Projects for mba

A Study on
EMPLOYEE JOB SATISFACTION
With reference to
VISAKHAPATNAM PORT AUTHORITY,VISAKHAPATNAM
A project report submitted to the Andhra University ,Visakhapatnam in partial fulfillment of the
requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted By
NATHALA AVINASH
Reg no:122228802074
Under the Guidance of
DR.D.VIJAYA LAKSHMI
Asst . Professor
DEPARTMENT OF MANAGEMENT STUDIES
DR.LANKAPALLI BULLAYA COLLEGE
VISKHAPATNAM-530013,A.P
(2022-2024)
CERTIFICATE
This is to certify that the project report entitled “EMPLOYEE JOB SATISFACTION” with
reference to “ VISAKHAPATNAM PORT AUTHORITY ‘’, is bonafide work done by
Nathala Avinash a student of MBA , of Department of Management Studies, Dr. Lankapalli
Bullaya College , Visakhapatnam, for the award of the degree or “ MASTER OF BUSINESS
ADMINISTRATION”(MBA),from Andhra University , done under my guidance , during the
academic years 2022-2024
Date :
Place : Visakhapatnam
Dr.D. Vijaya Lakshmi
Asst. Professor
Department of Management Studies
Dr. Lankapalli Bullaya College
Dr.Anjana Raviprolu
Head Department of Management Studies
Dr. Lankapalli Bullaya College
Visakhapatnam
DECLARATION
I,hereby declare that this project report entitled “EMPLOYEE JOB SATISFACTION” with
reference to VISAKHAPATNAM PORT AUTHORITY is a bonafide work done by
NATHALA AVINASH for the award of degree of “MASTER OF BUSINESS
ADMINISTRATION” (MBA), from Andhra University ,done under guidance of Dr.D.Vijaya
Lakshmi .Assistant Professor ,Department of Management Studies during the academic years
2022-2024 and has not been submitted to any other University or Institutions for the award of
any Degree or Diploma .
Place :Visakhapatnam
Date :
NATHALA AVINASH
REGD NO:122228802074
ACKNOWLEDGEMENT
I extend my sincere thanks to my guide Dr.D.VIJAYA LAKSHMI, Assistant Professor,
Dr.LANKAPALLI BULLAYA COLLEGE, for her timely advice and unconditional support
during the study period and for the successful completion of the project work.
I am grateful to our Head of the department DR.ANJANA Raviprolu
for availing me the opportunity to do this project.
I express my sincere thanks to our Principal ,G.S.K Chakravarty, Prof, for continuous support
and encouragement to avail me this project.
I owe my sincere gratitude to my guide Mr: AJAY TEJA, Secretary Grade-II, VPA for giving
me an opportunity to work on this project in their esteemed organization and for the giving their
guidance which helped and supported a lot in completing the project throughout the period of my
study.
Finally, I would like to thank other faculty members for their extended co-operation &
suggestions which have helped me a lot.
Lastly but not the least, I would like to thank my family and friends for their encouragement and
support.
NATHALA AVINASH
(Regd no: 122228802074)

CONTENTS
CHAPTER - 1
* INTRODUCTION TO THE SUBJECT
* NEED FOR THE STUDY
* OBJECTIVE OF THE STUDY
SCOPE OF THE STUDY
*METHODOLOGY
* LIMITATIONS
CHAPTER - 2
* INDUSTRY PROFILE
CHAPTER - 3
* COMPANY PROFILE
CHAPTER - 4
* CONCEPTUAL PROFILE OF EMPLOYEE JOB SATISFACTION
CHAPTER - 5
* EMPLOYEE JOB SATISFACTION IN PORT
CHAPTER – 6
* DATA ANALYSIS AND INTERPRETATION
CHAPTER – 7
*SUMMARY
*FINDINGS
*SUGGESTIONS
*BIBLIOGRAPHY
*ANNEXURE
INTRODUCTION
Human resource management (HRM) involves coordinating, managing, and allocating human
capital, or employees, in ways that move an organisation’s goals forward. HRM focuses on
investing in employees, ensuring their safety, and managing all aspects of staffing, from hiring to
compensation and development.
HRM careers may specialise in compensation, training, or managing employees. Most human
resources management professionals hold a bachelor’s degree and some pursue a master's degree.
HRM professionals can also earn professional certifications to help build knowledge and increase
earning potential. HR management aims to create a company culture and accomplish its mission
and overall goals through employee management .
"Job Satisfaction is 4 pleasurable or positive emotional state from the appraisal of one's job or
experience."
- E.A.LOCKE
Job satisfaction is defined as a positive emotional response you experience when doing your job
or when you are present at work. Leading organizations are now trying to measure this feeling,
with job satisfaction surveys becoming a staple at most workplaces.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes
to managing their employees. Many studies have demonstrated an unusually large impact on the
Job satisfaction on the motivation of workers, while the level of motivation has an impact on
productivity, and hence also on performance of business organizations.
Job satisfaction describes how content an individual is with his or her job. A variety of factors
can influence a person’s level of job satisfaction. Some of these factors include level of pay and
benefits, quality of working conditions, leadership and social relationships, quality of one’s
relationship with their supervisor, quality of physical environment in which they work, degree of
fulfillment in their work, the job itself (the variety of tasks involved, the interest and challenge
the job generates, and the clarity of the job description/requirements). Job design aims to
enhance job satisfaction and performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-
workers.
Job satisfaction is an attitude that 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.
NEED FOR THE STUDY
A majority of the international business activities depends heavily on the port. Port plays a key
role in transporting cargo, which cannot be handled elsewhere. It was started with employees of
60,000 in 1930 after a short period the population was raised to 10 Lakhs.
It has attached a large number of heavy industries like "hindustan shipyard limited", HPCL, Steel
plant, Coromandel fertilizers Ltd that was established in Visakhapatnam only because of port
facilities. To study the activities of this organization in such organizations, human resource
development is the important concept. In such conditions the research of employee job
satisfaction at a Visakhapatnam port Authority, there is a common acceptation that employees
cannot satisfied without having proper level of pay, professional growth, flexible working hours,
access to the right digital tools etc.
Hence it appeared very vital to study the activities of this organization. VPA is the only
organization Is contributed to the natural harbor facilities and partially to the efficient
management zeal to know the factory, which contributed to the success of the VPA and to know
the performance of VPA inspired me to take up the study of its employee job satisfaction.
OBJECTIVES OF THE STUDY
a) To study and understand the concept of job satisfaction.
b) To study the concept of job satisfaction at Visakhapatnam Port Authority .
c) To analyze the perceptions of employees regarding job satisfaction at Visakhapatnam Port

Authority
d) To examine and analyze difference factors influencing job satisfaction of an employee at

Visakhapatnam Port Authority
e) To study different strategies implementing to improves the employee job satisfaction by

Visakhapatnam Port Authority.
f) To offer suggestions based on the analysis of study.

SCOPE OF STUDY
The present study is having limited scope with research facilities for my future prospect. The
study can help me a lot in case of future opportunities in VPA and its subsidiaries companies.
The study was limited to the personnel department and HRD department of V.P.A. In contains
port profile, history of ports in India and HRD department details. It is covered some of the
aspects regarding "Job Satisfaction" during my project.
METHODOLOGY
In view of objectives framed for the purpose of this study, the information is collected from both
primary and secondary sources.
Primary sources:
Recent information submitted in this report is gathered from concerned authorities and
employees in different departments of Visakhapatnam Port Authority. In order to gather the
information a structured questionnaire is developed and hard copies of it are circulated.
Secondary sources:
Data is collected from referring various books on Human Resources Management and Industrial
Relations and also from Visakhapatnam Port Authority website.
Sample size: 100
Sampling Technique:
A structured questionnaire is developed with in-order to gather the data including demo-graphic
profile of the respondent. A set of questions are also developed so as to gather information from
officials. Convenience sampling technique for the collected data has been done and data is
depicted through bar graphs and results are interpreted.
LIMITATIONS
1. Time is major constraint to explore the complete process of Employee job Satisfaction.
2. Scope for gathering information is very much limited.
3. Being a public organization case studies relating to the study are not disclosed completely.
4. Due to pandemic situation found bit difficulty in interaction with_ employees.
5. Most of the employees hindered themselves for exposing their personal experiences.
6. Individual perception bias may affect the study.
7. Most of the senior citizen employees are unable to understand being language a barrier.
CHAPTERISATION
CHAPTER 1 :
Deals with the introduction, need, scope, objectives, research methodology and
limitations of the study.
CHAPTER 2:
The overview of Visakhapatnam Port Authority in India is explained in the chapter.
CHAPTER 3:
The overview of Visakhapatnam Port Authority in Visakhapatnam is explained in this
chapter.
CHAPTER 4:
The theoretical and conceptual explanations about Employee job satisfaction are
discussed in this chapter.
CHAPTER 5:
This chapter explains about the employee job satisfaction in Visakhapatnam Port
Authority.
CHAPTER 6:
This chapter deals with analysis and interpretation of the data drawn from the employee.
CHAPTER 7:
This chapter deals with summary , findings, suggestions for the study. It also includes
Bibliography
CHAPTER –2
INDUSTRY PROFILE
INDUSTRIAL PROFILE
"Introduction to Indian Sea Ports"
Ports are commonly known a places of safe sheer with necessary infrastructure, tor purpose of
trade. In that view, her places of safe and seaports. Seaports are gateways to word. Seaport is an
essential lin hint are airportonal marime transport chain. At present, over 85% of international
trade goes by sea in case of developing countries like Ours, percora of international trade would
be in the range of 15% -85%. So, there is imperative need for all the seaports in our country $0
expand rapidly.
Ports are meant to provide sea borne vessels, some basic services like dock, harbor or berth
facilities for the ships and landing facilities for the passengers and cargo.
In India there are 12 major ports, 19 medium ports, 15 minor ports and 4 private ports .
The major ports are :
* Kolkata
* Chennai
*Cochin
*Jawaharlal Nehru Ports
*Kandla
*New Mangalore
*Marmugao
*Mumbai
•Paradip
* Tuticorin
* Visakhapatnam
* Ennore Port Pvt. Ltd.

The medium ports in India are:
*Bedi Bunder
*Bhavnagar
* Calicut
* Cudd lore
* Gopalpur
* Kakinada
* Karwar
* Magdala
* Mandavi
*Nagapattinam
* Okha
* Porbandar
* Redi
* Salaya
* Sikka
* Trivandrum
* Veraval
The minor ports of India are:
* Azhikkal
* Belekeri
* Beypore
* Cannanore
* Coondapore
* Dahej
* Jafrabad
* Jakham
* Kasergode
* Mundra
* Neendakara
* Ponnani
* Pindhara
*Pipavav
*Tellicherry
The Private Ports in India are:
Cocanada
Titicorn container terminal
Pipavav
Adani
2.1.2 The main activities of port are:

> Maintenance of port approaches, navigable channels, and alongside berths, dredging,
conservancy, hydrographic surveys.
> Pilot age, towage, berthing and unearthing of visiting ships.
> Handling, warehousing and transportation of goods in port area.
> Civil, mechanical and electrical engineering and maintenance of harbor crafts and plants.
* Firefighting and fumigation
* Stores
> Medical, welfare, housing etc.,
To carry out various activities, each port engages different types of labour. The workers
employed by the port authorities are generally called *Port Workers" and they work on shore.
For work on board the ship, workers registered with Dock Labor Board(DLB) known as 'Dock
Labor' are engaged.
Ports are classified as Major ports, Medium ports and minor ports. The Mayor Port Trust Act,
1963 and the Indian Sea Ports Act, 1908, generate the Major ports and the rules and regulations
framed there under.
Each Major port has a Board of Trustees representing various interests connected with the port
operations and the shipping industry. The Chairman of each Major Port Trust is appointed by the
Central Government. Besides Chairman, the Port Trust Board consists of Deputy Chairman,
representatives of Customs, Railways, Defense, etc.,
CHAPTER-3
COMPANY PROFILE
COMPANY PROFILE
Visakhapatnam was an ancient port city, which had trade relations with Middle east and Rome.
Ships were anchored at open roads and loaded with cargo from Visakhapatnam shore by means
of small boats.
Visakhapatnam Port is one of the major ports on the eastern seaboard of Bay of Bengal at a
latitude 17^ 41^N & Longitude 83^18^E. It is situated in between Kolkata &Chennai ports. It
has acted as a catalyst in the process of industrialization of its hinterland along with other
ancillary industries . The port plays a dynamic role in fostering accelerated development in the
region shall contributed significantly to the national development
Natural harbor:
Visakhapatnam is one of the best, natural ports in India and its location provides protection from
cyclones, which strikes the east coast regularly during May/November. The "Dolphin Nose hill
which is to the south of the entrance channel, roses and" Durra hill' which are to the north of the
entrance channel are land forms which provide tranquil waters for the port for the outer harbor,
to artificial break waters provide necessary conditions for tranquil waters. This low range of a
maximum of 1.82 meters this section of the sea is advantages for the location of the port.
Visakhapatnam is one of the best, natural ports in India and its location provides protection from
cyclones, which strikes the east coast regularly during May/November. The 'Dolphin Nose' hill
which is to the south of the entrance channel, roses and' Durra hill' which are to the north of the
entrance channel are land forms which provide tranquil waters for the port for the outer harbor,
to artificial break waters provide necessary conditions for tranquil waters. This low range of a
maximum of 1.82 meters this section Of the sea is advantages for the location of the port.
HISTORY
The origin of Visakhapatnam goes back as far as the 6* Century, when it formed a port of the
famous kingdom of kalong in 6* century AD. Kalong was conquered by the chalkiest of Bandai
and in the 7* century by eastern chalkiest, which led to the establishment of the avenge kingdom
under Vishnu Verdant — 1 (615 — 633 A_D.).
Visakhapatnam, the anglicized from of which is Visakhapatnam is an ancient town.
According to the district manual writers 1989, in the early years of 14" Century Kullotunga
choler of the Andhra Dynasty visited the presented site of Visakhapatnam and was so pleased
with the place that he built a temple dedicated to Issaquah. The sea has since engulfed this
temple.
In 1858 a survey partly stressed the need for a major port between Madras & Calcutta. A detailed
report called "Visage the port of central provinces" in 1877 made out a strong case of the
establishment of a part. However, this proposal was temporarily frozen due to the advent of the
First World War.
It is only m 1914 that the Bengal Napery Railway initiated a proposal for a harbor at
Visakhapatnam. Colonel Cart Wrought Reid of the British Admiralty initiated 'a proposal for the
construction of a harbor at the month of river meghadrigedda for B.N. Railway, which was
finally adopted in 1922. The construction started in 1927 and the port was open to ocean going
vessels in 1933 with the arrival of passenger ship S.S. Jala durra. The Bengal, Napery Railway
was responsible in constructing the port, as it needed a sea outlet for Manganese is mined in the
central provinces. (M_P.).
The part was formally inaugurated by his Excellency lord Willing Down the then viceroy &
Governor General of India an 19" Dec. 1933. The Island breakwater was constructed by scatting
2 old ships "Janis" and "Willesden ~ which acted as a skeleton around which a rubble mound
was formed. Mr. W.C. Ash & MB. Rattans Burry was the engineer who played prominent role in
constructing this beautiful harbor. The part was constructed at a cost of Rs.378 lakhs and when it
was opened it consist of three berths & handled 1.3 lakhs tones of Traffic.
Visakhapatnam was a minor port; ships were anchored in the open of shore area and the cargo
transported in small muscular boats. The gained the status of a major port in 1963 and it was in
February 1964 that the Visakhapatnam port was constituted.
V.P.T BERTHS:
Inner Harbor:
Multipurpose:13
Oil:2
Mooring:1
Fertilizer berth:1
Total : 17
Outer Harbor:
LPG Terminal: 1
ORE:2
GCB:1
OSIT:1
MULTIPURPOSE : 2
TOTAL:8
LOCATION:
Visakhapatnam part lies on the Eastern seaboard of India in the state of Andhra Pradesh, midway
between Kolkata and Mumbai rail route. This harbor situated in the mouth of Meghadri Gedda is
natural and is connected to the sea by a narrow channel. It is a well-protected deep-sea port
formed by a turning basin and three arms. The approach to the harbor is through a channel about
I km. in length.
With the protection afforded by a high promontory into the sea known as "Dolphin Nose' and a
low tidal range to a maximum of a 6 feet (1.82m), the location of the port is ideal.
Though the construction of the port is started in 1927, Visakhapatnam port took its concrete
shape in 1933 as a the multi commodity port initially and blossomed shortly into multi
commodity port with a variegated cargo profile this port is enriched with a naturally protected
(deep-water basin, most suitable for deep draft berths. It is located in such a way that it offers
protection from the cyclonic storms which strike the East Coast, by a high promontory into the
sea, popularly known as Dolphin's nose hill which is to the south of entrance channel. This port
was the first port in the country, to build an outer port.
Ports are commonly known as places of safe shelter with necessary infrastructure. For purpose of
trade a port is transshipment point between sea and surface transport and of entry and exit for
import and export trade. There are 12 major ports and 163 minor intermediate ports located on
the India coastline.
Visakhapatnam Port Trust was an ancient port city, which had trade religious with Middle East
and Rome. The construction of harbor at Visakhapatnam was thought after the transfer of power
from East India Company to the crown. In fostering the country's foreign trade and economic
development Visakhapatnam its playing a vital role.
Visakhapatnam is a natural harbor such that surrounded by chain of hills providing safe
anchorage to ships. Notable among the chain of hills are Dolphin nose rosy hill.
Perspective plan for Visakhapatnam port 1996-2020:

The Port desires to ahead & peep into the future to enable it to formulate appropriate
developmental, operational & management strategies to fulfill to avowed policy of providing a
high standard & efficient port services to its customers clientele.
Accordingly, the research planning department of port trust was entrusted with the task of
preparing the "perspective plan" in consultation with the other developments of the port &e
concerned authorities associated with the port industry. The study divided into 4 parts.
* Technology Perspective.
* Cargo Perspective.
* Developmental Perspective.
* Organization Perspective.
The main aim of this perspective plan is to provide qualitative services a service no way second
to that of services provided by the other party in the world to it's customers, through adequate &
efficient port facilities that meet & fulfill the demand from the increasing cargo throughout from
the port to year.
Environmental Improvement Measures:
Port gives importance to the environmental protection. Plantation of 1,40,000 plants to provide
green belt and mitigate dust pollution. Purposed in 1998-1999, 25000plants.
Environmental Park in Kailasa hills amount spent so far is an Rs.8.5 crore.
Quality Policy (ISO-9002):

VPT committed to provide prompt, efficient & safe services at optimum cost for ensuring quick
turnaround of sea, railroad borne cargo and it's carriers, maintaining total transparency in all the
transactions & shall continually strive to meet the quality expectations of port users.
Salient features of VPT:

> Opened in 1023 it a breths and initial investments Rs.3.7 crore. Cargo throughout in the first
year of operation was Rs. 1.3 lakh tones.
> First port to construct a deep draft outer port way back in 1967 to accommodate large iron ore
and oil carriers up to 1,50,000 DWI.
> First port among the major ports of India to construct a deep draft bulk berth having draft up to
16m way back in 1976.
> First port among the major ports of India to introduce computerization.
> First port on East Coast of India to accommodate Suezmax tankers drawing 270 MLOA
alongside berth.
> Recipient of "Best Port of the Nations" award in 1988-1989 for highest sale of efficiency.
Objectives of Port
The main objective of working of the port is to import & export cargo on sea through ships. By
this the very benefit hat occurs to the nation follows:
a. Securing the required goods for the country.
b. Exporting the surplus cargo from the country.
c. Maintaining the economics balance within the country.
d. Earning foreign exchange to the country.

Set —Up of the Organization:
Each major port has a Board of Trustee's representing various interest connected with the port
operations & the shipping industry. The chairman of each major port trust is appointed by
Central Government Besides, Chairman the port trust Board Comprises Deputy Chairman,
representatives of Customers, Railways, Defense, State Government, ship owners, shippers etc.
All members other than the Chairman & Deputy Chairman are port time members.
DEPARTMENTS IN PORT:
There are 10 departments in Visakhapatnam port Authority and those departments are
categorized under 2 heads:
I. Assisting Department
II. Operational Department
Assisting Department:
*Administrative Department
*Finance Department
* Personal Department
*Research's Planning Department
*Materials Department
*Medical Department.
Operational Department:
*Marine Department
*Traffic Department
*Mechanical Department
*Engineering Department
Functions of different departments
1, Administrative Department:
The Secretary heads it. The functions of this department are like Administrative Policy, Board
matters, legal matters & Co-ordination of all departments.
2. Finance Department:
Financial adviser & Chief Accounts Officer head this Department. The functions of this
department are Managing Finance matters, preparation and computation of budgets; inter audit
and revenue realization etc.
3. Personal Department
The Department is headed by manager (Operations). The matters related to personnel policies
and the recruitment of employees, sanctioning of posts, their welfare, needs, training on personal
matters & Industrial etc. It is responsible for creating and conducting harmonized relations in the
organization, so as to achieve maximum productivity & better facilities in the work.
4.Research & planning department

This Department consists of compiling information, port statistics; project capital budgets,
forecasting trade, traffic analysis trade promotion and data processing of wage bills etc.
5.Materials Department
Chief material manager heads this department. The function of this department is procurement of
materials, storage of stores & supply to all departments as per requirements & norms.
6. Medical Department:
Chief medical officer heads this Department. It provides health, sanitary & medical facilities to
the employees of all Departments of Port Trust.
7. Marine Department:
This is under the control of deputy conservator. It is responsible for safe navigation of vessels
and berthing, Pilot age, maintenance of dredging a port, fire service and other functions of this
department.
8. Traffic Department:
Traffic Manager heads this Department. The activities of this Department are responsible for
smooth flow of traffic by allotting berths to the ships visiting the port& collects berthing charges,
rail traffic operations.
9. Mechanical Department :
This Department is under control of Chief Mechanical Engineer. It maintains all electrical &
Mechanical equipment and executed projects works regarding purchase & Installation of big
electrical or mechanical equipment.
10. Engineering Department:

Chief Engineer heads this Department. The functions of this department are construction of
project works and maintenance of civil works like building quarters & mainly berths etc.
Notable Events
* Emerged as "Top Ranking Port" of the country for the second year in successor with highest
throughout among major ports (44.343) million tons).
* A clear lead of 6.4 million tones over 2" highest throughout of Candela Port.
* Highest throughout of 74.04 laky tones through ore handling complex — 1st time since
inception of the plan in 1965.
* Zero demurrage on post account to the iron ore ships launched at the port — an event unheard
in the history of port.
* Savings to the exchanger to the tune of about Rs.76 cores through improved performance of
ore handling complex.
* Lowest ever pre-berthing detention of 57 hours and lowest ever turn round time of 3.51 days.
* Highest ever Avg. birth day output of 10,772 tones surpassing the provided best throughout of
9.799 tons by 10%.
* Highest compound annual growth rates of 13.98% m the berth any output during the 9th plan -
Higher among major ports.
* Highest ever container through put of 21,517 Toe's.

* Highest ever gang shift output of 689 tones.
* Rest. 60, 00,000 direct saving to the port through reduction in hire charged for iron ore
wagons.
* Saving of 2,200 tippling hours by twin and third wagon they're through improved performance.
* Highest productivity in respect of 28 cores out of 40 predominant carried handled through the
port.
* High operating surplus of Rest. 171.15 cores in the history of the Port.
* One of the finest operating ratios of 56.6%.
* Highest earning of Rs.14.85 cores by port railway system.
* 32% reduction in over time despite handling of highest cargo with highest productivity, 24%
reduction in staff strengths in staff strength and 40% increase in the unit rate of O.T. allowance.
Savings to the tune of Rs.140 cores through reduction in inventory.
* Saving to the tune of Rs.68 lashes owing to the reduction of maintenance dredging. '
* Savings to the tune of 5 cores or 10% required & maintenance
* expenditure of mobile equipment.
* 40% reduction in inventory owing to better inventory mgmt. Practices.
* 22% reduction in water consumption, 15% reduction in power consumption, 8% reduction in

HSD oil consumption & 30% reduction in petrol consumption owing to several administrative
reforms launched during the year.
* Highest imports of 178.67 laky tones in a year (Previous best 173 lakes tones in 1999-2000).
* Highest transshipment of crude & P.O.L. — 9.32 million tones.
* Highest exports of aluminum sand etc.
calcimined petroleum coke, wheat, granite, illuminate
Visakhapatnam port trust is one of the major bulk cargos handling port in India. The port has
been adopting itself to the changing needs of the bulk traffic, keeping peace with the
technological revolution of shipbuilding and transportation system:
Total port area = 4369 hectares

Total land area =3882 hectares
Total water spread =300 hectares
Inner harbor = 100 hectares
Outer harbor = 200 hectares
Total reclaimed are = 3537 hectares
Main activities of port
The main activities of port are:
> Maintenance of port approaches, navigable channels and alongside berths, dredging,
conservation, hydrographic surveys.
> Pilot age, towage, berthing and un-berthing of visiting ships.
> Handling, warehousing and transportation of goods in the port area.
> Civil, mechanical and electrical engineering and maintenance and fumigation.
> Firefighting and fumigation.
> Stores.
> Medical, welfare, housing etc.
Management of port properties and estates

To carry out various activities each port engages different types of labor. The workers employed
by the port authorities are generally known as 'port workers' and they work on shore.
For work on board the ship, workers registered with docked labor board know as 'dock labor' are
engaged. There will be large number of workforces besides equipment etc. Organization requires
high degree of skill coordination, cordial relations etc., for the successful operation of port.
The successive Chairman's of Visakhapatnam Port Trust:
* Col. H. Cart Wright Reid (1921-1928)
* Mr. W.C. Ash (1928-1934)
* Sn M.R.O.B. Rattarn Bury (1934-1936)

* Mr. E.G. Lilley (1936-1941)
* Mr. W.E.M. Crealock (1941-1945)
* Sri S.Nanjundiah (1945-1958)
* Sri C.R.Reddy, I.A.S (1958-1967)
* Sri H.Samba Murthy (1967-1970)
° Sri B.K.Rao, I.A.S (1973-1978)
* Sri R. Srinivasan (1978-1980)
* Sri T.R.Prasad, I.A.S (1980-1983)
* Sri R.K.R.Gonela, I.AS (1983-1988) o Sri P.V.R.K. Prasad I.A.S (1988-1992)
* Sri T.GopalaRao, I.A.S (1992-1997)
* 'Padmasri" S.R.Rao, I.A.S (19982015 )
* Shri K Rama Mohana Rao 1.A.S (2015-Present).
Environmental Policy:
Visakhapatnam Port Trust is connected to minimizing the adverse impact of its operations
on the environment. Towards this end, it shall endeavor to:
* Install, maintain and operate port facilities to comply with applicable environmental laws; rules
soothe statutory regulations.
* Continual improvement of environmental performance by a system of review.
* Set sound environmental objectives & targets.

Organisational Structure
Ogranisation set up of vpt
Board of Trustees
Chairman
Deputy chairman
Head of the department
Deputy Head of the departments
Section officers
DEPARTMENT:
CHAIRMAN
DEPUTY CHAIRMAN
NON OPERATIONAL OPERATIONAL
GENERAL ADMINISTRATION DEPARTMENT TRAFFIC
ACCOUNTS/ FINANCE DEPARTMENT ENGINEERING
MEDICAL DEPARTMENT MARINE
VIGILANCE DEPARTMNT ELECTRICAL
ENGINEERING DEP
NO OF EMPLOYEES IN EACH DEPARTMENT
DEPARTMENTS CLASS CLASS- CLASS- CLASS- GRAND

-I II III IV TOTAL
CIVIL DEP 18 27 114 126 285
FINANCE DEP 10 5 55 7 77
GENERAL ADMIN 14 3 37 11 65
DEP
M&EE DEP 32 31 620 90 773
MARINE DEP 16 9 150 239 414
MEDICAL DEP 12 1 60 59 132
TRAFFIC DEP 8 12 416 89 525
VIGILANCE DEP 2 - - - 2
GRAND TOTAL 112 88 1452 621 2273
CLASSIFICATION OF POSTS
CLASS I :
Posts shall mean the posts of which the maximum scale of pay is RS.14,600 and above.
CLASS II :
Posts shall mean the posts of which the maximum scale of pay exceeds RS 11,975 but less than
RS 14,600
CLASS III :
Posts shall mean the posts of which the maximum scale of pay exceeds RS 7,330 but Its not
more than RS 11,975
CLASS IV :
Posts shall mean the posts of which the maximum scale of pay does not exceeds RS 7,330
MAN POWER PARTICULARS:
In Visakhapatnam port authority, total employees and officers including casual posts are
classified into Class I, Class II, Class III & Class IV OFFICE WORKERS.
Actually, in VPA, the man power particulars are followed according to the planned procedures.
In the Visakhapatnam port authority planning refers to the application of planning process in
order to access the requirement of manpower and also for the processing, utilization and
developing the human resources at the level of enterprise for the attainment of corporate
objectives of the organization.
The term manpower planning means different things to different people. To some extent it is
training and development of managers in the areas of decision making ., communication and
human behaviors to others. The first group considers manpower planning exclusive in
Quantitative terms, where as the second group expresses it as the mere numbers.
It has been realized that without quantitative forecasts of future manpower requirements, the
training and development programmers are likely to be divorced from reality.
CHAPTER – 4
CONCEPTUAL PROFILE ON EMPLOYEE JOB
SATISFACTION
Meaning of job satisfaction
The degree to which individuals enjoy their job. It was described by Edwin Locke (1976) as the
state of feeling resulting from appraising one's job experience, While job satisfaction results
from both how we think about our work (our cognition) and how we feel about work (our affect)
(saari&judge,2004).it is described in terms of affect. Job satisfaction is impacted by the work
itself our personality ,and the culture we come from and live in (Saari & Judge, 2004)
Job satisfaction is typically measured after change in an organization such as shift in the
management model to access how the change affects employees. It may also be routinely
measured by an organization to assess one of many factors expected to affect the organization's
performance. In addition polling companies like Gallup regularly measure job satisfaction on a
national scale to gather broad information on the state of the economy and the
workshop(Saad,2012).
Job satisfaction is measured using questionnaires that employees complete. Sometimes a single
question might be asked in a very straightforward way to which employees respond using a
rating scale such as a like scale, which was discussed in a module on personality. A Like scale
(typically)provide five possible answers to a statement or question that allows respondents to
indicate their positive-to-negative strength of agreement or strength of feeling regarding the
question or statement. Thus the possible responses to a question or statement.
Thus the possible responses to a question such as "how satisfied are you with your job today?
might be very satisfied' and either satisfied, nor dissatisfied an somewhat dissatisfied and Very
dissatisfied'.
More commonly the survey will ask a number of questions about the employee's satisfaction to
determine more precisely why he is satisfied or dissatisfied. Sometimes these survey are created
for specific jobs at other times, they are designed to apply to any job, Job satisfaction is a
measure of an employee's contentedness with their job. The feeling of enjoyment or fulfillment
that a person derives from their job. It is measured in behavioral. Cognitive and affective
components. Job satisfaction.
Intrinsic job satisfaction focuses on what kind of work is being done, tasks and duties that make
up the job extrinsic job satisfaction focuses on work conditions, such as the environment.
Supervisor, pay and coworkers.
Causes of job satisfaction
The causes of job satisfaction can change from person to person based on their job. Some of the
most significant causes of job satisfaction are:
1. Engagement: To be engaged at work an employee must be present, Productive and focused.
Employees are more likely to feel engaged if
2. Motivation: If an employee understands their motivation behind the job, it may help increase
their job satisfaction. A person can evaluate what motivates them by asking themselves they took
this job and what inspire them to be in the profession. They can engaged if they can apply their
work impacts the company.
3. ⁠Compensation: Compensation is a big part of determining whether employee is satisfied with

their job or not. An employee who feels like they are compensated fairly will generally find their
job more satisfying.
4. Acknowledgement and appreciation: Regardless of the job someone has or their type of work.
Everyone likes to be appreciated for the good they do. An employee whose work is
acknowledged and appreciated will likely have a higher level of job satisfaction compared to
employees who aren't recognized for their work.
5. Life satisfaction: Someone happy with their life outside of work has a better chance of being
satisfied and happy with the job and work they do.
6. Opportunity: Whether there are other opportunities within someone's company is another
factor in job satisfaction. An employee who has the opportunities to be promoted or has a chance
to accept more challenging work will generally stay interested in their job and place of work
7. Job security: Job security is important to many people. Employees who don't have to worry
about losing job are going to be more satisfied than those who do.
8. Supervision: Job satisfaction tends to increase when employees have good relationships with
their supervisors. Proper communication with supervisors is another factor in improving job
satisfaction.
How to find job satisfaction
Achieving satisfaction in your job may take work, but it's still possible. Here are some ideas that
may helps employees find satisfaction in their work.
Understand the importance of your work: Think about how the value of your work helps
contribute to society.
Look for the silver lining: If you're put into a challenging situation try and find potential benefits
to help you get through it. If it's not long term, focus on the temporary nature of a stressful time
at work. Think about any potential payoffs such as more opportunities or higher pay.
Offer to help your peers at work: Offering extra help to your coworkers or clients can make
work feel more meaningful, therefore increasing your job satisfaction. Try mentoring a colleague
or taking on a new project.
Be grateful: You can help identify the positive aspects of your job by simply having gratitude.
Switch up your job tasks: Changing job duties gives you a chance to find more meaningful
work and find more reasons to be thankful for.
Find balance: Job satisfaction may increase if you remember your life outside of work. Make
time for family, friends and other things that are important to you. Make sure to balance your
work and home life burnout isn't an issue. Surround yourself with positive and supportive
people: When you associate with happy, satisfied coworkers, you are much more likely to be
satisfied with your job. You can observe and be a part of your happy peers and learn how to
become that way yourself.
Set Goals: Figure out what can do to learn new skills or improve on your current skills within
your job. Set a goal that you're interested in reaching that will help you advance in your career.
Having something to work toward or look forward to will often dramatically increase your level
of job satisfaction.
Importance of job satisfaction

Consequently, if a person is dissatisfied with their work. This could lead to dissatisfaction in
other areas of their life. Keeping workers happy helps strengthen a company in many ways.
Importance of job satisfaction are :
Lower Turnover
Higher Productivity
Increased Customer Satisfaction.
Employee Absenteeism
Helps to Earn Higher Revenues
Satisfied Employees Tend to Handle Pressure
Lower Turnover
Turnover can be one of the highest costs attributed to the KR department.
Retaining workers help to create a better environment and makes it easier to recruit quality talent
and save money.
A person is more likely to be actively searching for another job if they have whereas, a person
who is satisfied with their job is less likely to be job seeking.
Medina(2012) found that job satisfaction was strongly inversely correlated with turnover
intention and this relationship was mediated by satisfaction in workplace culture.
The study provides evidence that should be further explored to aid in the understanding of
employer turnover and job satisfaction: particularly how job satisfaction and employee turnover
relate to workplace culture.
Higher Productivity
Irrespective of job title and pay grade, employees who report high job satisfaction tend high
productivity. When someone is happy with their job, they focus well and they pay attention to
their tasks.
They seem themselves responsible and accountable for achieving the organizational goal that
does make them happy.
When one member of a team displays high productivity, it is natural for other members of the
team to try to increase productivity at the desired level.
Increased Customer Satisfaction
Keeping employees safe and satisfied can lead to higher sales, lower costs and a stronger bottom
line.
Profile can be earned by selling, the products or giving services to the customers .
If the employees are satisfied with their job then they can give better customer service and we
Know that customer retention and loyalty are dependent based on the given service of the
employees.
If customers loyalty is increased. Automatically it will lead to an increase in Profit.
Loyalty: When employees feel the company has their best interests at heart, they often support its
mission and work hard to achieve its objectives
In this situation, job satisfaction and the level of loyalty of that employee will be increased.
And. They may be more likely to tell their friends, which helps to spread goodwill.
It is likely that a satisfied worker may miss work due to illness or personal matters, while an
unsatisfied worker is more likely to take "mental health" days., i.e. days off not due to illness or
personal reasons.
When people are satisfied with their job they may be more likely to attend work even if they
have a cold: however, if they are not satisfied with their job, they will be more likely to call in
sick even when they are well enough, to work.
Helps to Earn Higher Revenues

No amount of training or motivation-would help, unless and until individuals develop a feeling
of attachment and loyalty towards their organization. Employee waste half of their time fighting
with their counterparts or sorting out issues with them.
Satisfied employees are the happy employees Who willingly help their fellow workers and
cooperate with the organization even during emergencies. For them, their organization comes
first, everything else later.
They do not come to the office just for money but because they feel for the organization and
believe in its goals and objectives.
Instead of wasting their time in gossiping and waiting around they believe in doing productive
work eventually benefiting the organization.
Satisfied Employees Tend to Handle Pressure
Employees who are happy with their jobs are willing to participate in training programs and are
eager to learn new technologies, software which would eventually help them in their professional
careers.
Satisfied employees accept challengers with a big smile and deliver even in the worst of
circumstance. Employee satisfaction is utmost importance for employees to remain happy and
also deliver their level best.
Satisfied employees are the one who extremely loyal towards their organization and stick to it
even in the worst scenario.
They do not work out of any compulsion but because they dream of taking their organization to a
next level.
Employees need to be passionate about their work and passion comes only when employees are
satisfied with their job and organization on the whole.
What are the factors that affect job satisfaction?

Although every worker is unique in his/her goals and vision for work, there is an agreement on
distinct factor that affect job satisfaction.
These factors include:
1. Working environment/conditions and culture
2. Opportunity for growth and advancement
3. Relationship with coworkers
4. Workload and stress level
5. Leadership style
6. Relation with supervisor and managers
7. Financial reward and salary
8. Fair policies and practice
9. Appreciation and feedback
10. Safety and job security

Working environment/condition and culturer
The working environment and culture in companies and firms affect job satisfaction.
Conducive and ambient working condition may lead to a sense of fulfillment and contentedness
with work. Employees will always turn up to work smiling and raring to give their all daily.
Also, a positive and-inclusive work culture may enhance job satisfaction among workers. In
contrast, a toxic and conflict-ridden work environment may lead to dissatisfaction among your
employees.
Opportunity for growth and advancement :

The goal of every employee is career growth, progression, and advancement. Depending on the
organization, this forms part of the long and short-term vision. An organization that doesn't
provide opportunities for employee growth and development will have little to no job satisfaction
within its workforce. On the other hand, job satisfaction is enhance when companies put in place,
opportunities for mentor ship, professional growth, and career progression. No employees is
contended with being stagnant: we all want progress. Employees are more satisfied with their
current job if they see a path available to move up the ranks.
Relationship with coworkers :

Another propellant for job satisfaction is your relationship with coworkers. Individuals are often
placed in teams at work: Their ability to coexist or not affect job satisfaction. Employees who
enjoy a cordial relationship with others at work tend to find their jobs satisfying and vice - versa.
Most importantly. You mustn't have a cordially personal relationship with a fellow worker to feel
satisfied: you can have just an excellent professional working relationship with team members to
have job satisfaction. This can come in form of constructive criticism, idea sharing, and effective
communication.
Also, most employees seek to be treated with respect by those they work with; a hostile, rude and
unpleasant coworker can lower one's job satisfaction.
Workload and stress level: Dealing with a workload that is far too heavy and deadlines results
in conflict between employees and supervisors and raises the stress level of the workplace. The
office operates in a crisis mode because supervisors don't allow enough time for employees to
perform their assigned tasks effectively or because staff levels are inadequate .
Leadership style: The style of leadership adopted by the management or leaders of organization
affect job satisfaction as well. Institutions that give their employees equal and fair opportunities
to initiate or show their talent and skills will boost their jobs, satisfaction rate.
However, organization that don't give room for input and suggestion from their employees will
arguably have a less satisfied workforce. Leadership styles that depict and show bias or chronic
autocracy towards certain workers have adverse effect on job satisfaction.
Relationship with supervisors: In every job, employees are assigned managers and supervisors
to work under. It is vital to have a functional manager- employee relationship.
Employees who find their supervisor's doors opened tend to feel highly satisfied with their jobs.
At times, workers have genuine concerns and worries that may influence their ability to
effectively do their jobs. Giving such employees a listening ear and proffering solutions to such
worries enhance job satisfaction.
Financial reward and salary: The wage structure in companies and organization affect job
satisfaction as well. Employee who feel the salary and accompanying benefits is fair enough tend
to be highly satisfied with their jobs.
Conversely, employees who feel underpaid will be less satisfied with their jobs respectively. In
general, salaries and wages should be a reflection of employee's input and effort. Also, there
should be a mechanism for salary increment depending on the organization. In addition,
opportunities to cam special incentive, such as bonuses, extra paid time of, or vacations, bring
excitement and higher job satisfaction to the workplace.
Fair policies and practice: Generally, demotivate and dissatisfaction arise among employees
when they perceive or see unfair policies and practice prevail at work. In contrast. Job
satisfaction is enhance when workers feel that the organization makes decisions about
promotions and staff welfare in a fair and just manner.
Appreciation and feedback: The statement "the human race loves to be appreciated" cannot be
overemphasized: for every small work done, employees want to receive appreciation and
recognition from their supervisors and colleagues. Acknowledging employees in front of others
for a job well done boots their morale, encourages them, and leads to job satisfaction.
Safety and security: Companies and firms have been taking unending measures to ensure that
employees are catered to different kinds of facilities like health care and medical check-ups.
This aspects of safety and security plays a major role in job satisfaction. If employees don't feel
secured and safe at organization they work in, the level of job satisfaction will ultimately be
impeded.
Creatively in the job: Additionally, creativity to higher job satisfaction. There is a sense of
fulfillment among employees when they are allowed to make creative input on a project belongs
to them, even if it was just a creative sentence inputted.
Ways to Improve Employees' Job Satisfaction:
1. Rewards and recognition: Rewards and recognize your employee's work always.
2. Employee retention: Be sure to keep your workforce for the long term. Employees feel
satisfied when they perceive they are in a job for the long term.
3. Encourage employee health: Put in place, good corporate health programs for employees.
4. Offer constructive: Constructively offer feedback after appraising your employees.
5. Respond better to employee's feedback: Always respond well to constructive criticism and
work on developing yourself.
ADVANTAGE OF JOB SATISFACTION:

The Work you submit will be good :
1. This is simply because you love what you do and you are willing to do whatever it takes in
order to go from strength to strength.
Those who do not have any job satisfaction will never be willing to go that extra mile to rather
they will be content, simply doing the bare minimum amount of work.
3. You providing good work is not merely beneficial for the company, but it also gains you a lot
recognition.
You will be eager to work :
4. Our eagerness will help you learn a number of new and interesting things, but in addition to
this, it will also help you to take the company to new heights.
5. Not many people can say that they look forward to company to work everyday.
6. If you are one of the few people who have a great amount job satisfaction.
DISADVANTAGES OR LIMATIONS OF JOB SATIFACTION:
The following are a few top disadvantages of job satisfaction at the workplace. they are
You never want to leave your comfort zone:
This is because they are afraid if they challenge themselves then the job will not remain as
satisfying as it was. This having been stated, job satisfaction does not mean that you only take on
tasks which are easy for you and which you are used to doing, on the contrary. Job satisfaction
means that you do your job irrespective of the challengers which are thrown your way, as you
know these challenges will only help you better yourself.
CHAPTER – 5
EMPLOYEE JOB SATISFACTION IN PORT
The present study has been named as "JOB SATISFACTION?" (an attitude towards survey of
the employees in "VISAKHAPATNAM PORTAUTHORITY ?. The present study has been
made to analyze the extent to know the employees about their job satisfaction conducted in
"VISAKHAPATNAM PORT AUTHORITY".
This study also contains history of ports in India, VPA PROFILE, STRUCTURE AND
DETAILS about Human Resource Development. In this study I used questionnaires to analyze
the employee attitude towards employee job Satisfaction and also gathered information about
port from personnel department.
Why job satisfaction is so important, the employee Job Satisfaction and Engagement Report
from the Society for Human Resources Management.
1. Increased Profits:
This is one any manager and employee might appreciate. Keeping employees satisfied can lead
to higher sales, lower costs, and a stronger bottom line.
2. Higher Productivity:
Irrespective of their job titles or salary, employees who are more satisfied with their jobs.
Whether they feel satisfied with the organizational culture, with the rewards they are getting or
with recognition, can produce more and do it more efficiently.
3. Lower Turnover :
If employees are more satisfied with their job, they are less likely to leave. It also helps to recruit
better quality talent as new talent sees employee staying power as added value.
4. Loyalty:
They feel the organization has their best interest at heart, they tend to support the organization's
mission and objectives. When this happen, employees may tell their friends or relatives about the
good nature of the organization, which helps spread organizational goodwill.
Job satisfaction is an attitude that 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.
CREATING JOB SATISFACTION
Organizations can help to create job satisfaction by putting systems in place that will ensure that
workers are challenged and then rewarded for being successful. Organizations that aspire to
creating a work environment that enhances job satisfaction need to incorporate the following:
• Flexible work arrangements, possibly including telecommuting
• Training and other professional growth opportunities
• Interesting work that offers variety and challenge and allows the worker opportunities to "put
his or her signature" on the finished product
• Opportunities to use one's talents and to be creative
• Opportunities to take responsibility and direct one's own work
• A stable, secure work environment that includes job security/continuity
• An environment in which workers are supported by an accessible supervisor who provides

timely feedback as well as congenial team members
• Flexible benefits, such as child-care and exercise facilities
• Up-to-date technology
• Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job satisfaction
is that there are many factors that affect job satisfaction and that what makes workers happy with
their jobs 75 varies from one worker to another and from day to day. Apart from the factors
mentioned above, job satisfaction is also influenced by the employee's personal characteristics,
the manager's personal characteristics and management style, and the nature of the work itself.
Managers who want to maintain a high level of job satisfaction in the work force must try to
understand the needs of each member of the work force.
For example, when creating work teams, managers can enhance worker satisfaction by placing
people with similar backgrounds, experiences, or needs in the same workgroup. Also, managers
can enhance job satisfaction by carefully matching workers with the type of work.
For example, a person who does not pay attention to detail would hardly make a good inspector,
and a shy worker is unlikely to be a good salesperson. As much as possible, managers should
match job tasks to employees' personalities.
Managers who are serious about the job satisfaction of workers can also take other deliberate
steps to create a stimulating work environment. One such step is job enrichment. Job enrichment
is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job
enrichment usually includes increased responsibility, recognition, and opportunities for growth,
learning, and achievement. Large companies have used job-enrichment programs to increase
employee motivation and job satisfaction.
Good management has the potential for creating high morale, high productivity, and a sense of
purpose and meaning for the organization and its employees. Empirical findings show that job
characteristics such as pay, promotional opportunity, task clarity and significance, and skills
utilization, as well as organizational characteristics such as commitment and relationship with
supervisors and coworkers, have significant effects on job satisfaction. These job characteristics
can be carefully managed to enhance job satisfaction.
WORKER’S 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 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. Employers value and reward 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 relieve boredom and often gets one noticed.
• Demonstrate creativity and initiative. Qualities like these are valued by most organizations and
often result 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.
• See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a
vital role in job satisfaction.
• Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques.

EFFECTS OF JOB SATISFACTION :
Job satisfaction has a variety of effects. These effects may be seen in the context of an
individual’s physical and mental health, productivity, absenteeism, and turnover.
1. PHYSICAL AND MENTAL HEALTH : The degree of job satisfaction affects an

individual’s physical and mental health. Since job satisfaction is a type of mental feeling, its
favorableness or un-favorableness affects the individual psychologically which ultimately effects
his physical health.
2. PRODUCTIVITY : There are two views about the relationship between job satisfaction
and productivity.
 A happy worker is a productive worker.
 A happy worker is not necessarily a productive worker.
The first view establishes a direct cause-effect relationship between job satisfaction and
productivity, when job satisfaction increases, productivity increases, when satisfaction decreases,
productivity decreases. The basic logic behind this is that a happy worker will put more efforts
for job performance. However, this may not be true in all cases.
For example, a worker having low expectations from his jobs may feel satisfied but he may not
put his efforts more vigorously because of his low expectations from the job. Therefore, the view
does not explain fully the complex relationship between job satisfaction and productivity.
Another view: that is a satisfied worker is not necessarily a productive worker explains the
relationship between job satisfaction and productivity. Various research studies also support this
view.
This relationship may be explained in terms of the operation of two factors: effect of job
performance on satisfaction and organizational expectations from individuals for job
performance. Job performance leads to job satisfaction and not the other way round. The basic
factor for this phenomenon is the rewards attached with performance. There are two types or
rewards: intrinsic and extrinsic. The intrinsic rewards stem from the job itself which may be in
the form of growth potential, challenging job, etc. The satisfaction on such a type of reward may
help to increase productivity. The extrinsic reward is subject to control by management such as
salary, bonus, etc. Any increase in these factors does not help to increase productivity though
these factors increase job satisfaction.
A happy worker does not necessarily contribute to higher productivity because he has to operate
under certain technological constraints and, therefore, he cannot go beyond certain output.
Further, this constraint affects the management’s expectations from the individual in the form of
lower output. Thus, the work situation is pegged to minimally acceptable level of performance.
However, it does not mean that the job satisfaction has no impact on productivity. A satisfied
worker may not necessarily lead to increased productivity but a dissatisfied worker leads to
lower productivity.
3. ABSENTEEISM :
Absenteeism refers to the frequency of absence of job holder from the workplace either
unexcused absence due to some avoidable reasons or long absence due to some unavoidable
reasons. It is the former type of absence which is a matter of concern. This absence is due to lack
of satisfaction from the job which produces a ‘lack of will to work’ and alienate a worker from
work as far as possible. Thus job satisfaction is related to absenteeism.
4. EMPLOYEE TURNOVER
Turnover of employees is the rate at which employees leave the organization within a given
period of time. When an individual feels dissatisfaction in the organization, he tries to overcome
this through the various ways of defense mechanism. If he is not able to do so, he opts to leave
organization. Thus in general case, employee turnover is related to job satisfaction. However, job
satisfaction is not the only cause of employee turnover, the other cause being opportunity
elsewhere.
STEPS TO IMPROVE JOB SATISFACTION

Organization can help to create job satisfaction by putting systems in place that will ensure that
workers are first challenged and then rewarded for being successful. Organizations that aspire to
create a work environment that enhances job satisfaction need to incorporate the following:
 Flexible work arrangements, possibly including telecommuting.
 Training and other professional growth opportunities.
 Interesting work that offers variety and challenge and allows the worker opportunities to put
his or her signature´ on the finished product.
 Opportunities to use one’s talents and to be creative.
 Opportunities to take responsibility and direct one’s own work.
 A stable, secure work environment that includes job security/continuity.
 An environment in which workers are supported by an accessible supervisor who provides

timely feedback as well as congenial team members.
The following measures are necessary to improve the satisfaction of employees in an
organization:
1. SELECTION OF RIGHT MAN FOR THE RIGHT JOB

Proper care must be taken while recruiting persons for various jobs. Persons without attitude
and aptitude for work should not be selected. When it comes to placement of workers, they
should be given jobs in tune with their educational qualification, skills, attitudes and abilities.
2. SATISFACTORY CONDITIONS OF SERVICE

All those who have been appointed in the organization should be provided with job security.
They should be given decent pay. Social security benefits like provident fund, insurance etc.
should be provided to employees as per the rules.
3. FAVOURABLE WORKING ENVIRONMENT

The working environmental should be made informal. Undue importance need not be given to
hierarchy. The organization should make use of both formal and informal channels of
communication. The bureaucratic approach of the management should not be implemented.
4. FAVOURABLE PHYSICAL CONDITIONS

The place of work should be neat and tidy. There should be free flow of natural light and air in
any workroom. There should be proper provision for canteen. lunch room, etc.
5. BETTER WORKING METHODS

Conventional work methods and age-old practices should be given up. The enterprise should
come forward to adopt the latest technology. The employees may be trained to make use of the
various electronic devices in their day-to-day work. This not only simplifies their work but also
makes it more interesting.
6. PROPER SUPERIOR-SUBORDINATE RELATIONSHIP

The relationship between the superior and the subordinates should always be cordial. The
superior’s style of functioning must be democratic. He should not make an attempt to impose his
ideas on his subordinates. Whenever necessary and possible, he can seek his subordinate’s
viewpoints. Likewise, the subordinates, on their part, must repose faith in their superiors and
come forward to accept responsibilities.
7. GOOD INTER-PERSONAL RELATIONSHIP
The relationship between the employees should also be proper. The work done in any
organization is teamwork. In the absence of proper understanding between the employees,
teamwork is not possible. The employees should not give scope for their personal interest to
clash with those of the organization.
8. JOB ROTATION
If certain jobs are, by nature, dull and monotonous, job rotation may help to break the monotony
of workers, i.e., such jobs may be assigned to operation at a certain level by rotation.
9. PROVISION OF SUITABLE INCENTIVES

Only human resources can be induced to work. Inanimate objects like machines cannot be
motivated to work. The management therefore, should offer suitable incentives to motivate
employees to perform better. Incentives need not be in the forms of money payment. There are
also non-monetary incentives. Further, these incentives may be given for individual performance
or group performance.
10. VALUATION OF EMPLOYEE PERFORMANCE

The performance of employees needs to be assessed at regular intervals. Such an assessment
will level their level of efficiency. Such of those employees who are found to be highly efficient
may be given suitable rewards. Those employees who are less efficient may be made to undergo
training to acquire better skills.
STRATGIES TO IMPROVE EMPLOYEE JOB SATISFACTION IN PORT
1. Celebrate Employee Achievements: Recognize your employees’ hard work and

achievements. This could be as simple as a shout-out in a team meeting or as elaborate as an
annual awards ceremony.
2. Offer Competitive Compensation: Ensure your employees are paid at or above
industry standards. Remember, compensation includes not just salary, but also benefits and
bonuses.
3. Provide Opportunities for Growth: Employees want to see a clear career path in front
of them. Providing opportunities for professional development and career advancement can
significantly increase job satisfaction.
4. Foster a Positive Work Environment: The environment in which your employees

work can have a big impact on their satisfaction levels. Encourage collaboration, offer flexible
working conditions, and ensure your office is a pleasant place to be.
5. Communicate Effectively: Regular and clear communication can keep your employees
informed and make them feel valued. This includes not just top-down communication, but also
encouraging feedback from your employees.
6. Prioritize Employee Wellness : Offering wellness programs or initiatives can show your
employees that you care about their health and well-being.
7. Encourage Work-Life Balance: Encourage your employees to take time off, and
respect their time outside of work. This can help prevent burnout and increase overall job
satisfaction.
8. Offer Employee Perks: Perks like free lunches, gym memberships, or company retreats
can make your employees feel appreciated and boost employee morale.
9. Show Trust and Autonomy: Trust your employees to do their jobs without
micromanaging them. Give them autonomy and the chance to make decisions.
10. Promote Diversity and Inclusion: A diverse and inclusive workplace can make all
employees feel valued and respected, which can significantly improve job satisfaction.
11. Provide Regular Feedback: Regular, constructive feedback can help your employees
understand what they’re doing well and where they can improve.
12. Invest in Employee Development: Offering training and development opportunities

can make your employees feel that you’re invested in their future with the company.
13. Create a Strong Company Culture: A company culture that aligns with your
employees’ values and lifestyle can significantly improve job satisfaction.
14. Implement Employee Surveys: Regular employee surveys can help you understand
your employees’ needs and expectations, allowing you to make informed decisions to increase
job satisfaction.
15. Promote from Within: Whenever possible, fill higher-level positions by promoting
from within. This can boost employee morale and show your employees that hard work is
rewarded.
CHAPTER – 6
DATA ANALYSIS AND INTERPERTATION
1.WHAT IS YOUR AGE ?
TABLE : 1
S.NO PARTICULARS NO OF % OF
RESPONDENTS RESPONDE
NTS
1 25-35 1 1%
2 35-45 27 27%
3 Above 45 72 72%
4 Total 100 100%
Graph :1
no of respondents
80
70
60
50
40
no of respondents
30
20
10
0
1 2 3
INTERPERTATION :
The above bar diagram represents the employees age working in the organization. It shows that
1% of respondents are age of 25-35 age group, 27% of respondents are 35-45 age group,
remaining 72% of respondents are belongs to above 45 age group.
It was found that mostly 72% of respondents are aged above 45 years
2.WHICH CLASS GROUP OF EMPLOYEES YOUR BELONGS TO ?
TABLE : 2
RESPONDENTS RESPONDENTS
1 CLASS-I 11 11%
2 CLASS-II 23 23%
3 CLASS-III 46 46%
4 CLASS-IV 20 2%
5 TOTAL 100 100%
GRAPH : 2
no of respondents
50
45
40
35
30
25
no of respondents
20
15
10
5
0
CLASS-I CLASS-III CLASS-III CLASS-IV
INTERPERTATION :
The above bar diagram represents the class group of the employees. It shows that 11% of
respondents are Class-I, 23% of respondents are Class – II, 46% of respondents are Class – III,
20% of respondents are Class - IV
It was found that mostly 46% of respondents are Class – III employees gave response
3.WHICH DEPARTMENT YOU BELONGS TO ?
TABLE : 3
1 CIVIL 5 5%
DEPARTMENT
2 FINANCE 7 7%
DEPARTMENT
3 GENERAL 49 49%
ADMINISTRATION
DEPARTMENT
4 M&EE 2 2%
DEPARTMENT
5 TRAFFIC 36 36%
DEPARTMENT
6 VIGILANCE 1 1%
DEPARTMENT
7 TOTAL 100 100%
GRAPH : 3
no of respondents
60
50
40
30
20
no of respondents
10
0
INTERPERTATION :
The above bar diagram represents the departments of the respondents. 5% of respondents are
Civil Department, 7% of respondents are Finance Department, 49% of respondents are General
Department, 29% of respondents are M & EE Department, 36% of respondents are Traffic
Department, 1% of respondents are Vigilance Department.
It was found that mostly 49% of respondents are General DEPT employees gave response .
4. How many years have you been working in the organization?
TABLE : 3
S.NO PARTICULARS NO OF RESPONDENTS % OF RESPONDENTS

1 LESS THAN 5 YEARS 15 15%
2 5-10 YEARS 13 13%
3 10-15 YEARS 29 29%
4 MORE THAN 15 43 43%
YEARS
5 TOTAL 100 100%
GRAPH : 4
no of respondents
50
45
40
35
30
25
20 no of respondents
15
10
5
0
LESS THAN 5 5-10 YEARS 10-15 YEARS MORE THAN 15
YEARS YEARS
INTERPERTATION :
The above bar diagram represents the experience of the respondents .It shows that 15% of
respondents are LESS THAN 5 YEARS , 13% of respondents are 5-10 YEARS, 29% of
respondents are 10-15 YEARS , 43% of respondents are MORE THAN 15 YEARS
It was found that mostly 43% of respondents are MORE THAN 15 YEARS of experience in the
organisation gave response.
5. There is good communication between management and employees?
1 STRONGLY AGREE 25 25%
2 AGREE 46 46%
3 NEUTRAL 20 20%
4 DISAGREE 9 9%
5 STRONGLY DISAGREE 0 0
6 TOTAL 100 100%
GRAPH : 5
no of respondents
50
45
40
35
30
25
15
10
5
0
STRONGLY AGREE NEUTRAL DISAGREE STRONGLY
AGREE DISAGREE
INTERPERTATION :
The above bar diagram represents the 25% of respondents are Strongly agree, 46% of
respondents are Agree, 20% of respondents are Neutral ,9% of respondents are Disagree,0% of
respondents are Strongly disagree
It was found that mostly 46% of respondents are satisfied with the good communication
between management and employee.
6. How satisfied are you with the level of the pay?
2 AGREE 45 45%
3 NEUTRAL 38 38%
4 DISAGREE 6 6%
5 STRONGLY DISAGREE 1 1%
6 TOTAL 100 100%
GRAPH : 6
no of respondents
50
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that mostly 45% of respondents are agree with the level of the pay
7.Creating a friendly environment between the employees and the management ultimately
leads to employee satisfaction?
TABLE : 7
2 AGREE 46 46%
3 NEUTRAL 20 20%
4 DISAGREE 9 9%
6 TOTAL 100 100%
GRAPH : 7
no of respondents
50
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that mostly 46% of respondents are agree with the that friendly environment
between the employees and the management ultimately leads to employee satisfaction.
8.Are the working hours of the organization satisfactory?
Table : 8
2 AGREE 40 40%
3 NEUTRAL 5 5%
4 DISAGREE 12 12%
6 TOTAL 100 100%
Graph :8
no of respondents
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
respondents are Agree, 5% of respondents are Neutral ,12% of respondents are Disagree,13%
of respondents are Strongly disagree
It was found that mostly 40% of respondents are agree with the working hours of the
organization.
9.Does the top management involve employee in the management Decision?
Table : 9
2 AGREE 27 27%
3 NEUTRAL 36 36%
4 DISAGREE 20 20%
6 TOTAL 100 100%
Graph : 9
no of respondents
40
35
30
25
20
no of respondents
15
10
0
AGREE DISAGREE
INTERPERTATION :
It was found that 27% of respondents are agree with the top management involve employee in
the management Decision .
10.Do you have knowledge about stress management techniques?
Table : 10
2 AGREE 5 5%
3 NEUTRAL 30 30%
4 DISAGREE 60 60%
6 TOTAL 100 100%
Graph : 10
no of respondents
70
60
50
40
20
10
0
AGREE DISAGREE
INTERPERTATION :
The above bar diagram represents the 5% of respondents are Strongly agree, 5% of respondents
are Agree, 30% of respondents are Neutral ,60% of respondents are Disagree,0% of
It was found that 60% of respondents are disagree with the knowledge about stress
management techniques .
11.Do you feel supported by your colleagues ?
Table : 11
1 NEVER 5 5%
2 RARELY 7 7%
3 SOMETIMES 28 28%
4 OFTEN 25 25%
5 ALWAYS 35 35%
6 TOTAL 100 100%
Graph : 11
no of respondents
40
35
30
25
20
no of respondents
15
10
0
NEVER RARELY SOMETIMES OFTEN ALWAYS
INTERPERTATION :
The above bar diagram represents the 5% of respondents are Never, 7% of respondents are
Rarely, 28% of respondents are Sometimes ,25% of respondents are Often,35% of respondents
are Always.
It was found that 35% of respondents are feel supported by their colleagues.
12.Are you satisfied with your personal and professional growth in the Organization?
Table : 12
2 AGREE 46 46%
3 NEUTRAL 20 20%
4 DISAGREE 9 9%
6 TOTAL 100 100%
Graph : 12
no of respondents
50
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that 46% of respondents are agree with the personal and professional growth in
the Organization.
13.Are you satisfied with the regular assigned activities?
Table : 13
2 AGREE 40 40%
3 NEUTRAL 27 27%
4 DISAGREE 3 3%
6 TOTAL 100 100%
Graph : 13
no of respondents
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that 40% of respondents are agree with the regular assigned activities
14. Do You Find Your Work Load Reasonable?
Table : 14
2 AGREE 40 40%
3 NEUTRAL 22 22%
4 DISAGREE 5 5%
6 TOTAL 100 100%
Graph : 14
no of respondents
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that 40% of respondents are agreed that Work Load is Reasonable.
15. Do you think that work is distributed evenly across the team?
Table : 15
2 AGREE 35 35%
3 NEUTRAL 15 15%
4 DISAGREE 12 12%
6 TOTAL 100 100%
Graph : 15
no of respondents
40
35
30
25
20
no of respondents
15
10
0
AGREE DISAGREE
INTERPERTATION :
It was found that 35% of respondents are agreed that work is distributed evenly across the
team.
16. Satisfaction level regarding interpersonal relationship with peers superiors &
subordinates
Table : 16
2 AGREE 35 35%
3 NEUTRAL 20 20%
4 DISAGREE 15 15%
6 TOTAL 100 100%
Graph : 16
no of respondents
40
35
30
25
20
no of respondents
15
10
0
AGREE DISAGREE
INTERPERTATION :
It was found that 35% of respondents are Satisfied with level regarding interpersonal
relationship with peers superiors & subordinates
17. Do you feel that your contributions are recognised and appreciated by the company?
Table : 17
2 AGREE 20 20%
3 NEUTRAL 45 45%
4 DISAGREE 20 20%
6 TOTAL 100 100%
Graph : 17
no of respondents
50
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that mostly agree and feel that your contributions are recognised and
appreciated by the company
18. How satisfied are you with the current compensation and benefits package?
Table : 18
2 AGREE 25 25%
3 NEUTRAL 15 15%
4 DISAGREE 20 20%
6 TOTAL 100 100%
Graph : 18
no of respondents
40
35
30
25
20
no of respondents
15
10
0
AGREE DISAGREE
INTERPERTATION :
It was found that mostly 35% agree and satisfied with the current compensation and benefits
package .
19. Do you feel that your work environmental promotes a healthy and inclusive culture
Table : 19
2 AGREE 35 35%
3 NEUTRAL 20 20%
4 DISAGREE 5 5%
6 TOTAL 100 100%
Graph : 19
no of respondents
45
40
35
30
25
15
10
5
0
AGREE DISAGREE
INTERPERTATION :
It was found that mostly 40% agree and feel that your work environmental promotes a
healthy and inclusive culture
20. How often do you receive feedback on your performances?
Table : 20
1 REGULARLY 40 40%
2 OCCASIONALLY 20 35%
3 RARELY 35 20%
4 NEVER 5 5%
5 TOTAL 100 100%
Graph : 20
no of respondents
45
40
35
30
25
15
10
0
REGULARLY OCCASIONALLY RARELY NEVER
INTERPERTATION :
The above bar diagram represents the 40% of respondents are Regularly, 20% of respondents are
Occasionally, 35% of respondents are Rarely ,5% of respondents are Never,
It was found that mostly 40% agree and often they receive feedback on your performances.
CHAPTER-7
 SUMMARY
 FINDINGS
 SUGGESTIONS
 BIBLIOGRAPHY
 ANNEXURES
SUMMARY:
Job satisfaction in regards to one’s feeling or state 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.The
employees in Visakhapatnam Port Authority are satisfied with the needs provide by the
organization. Employees agree that organization structure facilitates teamwork which enhances
effective accomplishment of tasks. Visakhapatnam Port Authority, Visakhapatnam has given
utmost importance in providing good and safe work environment to the employees. The
Employees do not undergo stress in the organization. Promotion policy in the Visakhapatnam
Port Authority is excellent. Employees are highly satisfied with the paid leave provided by the
organization. Some of the Employees are dissatisfied regarding their relationships with superiors.
The organization must conduct cultural and recreational activities periodically. Employees’
performance should be evaluated periodically to achieve goals effectively by taking corrective
measures.
FINDINGS:
1. 76% of the employees felt that open communication helps to make them stress free from
workplace.
2. 80% of employees believe that they are satisfied with their level of Pay.
3. 13% of the employees are not satisfied with the working hours in the organization.
4. 72% of respondents are aged above 45 years.
5. About 50% of the employees said that they see their personal and professional growth.
6. 65% of the employees said that the work is evenly distributed across the team.
7. 70% of the employees felt that creating a friendly environment between the employees and
management lead job satisfaction.
8. 70% of employee are satisfied with regularly assigned activities.
9. 27% of respondents are agree with the top management involve employee in the management
Decision .
10. 60% of respondents are disagree with the knowledge about stress management techniques .
11. 35% of respondents are feel supported by their colleagues.
12. 46% of respondents are agree with the personal and professional growth in the Organization.
13. 40% of respondents are agreed that Work Load is Reasonable.
14. 35% of respondents are Satisfied with level regarding interpersonal relationship with peers
superiors & subordinates.
15. 45% feel that your contributions are recognised and appreciated by the company.
16. 35% agree and satisfied with the current compensation and benefits package .
17. 40% agree and often they receive feedback on your performances.
18. 43% of respondents are more than 15 years of experience in the organisation
SUGGESTIONS :
1. Time barrier must be fixed to solve problem at various levels which will encourage the
employees to express their dissatisfaction towards their job.
2. Counselling of employees needs to be done periodically which will help the organization to
know the problem of employees and to solve them which will increase the job satisfaction as
well as increases the efficiency of employees.
3. Employees participation, suggestion, ideas, need to be encouraged by supervisor which will

motivate the employees and will result in higher level of job satisfaction.
4. There should be a feedback system on the level of job satisfaction.
5. Superiors should be trained well where the dissatisfactions related to job could be solved
quickly which will help in avoiding the references of grievance to higher authority
BIBILOGRAPHY :
Aswathappa. K- Human Resources Management. P.Subba Rao - Human resource management.
P.Subba Rao- Essentials of industrial relations and human resource Management.
https://vizagport.com/
https://pgportal.gov.in/
ANNEXURE
1.How many years have you been working in the organization?
a) Less than 5years b) 5- 10 years
c) 10-15years d) More than 15 years
2.. There is good communication between management and employees?
a) Strongly Agree b) Agree
c) Neutral d) Disagree
e) Strongly Disagree
3.How satisfied are you with the level of the pay?
4.Creating a friendly environment between the employees and the management ultimately leads to
employee satisfaction?
5.Are the working hours of the organization satisfactory?
6.Does the top management involve employee in the management Decision?
7.Do you have knowledge about stress management techniques?
a. Strongly Disagree b. Disagree c. Neutral
d. Agree e. Strongly Agree
8.Do you feel supported by your colleagues ?
a. Never b. Rarely c. Sometimes
d. Often e. Always
9.Are you satisfied with your personal and professional growth in the Organization?
10.Are you satisfied with the regular assigned activities?
11. Do You Find Your Work Load Reasonable?
12. Do you think that work is distributed evenly across the team?
13. Satisfaction level regarding interpersonal relationship with peers superiors & subordinates
14. Do you feel that your contributions are recognised and appreciated by the company?

15. How satisfied are you with the current compensation and benefits package?
16. Do you feel that your work environmental promotes a healthy and inclusive culture
17. How often do you receive feedback on your performances?
a. Regularly b. Occasionally
c. Rarely d. never
18..Which class group of employees your belongs to ?
a. CLASS-I b. CLASS-II
c. CLASS-III d. CLASS-IV
19.What is your age ?
a. 25-35 b. 35-45
c. above 45
20.Which department you belongs to ?
a.Finance department
b.General administration department
c.M&EE department
d.Traffic department
e.Vigilance department
f.Civil department

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A Study on

EMPLOYEE JOB SATISFACTION

VISAKHAPATNAM PORT AUTHORITY,VISAKHAPATNAM

MASTER OF BUSINESS ADMINISTRATION

Under the Guidance of

DEPARTMENT OF MANAGEMENT STUDIES

DR.LANKAPALLI BULLAYA COLLEGE

Dr.D. Vijaya Lakshmi

Department of Management Studies

Dr. Lankapalli Bullaya College

Head Department of Management Studies

Dr. Lankapalli Bullaya College

I am grateful to our Head of the department DR.ANJANA Raviprolu

for availing me the opportunity to do this project.

(Regd no: 122228802074)

* INTRODUCTION TO THE SUBJECT

* NEED FOR THE STUDY

* OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

* CONCEPTUAL PROFILE OF EMPLOYEE JOB SATISFACTION

* EMPLOYEE JOB SATISFACTION IN PORT

* DATA ANALYSIS AND INTERPRETATION

b) To study the concept of job satisfaction at Visakhapatnam Port Authority .

c) To analyze the perceptions of employees regarding job satisfaction at Visakhapatnam Port

d) To examine and analyze difference factors influencing job satisfaction of an employee at

e) To study different strategies implementing to improves the employee job satisfaction by

f) To offer suggestions based on the analysis of study.

Sample size: 100

2. Scope for gathering information is very much limited.

4. Due to pandemic situation found bit difficulty in interaction with_ employees.

6. Individual perception bias may affect the study.

The major ports are :

*Jawaharlal Nehru Ports

* Ennore Port Pvt. Ltd.

The minor ports of India are:

The Private Ports in India are:

Titicorn container terminal

2.1.2 The main activities of port are:

> Pilot age, towage, berthing and unearthing of visiting ships.

> Handling, warehousing and transportation of goods in port area.

* Firefighting and fumigation

> Medical, welfare, housing etc.,

Visakhapatnam, the anglicized from of which is Visakhapatnam is an ancient town.

Perspective plan for Visakhapatnam port 1996-2020:

Environmental Park in Kailasa hills amount spent so far is an Rs.8.5 crore.

Quality Policy (ISO-9002):

Salient features of VPT:

a. Securing the required goods for the country.

b. Exporting the surplus cargo from the country.

c. Maintaining the economics balance within the country.

d. Earning foreign exchange to the country.

II. Operational Department

*Research's Planning Department

4.Research & planning department

10. Engineering Department:

* Highest ever container through put of 21,517 Toe's.

* One of the finest operating ratios of 56.6%.

* Highest earning of Rs.14.85 cores by port railway system.

Savings to the tune of Rs.140 cores through reduction in inventory.

* Savings to the tune of 5 cores or 10% required & maintenance

* expenditure of mobile equipment.

* 40% reduction in inventory owing to better inventory mgmt. Practices.

* 22% reduction in water consumption, 15% reduction in power consumption, 8% reduction in

* Highest transshipment of crude & P.O.L. — 9.32 million tones.