the second
largest producer of sewing thread. In 1992, it undertook forward integration in the
weaving business. It has also made its mark as the quality producer of Grey
poplin/sheeting/shirting in the domestic as well as foreign market

In 1990,the group went in for another diversification by entering the weaving

business. A grey fabric weaving facility was set up in Baddi, in Himachal Pradesh with a

12
capacity of 20,000 meters per day. Soon after the group entered into fabric processing by
setting up a unit by name of Auro Textiles in Baddi itself. This unit today has a
processing capacity of 1 lac meters/day.

In 1999,the group went in for diversifying into a business where it didn’t have
sufficient expertise when it set up an acrylic fibre manufacturing facility in
Bharuch(Gujarat).But this shortcoming was overcome by bringing in the technological
capabilities of two able Japanese partners, Marubeni and Exlan, into the venture. So a
joint venture Vardhman Acrylics Ltd was set with a two Japanese companies of late the
company setting up man integrated textile manufacturing facility in Budni and
Satlapur(M.P.) where it is setting up a captive power generation unit, a spinning unit-
Satlapur as a composite unit (spinning and weaving)- Budni.The facilities are expected to
add 2.5 lac spindle to the already massive 5,00,000 spindle capacity of the group. More
importantly it would give it’s a manufacturing presence in central India from where it can
better serve its western and south Indian clients. Until now the company had all its
manufacturing units in the northern India which not only made it difficult to serve its far
off clients but also posed the problem of capacity constraints for the company at the
existing units just when demand for Textile is expected to pick up in the post quotes
scenario. The capacity is expected to solve both these problems and is expected to
become operational by 2008.

During the year 2004 -05 Vardhman Spinning and General Mills Ltd. (VSGML) merged
into Mahavir Spinning Mills Ltd.(MSML) and VSGML became a holding company.

Today companies of the Group like Vardhman Spinning & General Mills Ltd.
(VSML) and Mahavir Spinning Mills Ltd. (MSML) are listed and trade on various Stock
Exchanges in India. The Group’s joint ventures include VMT Spinning Company Ltd. (A
joint ventures with Toho Rayon Co. Ltd. and Marubeni of Japan) and Vardhman Acrylics
Ltd. (A joint venture with Japan Exlan and Marubeni, Japan)
Vardhman is also the largest manufacturer and exporter of Cotton yarns from India. It is
the second largest producer of sewing threads in India and a large producer of acrylic
fibre and greige/ finished woven fabrics. The company has been awarded the prestigious

13
‘Texprocil’ award for outstanding achievements in exports regularly over the last decade.
Adherence to systems and true dedication to quality has resulted in obtaining the coveted
ISO-9002, ISO-14002 quality award which is the first in the Textile Industry in India and
yet another laurel to its credit.Vardhman’s endeavor to provide its customers with state-
of-the art products has been felicitated time and again, by the industry and the
Government.

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 MISSION STATEMENT

Vardhman aims to be the world class Textile organization producing diverse

range of products for the global Textile market. Vardhman seeks to achieve
Customer delight through excellence in manufacturing and customer service
based on creative combination of state of the art technology and human
resources. Vardhman is committed to be a responsible corporate citizen.
The mission of the Vardhman Group can be summed up in a single line i.e.
“BEING WORLD CLASS SPINNERS BY PROVIDING HIGHEST
QUALITY PRODUCTS WITHIN MINIMUM COST”.

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 LOGO OF VARDHMAN GROUP

The “Flame” signifies growth i.e. growth of the company along with the growth of each
and every individual associated with it whether he/she is a worker , a white collar
employee, a shareholder or a customer.
The “Stick” symbolizes cotton that is the basic raw material of the core product of
Vardhman.
The “V” stands for the Vardhman Group.

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 CULTURE AND ITS ASPECTS

1. Professionalism
2. System Approach
3. Commitment To Quality
4. Excellence With Economy
5. Cost Consciousness
6. Human Resource Regarded As Valuable Asset
7. Emphasis On Teaching and Development
8. Preference To Human Value
9. Management By Participation
10. Open Door Policy In Sharing Ideas And Suggestions
11. Group Synergy
12. Emphasis on effective communication and coordination
13. Managerial strength and acceptance to change
14. Cordial Environment
15. Customer Focus
16. Honor And Reward

GROUP PHILOSOPHY

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The Vardhman Group has always emphasized on total customer focus in all operational
areas. It has continuously monitored and nurtured relationships with all the customers and
business associates.

 Vardhman believes in:-

The fact that ‘change’ is a way of life.

Absolute market orientation for a quick and positive response to the customer’s
needs.
An uncompromising commitment to a flexible, professional and personalized service
from within a stimulating result oriented environment.
Delivery to a constant standard and on time.
Response approach to the benefits of R&D and the modern technology.
Having faith in individual potential and respect for human values.
Being a responsible corporate citizen with due respect to the laws of the land and its
environment.
Product to be the best available quality for premium market segment.
These underline the corporate philosophy, which has shaped VARDHMAN OF
YESTER YEARS into VARDHMAN OF TODAY.
Encouraging innovation for constant improvement to achieve excellence in all
functional areas

PRODUCT RANGE OF THE GROUP

 Yarns

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The constant endeavor to excel has transformed Vardhman into being the country’s
largest manufacturer and exporter of cotton yarns from India.
Catering to the diverse requirements of the local and global clients, Vardhman offers a
wide range of specialized grey, dyed and a variety of blended yarns in cotton, polyester
and acrylic. Technical tie-ups with the world class leaders from Switzerland, Germany,
Japan and Korea have provided state-of-the art machinery that has ensured a range of
products admired across the globe for their impeccable quality and service.
Latest technology, sourced from best available around the world, combined with
dexterous hands has made Vardhman a “Super Market of High Quality Yarns”
1994 was another milestone towards its mission to supply quality products. Vardhman
further improved the value addition to its existing range of tops, fiber dyed and cone dyed
yarns.
This was result of new phenomena that emerged on the horizons of Vardhman and also of
Indian Textiles. A fully integrated dyeing plant was commissioned with technology from
Nihon Sanmo Dyeing Co. Ltd., Japan, the leader in dyeing technology in the world. It has
a capacity of processing 22 tones fiber/tops and 10-tonnes of yarns per day.
Today Vardhman Group has over 50 tones of dyeing capacity per day, spread over various
plants.

PRODUCTS APPLICATIONS
Cotton Hosiery Yarn All kinds of knitted garments

Woven Yarn Shirts and Trousers

Tyre Cord yarn Manufacturing of Tyres
Acrylic Yarn Sweaters and Shawls
Hand Knitting Yarn Knitting

 Sewing Thread and industrial thread

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Vardhman is the second largest producer of sewing thread in the country next to Madura
coats Ltd.. The sewing thread manufacturing capacity is being expanded from present 17
tons per day to 22 tons per day in its sewing thread plants located at Hoshiarpur, Baddi
and Ludhiana. Sewing threads contributes 12 percent of the group turnover. It also
manufactures high quality “specialty threads” at its unit in Baddi.

SEGMENT APPLICATIONS
Apparel Sewing Threads Clothing, Tailoring, Hosiery
Specialty Threads Sports, Leather Goods,
Gloves, Mattresses,
Quilting, Parachutes etc.
Textile Crafts Embroidery, Crochet
Tapestry etc.
Kite Flying Kite Flying

 Weaving

Continuing its onward march on the value curve, Vardhman group entered weaving
business in 1992 with a capacity of 7 million meter per annum. This capacity has been
subsequently expanded to 25 million meters per annum. The group has already made its

20
mark as a quality producer of grey poplin/ suiting/ shirting in the home market and has
also entered the highly competitive export market within this short span, now exporting
fairly large volume of its production.

 Fabric

Vardhman’s recent entry into grey fabric weaving at Baddi (H.P.) commissioned in mid
1992 with a capacity of 70,000 meters per day. It has already made its mark as a quality
producer of grey poplin/suiting/shirting in the home market and also entered the highly
competitive export market within a short span, now exporting 90% of the production of
Auro Weaving, the weaving unit at Baddi. The group has initiated further forward
integration by setting up a fabric processing plant at Baddi. This plant Auro Textile has a
capacity of processing 70,000 meters of fabric everyday.

 Fibre

Vardhman ventured into the manufacture of acrylic fibre in 1999. The joint venture, VAL,
was set up together with two leading Japanese business houses namely Japan Exlan

21
Company Ltd., a part of Toyobo group of Japan & Marubeni Corporation, Japan. It has
a manufacturing capacity of 18000 MT per annum at Jhagadia, Gujarat in Western
India. The products are marketed under the brand name VARLAN. ‘Varlan’ fibre has
acquired Indian Market for its use in a wide variety of applications such as Hand Knitting
Yarns; Machine knitting yarns for blankets, jerseys, sweaters, saris, dress material,
upholstery, furnishing fabrics, velvets, Carpets etc. The Group is one of the largest
consumers of Acrylic Staple Fibre in India.

 Special Steel

The steel business was setup in 1973 as diversification with a capacity of 35000 mt per
annum. Later on group acquired a steel plant from Mohta Group of Industries (now
known as Vardhman Special Steel) in 1986 and converted this loss making unit into a
profitable business in first year of operation with the group. Subsequently the steel mill
has been modernized and expanded to a capacity of 1.80 lacs mt per annum. Catering to
high technology quality conscious alloy steel segment, the unit has a reputation of being a
dependable source of supply of special and alloy steel to Indian/International standards.

COMPANY PROFILE

Registered office/ corporate office Chandigarh Road, Ludhiana (PB.)

Date of incorporation 27 December, 1962

Listings on Stock Exchange

-Bombay Stock Exchange, Bombay

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 -Delhi Stock Exchange Association Ltd. New Delhi
-Ludhiana Stock Exchange Association Ltd. Ludhiana

 VSGM LTD includes:-

1. VSGM UNIT I
2. VSGM UNIT II
3. AURO SPINNING MILL
4. AURO WEAVING MILL
5. AURO DYEING, BADDI
6. AURO TEXTILES, BADDI
7. VSGM (100% EOU), BADDI

 Board of Directors:- current information as on 13/11/2019

SHRI PAUL OSWAL

SH. BAL KRISHAN BATRA
SH. SURINDER KUMAR BANSAL
SH. SURINDER SINGH BAGII
AIR MARSHAL K.S.BHATIA (RTD.)
SH. CHAMAN LAL JAIN
SH. S.K. BIJALANI
SH. RAJENDRA
SH. BAL KRISHAN CHOWDARY
SH. SUCHIT JAIN

23
SMT. SUCHITA JAIN

 Company Secretary

MRS. SHAKTI JINDAL

 Auditors

M/S S.C. VASUDEVA & CO. NEW DELHI

 Corporate General Manager (Finance, Accounts &MIS)

MR. NEERAJ JAIN

 A Brief Detail Of Various Products Is Given Below:-

 Yarns

1. 100% Cotton
2. 100% Acrylic
3. Acrylic / Cotton
4. Polyester / Cotton
5. Melange
6. Carded / Combed
7. Single / Multifold
8. Cones / Hanks
9. Raw white / Bleached / Dyed.

 Hand knitting yarn

1. Fancy
2. Twisted

 Sewing threads
1. Cotton

24
 2. Polyester
3. Threads

 Fabrics

1. Poplin
2. Shirting
3. Sheeting
4. Dress Material

 Special Steels

1. Alloy Steels
2. Low Carbon Steels
3. Spring Steels

 Group Units

1. Mahavir Spinning Mills Ltd.

Unit Location Product Range

Mahavir Spinning Mills Ltd.(Unit 1, 2,3) Ludhiana Cotton blended, Acrylic, HKY

Auro Spinning Mills Baddi Cotton blended, Fibre Dyed yarn

Auro Dyeing Mills Baddi Yarns and Fibre dyeing

Auro Weaving Mills Baddi Grey Popline, Sheeting and Shirting

Auro Textile Mills Baddi Fabric processing

VSGM Baddi Cotton yarns

2. Mahavir Spinning Mills Ltd

25
Unit Location Product Range

Mahavir Spinning Mills Ltd (Unit 1) Hoshiarpur Sewing thread and Industrial Thread

Arihant Spinning Mills Malerkotla Cotton, Blended, Melange yarns

Arisht Spinning Mills Baddi Cotton, Blended yarns

Arisht Spinning Mills (100% EOU) Baddi Cotton, Blended yarns

Anant Spinning Mills Cotton, Blended yarns

Vardhman Special Steel Ludhiana Special steel, Alloy steel, Low carbon steel

MSML Sewing Thread Ludhiana Sewing thread and Industrial thread

3. VMT Spinning Co. Ltd.

Unit Location Product Range

Vardhman Spinning Co. Baddi Cotton yarns

4. Vardhman Acrylics Ltd

Unit Location Product Range

Vardhman Acrylic Ltd Bharuch (Guj) Acrylic fibre

5. Vardhman Threads Ltd

Unit Location Product Range

Vardhman Threads Ltd Baddi Industrial Threads

26
27
Manufacturing and Distribution Network

BUSINESS PORTFOLIO
Vardhman group has its presence in various businesses as yarns, hand knitting yarns,
sewingthreads, fabrics, and Special steel.

 Share of each business group turnover:-

 Product wise turnover

(Value in Crores)

28
 2,000.00

1,500.00

1,000.00
2018-19
500.00 2017-18

0.00
Yarns Sewing
Steel Fabric
Thread Acrylic
Fibre

MARKET POSITION
1. Largest Spinning capacity in India - over half a million spindles.

2. Largest producer of Cotton, Synthetics and Blended yarns in the country.

3. Largest Dyeing Capacity of Fiber and Yarn.

4. Largest Exporter of Cotton Yarn.

5. Market Leader in Hand Knitting Yarns in India.

6. Largest range of Textile products.

7. Second largest producer of Sewing Thread in the country.

8. Collaborations with specialist worldwide.

9. ERP (Enterprise Resource Planning) enabled solutions for online order tracking.

GROUP CORPORATE OFFICE

Vardhman has a modern centrally air-conditioned multi stored corporate building that
serves as the original place from where all strategies, policies, programs, rules and
regulation take shape. The corporate building houses the offices of the top bosses

29
including chairman cum managing director, executive director, corporate general
manager and corporate vice president of the various functional areas. The other facilities
at the corporate office include meeting rooms, boardroom, conference halls etc.

 Different departments of VSGM:-

 Commercial Department
1. Marketing

30
 2. Costing
3. Finance
4. Material
 Administrative Department
1. Industrial relations
2. Personnel department
3. Transport
4. Security
5. Establishment (dispatch & issue)
6. Electronic data process
 Production Department
1. Spinning I
2. Spinning II
3. Post Spinning I
4. Post Spinning
5. Worsted I, II
6. Hand Knitting section
7. Research & Development
8. Dye house – unit- II
 Engineering Department
1. Electronic department
2. Civil department
3. Mechanical department

ORGANISATIONAL STRUCTURE
BOARD OF DIRECTORS

31
 CHAIRMAN MANAGING DIRECTOR

CORPORATE GENERAL MANAGER

VICE PRESIDENT

MANAGER

EXECUTIVE

OFFICERS

STAFF

SUB STAFF

SWOT ANALYSIS OF THE VARDHMAN GROUP

 Strengths:-
1. Good Brand Equity
2. Good technological base with Foreign Collaboration
3. High Quality Standards
4. High Production Capacity

32
5. Own Research and Development department
6. Commitment for growth
7. Human Capital
8. Zero Defect and optimum production with zero wastage
9. Its culture and philosophy

 Weaknesses:-
1. Comparatively high prices
2. Lesser degree of promotional activity
3. Long Hierarchy

 Opportunities:-
1. As quality is good and prices are comparatively high, Vardhman can always easily
liquidate stock pressure by slight reduction in prices.
2. As brand image is very good and production is too wide, Vardhman can have
some good customers with whom direct business can be established. With this
Vardhman will have better Quantity and Regularity of sales.
3. Strict payments are strengths at times as well as weakness. If a moderate policy,
as per present conditions are adopted, the dealers and customers shall be attracted
to buy more and regularly.
4. Shortened hierarchy shall provide hope for better customer service.

 Threats:-
1. Smaller players in the market are using Vardhman’s process as a shield to push
their product at lower prices.
2. Companies from south are entering into Ludhiana market.
3. Capacity of Yarn Spinning is increasing rapidly in comparison to increase in
market size, resulting into the addition of new players. This would result in price

33
cuts, liberalization of payment, terms and conditions etc. the various functional
areas.

CHAPTER 3

OBJECTIVES OF THE STUDY

 To find out the satisfaction level of the employees at Vardhman .

 To observe the working environment.

34
  To find out the reasons why the employees feel dissatisfied.
 To suggest measures to improve the satisfaction level of employees.
 .To examine the provisions of growth and opportunities.
 To find out the areas of improvement in the company.
 To know the kind of relationship between superiors and subordinates.

RESEARCH METHODOLOGY
Employee satisfaction research encompasses many different research techniques but the
measurement of satisfaction is only the first step to improving employee satisfaction
 Research Design

35
 It is very important part of research methodology. To gain familiarity with the
phenomena or to achieve new insights into the study we go for exploratory research
design
 Sample Design and Size
The population of are study is Corporate office, Vardhman Textiles Ltd. And
the sample size of sixty employees working in Corporate office, Vardhman Textiles Ltd.
For sampling we have used the technique namely stratified random sampling. We have
chosen this technique because the population is divided into stratas i.e officers and staff
and data is selected from each strata.
 Method of Data Collection
The fourth step of research methodology is data collection. It can be done
through primary or secondary techniques. In my study I have taken both the techniques to
collect the data.
 To collect primary data I have done a survey on Employee Satisfaction through a
questionnaire which was filled by the employees of Corporate Office. The
questionnaire consisted of 25 questions (23-close ended and 2-open ended) and
technique used to prepare the questionnaire is LIKERT’s Scaling.
 For secondary data I have reffered journals, magazines and largely internet.
 Scope of the study
Employee Satisfaction survey helps employers to measure and understand their
employee’s attitude, opinions, required motivation, commitment and satisfaction. It has
wide scope for the employees as well as the employers.
1. It will lead to improvement in the satisfaction level of employees of
Vardhman.
2. The results of the survey could be use for increasing the productivity of
the organisation.
3. Company can take measures to remove the loopholes whereever they
exist.
4. Company can work on strengthning their core competencies which came
out as the result of the survey.

36
 5. Organisation can identify the root causes of job issues and problems , and
can create solutions for improvement with an accurate perspective of
employee views.
6. This survey provides the information needed to improve levels of
productivity , job satisfaction and loyalty.
7. By working on the areas of improvement, organisation can imrove the
quality and quantity of workdone by the employees
8. Employees would feel that the management is amphethetic enough to
understand their view point point and this would create a feeling of
trustworthiness among employees for the management.

CHAPTER 4
DATA CODING
QUESTION STRONGLY AGREE INDIFFERENT DISAGREE STRONGLY TOTAL
NO: AGREE DISAGREE
1 13 39 4 - 4 60

37
 2 6 37 9 6 2 60
3 4 35 8 11 2 60
4 5 28 15 11 1 60
5 8 36 7 6 3 60
6 7 38 5 9 1 60
7 6 30 7 11 6 60
8 6 18 14 19 7 60
9 4 26 7 20 3 60
10 8 15 14 21 2 60
11 3 26 15 11 5 60
12 14 24 7 11 4 60
13 10 30 5 13 2 60
14 5 35 11 7 2 60
15 1 33 9 12 5 60
16 8 31 9 8 4 60
17 - 39 10 7 4 60
18 5 37 9 5 4 60
19 4 30 9 12 5 60
20 - 31 16 8 5 60
21 - 12 20 21 7 60
22 - 14 23 19 8 60
23(a) 7 24 15 9 5 60
23(b) 2 26 8 19 5 60
23(c) 2 21 4 25 8 60
23(d) 6 33 7 9 5 60
23(e) 4 20 14 12 10 60
23(f) 3 27 8 14 8 60
23(g) 2 24 9 15 10 60
23(h) 9 24 10 11 6 60
23(i) 8 22 8 9 13 60

QUESTION YES NO CAN’T SAY TOTAL

NO:-
26 30 5 25 60

Question 1:- The environment of workplace is comfortable and safe.

Responses:-
Strongly Agree 13
Agree 39
Indifferent 4
Disagree -

38
Strongly Disagree 4

7% 0% 7%
22%
Strongly Agree
Agree
Indifferent
Disagree
Strongly Disagree

64%

Question 2:- I feel there is proper co-ordination and teamwork within my department.
Responses:-
Strongly Agree 6
Agree 37
Indifferent 9
Disagree 6
Strongly Disagree 2

Question 3:- I feel my department gets proper support and teamwork from other
departments.
Responses:-
Strongly Agree 4
Agree 35
Indifferent 8
Disagree 11

39
Strongly Disagree 2

Question 4:- I am provided with optimum resources for my work assignments.

Responses:-
Strongly Agree 5
Agree 28
Indifferent 15
Disagree 11
Strongly Disagree 1

30

25

20 Strongly Agree
Agree
15 28
Indifferent
10
15 Disagree
11
5 Strongly Disagree
5
1
0
Strongly Indifferent Strongly
Agree Disagree

Question 5:- I am treated with respect by management and fellow employees.

Responses:-
Strongly Agree 8
Agree 36
Indifferent 7

40
Disagree 6
Strongly Disagree 3

40
35
30
25
Series1
20
Series2
15
10
5
0
Strongly Agree Indifferent Disagree Strongly
Agree Disagree

Question 6:- There is a good superior subordinate relationship within my organization.

Responses:-

Strongly Agree 7
Agree 38
Indifferent 5
Disagree 9
Strongly Disagree 1

15% 2% 12%
Strongly Agree
8%
Agree
Indifferent
Disagree
Strongly Disagree
63%

Question 7:- Management is flexible and understands the importance of balancing my

work and personal life.
Responses:-
Strongly Agree 6
Agree 30

41
Indifferent 7
Disagree 11
Strongly Disagree 6

10% 10%

18% Strongly Agree

Agree
Indifferent
Disagree
Strongly Disagree
12% 50%

Question 8:- Company policies provide enough welfare programs for employees.
Responses:-

Strongly Agree 6
Agree 18
Indifferent 14
Disagree 19.

42
Strongly Disagree 7

Question 9:- I am involved in decision making that affects my job.

Responses:-

43
Strongly Agree 4
Agree 26
Indifferent 7
Disagree 20
Strongly Disagree 3

5% 7%

Strongly Agree
33%
Agree
Indifferent
Disagree
43%
Strongly Disagree

12%

Question 10:- The employee welfare and engagement activities adopted by the company
results in improvement of productivity.
Responses:-
Strongly Agree 8

44
Agree 15
Indifferent 14
Disagree 21
Strongly Disagree 2

25

20

15
Series2
10

0
Strongly Agree Indifferent Disagree Strongly
Agree Disagree

Question 11:- My training and development needs are timely identified and addressed.
Responses:-
Strongly Agree 3
Agree 26
Indifferent 15
Disagree 11
Strongly Disagree 5

30

25 26
Strongly Agree
20 Agree
15 15 Indifferent

10 11 Disagree
Strongly Disagree
5 5
3
0
Strongly Indifferent Strongly
Agree Disagree

Question12:- My company spends reasonable time, effort and money in training and
Development of employees.
Responses:-
Strongly Agree 14

45
Agree 24
Indifferent 7
Disagree 11
Strongly Disagree 4

7%
23%
18% Strongly Agree
Agree
Indifferent
Disagree
12%
Strongly Disagree
40%

Question 13:- The training provided really helps in development of employees.

Responses:-
Strongly Agree 10
Agree 30
Indifferent 5
Disagree 13
Strongly Disagree 2

3%
17%
22%
Strongly Agree
Agree
Indifferent
8% Disagree
Strongly Disagree

50%

Question 14:- Quality of training and development provided to me is good.

Responses:-
Strongly Agree 5
Agree 35

46
Indifferent 11
Disagree 7
Strongly Disagree 2

Strongly Disagree 2

Disagree 7 Strongly Agree

Agree
Indifferent 11 Indifferent
Disagree
Agree 35 Strongly Disagree

Strongly Agree 5

0% 20% 40% 60% 80% 100%

Question 15:- I am encouraged to develop new and more efficient ways to do my work.
Responses:-
Strongly Agree 1
Agree 33
Indifferent 9
Disagree 12
Strongly Disagree 5

8% 2%

Strongly Agree
20%
Agree
Indifferent
55% Disagree
Strongly Disagree
15%

Question 16:- My job profile is according to my competency and qualification.

Responses:-
Strongly Agree 8
Agree 31

47
Indifferent 9
Disagree 8
Strongly Disagree 4

40

30 Strongly Agree
Agree
20
31
Indifferent
10 Disagree
8 9 8 4 S1
0 Strongly Disagree
Strongly Agree Indifferent Disagree Strongly
Agree Disagree

Question 17:- Management recognizes and makes use of my abilities and skills.
Responses:-

48
Strongly Agree -
Agree 39
Indifferent 10
Disagree 7
Strongly Disagree 4

7%
12%
Agree
Indifferent
Disagree
17%
64% Strongly Disagree

Question 18:- My superior provide me with constant feedback to help me.

Responses:-
Strongly Agree 5
Agree 37
Indifferent 9
Disagree 5
Strongly Disagree 4

8% 7% 8%
Strongly Agree
15% Agree
Indifferent
Disagree
Strongly Disagree
62%

Question 19:- Overall I am satisfied with my job at company.

Responses:-
Strongly Agree 4
Agree 30

49
Indifferent 9
Disagree 12
Strongly Disagree 5

8% 7%
Strongly Agree
20%
Agree
Indifferent
Disagree
50%
15% Strongly Disagree

Question 20:- I am provided with proper growth and development opportunities in the
company.
Responses:-
Strongly Agree -
Agree 31
Indifferent 16
Disagree 8
Strongly Disagree 5

8%
13%
Agree
Indifferent

52% Disagree
Strongly Disagree
27%

Question 21:- Employees are treated fairly and equally regarding compensation and
increment.
Responses:-
Strongly Agree -

50
Agree 12
Indifferent 20
Disagree 21
Strongly Disagree 7

12% 20%

Agree
Indifferent
Disagree
35% Strongly Disagree
33%

Question 22:- I am granted timely and unbiased promotions.

Responses:-
Strongly Agree -
Agree 14
Indifferent 23
Disagree 19
Strongly Disagree 8

13% 22%

Agree
Indifferent
Disagree
30% Strongly Disagree

35%

Questions 23:- The following facilities and benefits provided to you are satisfactory.
(a) Leave facilities

51
 Strongly Agree 7
Agree 24
Indifferent 15
Disagree 9
Strongly Disagree 5

8% 12%
15% Strongly Agree
Agree
Indifferent
Disagree
40%
25% Strongly Disagree

(b) Housing facilities

Strongly Agree 2
Agree 26
Indifferent 8
Disagree 19
Strongly Disagree 5

8% 3%
Strongly Agree

32% Agree
Indifferent
44%
Disagree
Strongly Disagree
13%

(c) Transportation facilities

Strongly Agree 2
Agree 21

52
Indifferent 4
Disagree 25
Strongly Disagree 8

13% 3%
Strongly Agree
35%
Agree
Indifferent
Disagree
42% Strongly Disagree
7%

(d) life Insurance

Strongly Agree 6
Agree 33
Indifferent 7
Disagree 9
Strongly Disagree 5

8% 10%
15% Strongly Agree
Agree
Indifferent
Disagree
12%
Strongly Disagree
55%

(e) Education assistance

Strongly Agree 4

53
Agree 20
Indifferent 14
Disagree 12
Strongly Disagree 10

17% 7%

Strongly Agree
33% Agree
Indifferent
20% Disagree
Strongly Disagree
23%

(f) Retirement benefits

Strongly Agree 3
Agree 27
Indifferent 8
Disagree 14
Strongly Disagree 8

13% 5%
Strongly Agree
Agree
Indifferent
23% Disagree
46%
Strongly Disagree
13%

(g) Disability Benefits

54
Strongly Agree 2
Agree 24
Indifferent 9
Disagree 15
Strongly Disagree 10

17% 3%

Strongly Agree
40% Agree
Indifferent
Disagree
25%
Strongly Disagree

15%

(h) Health benefits

Strongly Agree 9
Agree 24
Indifferent 10
Disagree 11
Strongly Disagree 6

10% 15%
Strongly Agree
18%
Agree
Indifferent
Disagree
40% Strongly Disagree
17%

(i) company picnics & parties

55
Strongly Agree 8
Agree 22
Indifferent 8
Disagree 9
Strongly Disagree 13

22% 13%
Strongly Agree
Agree
Indifferent

15% Disagree
37%
Strongly Disagree
13%

24) I would recommend others to work for the company.

Responses:-

Yes 30
No 5
Can’t say 25

42%
Yes
No
50% Can’t say

8%

OVERALL SATISFACTION:-

56
Strongly Agree 9%
Agree 47%
Indifferent 17%
Disagree 19%
Strongly Disagree 8%

8% 9%

19% Strongly Agree

Agree
Indifferent
Disagree
47% Strongly Disagree
17%

57
 CHAPTER 5

FINDINGS

 The employees are satisfied with the environment of the workplace.

 Most of the employees are satisfied with the co-ordination and teamwork within
their as well as other departments.
 Employees feel there is healthy superior-subordinate relationship within the
organization.
 Employees are not much satisfied with the company’s welfare programs.
 Most of the employees say that the management is flexible towards the
employees.
 Employees are satisfied with the training and development programs organized by
the company.
 Most of the employees are happy with their job and job profile.
 A greater percentage of employees are not satisfied with compensations,
increments and promotions given by the company
 Mostly the employees are satisfied with the benefits and facilities provided by the
company except transportation facility.
 Half of the percentage of employees would recommend others to the company.

58
 CONCLUSION

As we know that human resources are the biggest assets of any organisation so relying
upon this criterion we can say that their satisfaction towards their job is very important,
as if they are satisfied they will work to the best of their ability which will contribute
towards the profitability of the organization and better productivity. Hence, every
organisation should always make sure that their employees are satisfied. If their
employees are not satisfied with the organisation then necessary steps should be taken to
make them satisfied because it will ultimately lead to improvement in their work which
will then contribute towards the success of organisation.
From the results of the survey, we found that more than 50% of the employees are
satisfied with the company. There are certain areas which are very good and employees
are satisfied by those areas like work culture, work environment, relationship of the
employees with the management but in certain areas the company needs improvement
such as welfare facilities, training development programs, salary structure, transport
facilities and infrastructure etc.
Though the management of Vardhman is continuously taking measures to improve the
satisfaction level of the employees but still the satisfaction level of employees is not up to
the mark so there is a scope of improvement in the policies of the company.

59
  Limitations:-

Identifying the employee satisfaction level in any company is not possible without certain
hindrances and limitations due to variation in satisfaction at different levels of employees
within the organization. Certain hindrances and limitations that were being faced during
the project are as follows.

TIME: - There was lack of time on the part of respondents as the employees have a busy
schedule and well-defined job profile. They can’t afford to miss out their own job
responsibilities and perform other works.

AUTHENTICITY OF FEEDBACK: - Most of the study was based on the feedback

from the employees which we got in the form filled questionnaire. The responses of the
employees may be biased as observed.
e.g. - The questions whose possible response would have been disagree or stongly
disagree, the employees opted for marking the indifferent option.

ATTITUDE AND BEHAVIOUR:- Whole of the analysis is based on the feedback of the
employees through the medium of filled questionnaire and it was based on their personal
perception and attitudes which may vary from individual to individual.
Though all efforts have been made to include all areas related to employee satisfaction to
be covered in the project work, but some issues may have been missed.

LIMITED KNOWLEDGE:- Though all efforts have been made to include all areas
related to employee satisfaction to be covered in the project work but some issues may
have been missed as the knowledge level of a student and an employee may differ to a
large extent.
These limitations were faced as they were an integral part of the research however they
did not affect the quality and parameter of the finding.

60
SUGGESTIONS AND RECOMMENDATIONS

 Company needs to revise the pay scale of the employees.

 Timely and adequate increments should be there for the employees.
 Company should have improve its infrastructure.
 Organization should have better transportation facilities.
 Employee involvement should be encouraged.
 Training and development programs need to be paid more attention.
 There is a need to pay proper attention towards the employee welfare programs.
 Employee motivation should be encouraged.
 Work hours should be clearly defined.
 Organization should provide better leave facilities.

61
Questionnaire for Employee Satisfaction Survey:-

Dear respondent,
I am a BBA student, I want to get some information for the fulfillment of my
training report. You are assured that the data being filled by you regarding your views on
your working with the organisation, will remain confidential and will not be shared with
anyone. This is only for my project purpose. Further I don’t require your name,
designation, experience or department etc, so that the questionnaire is filled in true spirit.

Personal information:-
(a) Sex Male ( ) Female ( )
(b) Age
Below 20 ……
20.30 ……
30-40 ……
Above 40 ……
(c) Marital status Married ( ) Unmarried ( )

Instructions:-

Rate the following factors on a scale ranging from 1-5. Tick the response you feel most
appropriate .Your free and frank response will be appreciated.
Here 1 = strongly agree
2 = agree
3 = Indifferent
4 = disagree
5 = strongly disagree
Please avoid option 3 unless it is very genuine.

Questions:-

(1) The environment of workplace is comfortable and safe.

1( ) 2( ) 3( ) 4( ) 5( )

(2) I feel there is proper co-ordination and team work within my department.
1( ) 2( ) 3( ) 4( ) 5( )

(3) I feel my department gets proper support and team work from other departments.
1( ) 2( ) 3( ) 4( ) 5( )

62
(4) I am provided with optimum resources for my work assignments.
1( ) 2( ) 3( ) 4( ) 5( )

(5) I am treated with respect by management & fellow employees.

1( ) 2( ) 3( ) 4( ) 5( )

(6) There is a good superior –subordinate relationship within my organization.

1( ) 2( ) 3( ) 4( ) 5( )

(7) Management is flexible and understands the importance of balancing my work and
personal life.
1( ) 2( ) 3( ) 4( ) 5( )

(8) Company policies provide enough welfare programs for employees.

1( ) 2( ) 3( ) 4( ) 5( )

(9) I am involved in decision making that effects my job.

1( ) 2( ) 3( ) 4( ) 5( )

(10) The employee welfare and engagement activities adopted by the company results in
improvement of productivity.
1( ) 2( ) 3( ) 4( ) 5( )

(11) My training and development needs are timely identified and addressed.
1( ) 2( ) 3( ) 4( ) 5( )

(12) My company spends reasonable time, effort and money in training and development
of employees.
1( ) 2( ) 3( ) 4( ) 5( )

(13) The training provided really helps in development of employees.

1( ) 2( ) 3( ) 4( ) 5( )

(14) Quality of training and development provided to me is good.

1( ) 2( ) 3( ) 4( ) 5( )

(15) I am encouraged to develop new and more efficient ways to do my work.

1( ) 2( ) 3( ) 4( ) 5( )

(16) My job profile is according to my competency and qualification.

1( ) 2( ) 3( ) 4( ) 5( )

63
(17) Management recognises and makes use of my abilities and skills.
1( ) 2( ) 3( ) 4( ) 5( )

(18) My superiors provide me with constant feedback to help me.

1( ) 2( ) 3( ) 4( ) 5( )

(19) Overeall i am satisfied with my job at company.

1( ) 2( ) 3( ) 4( ) 5( )

(20) I am provided with proper growth and development opportunities in company.

1( ) 2( ) 3( ) 4( ) 5( )

(21) Employees are treated fairly and equally regarding compensation and increment.
1( ) 2( ) 3( ) 4( ) 5( )

(22) I am granted timely and unbiased promotions.

1( ) 2( ) 3( ) 4( ) 5( )

(23) The following facilities and benefits provided to you are satisfactory:-
Here 1 = strongly agree, 2 = agree, 3 = Indifferent, 4 = disagree
5 = strongly disagree

1 2 3 4 5
(a) Leave facilities ( ) ( ) ( ) ( ) ( )
(b) Housing facilities ( ) ( ) ( ) ( ) ( )
(c) Transportation facilities ( ) ( ) ( ) ( ) ( )
(d) Life insurance ( ) ( ) ( ) ( ) ( )
(e) Education assistance ( ) ( ) ( ) ( ) ( )
(f) Retirement benefits ( ) ( ) ( ) ( ) ( )
(g) Disability benefits ( ) ( ) ( ) ( ) ( )
(h) Health benefits ( ) ( ) ( ) ( ) ( )
(i) Company picnics & parties ( ) ( ) ( ) ( ) ( )

(24) What do you like the most while working for the company.
……………………………………………………...
……………………………………………………...
……………………………………………………...

(25) Suggest some areas of improvement in the company.

…………………………………………………….
…………………………………………………….
…………………………………………………….

64
(26) I would recommend others to work for the company.

Yes ( ) No ( ) Can’t say ( )

Thanks for your kind co-operation.

65
 BIBLIOGRAPHY

Websites
http://www.integronresearch.com/employee-satisfaction/employee-satisfaction-per-
industry.html
http://www.questia.com/googleScholar.qst?docId=5001708742
http://www.emeraldinsight.com/10.1108/09544780510603198
http://www.quest ia.com/googleScholar.qst?docId=5001708742
http://wiki.answers.com
http://www.integronresearch.com/employee-satisfaction/employee-satisfaction-per-
industry.html
http://www.accenture.com/Global/Consulting/Human_Resources_Mgmt/R_and_I/Positiv
e_Environments.ht
http://www.zoomerang.com/casestudy/study-stanley.htm

Journal articles &Research paper

Journal article by Paul Toulson, Mike Smith; Public Personnel Management, Vol. 23,
1994

Journal article by Ronald J. Burke, Jim Graham, Frank Smith; The TQM
Magazine,Vol.17,issue:4,page 358-363

Journal article by Titus Oshagbemi;Employee Relations,Vol.22,page:88-106,2000

Journal articles by Roland T. Rust, Greg L. Stewart, Heather Miller, Debbie

Pielack,volume 7,issue:5,page:62-80

66
67