A PROJECT WORK

ON

“A GENERAL STUDY ON JOB SATISFACTION WITH REFERENCE TO

TATA MOTORS STORE IN RAIPUR CITY”
In
Partial Fulfillment of the
requirement for the degree of
BACHELORS OF BUSINESS ADMINISTRATION

Submitted to

MATS UNIVERSITY RAIPUR

Under the Supervision of

Submitted by

Shuresh Pillai Mr I S Aniketh

(Assistant Professor) 5th Semester
ID No. MU17BBA145

MATS UNIVERSITY RAIPUR

(2019)

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1.1MEANING

Job satisfaction is how content an individual is with his or her job. Scholars and human
resource professionals generally make a distinction between affective job satisfaction and
cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional
feelings individuals have about their jobs overall, and is different to cognitive job satisfaction
which is the extent of individuals’ satisfaction with particular facets of their jobs, such as pay,
pension arrangements, working hours, and numerous other aspects of their jobs.

EXECUTIVE SUMMARY

Job satisfaction in regards to one's feeling or slate of mind regarding nature of their work. Job

can be influenced by variety of factors like quality of one's relationship with their supervisor,

quality of physical environment in which they work, degree of fulfillment in their work. Etc.

Positive attitude towards job are equivalent to job satisfaction where as negative attitude
towards job has been defined variously from time to time. In short job satisfaction is a
person's attitude towards job.

Job satisfaction is an altitude which results from balancing & summation of many specific
likes and dislikes experienced in connection with the job- their evaluation may rest largely
upon one's success or failure in the achievement of personal objective and upon perceived
combination of the job and combination towards these ends.

According to peslonejee. Job satisfaction can be taken as a summation of employee's feelings

in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime

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 regulations, interest in work, physical environment, and machines and tools.
2. Management- supervisory treatment, participation, rewards and punishments, praises
and blames, leaves policy and favoritism.

3. Social relations- friends and associates, neighbors, altitudes towards people in

community, participation in social activity socialibility and caste burner.
4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational citizenship. Absenteeism, Turnover.

Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale.
Job satisfaction is also linked with a healthier work force and has been found to be a good
indicator of longevity.

Job satisfaction is not synonyms with organizational morale, which the possessions of feeling
have being accepted by and belonging to a group of employees through adherence to
common goals and confidence in desirability of these goals.

Morale is the by-product of the group, while job satisfaction is more an individual slate of
mind.

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1.2INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Definition -

Edwin Flippo defies IIRM as "planning, organizing, directing, controlling of

procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved."

Features of HRM or characteristics or nature

1. HRM involves management functions like planning, organizing, directing and

controlling

2. It involves procurement, development, maintenance of human resource

3. It helps to achieve individual, organizational and social objectives

4. HRM is a mighty disciplinary subject. It includes the study of management psychology

communication, economics and sociology.

5. It involves team spirit and team work.

Evolution of HRM

The evolution of HRM can be traced back to Kautilya Artha Shastra where he recommends
that government must take active interest in public and private enterprise. He says that
government must provide a proper procedure for regulating employee and employee relation
In the medieval times there were examples of kings like Allaudin Khilji who
regulated the market and charged fixed prices and provided fixed salaries to their people. This
was done to fight inflation and provide a decent standard of living

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During the pre independence period of 1920 the trade union emerged. Many authors who have
given the history of HRM say that HRM started because of trade union and the First World War.

The Royal commission in 1931 recommended the appointment of a labour welfare officer to
look into the grievances of workers. The factory act of 1942 made it compulsory to appoint a
labour welfare officer if the factory had 500 or more than 500 workers.
The international institute of personnel management and national institute of labour
management were set up to look into problems faced by workers to provide solutions to them.
The Second World War created awareness regarding workers rights and 1940\s to 1960's saw
the introduction of new technology to help workers.
The 1960's extended the scope of human resource beyond welfare. Now it was a
combination of welfare, industrial relation, administration together it was called personnel
management.
With the second 5 year plan, heavy industries started and professional management
became important. In the 70's the focus was on efficiency of labour wile in the 80's the focus
was on new technology, making it necessary for new rules and regulations. In the 90's the
emphasis was on human values and development of people and with liberalization and
changing type of working people became more and more important there by leading to HRM
which is an advancement of personnel management.

Scope of H RM/funotions of HRM

The scope of HRM refers to all the activities that come under the banner of HRM. These
activities are as follows

1. Human resources planning:-

Human resource planning or HRP refers to a process by which the company to identity
the number of jobs vacant, whether the company has excess staff or shortage of staff and to
deal with this excess or shortage.

2. Job analysis design:-

Another important area of HRM is job analysis. Job analysis gives a detailed
explanation about each and every job in the company. Based on this job analysis the
company prepares advertisements.
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3. Recruitment and selection:-
Based on information collected from job analysis the company prepares
advertisements and publishes them in the news papers. This is recruitment. A number
of applications arc received after the advertisement is published, interviews arc
conducted and the right employee is selected thus recruitment and selection arc yet
another important area of HRM.

4. Orientation and induction:-

Once the employees have been selected an induction or orientation program
is conducted. This is another important area of HRM. The employees arc informed
about the background of the company explain about the organizational culture and
values and work ethics and introduce to the other employees.

5. Training and development:-

Every employee goes under training program which helps him to put up a
better performance on the job. Training program is also conducted for existing staff that
have a lot of experience. This is called refresher training. Training and development is
one area were the company spends a huge amount.

6. Performance appraisal:-
Once the employee has put in around 1 year of service, performance
appraisal is conducted that is the HR department checks the performance of the
employee. Based on these appraisal future promotions, incentives, increments in salary
arc decided.

7. Compensation planning and remuneration:-

There arc various rules regarding compensation and other benefits. It is the
job of the HR department to look into remuneration and compensation planning.

8. Motivation, welfare, health and safety:-

Motivation becomes important to sustain the number of employees in the
company. It is the job of the HR department to look into the different methods of
motivation. Apart from this certain health and safety regulations have to be followed

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 for the benefits of the employees. This is also handled by the HR department.

9. Industrial relations:-
Another important area of HRM is maintaining co-ordinal relations with the
union members. This will help the organization to prevent strikes lockouts and ensure
smooth working in the company.

Challenges before the HR manager/before modern personnel management

Personnel management which is know as human resource management has adapted itself to the
changing work environment, however these changes arc still taking place and will continue in
the future therefore the challenges before the HR manager arc

1. Retention of the employees:-

One of the most important challenge the HR manager faces is retention of
labour force. Many companies have a very high rate of labour turnover therefore HR
manager arc required to take some action to reduce the turnover

2. Multicultural work force:-

With the number of multi cultural companies arc increasing operations in
different nations. The work force consists of people from different cultures. Dealing
with each of the needs which arc different the challenge before the HR manager is
integration of multicultural labour work force.

3. Women in the work force:-

The number of women who have joined the work force has drastically
increased over a few years. Women employees face totally different problems. They
also have responsibility towards the family.

The organization needs to consider this aspect also. The challenge before
the HR manager lies in creating gender sensitivity and in providing a good working
environment to the women employees.

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4. Handicapped employees :-
This section of the population normally faces a lot of problems on the job,
very few organization have jobs and facilities specially designed for handicapped
workers. Therefore the challenge before the HR manager lies in creating atmosphere
suitable for such employees and encouraging them to work better.

5. Retrenchment for employees:-

In many places companies have reduced the work force due to changing
economic situations, laborers or workers who arc displaced face sever problems. It also
leads to a negative atmosphere and attitude among the employees. There is fear and
increasing resentment against the management. The challenge before the HR manager
lies in implementing the retrenchment policy without hurting the sentiments of the
workers, without antagonizing the labour union and by creating positive attitude in the
existing employees.

6. Change in demand of government:-

Most of the time government rules keep changing. While a lot of freedom
is given to companies some strict rules and regulations have also been passed. The
government has also undertaken the disinvestment in certain companies due to which
there is fear among the employees regarding their job. The challenge before the HR
manager lies in convincing employees that their interest will not be sacrificed.

7. Initiating the process of change:-

Changing the method of working, changing the attitude of people and
changing the perception and values of organization have become necessary today.
Although the company may want to change it is actually very difficult to make the
workers accept the change. The challenge before the HR manager is to make people
accept change.

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1.3 DEFINITIONS OF JOB SATISFACTION

Different authors give various definitions of job satisfaction. Some of them arc taken from
the book of D.M. Pestonjee "Motivation and Job Satisfaction" which arc given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of one's
job an effective reaction to one's job.

Weiss

Job satisfaction is general attitude, which is the result of many specific attitudes in three areas
namely: Specific job factors. Individual characteristics. Group relationship outside the job

Blum and Nay lor

Job satisfaction is defined, as it is result of various attitudes the person hold towards the job,
towards the related factors and towards the life in general.

Glimmer

Job satisfaction is defined as "any contribution, psychological, physical, and environmental

circumstances that cause a person truthfully say, 'I am satisfied with my job."

Job satisfaction is defined, as employee's judgment of how well his job on a whole is
satisfying his various needs

Mr. Smith

Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal
of one's job or job experiences.

Locke

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1.4 HISTORY OF JOB SATISFACTION

IMPORTANCE OF JOB SATISFACTION

 Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.

 Job satisfaction can partially mediate the relationship of personality variables and deviant
work behavior.

 Common research finding is that job satisfaction is correlated with life style.

This correlation is reciprocal meaning the people who arc satisfied with the life tends
to be satisfied with their jobs and the people who arc satisfied their jobs tends to
satisfied with their life.

 This is vital piece of information that is job satisfaction and job performance is directly
related to one another. Thus it can be said that, "A happy worker is a productive worker."

 It gives clear evidence that dissatisfied employees skip work more often and more like to
resign and satisfied worker likely to work longer with the organization.

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1.5 IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success arc major factors in personal satisfaction, self-respect, self-
esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that
can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible,
innovative, and loyal.
For the organization, job satisfaction of its workers means a work force that is motivated
and committed to high quality performance. Increased productivity- the quantity and quality of output per
hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the
literature on the relationship between job satisfaction and productivity is neither conclusive nor
consistent.
However, studies dating back to Herzberg’s (1957) have shown at least low correlation
between high morale and high productivity and it does seem logical that more satisfied workers will tend to
add more value to an organization.
Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of
their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as
soon as the threat is lifted performance will decline.
Job satisfaction benefits the organization includes reduction in complaints and grievances,
absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job
satisfaction is also linked with a healthier work force and has been found to be a good indicator of
longevity.

Although only little correlation has been found between job satisfaction and
productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees
is a prerequisite to satisfying or delighting customers, thus protecting the "bottom line".

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own
satisfaction and well being on the job. The following suggestions can help a worker find personal job

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satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging
work and greater responsibilities, with attendant increases in pay and other recognition.
Develop excellent communication skills. Employer's value and rewards excellent reading,
listening, writing and speaking skills. Know more. Acquire new job related knowledge that helps
you to perform tasks more efficiently and effectively. This will relive boredom and often gets one
noticed.
Demonstrate creativity and initiative. Qualities like these arc valued by most organizations and often
results in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with others
to get the job done.

Accept the diversity in people. Accept people with their differences and their imperfections and learn how
to give and receive criticism constructively.

Sec the value in your work. Appreciating the significance of what one doc can lead to satisfaction
with the work itself. This help to give meaning to one's existence, thus playing a vital role in job
satisfaction. Learn to dc-strcss. Plan to avoid bum out by developing healthy stress
management techniques.

1.6FACTORS OF JOB SATISFACTION

Hoppock, the earliest investigator in this field, in 1935 suggested that there arc six major components of
job satisfaction. These arc as under:

■ The way the individual reacts to unpleasant situations,

■ The facility with which he adjusted himself with other person
■ The relative status in the social and economic group with which he identifies himself
■ The nature of work in relation to abilities, interest and preparation of worker

■ Security

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 ■ Loyalty
Herzberg, mausaer, Peterson and cap well in 1957 reviewed more than 150 studies and listed various job
factors of job satisfaction. This arc briefly defined one by one as follows:

1. Intrinsic aspect of job

It includes all of the many aspects of the work, which would tend to be constant for the
work regardless of where the work was performed.

2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.

3. Working conditions
This includes those physical aspects of environment which are not necessary a part of
the work. Hour’s are included this factor because it is primarily a function of organization,
affecting the individuals comfort and convenience in much the same way as other physical
working conditions.

4. Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for
work done.

5. Opportunities for advancement

It includes all aspect of job which individual sees as potential sources of betterment of
economic position, organizational status or professional experience.

6. Security
It is defined to include that feature of job situation, which leads to assurance for
continued employment, cither within the same company or within same type of work
profession.

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7. Company & management
It includes the aspect of worker's immediate situation, which is a function of
organizational administration and policy. It also involves the relationship of employee
with all company superiors above level of immediate supervision.

8. Social aspect of job

It includes relationship of worker with the employees specially those employees at same
or nearly same level within the organization.

9. Communication
It includes job situation, which involves spreading the information in any direction
within the organization. Terms such as information of employee's status, information on
new developments, and information on company line of authority, suggestion system, etc,
arc used in literature to represent this factor. 10. Benefits
It includes those special phases of company policy, which attempts to prepare the worker
for emergencies, illness, old age, also. Company allowances for holidays, leaves and
vacations arc included within this factor.

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 1.7 REASONS OF LOW JOB SATISFACTION

Reasons why employees may not be completely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.

5. Fear of losing their job.

EFFECTS OF LOW JOB SATISFACTION

1. HIGH ABSENTEEISM

Absenteeism means it is a habitual pattern of absence from duty or obligation.

If there will be low job satisfaction among the employees the rate of absenteeism will
definitely increase and it also affects on productivity of organization.

In the above diagram line AB shows inverse relationship between job satisfaction
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and rate of turnover and rate of absenteeism. As tli job satisfaction is high the rate of both
turnover and absenteeism is low and vise a versa.

2. HIGH TURNOVER

In human resource refers to characteristics of a given company or industry relative to the rate
at which an employer gains and losses the staff.

If the employer is said to be have a high turnover of employees of that company have
shorter tenure than those of other companies.

3. TRAINING COST INCREASES

As employees leaves organization due to lack of job satisfaction. Then Human

resource manager has to recruit new employees. So, that the training expenditure will increases.

INFLUENCES ON JOB SATISFACTION

There is no. of factors that influence job satisfaction. For example, one recent study
even found that if college student’s major’s coinsided with their job; this relationship will
predict subsequent job satisfaction. However, the main influences can be summarized along
with the dimentions identified above.

The work itself

The concept of work itself is a major source of satisfaction. For example, research related to the
job characteristics approach to job design, shows that feedback from job itself and autonomy arc
two of the major job related motivational factors. Some of the most important ingredients of a
satisfying job uncovered by survey include interesting and challenging work, work that is not
boring, and the job that provides status.

Pav

Wages and salaries arc recognized to be a significant, but complex, multidimensional factor
in job satisfaction. Money not only helps people attain their basic needs but attains the need
satisfaction. Employee’s often take pay as a reflection of how management views their
contribution to the organization. Fringe benefits arc also important.

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If the employee’s are allowed some flexibility in choosing the type of benefits they prefer within a
total package, called a flexible benefit plan, there is a significant increase in both benefit
satisfaction and overall job satisfaction.

Promotions
Promotional opportunities are seem to be having a varying effect on job satisfaction. This is
because of promotion take number of different forms.

1.8 WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is necessarily good worker.
In other words, if management could keep the entire worker's happy", good performance
would automatically fallow. There are two propositions concerning the satisfaction
performance relationship. The first proposition, which is based on traditional view, is that
satisfaction is the effect rather than the cause of performance. This proposition says that
efforts in a job leads to rewards, which results in a certain level of satisfaction .in another
proposition, both satisfaction and performance arc considered to be functions of rewards.
Various research studies indicate that to a certain extent job satisfaction affects employee
turnover, and consequently organization can gain from lower turnover in terms of lower
hiring and training costs. Also research has shown an inverse relation between job
satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism,
but when job satisfaction is low, it is more likely to lead a high absenteeism.

What job satisfaction people need?

Each employee wants:
1. Recognition as an individual
2. Meaningful task
3. An opportunity to do something worthwhile.
4. Job security for himself and his family

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 5. Good wages
6. Adequate benefits

7. Opportunity to advance

8. No arbitrary action- a voice a matters affecting him

9. Satisfactory working conditions

10. Competence leadership- bosses whom he can admire and respect as persons and as
bosses.

However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale
can contribute to job satisfaction. It must be remembered that satisfaction and motivation arc not synonyms.
Motivation is a drive to perform, where as satisfaction reflects the individual's attitude towards
the situation. The factors that determine whether individual is adequately satisfied with the job differs
from those that determine whether he or she is motivated; the level of job satisfaction is largely
determined by the comfits offered by the environment and the situation. Motivation, on the other
hand is largely determining by value of reward and their dependence on performance. The result of
high job satisfaction is increased commitment to the organization, which may or may not result in
better performance.
A wide range of factors affects an individual's level of satisfaction. While organizational rewards can
and do have an impact, job satisfaction is primarily determine by factors that are usually not directly
controlled by the organization, a high level of job satisfaction lead to organizational
commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization.
For example, employee who like their jobs, supervisors, and the factors related to the job will probably
be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to
make their own decisions.

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 1.9 MODERN METHOD OF MEASURING JOB

SATISFACTION

In this method of measuring job satisfaction the comparison between various organizational terms
and conditions at managerial level and also the organization at a large.

SATISFACTION WITH HUMAN RESOURCES MANAGEMENT POLICIES OF THE

ORGANIZATION:

1. Management has a clear path for employee's advancement

2. Decisions arc made keeping in mind the good of the employees

3. Management is extremely fair in personal policies

4. Physical working conditions arc supportive in attaining targets

5. Innovativeness is encouraged to meet business problems.

SATISFACTION WITH SUPERVISION

1. I feel I can trust what my supervisor tells me

2. My supervisor treats me fairly and with respect

3. My supervisor handles my work-related issues satisfactorily

4. I get frequent appreciation of work done from supervisors

5. I get enough support from the supervisor

6. Individual initiative is encouraged

SATISFACTION WITH COMPENSATION LEVELS

1. Overall I am satisfied with the company's compensation package

2. I am satisfied with the medical benefits

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3. I am satisfied with the conveyance allowance

4. I am satisfied with the retirement benefits

5. I am satisfied with the reimbursement of the expenses as per the eligibility

6. I am satisfied with the holiday (vacation) eligibilities

SATISFACTION WITH TASK CLARITY

1. Management decisions arc Ad Hoc and lack professionalism (reverse scaled)

2. Rules and procedures arc followed uncompromisingly

3. My job responsibilities arc well defined and clear

SATISFACTION WITH CAREER DEVELOPMENT

1. I have adequate opportunities to learn and grow

2. I get opportunities to handle greater responsibilities

3. My skills and abilities arc adequately used at work

From all above we can conclude level of job satisfaction of our employees.

RATING SCALE

It is one of the most common methods of measuring job satisfaction. The popular rating scale
used to measure Job satisfaction is to include:

Minnesota Satisfaction Questionnaires: It helps to obtain a clear picture of pertinent satisfactions

and dissatisfactions of employees.

Job Description Index: it measures Job satisfaction on the dimension identified by Smith,
Kendall, and Hull in.

Porter Need Identification Questionnaires: It is used only for management personnel and revolves
around the problems and challenges faced by managers.

CRITICAL INCIDENTS

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 Fredrick Hertz berg and his Associates popularized this method of measuring Job
satisfaction. It involves asking employees to described incidents on job when they were
particularly satisfied or dissatisfied. Then the incidents arc analyzed in terms of their contents
and identifying those related aspects responsible for the positive and negative attitudes.

PERSONAL INTERVIEWS

This method facilitates an in-depth exploration through interviewing of job attitudes.

The main advantage in this method is that additional information or clarifications can be
obtained promptly.

ACTION TENDENCIES

By this method, Job satisfaction can be measured by asking questions and gathering information on
how they feel like behaving with respect to certain aspects of their jobs. This method provides
employees more opportunity to express their in-depth feeling.

In his study on American employees, hop pock identified six factors that contributed to job
satisfaction among them. These are as follows:

1. The way individual reacts to unpleasant situations.

2. The facilities with which he adjust himself to other persons.

3. His relative's status in the social & economic group with which he identifies himself.

4. The nature of work in relation to the abilities, interest & preparation of the
workers.

5. Security.

6. Loyalty.

Because human resource manager often serve as intermediaries between employees & management in
conflict they arc concern with Job satisfaction or general job attitudes with the employees.

Philip apple white has listed the five major components of Job satisfaction .as

1. Attitude towards work group.

2. General working conditions.

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 3. Attitude towards company.

4. Monitory benefits &

5. Attitude towards supervision

Other components that should be added to this five arc individual's state of mind about the work itself
and about the life in general .the individual's health, age, level of aspiration. Social status and political
& social activities can all contribute to the Job satisfaction. A person's attitude toward his or her job may
be positive or negative.

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JOB ENLARGEMENT

The concept of job enlargement originated after World War II. It is simply the organizing of the work
so as to relate the contents of the job to the capacity, actual and potential, of workers. Job
enlargement is oblivious forerunner of the concept and philosophy of job design. Stephan offers three basic
assumptions behind the concept of job enlargement.

Output will increase if

1. Workers abilities arc fully utilized

2. Worker has more control over the work

3. Workers interest in work and workplace is stimulated.

Job enlargement is a generic term that broadly means adding more and different tasks to a
specialized job. It may widen the number of task the employee must do that is, add variety. When
additional simple task are added to a job, the process is called horizontal job enlargement. This
also presumably adds interest to the work and reduces monotony and boredom.

To check harmful effects of specialization, the engineering factors involved in each

individual job must be carefully analyzed. Perhaps, the assembly lines can be shortened so that
there will be more lines and fewer workers on each line. Moreover, instead of assigning one
man to each job and then allowed to decide for himself how to organize the work. Such changes
permit more social contacts and greater control over the work process.

JOB ROTATION

Job rotation involves periodic assignments of an employee to completely different sets of job
activities. One way to tackle work routine is to use the job rotation. When an activity is no
longer challenging, the employee is rotated to another job, at the same level that has similar skill
23
requirements. Many companies are seeking a solution to on-the-job boredom through
systematically moving workers from one job to another. This practice provides more varieties
and gives employees a chance to clam additional skills. The company also benefits since the
workers arc qualified to perform a number of different jobs in the event of an emergency.

CHANGE OF PACE

Anything that will give the worker a chance to change his pace when he wishes will lend
variety to his work. Further if workers are permitted to change their pace that would give them
a sense of accomplishment.

SCHEDULED REST PERIODS

Extensive research on the impact of rest periods indicates that they may increase both morale
and productivity. Scheduled rest periods bring many advantages:

They counteract physical fatigue

They provide variety and relieve monotony

They arc something to look forward to- getting a break gives a sense of achievement.

They provide opportunities for social contacts.

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Director of Bhasin Motors, Raipur.

Mr. Amarpreet Singh & Mr. Ravinder Singh

Inauguration Date : 14th April 2009

Average Sales / Month : 80 units

Service Vehicles / Month : 800 units

Parts Sales / Month : Rs. 30 Lac

Manpower : 200

(Sales - 25, Service - 90, Spare - 15 and Back Office - 15)

Bhasin Motors is one of the dealers of Tata Motors they have three segments:-

 Hatchback Segment
A hatchback car is a vehicle that has a large door in the back that swings upward,
while many other models also use this type of door; a hatchback car is traditionally
looked at as a small coupe- to sedan-size car with a raise-open door in the back
instead of a trunk, which usually gives it more storage space. It is commonly referred
to as a three-door or five-door car, in reference to the hatchback adding an extra door
to the number of side doors the car also has. Hatchback cars are mostly marketed as
being versatile vehicles, allowing more storage capacity than a standard car, but better
handling and gas mileage (and a lower cost) than vans. The Hatchback segment
contains cars like – Indica, Vista

 Sedan Segment
A sedan car is often painted in a definition of absolute luxury and will have a trunk. A
basic way to define a sedan is a car with large boot space and a totally separate section
for passengers. A sedan will have a hard roof and can have seat room to accommodate

25
 four passengers or more. Their various models the Sedan segments contains vehicles
like Manza, Indigo

 SUV Segment
SUV (Sports Utility Vehicle) – These vehicles have large tyres, higher seating, and
higher ground clearance. The engine area is separate, but the passenger & luggage
area are enclosed together. Most of these vehicles are equipped with either 4 wheel
drive system or has the option for that. For e.g. CRV, SAFARI, GRAND VITARA,
PAJERO etc

 Crossover Segment
A crossover (or CUV: crossover utility vehicle) is a vehicle built on a car
platform and combining, in highly variable degrees, features of a sport utility
vehicle (SUV) with features from a passenger vehicle, especially those of a station
wagon or hatchback.

Bhasin Motors is having the 3S dealership. It means it is

involved in sales, service, spares of cars.

COMPETITORS OF TATA

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 Maruti Suzuki
 Chevrolet
 Hyndai
 Renault etc.

VISION :- To establish as NO.1 Dealer in automobile & to get 100 % customer

compliance.

MISSION: - To strengthen the Tata brand and create lasting relationships with the customers
by working closely with business partners to provide superior value for money over the life
cycle.

27
 Tata Motors Limited

Type Public

Traded as BSE: 500570 (BSE
SENSEX Constituent)
NSE: TATAMOTORS
NYSE: TTM

Industry Automotive

Founded 1945

Founder(s) J. R. D. Tata

Headquarters Mumbai, Maharashtra,
India[1]

Area served Worldwide

Key people Ratan Tata

(Chairman Emeritus)
Cyrus Pallonji Mistry
(Chairman)
Ravi Kant
(Vice Chairman)
Karl Slym
(Managing Director)

Products Automobiles
Commercial Vehicles

28
 Automotive parts

Services Vehicle leasing

Vehicle service

Revenue  US$ 32.67 billion (2012)[2]

Operating  US$ 3.06 billion (2012)[2]

income

Profit  US$ 2.28 billion (2012)[2]

Total assets  US$ 28.05 billion (2012)[2]

Total equity  US$ 6.44 billion (2012)[2]

Employees 59,759 (2012)[2]

Parent Tata Group

Divisions Tata Motors Cars

Subsidiaries Jaguar Land Rover

Tata Daewoo
Tata Hispano

Tata Motors is India's largest automobile company, with consolidated revenues of Rs1,65,654
crore (USD32.5 billion) in 2011-12. Through subsidiaries and associate companies, Tata
Motors has operations in the UK, South Korea, Thailand, Spain and South Africa. Among
them is Jaguar Land Rover, the business comprising the two iconic British brands. Following
a strategic alliance with Fiat in 2005, it has set up an industrial joint venture with Fiat Group
Automobiles at Ranjangaon to produce both Fiat and Tata cars and Fiat power trains.

Tata Motors is the country's market leader in commercial vehicles and among the top three in
passenger vehicles. It is also the world's fourth-largest truck and bus manufacturer. Tata
Motors commercial and passenger vehicles are being marketed in several countries in Europe,

29
Africa, the Middle East, South Asia, South East Asia and South America. It has franchisee /
joint venture assembly operations in Bangladesh, Ukraine and Senegal.

The company, formerly known as Tata Engineering and Locomotive Company, began
manufacturing commercial vehicles in 1954 with a 15-year collaboration agreement with
Daimler Benz of Germany. It has, since, developed Tata Ace, India's first indigenous light
commercial vehicle; the Prima range of trucks; the Ultra range of international standard light
commercial vehicles; Tata Safari, India's first sports utility vehicle; Tata Indica, India's first
indigenously manufactured passenger car; and the Nano, the world's most affordable car.

Tata Motors has over 4,500 engineers, technicians and scientists at R&D centers in India,
South Korea, Spain and the UK.

Areas of business 

Tata Motors makes passenger cars, multi-utility vehicles and light, medium and heavy
commercial vehicles.

 Passenger cars: The company launched the compact Tata Indica in 1998, the sedan
Indigo in 2002 and the station wagon Indigo Marina in 2004.
 Utility vehicles: The Tata Sumo was launched in 1994 and the Tata Safari in 1998.
 Commercial vehicles: The commercial vehicle range extends from the light two-tone
truck to heavy dumpers and multi-axled vehicles in the above 40-tonne segment.
 Passenger buses: The company also manufactures and sells passenger buses, 12-
seaters to 60-seaters, in the light, medium and heavy segments.


Joint ventures, subsidiaries, associates 

Tata Motors has a joint venture (JV) with Marco polo, the Brazil-based maker of bus and
coach bodies. Tata Motors (SA) (Proprietary) is Tata Motors' JV with Tata Africa Holding
(Pty); the JV assembly plant at Rosslyn, Pretoria, assembles light, medium and heavy
commercial vehicles ranging from 4-50 tones from semi knocked down kits.

Other associates include:

 Tata Daewoo Commercial Vehicle Company, a 100-percent subsidiary of Tata Motors

30
 in the business of heavy commercial vehicles).
 Tata Motors European Technical Centre is a UK-based, 100-percent subsidiary
engaged in design engineering and development of products.
 Telco Construction Equipment Company makes construction equipment and provides
allied services. Tata Motors has a 60 percent holding; the rest is held by Hitachi
Construction Machinery Company, Japan
 Tata Technologies  provides specialized engineering and design services, product
lifecycle management and product-centric information technology services Tata
Motors (Thailand) is a joint venture between Tata Motors (70 percent) and Thonburi
Automotive Assembly Plant Co (30 percent) to manufacture and market the
company’s pickup vehicles in Thailand (Tata Cummins manufactures high horsepower
engines used in the company’s range of commercial vehicles
 HV Transmissions and HV Axles are 100-percent subsidiaries that make gearboxes
and axles for heavy and medium commercial vehicles.
 TAL Manufacturing Solutions is a 100-percent subsidiary that provides factory
automation solutions and designs and manufactures a wide range of machine tools
 Hispano Carrocera is a Spanish bus manufacturing company in which Tata Motors
acquired a 100 percent stake in 2009
 Concorde Motors is a 100 percent subsidiary retailing Tata Motors’ range of passenger
vehicles Tata Motors Finance is a 100 percent subsidiary in the business of financing
customers and channel partners of Tata Motors

Location
Tata Motors' plants are located at Jamshedpur (eastern India), Pune and Sanand
Dharwad (south west) and Lucknow and Pantnagar (north). Tata Motors and Fiat have set up
a common manufacturing facility at Ranjangaon, near Pune.

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood

has a science of studying how research is done scientifically. In it we study the various steps
that all generally adopted by a researcher in studying his research problem along with the
logic behind them.
The scope of research methodology is wider than that of research method.

31
Meaning of Research
 Research is defined as “a scientific & systematic search for pertinent information on a
specific topic”. Research is an art of scientific investigation. Research is a systemized effort
to gain new knowledge. It is a careful inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is a research.

RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data in
a manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research is design is the conceptual structure within which research is conducted;
it constitutes the blue print of the collection, measurement and analysis of the data. As search
the design includes an outline of what the researcher will do from writing the hypothesis and
its operational implication to the final analysis of data.
The design is such studies must be rigid and not flexible and most focus attention on the
following2;

Research Design can be categorize

The present study is exploratory in nature, as it seeks to discover ideas
and insight to brig out new relationship. Research design is flexible enough to provide
opportunity for considering different aspects of problem under study. It helps in bringing into
focus some inherent weakness in enterprise regarding which in depth study can be conducted
by management.

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means
of study. Data collection plays an important role in any study. It can be collected from
various sources. I have collected the data from two sources which are given below:
1. Primary Data
 Personal Investigation
 Observation Method

32
  Information from correspondents
 Information from superiors of the organization
2. Secondary Data
 Published Sources such as Journals, Government Reports, Newspapers and
Magazines etc.
 Unpublished Sources such as Company Internal reports prepare by them given to their
analyst & trainees for investigation.
 Websites like Bhasin Motors, Raipur official, some other sites are also searched to
find data.
Sample Size :-
Questionnaire is filled by 50 employees of  Bhasin Motors, Raipur The questionnaire was
filled in the office and vital information was collected which was then subjects to:-

  A pilot survey was conducted before finalizing the questionnaire.

  Data collection was also done with the help of personal observation.
  After completion of survey the data was analysed and conclusion was drawn.
  At the end all information was compiled to complete the project report.

Q1. How long you have been working in this organisatiom?

Particular Respondent Percentage
Less than 3 years 28 56%
3-5 years 22 44%
More than 5 years 0 0

33
 Respondent

44%
Less than
3-5 years
More than 5 years
56%

Interpretation

Maximum people working in organization are working from less than 3 years and
Nobody is there who has worked for more than 5 years

Q2. How do you feel the working environment?

Particulars Respondent Percentage
Excellent 9 18%
Good 31 62%
Satisfactory 10 20%
Not satisfactory 0 0

34
 Respondent
20% 18%

Excellent
Good
Satisfactory
Not satisfactory

62%

Interpretation

Working environment in Bhasin motors good acc. to people working there and it is also
Excellent in many aspects of their staff also people found environment of working at
satisfactory level.

Q3. How secure do you feel in your job?

Particulars Respondent Percentage
High secure 9 18%
Secure 36 72%
Insecure 5 10%

35
 Respondent
10% 18%

High secure
Secure
Insecure

72%

Interpretation

Maximum people are secure about their job. And staff also feels highly secure at some
extent.

Q4. How do you feel the smooth relationship with your employers and coworkers?

Particulars Respondent Percentage

Very high 17 34%
High 26 52%

36
Medium 6 12%
Low 0 0

Respondent
12%
35%

Very high
High
Medium
Low

53%

Interpretation

The level of smooth relationship between employer and employee is high in Bhasin Motors.
And also very high to some extent

Q5. Opinion about your job?

Particulars Respondent Percentage
Highly satisfied 4 8%
Satisfied 39 78%
Other 2 4%
Not satiesfied 5 10%

37
 Respondent
4%
10% 8%

Highly satisfied
Satisfied
Other
Not satiesfied

78%

Interpretation
Staff of Bhasin Motors is satisfied with their job and highly satisfied to some extent.

Q5. Are you been guided by your superior time to time?

Particulars Respondent Percentage
Yes 48 96%
No 2 4%

38
 Respondent
4%

Yes
No

96%

Interpretation
People are always guided by their head or superior time to time.

Q7. On what basis promotion is been done here?

39
 Respondent
4%
10% 8%

Highly satisfied
Satisfied
Other
Not satiesfied

78%

Q8. Are you satisfied with appreciation or reward system provided by your management?
Particulars Respondent Percentage
Highly satisfied 3 6%
Satisfied 29 58%
Needs improvement 18 36%

40
 Respondent

6%
36%

Highly satisfied
Satisfied
Needs improvement

58%

Interpretation

The system of appreciation or reward for employee needs improvement acc. to people
working there but maximum people are among satisfied and highly satisfied.

Q9. Are you satisfied with the bonus and incentives given?
Particulars Respondent Percentage
Highly satisfied 4 8%
Satisfied 28 56%
Needs improvement 18 36%

41
 Respondent

8%
36%

Highly satisfied
Satisfied
Needs improvement

56%

Interpretation

The system of bonus and incentive for employee needs improvement acc. to people working
there but maximum people are among satisfied and highly satisfied.

Q10. Are you satisfied with overall compensation package?

Particulars Respondent Percentage
Highly satisfied 2 4%
Satisfied 27 54%
Needs improvement 21 42%

42
 Respondent

4%

42%
Highly satisfied
Satisfied
Needs improvement

54%

Interpretation

The overall compensation package for employee needs improvement acc. to people working
there but maximum people are among satisfied and highly satisfied.

Q11. How do you feel about the welfare scheme of your showroom?

Particulars Respondent Percentage

Highly satisfied 4 8%
Satisfied 34 68%
Needs improvement 12 24%

43
 Respondent

24% 8%

Highly satisfied
Satisfied
Needs improvement

68%

Interpretation

The overall welfare scheme of showroom for employee needs improvement acc. to people
working there but maximum people are among satisfied and highly satisfied

Q12. Have you ever observed or experienced any of the following forms of discrimination in
the company?
Particulars Respondent Percentage
Racial discrimination 0 0%
Age discrimination 0 0%
Gender discrimination 0 0%
None of the above 50 100%

44
 Respondent

Racial discrimination
Age discrimination
Gender discrimination
None of the above

100%

Interpretation

There is no discrimination practiced in organization.

Q13. Do you really enjoy/relex in your tea time and lunch break?
Particulars Respondent Percentage
Yes 47 94%
No 3 6%

45
 Respondent
6%

Yes
No

94%

Interpretation

Maximum people enjoy and relax in their lunch and tea time break.

Q14. My manager/supervisor provides me with continuous feedback to help me achieve?

Particulars Respondent Percentage
Strongly disagree 0 0%
Disagree 0 0%
Somewhat agree 3 6%
Agree 31 62%
Strongly agree 16 32%

46
 Respondent

32% 6%

Strongly disagree
Disagree
Some what agree
Agree
Strongly agree

62%

Interpretation

Maximum people are agree that “My manager/supervisor provides me with continuous
feedback to help me achieve” and many are strongly agree

FINDINGS

 Most of the employees in the organization from past 3 years.

 Majority of the employee feel good about the environment.

47
 Most of the employees feels secure for there job.

 A smooth relation is been found between the employer and worker

 Majority of the employees are satisfied with there job.

 All the employees are been supervise by the supervisor.

 Performance is the base for promotion.

 Most of the employees are satisfied with the bonus and compensation.

 There is no discrimination found in the organization.

 A proper feedback is given to the workers.

LIMITATIONS

1. The time given for the survey i.e. 45 days may be too less.

2. The people may not give proper response.

48
 3. Some employees in that organization may not be co-operative.

4. They may provide manipulated data’s.

5. We may not get the proper detailing of the organization.

6. The market of Tata is spread throughout the country, but the study is limited to Raipur
district.

7. It is not possible to extract the exact facts due to biasness of consumer and retailer.

8.Time & Cost constraints were also there.

CONCLUSION
Human resource play an important role in any organization, employee welfare facilities are
concern to every department, if the employee are satiesfied with welfare facilities then only
the productivity of the organization can be increased.

Based on the study on Job satisfaction in Bhasin motors it is clear that the organization is

49
very keen in promoting all the welfare facilities to the employees.

Employees are satisfied to all kinds of facilities been provide to them by the organization and
in future the organization will try to have more improvement in the welfare facilities they
provide to their labour.

Finally the study concludes that the employees are totally satisfied with there job been
provided to them in the organization. And it motivates them to work more effectively.

SUGGESTIONS
1. The organization must improve the over time allowance.

2. They should organize various events to make the employee aware.

3. Must keep a keen interest in the medical treatment of employee.

50
4. Organization must provide proper compensation to employee.

5. The organization should try to provide more housing facilities.

6. And should try to provide education to the children of employee.

7. The organization should provide insurance to all the employees working.

BIBLIOGRAPHY

Kothari C R, ‘Research And Methodology’ – ‘Method &Techniques’, New Age International

(P) Ltd.,2004.

51
Behara G.C., Research Methodology, Third Edition, Hill Publication

Singh A.K., Duggal B.R., Mohan Puneet- Human Resource Management, Edition 2004, Sun
India Publication.

Decenzo And Robbins, - Personnel Resorce Management- Prentice Hall Of India Pvt. Ltd.

WEBLIOGRAPHY
www.google.com
www.scribd.com
www.wikipedia.com

52
QUESTIONNAIRE

Details of respondent
Name:-
Age:-
Gender:-
Designation:-

53
Contact no:-

1. How long you have been working in the industry ?

a) less than 3
b) 3-5 years
c)more than 5 years

2. How do you feel the working environment ?

a) excellent
b) good
c)satisfactory not satisfactory

3. How secure do you feel in your job ?

a) high secure
b) secure
c)insecure

4. How do you feel the smooth relationship with your employers and co-
workers ?
a) very high
b) high
)medium
d)low

5. Opinion about your job

a) highly satisfied
b) satisfied
c) others (specify) …………..
d) not satisfied

6. Are you been guided by your superiors time to time?

Yes/No _______

54
7. On what basis promotion is done here?
_______________________

8. Are you satisfied with the appreciation or reward system provided by your
management?
a) highly satisfied
b) satisfied
c)needs improvement

9. Are you satisfied with the bonus and incentives given ?

a) highly satisfied
b) satisfied
c)needs improvement

10. Are you satisfied with the overall compensation package ?

a) highly satisfied
b) satisfied
c)needs improvement

11. How do you feel about the welfare scheme of your showroom ?
a) highly satisfied
b) satisfied
c)needs improvement

12. Have you ever observed or experienced any of the following forms of
discrimination in the company ?
a) Racial discrimination
b) age discrimination
c) gender discrimination
d) none of the above

13.do you really enjoy / relax in your tea time and lunch break?

55
a) Yes
b) No If No, Why………………………………………

14. My manager/supervisor provides me with continuous feedback to help me achieve

a) strongly disagree
b) Disagree
c) Somewhat agree
d) Agree
e) Strongly agree

56