CHAPTER -1

INTRODUCTON
MEANING
Employee satisfaction is a measure of how happy workers are with their employee and
working environment. Keeping morale high among workers can be tremendous benefit to
any organization, as happy workers will be likely to benefit to any company. There are
many factors for maintaining high employee satisfaction, which wise employers would
do will to implement.

EMPLOYEE SATISFACTION
To increase employee satisfaction, many companies will have mandatory survey or face
to face meeting either employees to gather information. Both of these tactics have pros
and cons and should be chose carefully. Surveys are often annoying allowing workers
more freedom to be honest without fear. Interview with company management can feel
intimating but if done carefully can let to workers know their voice has been heard and
their concern addressed by those in changes. Surveys and meetings can truly got the
center of data surrounding employee satisfaction and can be great tools to identify
specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to
make workers feel they are part of the family or team. Holding Office Events such as
parties and group outings can help close bonds among workers. Many companies also
participate in team building retreats that are designed strengthen the working relationship
of the employers in the non- working related settings. Company trips, pain ball wars and
guided back parking trips are versions of this type of team building strategy, with which
many employees have founded success.

Of course, few will not experience a boost in morale after receiving more and many
raises and bonuses can seriously affect employee satisfaction and should be given when
possible. Yet money cannot solve all morale issues and of a company with wide spread
problems for workers cannot improve their overall improvement, a bonus may be quickly
forgotten as daily stress of an unpleasant employee continuous to mount.
The backbone of employee satisfaction in respect for workers and the employee they
perform. In every interaction with management, employees should be treated with
courtesy and interest. In easy avenue for employers to discuss problems, with upper
management should be maintained and carefully monitored. Even if management cannot
meet all the demands of employees. Showing workers that they are being heard and
putting honest dedications into compromising will often help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

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

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.

Potential development of organization

POLICIES OF COMPENSATION AND BENEFITS FACTORS

 Wages and Salary

 Benefits
 Rewards And Penalties

PROMOTION AND CAREER DEVELOPMENT FACTORS

> Opportunities for promotion.

> Training program participated or will do.
> Capacity of career development.

WORK TASK FACTORS

• Quantity of task.

• Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS

 Level of coaching
 Level of assignment for employee.
 Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS

• Tools and equipment.
• Working methods
• Working environment

CORPORATE CULTURE FACTORS

Relationship with co-workers
Level of sharing etc...
COMPETITION PERSONALITIES AND EXPECTATION OF
EMPLOYEE FACTORS
 Competencies and personalities of employee are suitable for employee.
 Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS
SALARY
Salary is a fixed amount or compensation paid to an employee by an employer in return
for work performed. An employee who is paid a salary is expected to complete a
whole employee in return for the salary.

OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that employees work in excess.

DECISION MAKING
Decision making involves the selection of a suitable action from among two or more
possible alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is in trouble and
went some kind of help. It is to help such a person is a way that can give him justice to
his satisfaction.

WELFARE FACILITY
Employee welfare aims at providing such service facilities and amenities, which enables
a worker to perform their employee well. An employee welfare facility consists of
canteen, rest rooms, housing facility, medical facility, educational facility and
transportation facility. This study helps to find out the various accretions facilities they
are provided by the company.

TEAM WORK
The process of working a group of people in order to achieve a goal.
TRAINING
Training is the format and systematic modification of behavior. Which occurs as a result
of education, introduction development and planned experience.

EMPLOYEE SECURITY
It is the probability that an individual will keep his or her employee. A employee with a
high level of employee security in such that a person with the employee would have a
small chance of become employees.

EFFECTIVE COMMUNICATION
Communication is a process in defined and shared between diving organisms.
Communication requires a sender, a message and need not be present as aware of the
seniors intent to communicate at the time of communication thus communication can
occurs across vast distances in time and space. Communication requires that the
communicating panics share an area of communication.

WORK SHCEDULE
Employees work schedules vary from full fill time lo part time to employee shares. All
work schedules have one thing in common; the employee is doing work under an
employer. Today's employers understand that flexibility is what employee requires in
their work schedules. If they don't employers should beware
SIGNIFICANCE OF THE STUDY
Employee satisfaction is an important aspect as far as an organization is considered.
Employees are back bone of every organization. So it is responsibility of the management
to keep the employees to contribute more.

It is said that satisfied employees are more productive. So every organization is giving
high priority to keep their employees satisfied by providing several facilities which
improves satisfaction and reduce dissatisfaction.

I want to know whether the employees in UAS INTERNATIONAL are satisfied or not.
So I had to address the problem in my study.
OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
• The primary objective of the research is to find employees’ satisfaction level of the
organization.

SECONDARY OBJECTIVES

• To access the general attitude of the employees towards UAS INTERNATIONAL.

• To understand the problem of the employees in the working condition.

• To know how employees opinion about work place, pay and benefits.

• To study and analyses the various factors affecting the employee satisfaction level.

SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in UAS
INTERNATIONAL which covers the various working schedule, remuneration,
developing overtime allowance, work freedom, employee position etc.. The scope is to
understand the employee satisfaction. The study is conducted at UAS
INTERNATIONAL covering 50 employees and data collected based on the
questionnaire prepared.

The backbone of the employee satisfaction is respect for workers and employee
they perform. And easy revenue for employee to discuss problems with upper
management should be maintained and carefully monitored. The study was done to know
the employee satisfaction in UAS INTERNATIONAL. Employee are backbone of every
organization so the organization should consider a lot the employee should be motivated
and satisfied. So that they can work more and hence to reach the organization is to its
great.
1.2 COMPANY PROFILE
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and
delivering high quality training, which results in a large number of on-board consultants
& require Interns through-out the year. Hence Interns can work at any point of time for
either 2 months or 3 months or 6 months based on the college policy of Internship
program. Though our client base is spread across, BFSI &Telecom Sector. Since we have
a large client base in Banking Sector consisting more of Public Sector Banks. Few of the
prominent Banks are Punjab National Bank, Bank of Baroda & Bank of Karnataka etc.
We are looking out for Interns passionate to make their career in Banking & Insurance
Sector, specifically in the area of HR & Marketing. UAS International is able to facilitate
various training and development programs/internships in India and abroad with top B-
schools and has trained almost 52000 and above interns till date. Liaison with 26
universities in India with the base size of 900 & above campus. International Liaison with
80 universities in abroad with the base size of 500 & above. Having a Team of 42
exclusive corporate trainers. Company is having asset under management of
80cr.The operations of the company are spread beyond the national boundaries of India.

Keeping in mind the most critical needs in today's context, we have emerged as a service
partner of Various Banks providing a one stop Solution offering a gamut of services -
Training & development, International & National Internship, International & National
Placement & Student exchange program abroad. Moreover we are India's 1st
Organization to launch a customer care for the students for the mentioned Services -
Training &development, International & National Internship, International & National
Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively.Facilitate a comprehensive and
accomplished system of continuing professional development for every possible
profession through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in
what enterprises expect and what people perform. We can meet the needs from a single
source, with the facilities, resources and learning expertise to fully achieve the desired
goals. For the purpose, UAS International has come up with a unique International Live
Project to train and develop the

knowledge and resource based skills in the candidates to fill the void of the
business environment.
Vision

“To be a progressive leader and the first choice of clients for providing dynamic
solutions- integrating people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a

comprehensive & accomplished system of continuing professional development for every
possible profession through our exceptional training solutions.”

PRODUCT

 The only brand in india and abroad which is having the call centre for student
for the mentioned services.
 For international and national internship assistance
 For international and national placement

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a service
partner providing clients a one stop solution offering a gamut of services “ Training
&development, International & National Internship, International & National Placement
& Student exchange program abroad. More are India's 1st Organization to launch a
customer care for the students for the mentioned services Training &development,
International & National Internship, International & National Placement & Student
exchange program abroad. Thus, mission is to establish high standards of professional
etiquette and to effectively facilitate a comprehensive and accomplished system of
continuing professional development for every possible profession through our
exceptional training solutions.
We understand the multiple needs of business world and recognize that there is a gap in
what enterprises expect and what people perform. We can meet the needs from a single
source, with the facilities, resources and learning expertise to fully achieve the desired
goals. For the purpose, UAS International has come up with a unique International
Internship Program,
 CHAPTER -2

LITERATURE REVIEW
LITERATURE REVIEW
According to Moyes, Shao & Newsome (2008) the employee satisfaction may be
described as how pleased an employee is with his or her position of employment. As
Spector (1997) defined job satisfaction as all the feelings that a given individual has
about his/her job and its various aspects. Employee satisfaction is a comprehensive term
that comprises job satisfaction of employees and their satisfaction overall with
company’s policies, company environment etc.

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of

one’s needs, wants and desire. Satisfaction depends basically upon what an individual
wants from the world, and what he gets.” Employee satisfaction is a measure of how
happy workers are with their job and working environment. It is certain that there may be
many factors affecting the organizational effectiveness and one of them is the employee
satisfaction. Effective organizations should have a culture that encourages the employee
satisfaction, Bhatti & Qureshi, (2007)

According to Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction

(composed of four dimensions: general satisfaction with work; employee relationships;
remuneration, benefits and organizational culture; and employee loyalty). The model's
underlying hypotheses were conceptually developed and empirically tested.The
findings support the hypothesized relationships between employee satisfaction,
intrapreneurship and growth. The influence of the control variables was also assessed
in the model and firm age was found to be influential.

According to José Varela González, Teresa García Garazo, (2006) "Structural

relationships between organizational service orientation, contact employee satisfaction
and citizenship behavior is to contribute to the knowledge of how organization service
orientation (OSO) influences job satisfaction and organizational citizenship behavior
(OCB) of customer‐contact employees. The empirical results enable one to identify the
dimensions of OSO on which the managers of hotel firms should place greater emphasis
in order to stimulate employee job satisfaction and OC
 Chapter 3
RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through
questionnaire. Analysis and interpretation has been done by using the statistical tools and
data presented through tables and charts.

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction
levels of employees.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

PERIOD OF STUDY

This study on employee satisfaction was conducted during the period of Twenty One
Days.

SAMPLE SIZE

The sample size of this study is 50 respondents.

DATA COLLECTION

The data collected for the study consists of both primary and secondary data.

PRIMARY DATA

In this study primary data were collected through personnel interview using
questionnaire. The questionnaire was administered to fifty employees of UAS
INTERNATIONAL

SECONDARY DATA

Secondary data for this study was collected from.

 Previously published records, statistics, research reports and documents.

 Books, Periodical and websites.
QUESTIONNAIRE
In this study the researcher have used a questionnaire consisting of twenty multiple
choice based questions

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools
for the analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for
the data analysis.
 CHAPTER 4&5
DATA ANALYSIS AND
INTERPRETATION
TABLE NO.6.1: AGE

GENDER NO OF RESPONDENTS PERCENTAGE

MALE 52 50%

FEMALE 52 50%

Total 104 100

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

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
TABLE NO. 6.2: AGE

AGE NO OF RESPONDENTS PERCENATGE

13-18 0 0

18-24 0 88.5%

25-30 0 11.5%

30-35 0 0

104

CHART NO. 6.2:

INTERPRETATION

From the above table 36% of employees are highly satisfied in training programmes,
40% of employees satisfied and 24% dissatisfied.
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:

TABLE NO.6.4:

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

INTERPRETATION

From the above table 40% of employee highly satisfied in their leave provided, 44% are satisfied
and 16% dissatisfied.
TABLE NO. 6.5:

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24%

No 8 16%

Can’t say 30 60%

Total 50 100

CHART NO. 6.5:

35

30

25

20

15

10

Yes No Can’t 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.

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%

Can’t say 30 60%

Total 50 100

CHARTNO. 6.6:SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

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
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%

Can’t say 14 28%

Total 50 100

CHART NO. 6.7:SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING

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.
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%

Can’t say 20 40%

Total 50 100

CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

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.
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%

Can’t say 10 20%

Total 50 100

CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER

PROMOTION AND GROWTH OPPORTUNITES

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.

TABLE NO.6.10:SHOWING WHETHER SUPERVISOR LISTEN TO THE

OPINION AND SUGGESTIONS

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 28 56%
No 8 16%

Can’t say 14 28%

Total 50 100

CHART NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TO THE

OPINION AND SUGGESTIONS

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

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 24 48%

No 16 32%

Can’t say 10 20%

Total 50 100

CHART NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

INTERPRETATION

From above table 48% of employees satisfied the overall allowances, 32% should not
satisfied and 20% of employees are not answered the question.
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

INTERPRETATION

From above table 76% of employees are shared a good experience and 8% in a Bad level,
16% in average level.

TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

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

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
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

INTERPRETATION

From the above table 16% of employees are highly satisfied the working relationship
with their supervisor and 76% satisfied and 4% is dissatisfied.
 TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory4488%

Satisfied 2 4%

Dissatisfied 4 8%

Total 50 100

CHARTNO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

INTERPRETATION

From the above table 88% is highly satisfied on companies’ motivational programmes
and 4% satisfied and 8% dissatisfied.

TABLE NO.6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED

WITH THE TIME OF THE EMPLOYEE
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 EMPLOYEE

INTERPRETATION

From the above 72% of employees highly satisfied with the working time 8% satisfied
and 20% dissatisfied.

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

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.
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

INTERPRETATION

From the above table 12% of employees have good opinion about and regarding
management support in employees’ suggestion and grievances.

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

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.

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

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.

HYPOTHESIS TESTING

CHI-SQUARE TEST
H0: There is no significant relationship between employees’ satisfaction in work
facilities and working relationship with supervisor.

H1: There is significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

OBSERVED FREQUENCY HIGHLY SATISFIED DISATISFIED TOTAL

SATISFIED

Employees work facilities 18 20 12 50

Employees work relationship 10 38 2 50

with supervisor

Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E

O= Observed Frequency

E= Expected Frequency

Expected Frequency= Row Total/Column Total * Grand Total

O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142
20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom=

(c-1) (r-1) 5% level of

significance= 2 Table

value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is
rejected and it concluded that there is significant relationship between
employees’ satisfaction in work facilities and working relationship with
supervisor.
 Chapter 6

FINDINGS AND SUGGESTIONS AND CONCLUSION

FINDINGS
 Majority of the employees know the overall goals of the company.

 Most of employees are highly satisfied (88%)with motivational programmes

provided by the company.

 Only 16% of employees are dissatisfied with the leave and other conditions
provided by the company.

 Majority of the employees are dissatisfied with the chance to be involved and
identified with the goal and image.

 Majority of employees are satisfied with the allowances provided by the company.

 Higher portion of employees are satisfied with the promotion and growth
opportunities provided by the company.

 Most of the employees always get a chance a part of decision making (60%).

 Majority of employees satisfied (40%)with the good team exist in the organization.

 Majority of employee’s opinion are the superior listen to their opinion and
suggestion.

 Only 16% of employees are not to get enough time to spend with your family on
leave occasion.

 Most of employees satisfied (72%)the time of the employee.

 24% employees dissatisfied the training programmes conducted by the company.

 Majority of employees have a good opinion about safety measures provided by

institution (72%).
LIMITATIONS OF THE STUDY
 This is subjected to the basis and prejudices of the respondents, hence 100% of
accuracy cannot be assured.

 The research was carried out in a short span of time, where in the research could
not widen the study.

 The period of study was too short. So it was not possible to collect the relevant
information with in that period.

 The findings are based on the answers given by the employees, so any
error or bias may be affect the validity of the finding

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
employee.
 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 employee.
 Management should provide promotional facilities to the employees then only they
will be motivated in the employee.

 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.
CONCLUSION
As a part of our project work, I got an opportunity to spend a period of thirty five days in
UAS INTERNATIONAL. It helped me to analyze the working of the organization which
helped as to convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in UAS

INTERNATIONAL. It is indeed necessary for any organization to understand the need of
their employees and fulfill them before they leave the organization. If nothing is done by
the organization then there are chances to loose talented employees from any organisation
to its competitors. Hence it is necessary for any organization to ensure employees
satisfaction.

From the study it was identified that the most of the employees are satisfied with the
employee. Majority of the employees are satisfied with the salary structure, promotional
programs, working condition, allowances provided by the organization. They are also
satisfied with the employer-employee relationship and communication channel in the
organization. But still only 40% of the employees get opportunities to participate in
decision making. Also majority of the employees are not provided with the welfare
measures. If the firm concentrates of the findings and suggestions of their survey, we
hopefully believe that the organization can further bring out their labor with full
satisfaction and obtain good result.
 BIBLIOGRAPHY

 Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction,

intrapreneurship and firm growth: a model", Industrial Management
& Data Systems, Vol. 111 Issue: 4, pp.589- 607,
https://doi.org/10.1108/02635571111133560
 José Varela González, (2006) "Structural relationships between organizational
service orientation, contact employee job satisfaction and citizenship behavior",
International Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
 Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
 Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources
model: state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

 Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature
review’, International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans,
F., Organisational Behaviour (6th Edition). New York, McGraw-Hill, 1992.
 ANNEXURE

QUESTIONNAIRE

Name : Sex: Position:

PERSONAL INFORMATION

Age:

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

Education Qualification:

10TH 12TH Degree Other

Monthly Income:

Below 10000 10000-20000 20000-45000

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- Satisfied Neutral Dis- Highly-
Satisfied Satisfied DisSatisfied

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. Cohesive relationship with team members

12. Feelings of employee security

13. Able to adjust with colleagues and

mannerism
14. Fair employee grievance policy

15. Able to adjust with colleagues &

mannerism
16. Fair employee grievance policy

17. Compressed work week policy

18. Providing leave salary

19. Employee Improving Social Status

Opinion Strongly Disagree Agree Strongly
disagree Agree
20.The management of this organization
is supportive of me
21.I Receive the right amount of support
and guidance from my supervisior
22. I am provided with all my training
necessary for my job
23. I have learned many new job skills in
this position

24. I feel encouraged with my supervisor to

offer suggestions and improvements
25. The management makes change based
on my suggestions and feedback
26. The organization rules make it easy to
do a good job
27. I am satisfied with my chances of
promotion

28. My work assignment are clearly

explained to me
29.My work is evaluated based on fair
system and performance standards
30. My coworkers and I work well together

31. I feel I can easily communicate with

members from all levels of this organization