A

P
R
O
J
E
C
T
ON

SUBMITTED IN PARTIAL
FULFILLMENT OF MASTER OF
BUSINESS ADMINISTRATION
PROGRAMME: 2010-2012
OF
GAUTAM BUDDHA TECHNICAL UNIVERSITY,
LUCKNOW

1
UNDER THE SUPERVISION OF

SUBMITTED BY MR.SAJJAN CHAUDHARY

MAMTA GANGWAR
Faculty of Management

2
 Certificate

This is to certify that Mamta Gangwar student of MBA-IV Semester

has completed her Research Project Report titled “A STUDY OF

EMPLOYEE SATISFACTION AND MOTIVATION IN RETAIL

SECTOR (W.R.T VISHAL MEGA MART, BLY.)”

assigned by MBA Department and under my Supervision.

It is further certified that she has personally prepared this report that is the

result of her personal survey/observation. It is of the standard expected of

MBA student and hence recommended for evaluation.

3
 PREFACE

“No learning can be complete without practicing.” When we

study in the classroom it clears our picture about the field of the

area, but it proves to be useful or thoughtful when it is applied in

practical field. Now the time has changed practical knowledge for

management student is must to qualify as a potential manager. It is

for this reason that this project is prescribed as a part of syllabus for

Masters of business administration.

Success of any organization depends upon the quality of

Human Resource.

Human Resource plays an important role for the growth of the organization.

The project report, which is presented after consist of “A

Study of Employee Satisfaction and Motivation in Retail Sector

(W.R.T. Vishal Mega Mart, Bly.)”

MAMTA GANGWAR

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 ACKNOWLEDGEMENT

Behind every study there stands a myriad of people whose help and

contribution make it successful. Since such a list will be a

prohibitively long. I may be excused for important omissions.

I express my gratitude to my Faculty Guide MR. SAJJAN

CHAUDHARY who helped me to complete my project with her

inputs in the area of Human Resource.

Lastly, I owe my heartily thanks to all those who extended their

timely support for completion of this project.

This was a good exposure that will definitely help me in my professional career.

MAMTA
GANGWAR

5
 ABSTRACT

This report is a brief presentation of level of employee satisfaction

and motivation at “Vishal Mega Mart, Bareilly”, which is a retail

chain. Retail Sector consists of companies from several areas

including apparel, department stores, food stores, and miscellaneous

shops.

Employee satisfaction is supremely important in an organization

because it is what productivity depends on. If 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 allow a company to grow and change positively

with time and changing market conditions. And as it is such an

important aspect for an organization, therefore I have selected this

topic as my research study.

With every job these is one common problem that people face,

which is getting stuck in the machine of time and routine. This leads

to boredom, and is known to be a de-motivator by the experts. It is

6
for this reason that human resource managers are asked to ensure

that there are activities and varied ways and means to keep

employees motivated from time to time. Motivating the employees

is vital in order to get the maximum out of them and to keep

employee burn out at bay.

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And ensuring this lies in the hands of the managers. Why

motivated employees are needed? The answer is survival

(Smith, 1994). Motivated employees are needed in rapidly

changing workplaces. Motivated employees help organizations

survive. Motivated employees are more productive. To be effective,

managers need to understand what motivates employees within the

context of the roles they perform. Of all the functions a manager

performs, motivating employees is arguably the most complex.

This is due, in part, to the fact that what motivates employees

changes constantly (Bowen & Radhakrishna, 1991).

For example, research suggests that as employee’s income

increases, money becomes less of a motivator (Kovach, 1987).

Also, as employees get older, interesting work becomes more of a

motivator.

What Employee Satisfaction Really Is? Answer to this question is

very vast as employee satisfaction includes various aspects and

parameters, and absence of any one may dissatisfy the employees.

This report covers various parameters on grounds of which Level of

Satisfaction is measured. Various determinants and measurement

techniques of Employee Satisfaction are covered under this project

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report. A valuable knowledge of numerous indicators of

dissatisfaction of employees can be gained through the study of this

report. Besides these, various tips for improving the satisfaction

level of employees are also being covered.

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What all are the facilities provided by Vishal Mega Mart, Bareilly

to their employees in order to raise the satisfaction level is disclosed

by this report.

At last analysis of the responses made by the employees of Vishal Mega

Mart,

Bareilly is done and on the basis of those responses conclusion is draw

n and useful recommendations are made to the Vishal Mega Mart,

Bareilly which may be helpful to them in their bright future.

The 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 wok place? Although "human resource" is the most important

resources for any organization, so to study on employee’s

satisfaction helps to know the working conditions & what are the

things which influence them to not to work properly. So to study on

employee satisfaction is necessary.

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 INDEX

CHAPTER 1

 Company Overview

 Theoretical Background 28

 Objective Of Study 50

 Scope and Importance of Study

CHAPTER 2 52

 Literature Review

CHAPTER 3

 Research Methodology

CHAPTER 4

 Data Analysis And Interpretation

CHAPTER 5

 Conclusion

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  Limitations

 Recommendations

BIBLIOGRAPHY

ANNEXURE

12
13
14
C0MPANY OVERVIEW

15
 VISHAL GROUP

Started as a humble one store enterprise in 1986 in Kolkata

(erstwhile, Calcutta) is today a conglomerate encompassing 183

showrooms in 110 cities / 24 states.

India’s first hyper-market has also been opened for the Indian

consumer by Vishal. Situated in the national capital Delhi this store

boasts of the singe largest collection of goods and commodities sold

under one roof in India.

The group had a turnover of Rs. 1463.12 million for fiscal 2005,

under the dynamic leadership of Mr. Ram Chandra Agarwal. The

group had a turnover of Rs 2884.43 million for fiscal 2006 and Rs.

6026.53 million for fiscal 2007.

The group’s prime focus is on retailing. The Vishal stores offer

affordable family fashion at prices to suit every pocket. The group’s

philosophy is integration and towards this end has initiated

backward integration in the field of high fashion by setting up a state

of the art manufacturing facility to support its retail endeavors.

Vishal is one of fastest growing retailing groups in India. Its outlets

cater to almost all price ranges. The showrooms have over 70,000

products range which fulfills all your household needs, and can be

16
catered to under one roof. It is covering about 29, 90, 146 sq. ft. in 24

states across India. Each store gives you international quality goods

and prices hard to match. The cost benefits that is derived from the

large central purchase of goods and services is passed on to the

consumer

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 INFRASTRUCTURE

Vishal Retail Ltd. has a factory in Gurgaon, Haryana. This factory

has more than 700 imported machines that have a capacity to

manufacturer 150000 pieces a month. The factory occupies 80000 sq

ft of covered space. The Vishal group indirectly gives employment

to more than a 1000 people. These people work in ancillaries that

supply finished goods to the company.

Vishal’s 10 warehouses cater to 183 showrooms in 24 states/110

cities across India. It is covering about 29, 90, 146 sq. ft.

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 PRODUCTS

PRODUCT CATEGORIES

- HOME FURNISHING
Drawing Room Bedroom
Door Mat Bed Sheet
Carpet Pillows
Curtains Pillow Cover
Kitchen Bathroom
Apron

Bath Mats
111Kitchen Napkin
Towel Gift Sets
--------------------------------------------------------
-
-------------
- SPORTS & FITNESS
INDOOR GAMES OUTDOOR GAMES
Basket Ball Cricket Bat
T.T. Bat Football
Boxing Kit Lawn Tennis
Swim
Tennis Racket
ming
Costu
mes
Water Ball Tennis Ball
Fitness Equip.
Personal Gym
--------------------------------------------------------
-
------------
- FOOTWEAR
BOYS GIRLS
Shoes Slippers

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Sandals Sandals
LADIES MENS
Shoes Shoes

Slippers Slippers

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- TELEMART
Communication Mobile Accessories
Mobile

M
ob
ile
B
att
eri
es
M
ob
ile
C
ha
rg
er
M
ob
ile
D
or
i

--------------------------------------------------------
-
---------------
- MENS
Upper Lower
Shirt Casual Jeans(MP)
Shirt Formal Cotton Trouser(MPC)
Ethnic & Sports Winter Wear
Night Suits Suit(WMC)
T-Shirts Blazer(WMB)
Dupatta Windcheater(WMW)
Sherwani Jacket

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--------------------------------------------------------
-
---------------
- LADIES ACCESSORIES
Upper Lower
Kurta Pants Jeans
Skirt Top Capri
Ethnic Winter Wear
Nighty Jackets
Lancha Stawl
Sharara Blazer
Salwar Suit Track Suit
INFANTS
Garments Accessories
Hot Pant Bed Sheet
Frock Under Garments
Baba Suit Socks
Winter Wear
S
w
e
a
t
e
r

P
u
l
l

O
v
e

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 - WOMEN
Sarees Personal Items
Fancy(SRF) Cap(LCA)
Synthetics Socks(Las) Banarsi
Jewellery Cosmetics
Necklace LIp Gloss
Ring Nail Polish
--------------------------------------------------------
-
---------------
- KIDS BOYS
Lower Sets Winter Wear
Jeans Night Suit Suit
Bermudas Baba Suit Blazer
Dungries Jacket
Upper Ethnic
Shirt Formal Kurta- Pyjama
T-Shirt Sherwani

- KIDS GIRLS
Lower Sets Winter Wear
Hot Pant Night Suit Hipster Set
Skirt Capri Set Blazer
Dungries Jacket
Upper Ethnic
Tops(GWT) Sharara
Frock(GFK) Lancha
--------------------------------------------------------
-
---------------
- TRAVEL ACCESSORIES
Luggages Portfolio Bags
Suitcase

S
h
o
u

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 l
d
e
r

B
a
g
s

E
x
e
c
u
t
i
v
e

B
a
g

S
c
h
o
o
l

B
a
g
s
Pouch & Cases
W
a
i
s
t

24
P
o
u
c
h

V
a
n
i
t
y

C
a
s
e
s

25
 - HOUSEHOLD
Acrylic Ware Copper Steel
Dinner Set Jug Cake Server
Home Aids Non Stick
Pressure
Cooker
Floor Wiper Cooker Handi Sanitary Brush Pressure Pan
Dosa Tawa
General Electrical App.Bone China
Plastic
Goods
Coffee Mug Chopper Soup Set
Bucket Dessert Set
Micro
wave
Oven
Glass Ware Thermo Ware Porcelain
Cup Tiffin Cup & Saucer
Lemon Set Container
--------------------------------------------------------
-
---------------
- LIFESTYLE
Gifts &
e Opticals
Novelties
Ladies
Wrist Ladies Sun Glass Flower Vase
Watch
Mens Mens Sun Glass Key Chain
Wrist
Watch
Mens Electric & Perfume/Deo
Access Electronics
ories Items
Belts Battery(ABT) Spray
Wallets Calculator(EEC) Deo
- TOYS & GAMES
Soft Toys Dolls Cycles & Scooters
Musical Toys Barbie Doll Cycles
Non-Musical Other Dolls Scooters
Board Games Infant Toys Video Games
Wooden Blocks Teether T.V. Video Game 26
Puzzles Swing Hand Video Game
- STATIONARY
School Office Paper Mart
Exam Board Office File Diary
Clay File
Punc
hing
Mac
hine
Party Stuff
B
a
l
l
o
o
n
s

R
i
b
b
o
n
s

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 SOME POPULAR BRANDS OF VISHAL MEGA MART

Zeppelin : Men Shirts & Fizzy Ladies & Kids

Trousers Babe : Girls

Kitaan Men Shirts & Jasmine : Ladies &

Studio : Trousers Kids Girls

Blues & Zero

Men Trousers Kids Boys
Khakis : Degree :

Men Shirts & Soil : Men Shirts

Paranoia :
T- Shirts

Massa Men Trousers

Chlorine : Men Shirts
Bay : & Bermudas

Men Shirts, T-
Fume :
Shirts,
Undergarments.

QUALITY CONTROL
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Vishal Mega Mart’s dedicated professional Quality Control team

ensures the quality of their products. Their quality checks start

the basic cloth and accessories and end with our doing a full

inspection on the finished items. They believe that Quality

Control is the key to success. Our goal is to give the customer

with the best quality and value for his money.

We never make compromise with

quality

Quality always scores

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LOYALTY PROGRAMMES

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Vishal’s loyalty programme gives the Indian consumer of being

rewarded every time he makes a purchase at any of the Vishal’s

stores anywhere in the country. Consumers can make purchases

at any store and accumulate points at a central level. These

points are redeemable at any of Vishal’s stores. Consumers can

accumulate points even when they make a purchase while

traveling and redeem points at any store. So no matter where you

are in India you can participate in Vishal Mega Mart’s loyalty

programme.

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CAREER WITH VISHAL MEGA MART

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Vishal Retail Limited offers multidisciplinary career opportunities.

These opportunities are a result of corporate growth, internal

promotions or the opening up of new markets or product lines. It

also maintains a data bank to be used as and when suitable

opportunities arise. The interested candidates can leave their bio-

data on the online data form. All information is treated in strict

confidence.

Regional CEO: The Candidate should be MBA/CA with work

exp. of min 12 years. Responsible for Complete profit

generation of the designated region, Building, Grooming, etc.

Area Manager (Operations): MBA/CA with relevant work exp. of

min 10 years. Responsible for handling multiple stores, Control

costs and expenses etc.

Retail Store Manager: Graduate/Post Graduate with work exp.

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min 8 years in Retail/FMCG industry. Responsible for all the

store operations etc.

VISHAL MEGA MART, BLY.

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Vishal Mega Mart in Bareilly was established on 7 Nov, 2007. It

is situated at D/85, Civil Lines, near Ayub Khan X-ing

Bareilly. It is headed by Store Manager, Mr. Abhishek

Mathuria. There are 75 employees at this store. There are 21

divisions and three sections.

SECTIONS AT VISHAL MEGA MART,BAREILLY

1) EDP(Execution Data Processor) section for system update

2) DC(Distribution Centre) section for store-keeping

3) House-keeping section

A new division has been started in Vishal Mega Mart of

Bareilly i.e., Vishal Care++ which deals in sale of commodities.

It offers following insurances:

1) DLF Pramerica Life Insurance

2) Reliance General Insurance

3) Royal Sunderam General Insurance

4) Max New York Health Insurance

5) ICICI Lombard

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STORE DIRECTORY

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➢ GROUND FLOOR

 Food Mart

 Men’s Wear

 Life Style

 Electronics

 Computers

➢ FIRST FLOOR

 Ladies Wear

 Kids Wear

 Footwear

 Home ware

 Sports & Fitness

 Travel Accessories

 Restaurant

 Household Items

 Stationary

 Jewellery

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Terms & Conditions

1) Exchange within 7 days from the days of purchase along

with cash memo & price tag.

2) Books, Body Care products, CD-ROM, cosmetics, Hair

Accessories, Fashion Jewellery, Food Items, Toiletries, &

Undergarment cannot be exchanged.

3) Inter Store Exchange is possible only for selected range of products.

4) Exchange Timing 11:30 am to 4 pm(except Saturday & Sunday)

5) After Sale Service of Home Appliances, Watches,

Electronics will be provided by authorized vendor only.

6) We request patrons to kindly bear us, as exchange will not

be possible on merchandise sold during Clearance sales,

Bargain Bin Stock or against any promotion scheme used

or altered garments.

7) We reserve the right to determine whether the goods have

been damaged or used.

8) Garments with the tendency of fading does not carry colour

guarantee. Goods once purchased cannot be reimbursed for

cash.

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All Disputes are subject to Delhi Jurisdiction.

39
 ORGANIZATION STRUCTURE OF VISHAL
MEGA MART,
BAREILLY

STORE MANAGER
(MR. ABHISHEK MATHURIA)

ASSISTANT STORE
MANAGER
(MR. ANURAG PRADEEP)
LOSS PREVENTION HEAD
(MR. ABHISHEK SAXENA)

COMMERCIAL MANAGER
(MR. CHANDRESH)

HEAD CASHIER
(MR. SHYAM) CASHIERS (4)

LINE OF BUSINESS HEADS

(5) (FLOOR MANAGER OF
DIVISION)

SALES
EXECUTIVES
(TEAM LEADERS &
MEMBERS
40
41
EMPLOYEE SATISFACTION

Employee satisfaction is a measure of how happy workers are with

their job and working environment. Keeping morale high among

workers can be of tremendous benefit to any company, as happy

workers will be more likely to produce more, take fewer days off,

and stay loyal to the company. There are many factors in improving

or maintaining high employee satisfaction, which wise employers

would do well to implement.

To measure employee satisfaction, many companies have mandatory

surveys or face-to-face meetings with employees to gain

information. Both of these tactics have pros and cons, and should be

chosen carefully. Surveys are often anonymous, allowing workers

more freedom to be honest without fear of repercussion. Interviews

with company management can feel intimidating, but if done

correctly can let the worker know that their voice has been heard

and their concerns addressed by those in charge. Surveys and

meetings can truly get to the center of the data surrounding

employee satisfaction, and can be great tools to identify specific

problems leading to lowered morale.

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Many experts believe that one of the best ways to maintain

employee satisfaction is to make workers feel like part of a family

or team. Holding office events, such as parties or group outings,

can help build close bonds among workers. Many

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companies also participate in team-building retreats that are

designed to strengthen the working relationship of the employees in

a non-work related setting.

The backbone of employee satisfaction is respect for workers and

the job they perform. In every interaction with management,

employees should be treated with courtesy and interest. An easy

avenue for employees 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 dedication into

compromising will often help to improve morale.

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VARIABLES CONTRIBUTING TO EMPLOYEE SATISFACTION

1. Overall Individual satisfaction: Employees should be

satisfied with the organization as a great place to work.

2. Work Environment: Employees have to feel satisfied with

the environment within which they work; it would result in high

productivity.

3. Communication Methods: When administrative policies and

all important announcements are communicated to the

employees, it boosts their morale. The methods chosen for

communication also play an integral role. Some of the methods

that could be used are intranet, monthly newsletters, weekly

meetings etc...

4. Compensation and benefits: This is the most important

variable for employee satisfaction. Employees should be provided

with competitive salary packages and they should be satisfied with

it when comparing their pay packages with those of the outsiders

who are working in the same industry.

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EMPLOYEE SATISFACTION AND PRODUCTIVITY

It was believed for a long time, particularly by human relations

experts, that satisfied, workers were productive workers, but later

researchers sounds it to be a myth. No doubt some studies have

reported positive correlation between satisfaction & productivity but

these are often not statistically significant.

BAYFIELD & CROCKETT concluded from a review of a number

of research studies that job satisfaction did not necessarily imply

high performance and that “production may be only peripherally

related to many of the goals towards which the industrial worker

may be striving”.

Relationship between satisfaction & productivity is very

complex. There are four possible relationships:

o High Satisfaction & Low Productivity: Highly satisfied

workers may turn out to be low in productivity, if

management is interested only in “keeping the employees

happy”, and not demanding of high productivity.

46
o High Satisfaction & High Productivity: It exists when

supervisor is both employee oriented as well as task oriented.

He tries his best to help his employees in the fulfillment of

their social & psychological needs.

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o Low Satisfaction & Low Productivity: It occurs when the

supervisor is ‘laissez faire’ type. He neither takes care of

employees needs not of production.

o Low Satisfaction & High Productivity: It may be found to

exists together where a highly task oriented and coercive

supervisor uses scientific management techniques to push up

production without any regard to employee needs and

feelings.

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MEASURING EMPLOYEE SATISFACTION

1) Employee Satisfaction Surveys: Employee satisfaction surveys

and focus groups help the employer to identify the areas of

employee satisfaction and dissatisfaction. Employee satisfaction

surveys help employers measure and understand their employee’s

attitude, opinions, motivation, and satisfaction.

2) Conduct Simple Training Needs Assessment: This training

needs assessment works best in small to mid-sized organizations. It

gives a quick assessment of the training needs of an employee

group. This training need assessment helps find common training

programs for a group of employees.

3) Exit Interviews: Exit interviews are one of the best ways to get

true and honest feedback from employees. The downside is that it

takes time to build up a significant amount of data from exit

interviews.

4) Employee Attitude Surveys: Excellent guide to employee

satisfaction - attitude surveys: tells what they are, how to conduct

49
them, how to use them effectively.

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5) Job Satisfaction Survey: The Company compares employee

satisfaction with their national benchmarks.

INDICATORS OF EMPLOYEE DISSATISFACTION

There are various indicators which reflect that the employee is

dissatisfied from the job, and management or the superior must

check these in order to recognize the problem of that employee and

try to solve it out in order to create satisfaction, which is beneficial

for both employee as well as the organization. Some of these

indicators are:-

✓ Labour turnover

✓ Absenteeism

✓ Seeking a transfer

✓ Low Morale

✓ Frustration

✓ Higher error rate than anticipated

✓ Low performance

✓ Bad behaviour

✓ Try to avoid accepting new work

✓ Bad communication with subordinates

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IMPROVE EMPLOYEE’S SATISFACTION

Flexible work hours aren't the only way to increase employee

satisfaction. Here are some other steps you can take to boost your

workers' loyalty and dedication while reducing turnover:

 Show respect. Frustrated by a faltering economy,

diminishing markets and meddling investors, many

business owners look close to home for someone to

blame-all too often, that's their own employees. The

result? A growing number of employees feel like they're

being viewed as the enemy, not as loyal partners. Its little

wonder so many employees seem ready to jump ship at

the first sign of opportunity. On the other hand,

companies that truly value their employees earn more than

gratitude- they win enhanced dedication and productivity

as well. So be sure to show your employees how much

you respect and value them-tell them how much you

appreciate them, throw them a pizza party, recognize an

employee of the month, do anything you can to show

52
them how much you care.

53
 Recognize the whole person. Employees are more than 9-to-

5 robots who turn off at night and can't wait until the starting

bell rings the next morning. All workers have lives, interests,

and friends and family outside the office- and most are

constantly struggling to balance increasingly hectic

schedules. While companies can't sacrifice unduly to the

whims of a single individual, making concessions where

possible-allowing a long lunch break to attend a child's

school event, for instance, or permitting a sales executive to

fly out on Monday morning instead of Sunday night-can pay

huge dividends in the long run.

 Mark out a clear path to growth. Some employees are

content to remain where they are in an organization, but most

want to grow in their careers over time. Business owners

who wish to increase employee satisfaction tend to look

past formalities and establish genuine growth paths for all

their employees, not just their senior executives.

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EMPLOYEE SATISFACTION MODEL FOR RETENTION

The fundamental reason that employees leave organisations is that

they are not satisfied. Their dissatisfaction could occur on many

levels. Much published research on turnover indicates that money is

often NOT the most important reason.

It’s handy to think of the reasons for dissatisfaction in terms of push

factors (things that make employees more dissatisfied) and pull

factors (things that make employees more satisfied). These factors

are showing the level of satisfaction as well as dissatisfaction of

employees working in an organization.

The factors that are going to make some MORE dissatisfied are things like:

 poor pay

 poor compensation

 poor work conditions

 lack of promotions

 poor benefits offering

 lack of job security

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The factors that make an employee MORE satisfied are things like:

 good leadership in the organisation

 good relationship with their manager

 recognition for their achievements (not necessarily monetary recognition)

 advancement in their careers

 personal growth and development

 feedback and support (meaningful feedback, not just naked criticism)

 clear direction and objectives

So there is a lot that can be done on the positive side to increase

satisfaction. Naturally, there are of course many opportunities on

this side of the house where a good talent management solution can

help things along.

56
 Fulfillment Commitment Engagement
Employee Dissatisfaction Employee Satisfaction

Factors leading to Dissatisfaction Factors leading to Satisfaction

Poor Pay Good leadership practices Good manager re

Personal growth Feedback & support
Poor Work conditions Poor CompensationClear
Lack direction
of promotion Poor benefits offering L
& objectives

57
 EMPLOYEE SATISFACTION MODEL FOR RETENTION

EMPLOYEE MOTIVATION

The job of a manager in the workplace is to get things done through

employees. To do this manager should be able to motivate the

employees. Basically, in order to keep employees motivated there

are 7 strategies that can be adopted, which are as follows:

1) Providing positive reinforcements for the tasks

accomplished and setting higher goals to be achieved.

2) Setting down certain effective rules and regulations to be

followed in the office.

3) Seeing that fair rules are set in the office.

4) Looking into employee needs and seeing that they are

comfortable in their work environment.

5) There should be work related goals set from time to time.

6) There should be regular appraisals and platforms where

employees can share their on the job experiences

58
 7) There should be consistent and constant on the job

rewarding and incentives

10 TACTICS TO INCREASE MOTIVATION IN EMPLOYEES

1. Performance incentives: Appeal to people’s selfish nature. Give

them the opportunity to earn more for themselves by earning more

for you.

2. Detailed instructions: If you want a specific result, give specific

instructions.

People work better when they know exactly what’s expected.

3. Short and long term goals: Use both short and long term goals

to guide the action process and create an overall philosophy.

4. Kindness: Get people on your side and they’ll want to help you.

Piss them off and they’ll do everything they can to screw you over.

5. Deadlines: Many people are most productive right before a big

deadline. They also have a hard time focusing until that deadline is

59
looming overhead. Use this to your advantage by setting up a

series of mini-deadlines building up to result.

60
6. Concentrate on outcomes: No one likes to work with someone

standing over their shoulder. Focus on outcomes — make it clear

what you want and cut people loose to get it done on their own.

7. Trust and Respect: Give people the trust and respect they

deserve and they’ll respond to requests much more favorably.

8. Create challenges: People are happy when they’re progressing towards a

goal.

Give them the opportunity to face new and difficult problems and

they’ll be more enthusiastic.

9. Create opportunities: Give people the opportunity to advance.

Let them know that hard work will pay off.

10. Communication: Keep the communication channels open. By

being aware of potential problems you can fix them before a serious

dispute arises.

61
EMPLOYEE SATISFACTON AND MOTIVATION IN VISHAL
MEGA

MART, BLY.

Employee Satisfaction means a lot for the management of Vishal

Mega mart, Bly. They deal with each & every aspect which can

satisfy their employees. According to them Human Resource is the

most important part of any organization, and it is very necessary for

the organization to keep their employees happy in order to achieve

the organizational success & goal.

Employee satisfaction being a very important part of their ideology,

the group is sensitive to the requirements of its greatest asset and

committed to ensure utmost satisfaction and value for their hard

work and dedication. This is the reason that Vishal Mega Mart, Bly.

enjoys faithful and good employees forever.

62
Employee satisfaction and motivation is really very important and

thatswhy Vishal Mega Mart provides different benefits, good

working conditions, suitable time,

63
initiative and responsibility etc. to their employees in order to

attain maximum Satisfaction of employees.

BENEFITS PROVIDED BY VISHAL MEGA

MART TO ITS EMPLOYEES

❖ INCENTIVE ON SALES: This incentive is given on the

basis of target achievement. A particular target is assigned to

each of the employees. And according to the fulfillment of

the target, incentive is provided to them. For

Ex, if they achieve 90% of the target- 5% of their salary is

provided to them extra as incentive. Similarly for 100%-

10% and 110%- 15% is given.

❖ OVERALL GROOMING: This program is run to motivate

the employees so that they are more productive and can

easily achieve their targets.

❖ BEST EMPLOYEE OF THE MONTH: An employee

64
of the store is awarded as Best Employee of the month

each month. On the basis of

65
 Target Achievement, Behaviour at Store, Interaction with

Customer, Overall Grooming.

❖ BIRTHDAY CELEBRATION: In the starting of each

month, Birthdays of all those employees are celebrated whose

birthday falls in that particular month.

MEASUREMENT OF EMPLOYEE SATISFACTION IN

VISHAL

MEGA MART

There are two ways of analyzing whether the employees are

satisfied and motivated or not. Theses two ways are the only and

according to Vishal Mega Mart, are the best ways of checking the

level of satisfaction and motivation amongst employees. The two

ways are:-

➢ Measurement of Achievement of Target: This means that

in Vishal Mega Mart, target achievement plays an important

role in analyzing the level of employee’s satisfaction. If the

target has been achieved during the period, employers feel

that the employees are satisfied that’s why they are doing as

expected. This is their assumption that if employees achieve

66
their target then they are satisfied.

67
 ➢ Performance Appraisal: It is the technique of analyzing the

performance of the employees during the particular period. If

the performances is satisfactory or say good then they think

that the people are satisfied with their jobs otherwise there is

some problem with them regarding job or personal.

The major basis of analyzing the level of satisfaction is TARGET

ACHIEVEMENT only.

OBJECTIVES OF THE STUDY

▪ To find out the different motivational techniques used in Vishal Mega

Mart.

▪ To identify the facilities/benefits provided at Vishal Mega

Mart to its employees in order to increase their satisfaction

level.

▪ To find out the satisfaction levels of employees in Vishal Mega Mart.

▪ To find out the relationship between employee satisfaction

and productivity of employees.

▪ To find out the reasons for their dissatisfaction and provide

suitable suggestions to resolve them.

68
SCOPE AND IMPORTANCE OF STUDY

The research study has immense scope for me as a researcher

as I can apply this practical knowledge and experience in my

future career and managerial decision making.

Vishal Mega Mart can also take benefit of this study to improve

their employee satisfaction and motivational levels, which

directly have an impact on productivity and goodwill of the

organization.

This research work can be used as a secondary data for further research work.

69
70
Benefits Of High Internal Work Motivation Comparing Retail Sector
To

Manufacturing

Journal of Diversity Management – Third Quarter 2008

Volume 3 by Rickey Casey, University of the Ozarks, USA

Jay Robbins, Ouachita Baptist University, USA

ABSTRACT

The Hackman and Oldhman Model have been tested in several areas

with additional testing needed in the service sector. This study tested

the model within a manufacturing company and evaluated several of

71
the dimensions of the model.

72
This paper evaluates two of these dimensions; high internal work

motivation and task significance. The plan that was surveyed has a

population of 1,000 with 200 sampled. The company examined is a

larger manufacturer of electric motors and the sample was taken

from one plant with all three shifts samples. The plant has a

population of 1,000 with 200 sampled. A comparison study was done

in a major retail company. From the survey sample of 534

employees of the retail company, 330 responses were returned,

indicating a 62 percent response rate. The average age of those

responding to the survey was 37.9 years. Males accounted for 22.7

percent of the respondents’ while 72.7 percent were female.

Work motivation and job satisfaction in the Nordic countries

Journal of Employee Relations, 2004 Volume 26 by

Jacob K. Eskildsen, Center for Corporate Performance,

The Aarhus School of Business, Aarhus, Denmark

ABSTRACT

This paper studies differences in job satisfaction and intrinsic work

motivation between employees with different characteristics. Based

on a study of the literature assumptions regarding these differences

73
are developed and tested on data from a survey in the Nordic

countries. In this survey 9,623 employees from randomly selected

households in the Nordic countries participated. Among the

74
findings are that Danish workers were found to be the most satisfied

and that there is no difference between the genders with respect to

job satisfaction in the Nordic countries.

75
RESEARCH METHODOLOGY

● Type of Research: Descriptive research

● Type of Data:

1) Primary Data : Unstructured interview of the concerned authorities

& questionnaire

2) Secondary Data : Reports and website of the organization.

● Research Method: Survey Method

76
● Research Instrument : Questionnaire & Observation

● Contact Method : Direct unstructured Interview

● Sampling Plan :

1) Sample Size : 35

2) Sample Unit: Employees of Vishal mega Mart

3) Sample Area Vishal Mega Mart, Bareilly

77
Q1) Are you satisfied with your job?

Response No. of Response % of Response

Satisfied 12 34.29
Partly Satisfied 23 65.71
Unsatisfied - -
70
60
50 Satisfied
40
30
20
Partly Satisfied
10
0
% of Response Unsatisfied
55
Interpretation: Most of the people are partially satisfied with their job, which

shows they are not fully satisfied with their job.

Q2) Are you satisfied with the salary provided to you?

Response No. of Response % of Response

Satisfied 5 14.29
Partly Satisfied 13 37.14
Unsatisfied 17 48.57
50

Satisfied
40

30
Partly Satisfied
20

10 Unsatisfied 56

0
% of Response
Interpretation: This shows that the employees are not happy with the salary

provided to them in Vishal Mega Mart; this also reflects

that some of them are partially satisfied with

the salary. Only 14.29% people are

satisfied with their salary and

they are top level people.

Q3) Are you aware of various benefits which Vishal Mega Mart is

providing to its employees?

Response No. of Response % of Response

Yes 33 94.29
No 2 5.71
80

60
Yes
40 No

20

0 57
% of Response
 Interpretation: 94.29% of the employees are aware of the different benefits

provided by Vishal Mega Mart to the employees, whereas

5.71% are unaware of those benefits. This shows that

those

5.71% employees are not aware of

all the policies, benefits, rules etc. in Vishal Mega Mart.

Q4) Are you satisfied with the working environment and

conditions of Vishal Mega Mart?

Response No. of Response % of Response

Satisfied 27 77.14
Partly Satisfied 5 14.29
Unsatisfied 3 8.57

58
80
70
60 Satisfied
50
40
30 Partly Satisfied
20
10
0 Unsatisfied
% of Response

59
Interpretation: Most of the people i.e., 77.14% people are fully satisfied and

14.29% of people are partly satisfied with

the working conditions and

environment, 8.57% of the

employees are not at all satisfied with

the working conditions & environment of KVS.

Q5) Are you satisfied with the work culture of Vishal Mega Mart?

Response No. of Response % of Response

Satisfied 30 85.72
Partly Satisfied 3 8.57
Unsatisfied 2 5.71

60
90
80
70
60
50
40
30 Satisfied Partly Satisfied
20 Unsatisfied
10
0
% of Response

61
Interpretation: This analysis shows that most of the employees are
satisfied with

the work culture of Vishal Mega Mart. This shows that

work culture of Vishal is acceptable and suitable

to almost all of the employees, those who are not satisfied

must adjust themselves with that culture.

Q6) Are you comfortable with the timings of your job?

Response No. of Response % of Response

Yes 30 85.71
No 5 14.29

90
80
70
60
50
40
30 Yes
20 No
10
0

% of Response

62
Interpretation: 85.71% of the employees are comfortable with the

timings of the job; this shows that there is

mutual understanding between

the employees and the management. This also

shows that timings of job in Vishal Mega Mart is suitable

to all, that it is set after considering the regular

normal daily routine

of the people and comfortability to reach work

place from their residence.

Q7) Are your ideas welcomed and appreciated by the management

for the growth of business?

Response No. of Response % of Response

Yes 23 65.71
No 4 11.43
To Some Extent 8 22.86

63
70
60
50
40
30 Yes No
20 To Some Extent
10
0
% of Response

64
Interpretation: It shows that employees are also given chance

to participate in the management and feel

a part of the organization.

Q8) Is there any kind of appreciation for your good performance?

Response No. of Response % of Response

Yes 22 62.86
No 4 11.43
To Some Extent 9 25.71

70
60
50
40
Yes No
30
To Some Extent
20
10
0
% of Response

65
Interpretation: Appreciation is very necessary for motivating the

employees and according to the response of

employees; this need is fulfilled by

Vishal Mega Mart.

Q9) Is there proper promotion and growth for you in the organization?

Response No. of Response % of Response

Yes 9 25.71
No 21 60
To Some Extent 5 14.29

60

50
Yes No
40 To Some Extent

30

20

10

0
% of Response

Interpretation: 60% of the employees feel that there is no proper

promotion and

growth for them in the organization, which is one of the

66
reasons of dissatisfaction. Even if they work
hard and

67
according to the employers, they do not get

success, in terms of promotion.

Q10) Do you think job satisfaction increases the productivity of employees?

Response No. of Response % of Response

Yes 34 97.14
No - -
To Some Extent 1 2.86

100

80
Yes No
60 To Some Extent

40

20

0
% of Response

Interpretation: 97.14% people agree with the fact that job

satisfaction increases the productivity of

employees.

68
Q11) Is your job affecting your personal life?

Response No. of Response % of Response

Yes 4 11.43
No 29 82.86
To Some Extent 2 5.71

90
80
70
60
Yes No
50
To Some Extent
40
30
20
10
0
% of Response

Interpretation: According to 82.86% respondents, their job is not

affecting their personal life in any manner.

FINDINGS

69
❖ Only 34.29% of the employees working in Vishal Mega

Mart are satisfied from their job.

❖ The remaining 65.71% of the employees are partly satisfied

that means they are somewhat dissatisfied from the job.

They should not be left ignored because their dissatisfaction

could be proved fatal for the organization. As satisfied

employees contribute their best efforts towards the growth

and success of the organization.

❖ 48.57% of the employees are not fully satisfied from the

salary, this is a clear indicator that employees feel that

they are getting less than what they deserve.

❖ Almost all the employees are fully aware of different

benefits available to them.

❖ As far as job security is concerned, it is low in Vishal Mega

Mart and hence employees are not free of this fear.

❖ 14.29% employees are satisfied with their salary and

remaining are not satisfied.

70
CONCLUSION

71
 Job satisfaction has its own definition for every employee. On

the whole job satisfaction broadly involves five aspects and they

are- salary, supervision, Promotions, relations with coworkers

and most importantly their work which they perform for the

organization. But according to the analysis, conclusion may be

summarized as follows:.

❖ Employees in Vishal Mega Mart enjoy proper recognition & full faith of
their

employers.

❖ In Vishal Mega Mart ideas of employees are welcomed, by

which employees feel themselves as a part of Vishal Mega Mart

and not just an employee.

❖ Another good step to attain high level of job satisfaction of

employees is maintaining peaceful, good, satisfactory, faithful

human relations with their employees. Vishal Mega Mart is also

providing good working conditions as well as good working

environment to their employees.

❖ Satisfactory work culture is there in Vishal Mega Mart which is

acceptable by all the employees.

❖ After performance appraisal, if the employer finds that

performance of an employee is outstanding, he provides reward

to that employee as a symbol of appreciation and motivation.

72
Employees are satisfied due to this reason also.

73
LIMITATATIONS

74
❖ One major limitation of this study is that time is limited, as

this report is to be completed within 1 months, so more

detailed analysis is not possible to be done.

❖ Some of the information might not be given correct up to an

extent, due to confidentially of data by the employees.

❖ We can’t believe on the responses given by the employees.

❖ Inability & unwillingness of the respondents to provide information.

❖ The respondents were too busy to providing me proper time for the
project.

75
76
RECOMMENDATIONS

On the basis of this study, suggestions to the Vishal Mega Mart are:-

❖ As it is observed that the policy of Vishal Mega Mart to measure

the employee’s satisfaction is on the basis of target achievement.

But Vishal Mega Mart should not focus on turnover as a

measurement of level of job satisfaction of employees because

achieving the target does not mean that the employees are happy

with the policies, rules, etc. of the organization.. Turnover is not

the appropriate basis; Vishal Mega Mart should rather focus on

more effective measurement techniques.

❖ Vishal Mega Mart should provide incentives to their employees for the

achievement of target for full satisfaction of employees.

❖ Vishal Mega Mart should provide job security to it performing

employees.. This will motivate them to work hard.

❖ There should be proper availability of promotion and growth for

the employees in the organization.

❖ Another important thing is that there must be good amount of

increment in their salary every year. This is the biggest tool in the

hands of employers to gain confidence, faith and satisfaction of

77
their employees.

78
79
BIBLIOGRAPHY

BOOKS CONSIDERED ARE:

1) ASWATHAPPA K- Human Resource and Personnel

Management, TATA MCGRAW- HILL PUBLISHING

COMPANY LIMITED, New Delhi,2005,4th Edition

2) GARY DESSLER- Human Resource Management, PHI

Publications, New Delhi, 1999, 9th Edition
3) KOTHARI.C.R- Research Methodology Methods & Techniques,

WISHWA PRAKASHAN, New Delhi,2001,3rd Edition

4) MONDY NOE- Human Resource Management, THI Publications,

2007, 9th Edition.

5) RAO V.S.P- Human Resource Management, Excel Publication, 2000, 2nd

Edition.
6) BHATTACHARYA D.K. - Human Resource Management,
TMH Publications, Delhi, 2002, 2nd edition.
7) MAMORIA C.B. - Personnel Management, Himalaya
Publications, New Delhi, 1997, 12th edition.
REFERENCES:

Engineering Management Journal, Dec 2000

Journal of Diversity Management – Third Quarter

2008 Volume 3 Journal of Employee Relations,

2004 Volume 26

WEBSITES USED:

www.citehr.com

80
www.managementparadise.com

81
82
 QUESTIONNAIRE

Q1. Are you satisfied with your job?

a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied

Q2. Are you satisfied with the salary provided to you?

a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied

Q3. Are you aware of various benefits which Vishal Mega Mart is
providing to its employees?
a) Yes
b) No

Q4. Are you satisfied with the working environment and conditions of
Vishal Mega Mart?
a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied

Q5. Are you comfortable with the timings of your job?

a) Yes
b) No

Q6. Are your ideas welcomed and appreciated by the management for
the growth of business?
a) Yes
b) No

Q7. Is there any kind of appreciation for your good performance?

a) Yes
b) No

83
Q8. Is there proper promotion and growth for you in the organization?
a) Yes
b) No

Q9. Do you think job satisfaction increases the productivity of employees?

a) Yes
b) No

Q10. Is your job affecting your personal life?

a) Yes
b) No

Q11. Does your job motivate you?

a) Yes
b) No

Personal Information

Name: ……………………………………………..
Age: ……………………………………………….
Gender: 1) Male 2)
Female Designation:
……………………………………………
….
Salary: ………………………………………………………

84