Part B 1sp17mba20
Part B 1sp17mba20
Part B 1sp17mba20
INTRODUCTION
Human resource plays very important role, and it is unique asset of the organization. HRM is
the function that helps to maximize employee’s performance and helps to achieve the
organizational goal and strategic objectives. HR is first and foremost concerned with the
management of the people who are working in the organization focusing on polices and
system.
The main aim of human resource management is to satisfy the need of the employees. And it
frames the specific rules and regulation that has to follow by the employees of the
organization.
Human resource management is process that deals with conducting job analysis, recruiting
the right person for the right job,traning and development, orientation, managing the wage
and salary, providing different types of benefits to the employees, performance appraisal,
resolving the disputes among the employees, and maintain proper relationship with the
employees.
The term Human, Resource and Management
Human: Employees in the organization.
Resource: Physical, Financial, and Technical. And Informational.
Management: It is a process that includes Planning, Organizing, Directing, Staffing, Co-
ordinating, and Controlling.
JOB SATISFACTION
“Job satisfaction refers to satisfying the need and wants of the of the employees at the work
place.”
And it plays very significant role in the organization there are so many factors which effects
the employee job satisfaction such as, salary, benefits, promotions, allowances, job security,
self-respect, and recognition.
Job satisfaction helps to the employees as well as to the organization for the further growth
and the devolvement. Especially in PSU there are so many factors that makes employees to
feel job satisfaction those are:
Job security
Self-respect
Recognition
Retirement benefits
Provident fund
ESI
Gratuity
Transport
Comfort zone
Now a days to retain the employees, the companies provided a several benefits which
satisfies the employee of the organization.
Therefore the company should satisfy all the need and wants of the employees in work
environment, work pressure, resolving the problems of the employees, and maintain the good
relationship with the employees.
In organization employee should feel that he/ she is satisfied with their work they do
irrespective of their job in the organization,in order to fulfil the needs or to achieve the
objectives of the employee and organization.
So this study sates about the job satisfaction of the PSU employees and which are those
factors that affect them.
Jab satisfaction helps a worker for the achievement and success, and it is generally linked
with the productivity as well as personal well-being.
It is applicable one who enjoys the work, and working environment, doing their level best
they will be rewarded and increase the enthusiasm and happiness.
MEANING OF JOB SATISFACTION
“Job satisfaction refer to enjoining the working environment where employees are like to
work in their interested field”
DEFINITION:
“Job satisfaction is the level of the perceptions that employees feels about their work which
can affect their performance.” And it influenced by the person’s ability to accomplish the
given task to achieve the goals with the help of proper management system.”
There are so many factors which helps to measure the job satisfaction are as follows:
1. Nature of the work
2. Working environment
3. Proper management
4. Salary structure
5. Promotion part
6. Motivation
7. Proper co- ordination among the employees
8. Working nature
9. Participation in management activities
10. Refreshment for the employees
1. To know the achievement level of the employees: In organization each and every
employees works to achieve their objectives and to full fill their need and to
accomplish the goals and objectives of the company. So achievement plays very
important role for the employees who are working in organization.
2. To identify their performance level: performance level may differ from one level to
another level it impact the employee of the organization in term s of promotion, and
for the transfer and for the higher growth.
3. To know the participation level in decision making: Each and every organization
should provide the chance for the employees to execute their talent and it has to
encourage them to participate in decision making. It helps the management to reduce
dispute level among the employees.
5. Promotional part: promotion is the main factor which effect the employees to feel job
satisfaction. It is the primary aspect which effect the employee job level from one
place to another place. So organizational will play very important role by providing
promotions to the employees.
6. To identify the motivational level: motivational level is also plays very important
factor which effects the employees of the organization. By motivational level also
employees will feel job satisfaction.
7. Working nature: working nature also one of the aspects which effect the job
satisfaction level of the employees. Each and every employees should fell that they are
satisfied with their work place.
1. To study the job satisfaction level at KPCL: The main objective of this study is to seek
the information related to the job satisfaction level specifically at KPCL. Which plays
main important role in the organization.
2. To analysis the various parameters: there are so many parameters which affects and
influencing the job satisfaction so this also one of the main objectives of the study
This study may help for the organization to identify the dissatisfaction of the job for
the employees.
This study helps to the organization to increase the job satisfaction level
METHODOLY ADOPTED
Methodology of research for the study was primarily that of the interview backed by the
structured questionnaires. The sample was collected at random from various department in
KPCL. As a MBA student conducting survey on the employee job satisfaction in KPCL. This
approach helped in understanding employee’s satisfaction in KPCL.
TARGET RESPONDENTS
“Target respondents are the employee working at the KPCL.
DATA COLLECTION
For the purpose of the study, the data was collected by the source primary as well as
secondary sources.
PRIMARY SOURCES
Primary data was collected through the survey method i.e. through structured questionnaires
to be filled by the respondents.
SECONDARY DATA
Secondary data was collected through available printed sources, which includes broachers,
past records, books, catalogues, and through internet.
SAMPLE SIZE.
100 respondents were chosen for the study.
HYPOTHSIS
H0: There is no impact of the welfare measure on job satisfaction.
H1: There is an impact of the welfare measure on job satisfaction.
Testing of hypothesis
ANOVA
Source of Variation SS df MS F
Jobsatisfaction 4.166666667 1 4.166667 0.001
welfare measures 166.6666667 4 41.66667
Total 170.8333333 5
Interpretation:
The above hypothesis was tested Anova method in MS – EXCEL 2008 software. The p value
obtained is less than 0.05 the level there of significant value there for null hypothesis is
rejected. Therefore there is a significant between job satisfaction impacts on welfare measure.
LITRATURE REVIWE
2) The study on labour welfare and job satisfaction was conducted by Agnihotri
(2002). This study tell about the labour welfare activates and its impact on labour
behaviour found that job satisfaction and the different dimension of welfare
facilities was significantly related.
3) In a study Dhawan (2002) explains the Variations in job satisfaction with Age:
Some of the Empirical findings drew attention to the relationship between age
and sources of job satisfaction among blue – collar and white – collar employees
and the differential impact of age on the sources of job satisfaction among
different types of employees.
9) Leone &Burns (2000) says that Locus of control is a construct that measure the
degree to which individual believe that they are the responsible for the
consequences of their behaviour.
10) Judge, Timothy, Bono, Joyce (2001) found that there is important positive
correlation (of 0.32) between internal locus of control and Job satisfaction.
11) Kuye and Sulaimon (2001) felt that mainly the team work increases the job
satisfaction. And they also stats that team work also negative co – relation with
benefits and positive co – relation in all satisfaction of the job.
12) The theory stats that people search to satisfy unique in the life satisfying the basic
needs and social need(Rani and Selarani 2011) in this study there are five factors
which plays very important role, kind of work, co– relation with workers and
salary.
13) Schneidder, Hangu, Smith and Salavagio(2003) latestly observed that researchers
small- orientation towards the job satisfaction and attitude performance
relationship among the employees.
15) The significant study was conducted by Hastar (2002) author conducted a meta-
analysis of the employee behaviour towards the organization and its impact in the
organization.
16) Schneider (2003) stats the analysis of workers attitude and survey data associated
to the organization level of analysis. The author explains the relationship between
some of the factor of the employees job, organization and market performance.
17) The formost view has mainly focused on the situational context.(supervisory
support) is the reason for the job satisfaction and has argued that great
performance (Bowen , Ostrof 2004 and Wright Snell 2001, 2002)
19) Veldhoven 2009) the too long work hours may be indicated a commitments by
clergy to their congregation and community. Personal dedication, investigation in
the job try to develop the job satisfaction.
20) Uncertinity of employee satisfaction and more of work which leads to the
incapability of expectations and confilt increase ans uncertinity desperately will be
more in job of the employee (Hange –Yue, Foley and Loi 2005)
INDUSTRY PROFILE
Power Sector in INDIA
In India power came in to into existence in 1897, at the time when electricity was
commissioned in Darjeeling and later in 1902, a hydropower station was at
Shivanasamudram in Karnataka. At the time of pre-independence ear, the power supply was
applicable only in private sector and it was too prohibited in urban area. With the creation of
state electricity boards during five- year plans a important step was taken in bringing out a
growth in the power supply in industry all over the country. There were so many multi –
purpose project came, and with setting up of Thermal, Hydro and Nuclear power station. So
because of this power generation started to grow rapidly.
After independence the ministry of power is the only main source or responsible for the
growth of electricity in India for the development. The ministry is concerned with proper
systematic planning, framing the policy, formulation, processing of project for investment,
monitoring of the implementation of power projects, and providing training and man – power
development and administration and enactment legislation with regarding to thermal, and
hydro power generation and transmission and distribution. In technical matters the ministry is
assisted by the Central Electricity Authority.
Thermal Power in India is mainly generated with the help of coal, gas and oil. India coal
power has a majority share for the source of power supply in India. The electric power in
India is generated at different thermal power stations. The power generated at these thermal
power plants and then provided all over India through a network of power grid at regional
and national levels. The power ministry organization is mainly responsible for the thermal
power management in India.
Hydropower in India is one of the big power generators in India. There are different
hydropower projects and hydro power plants have been set up by the ministry of power for
the purpose of generation of hydro power in India. Various dams are constructed on major
rivers and the kinetic energy of the flowing water is used to generate hydroelectricity. The
main power generator here is the running water. The hydroelectric power plants and the
hydro power generation companies are mainly controlled managed by the National Hydro
Electric Power Corporation (NHPC).
Wind Power in India is available in massive, as India witnesses high intensity winds in
various regions due to the topographical diversity in India. This Efforts have been made for
the proper utilization of this natural source of energy. Which is available at free of cost for
wind power generation. Huge wind energy farms are set up by the government for tapping the
wind energy by using windmills and them converting the kinetic energy of the wind into
electricity by the use of power converters. The wind power advantages is ,power plant does
not require much infrastructure input and the raw material because wind itself is available
free of cost.
Solar Power in India is used to generate electricity on smaller scale by setting up massive
solar panels and acquiring the solar power. Solar power India is also used by the power
companies in India to generate solar energy for domestic use and small industrial uses.
Nuclear Power in India is generated at more nuclear power machines and nuclear power
stations in India. A nuclear power plant generates the electricity by usage of nuclear energy.
All the nuclear power plants in India controlled and managed by the Nuclear Power
Corporation of India Ltd (NPCL). The electricity from all India nuclear plants is distributed
by the NPCL according to their nuclear power project scheme.
Biogas Production in India is still in stage of development. And also the number of biogas
plants in India is still very less. India being as the largest domestic cattle producer has plenty
of biogas fuel and thus utilization of the fuel for huge biogas production by setting up plenty
biogas plants in India would solve the problem of for some extent.
The CPRI, a society which is registered under the Societies Registration Act, under the
Ministry of Power, it plays important role as a national laboratory to carry out the applied
research in electrical power engineering. It also act as an independent national testing and
certification authority for electrical equipment for ensuring their reliability.
Over the years, CPRI has become an expertise in the areas of transmission and distribution
systems, power quality, energy metering, energy auditing, transmission line and tower design,
conductor vibration studies, power systems instrumentation, transformer oil reclamation and
testing, diagnostic studies, short circuit testing, HV testing, seismic qualification of
equipment and other related fields also.
The Centre for Collaborative and Advanced Research (CCAR) is developed for creating
infrastructure for the visiting scientists/technologists to carry out the different research in the
field of power sector. The other important facility is provided for showcasing all available
technologies for industrial waste utilization.
The main utilities which are in Karnataka’s power sector are the
1. Karnataka Power Corporation Ltd. (KPCL) ,
2. Karnataka Power Transmission Corporation Ltd. (KPTCL)
3. Bangalore Electricity Supply Company (BESCOM)
4. Mangalore Electricity Supply Company (MESCOM)
5. Hubli Electricity Supply Company (HESCOM)
6. Gulbarga Electricity Supply Company (GESCOM).
COMPANY PROFILE
The Karnataka Power Corporation is the first mover behind key power sector reforms in the
state - measures that have speeded steady growth witnessed in both industrial and economic
areas.
And it plays very important role for the economic growth and development in power sector.
KPCL was the first and foremost power generating company that is registered under the
Companies Act 1956. It came into existence on 20th July 1970 with an authorized capital of
Rs.56crores and capacity of 746MW, which was entirely contributed by the Government of
Karnataka. It has enlarged its capacity to 6499 MW and in future poised to add 2325 MW
from its on-going projects.
Backed by having powerful and board comprising the chairman (chief minister of the
state), vice-chairman (minister for power), senior officer of the state government and
eminent domain experts, KPCL has carved a niche for itself in power sector.
Leading and growing team of professional experts and administrators, the managing
directors and the functional directors provide effective directors and provide effective
direction, effective controller, and supervision to realize the goal and objectives set by
the government.
The KPCL’s stock in trade and industry - well-established infrastructure & modern,
management concepts and a commitment to excel, and to helping it to meet the challenges
of the rising energy demands of Karnataka. The main leverage point of KPCL initiatives are
its resource management strengths – right across planning, proper control, financing and
project engineering. KPCL also has a high rating in terms of successful project completion
and commissioning within the implementation the given period of time.
Quality policy
Implementation and execution of quality management system and policy
Constant up-gradation of technical competence and system.
Review and progressive improvement
Continual process and develop product performance
Product/services profile
The KPCL is set up for the power generation. And also it undertakes Consultancy Services
on feasible study of the projects.
Area of operation
The KPCL main aim of establishment is to electrify the Karnataka State. So the boundaries of
KPCL are restricted only to Karnataka.
KPCL presently has 34 dams & 25 power stations across the State with profiles that range
from 0.35 MW to 1035 MW. The total installed capacity by KPCL is 5509 MW across a
project canvas that covers expansions, renovations and upgrading of existing plants.
Almatti dam power house
Kali Hydel project.
Kappadagudda wind farm
Sharavathi Hydel project
Varahi power station
Raichur thermal power station
Bellary thermal power station
Bidadi combined cycle power station
Infrastructure facilities
KPCL is a mainly IT Savvy company among the all other public sector units in the
state at large and power sector in particular and has the distinction of being the first state
owned
company in the power sector to have developed SHAKTINET- a satellite based
communication network through VSATs among all its power stations and Bangalore.
Local Area Networks have been developed and established at all Project locations and
about 800 officials have been wired to corporate office with reliable VSAT (Very Small
Aperture Thermal) back bone. All the activities of the corporation are computerized and
modernized and KPCL has the specific distinction among power utilities of establishing voice
and data communication between its projects and Bangalore through the new generation.
The computer services department of KPCL with wholly dedicated engineers and software
professionals has developed and implemented all the new software required for its business
activities and is geared to offer consultancy services in the field of software development and
networking.
Infrastructural facility:
KPCL Head office is situated at No.82, Shakti Bhavan, and Race Course Road, Bangalore.
KPCL has build many Hospitals, Residential Quarters, Apartments, Schools, Jr. College,
Degree College, Clubs, Swimming pools, Temples, Gardens etc. for the benefits of its
employees in various concerned project areas.
Competitors Information
KPCL produces 59% of Electricity in Karnataka. And there so many competitors for the
KPCL.As it is controlled by State Government there is always an upper hand than rivalries.
Karnataka is facing a lake of power supply, so the government itself is encouraging the
Private Players to invest in the power sector.
Strengths
KPCL is the first company which came into power generation. And it has developed
into so many specialist organization especially on hydro side, and also in thermal and
non-conventional energy source.
The main strength of KPCL is, it is specialist to design in house, all the plants for its
project, equipment and power house etc.
KPCL has adopted the modernization of technology, which are very specific in the
part of all over the world.
It has expertise specialist in the field of civil/electrical/mechanical/engineering
disciplines.
To achieve the organizational goal and objectives to follows the systematic plans in
management level and with the employees (by providing so many benefits).
It has proper utilization of resource in the field of finance, operation and maintenance,
and administrative area.
The main strength of the KPCL is maintain good working environment in the
organization. Which helps to increase the productivity, and revenue.
WEAKNESS
OPPORTUNITIES
KPCL being as the pioneer in the power generation holds the super growth in the field
of investigation and maintains of power project.
Opportunities for the more development inn power generating field
THREATS.
Feasibility studies/ proper evaluation & the compilation of detailed all projects
reports
Proper Design, engineering, and construction services
Consultancy on both thermal and Hydel power stations, including handling of internal
and external competitive.
Project management from project scheduling to preparation of final invoice and
certification.
Operation and proper maintenance.
Renovation, modernization and updating of hydro station
Overall project and performance management
Operation of technology
a. INTRODUCTION:
Job satisfaction is the main factor which help to describe whether the workers are happy with
their job and satisfying their need at the work place. There are many measures that helps job
satisfaction in terms of motivation and helps employees to achieve their objectives and felling
positive employee ethics in work place. From the ancient era job satisfaction plays a vital
role in each and every organization. And it is the main factor for the employee to fell happy
to work in the respective organization. Due to LPG (Liberalization, Globalization and
privatization) with the new reforms and policies and procedure all the organization started to
provide so many benefits to their employees. Compare ancient era now there are so many
benefits that are lended by companies especially in public sector. All the PSU has its unique
level of providing benefits to their employees. Now a day’s job satisfaction became the main
factor for1 the employee to work in any company. So this study tell about how job
satisfaction is playing a vital role and its factors.
Meaning
“Job satisfaction refer to the workers feeling of the supreme satisfaction in the job that they
perform which play a vital role as a motivation for the accomplishment of the task. It is not
only the self-satisfaction or happiness but it is satisfaction of the job.”
The term job satisfaction is the entire relationship between the employee and employer for
what he his paid. In other words “Employee satisfaction means the feeling that is related to
the accomplishment the any objective”.
And job satisfaction does not mean that absent of motivation at the work place. There are so
many research worker stated that the main factors that contributing to the job satisfaction and
job dissatisfaction.
For Ex: Hoppock defines that job satisfaction is the “any consolidation of psychology,
environmental consequences that effect the employee truly to tell that he his satisfied with his
job.
To understand in simple way job satisfaction is the place where the employee are happy,
interested, enthusiastic, and with full joy and motivation to work and accomplish the task to
reach or achieve the objective of the organization.
b. Purpose of the Job satisfaction
Each and every employee in the organization from top level management to low level
management and human resources department has to get the employee honesty and
satisfaction – how it is perform in workforce to the organization and if employees are really
Associated with the way of thing the employees are likely to stay with the company. One of
the main features of the human resources management is measurement of job satisfaction.
All the companies have to see that job satisfaction is more with the employees of the
company. Job satisfaction helps for the more productivity in the company, responsibility and
gaining the customer loyalty which leads to increases the goodwill of the company.
To study the revenue of the company and average standard of services job satisfaction helps.
If revenue is increased the employees are satisfied with their job, but if revenue is decreased
the employee satisfaction are less.
The company value is mainly created by the effective employees in the organization. Each
and every employee play vital role for the organization growth and to increase the good will
of the company. So they are the valuable asset of the company. Employee satisfaction is will
act as an important because can contribute their efforts jointly. Human relation plays a
significant role in the organization because the productivity and efficiency is achieved
through employees.
The unique study which was conducted by researcher and authors they found that there is
positive correlation among employee satisfaction, the business unites, the growth of the
organization, revenue and goodwill of the company.
1. Organizational growth
Organization growth is the continues process to adoption of effective changes in the
company. The main objective of the organization is to implementation of new technology for
the super growth in the market. And to give the high competition in the market for the
competitors.
3. Work satisfaction
Job or work satisfaction is also one of the main organizational variable of the job satisfaction.
There are so many sours to identify the job satisfaction
Work load
Work pleasure
Type of complicated task
Quality of task
4. Employee Promotion and career growth
Employee growth and promotion plays very significant role as a organizational variable for
the job satisfaction. And it impacts the employee of the organization. Each and every
employee should recognized with their hard work.
Promotion
Transfer
Motivation in term of providing benefits.
5. Job Safety
Job security is some kind of confidence that employee will have in their current job. And they
should feel that that job is safety for them and security.
6. Working culture
Working culture is also one of the variable for job satisfaction for the employee in the
organization. And it plays a vital role in the organization to the employees. And employee
should not fell fear to work in the company. They should feel happy to work in the working
environment.
There are some of points which comes under this are as follows:
Feeling safety and having comfort zone in working place
Proper ventilation
Proper work place
Locker facility
Canteen facility
Drinking water facility
Healthy environment
Safety and protection
2) Personal variable
Personal benefit is also one of the variable of the employee satisfaction and it plays a
significant roles in the employee satisfaction.
Following are the some of the category which comes under personal variable
Personality
Age
Expectation
Qualification
All the above factors normally influence the employees in the organization. By existence
these all factors will motivate the worker and provide job satisfaction. Each and very factor
plays very important role for the job satisfaction to the employee in the organization.
Organization should satisfy all the basic benefits that are required for the employee to
performer their job effectively and efficiently. If all the company follows this strategy the
outcome will be more for the business in term of revenue or profit for the business.
For ex:
1. Organization can retain the employee
2. Enhancement of business
3. Opportunities for the new project
4. Wealth maximization of the business
5. Chance to increase the market share
There are some steps where we can improve the job satisfaction of the employee are as
follows:
Conclusion: On the basis of above points clearly states that how job satisfaction plays very
important role in the organization for development. And it is also one of the factor for the
economic growth and development of the county.
If job satisfaction increases the company will not loses effective employees in the
organization. And productivity will increase and it leads for the more revenue for the
organization, and capital formation for the company. And chance for the enhancement of the
business. So job satisfaction is also interrelated with the all the main factor of the business.
Chapter. 4
TABLE: 1
Rewards 5 5%
Recognition 10 10%
Motivation 15 15%
ANALYSIS:
40% of the respondent said that work security in the company.
5% of respondent said that reward is the main factor.
20% said that working environment in the organization
10% said that recognitions.
15% said that motivation is the main factor to work happily
GRAPH 1
INTERPRETATION:
The most of the respondents feel that the work security is the main factor to work happily in
the KPCL.
TABLE 2
Table showing employees are satisfied with their job that they perform regularly
ANALYSIS:
70% of the respondents are telling working with skilled employee.
10% said that better opportunities for the knowledge growth.
5% said adoption of new technology.
15% of respondents said that because the company has good fame.
GRAPH 2
working with skilled employee better oppertunites for the knowledge growth
adoption of new technology because company has good fame
INTERPRETATION:
Most of the respondents said that they are satisfied by working with skilled employees.
TABLE 3
Table showing the respondents view towards the main factor that effect the job satisfaction
Recognition 15 15%
ANALYSIS:
15% of the respondents said that safety and security.
20% of the employee said it is flexible rules and regulation.
15% said that recognition is the main factor.
50% of majority respondents said that is the monetary and non – monetary benefits.
GRAPH 3
INTERPRTATION:
Most of the respondents are stating that monetary and non – monetary benefits is the main
factor that effect the job satisfaction.
TABLE 4
Table showing the opinions of the employees that company providing adequate information
(training and development) of the plant, machinery, and equipment’s
Agree 70 70%
Neutral 4 4%
Disagree 0 0
ANALYSIS:
23% of the respondent strongly agree that the information which is provided by the
company is sufficient.
70% respondents feel that the company provides sufficient training and development.
4% said that the information that they are getting is neutral.
3% of the respondents are strongly disagree with the information that the company
providing information of the plant, machinery, equipment.
GRAPH 4
INTERPRTATION:
Most of the respondents says that the company provided the adequate information about the
plant, machinery, equipment’s.
TABLE 5
Table showing that the view of the respondents on individuals are recognised with their hard
work, spontaneous performance.
Always 70 70%
Sometimes 20 20%
Rarely 10 10%
Never 0 0
ANALYSIS:
70% of the respondents are saying that always individuals are recognized with their
performance.
20% said it is recognised only sometimes.
10% of the respondents said that rarely recognised.
And few of the employee said it is never.
GRAPH 5
Sales
INTERPRETATION:
Majority of the respondents said that individuals are always recognised with their hard work ,
and spontaneous performance.
TABLE 6
Table showing that perception of the employee towards the job satisfaction has a vital role.
Factors No of respondents Percentage
Agree 30 30%
Neutral 20 20%
Disagree 0 0
ANALYSIS:
50% of the respondents are strongly agree that job satisfaction plays a vital role.
30% of the respondents said that just they are agree.
20% said that it is neutral.
GRAPH 6
INTERPRETATION:
Most of the employee’s says that job satisfactions plays a vital role in the organization.
TABLE 7
Table showing the company’s concerned towards the welfare and standard of living of the
employees
ANALYSIS:
50% of the respondents by strongly agree they said that company is concerned with
the welfare of the employees.
20% of the respondents said just they are agree.
5% of the respondents feels that it is neutral.
10% of respondents strongly dis agree the statements.
5% respondents are disagree.
GRAPH 7
INTERPRETATION:
Most of the employee are strongly agree that the company is having more concerned towards
the welfare of the employee.
TABLE 8
Excellent 60 60%
Fair 10 10%
Poor 0 0
ANALYSIS:
salary strucutre
INTERPRETATION:
Most of the employees in the organization feels that salary structure is excellent in
their point of view.
TABLE 9
Table showing the benefits that are satisfies the employees in the organization.
Such as PF, ESI, retirement benefits, paid leaves and perks and allowances.
ANALYSIS:
80% of the respondents are telling that they are satisfied with all the benefits.
10% of respondents said that they are somewhat happy with the benefits’ that
they receive from the organization.
5% of the respondents are disagree and they need some more benefits
5% of the respondents strongly disagree with the statements.
GRAPH 9
80
70
60
50
40
30
20
10
0
strongly disagree dis agree neutral sreongly agree agree
INTERPRTATION:
Most of the employees are satisfied with their benefits that are provided by the company. (PF,
ESI, retirement benefits, pad leaves, perks allowance.
TABLE 10
Table showing the perception of the employees whether they are satisfied with organization
working culture.
ANALYSIS:
70% of the respondents are fully satisfied with working culture of the organization.
20% said that they are satisfied with organization working culture.
10% of the respondents said that just they are partially satisfied with organization
working culture.
GRAPH 10
70
60
50
40
30
20
10
0
fully satisfied satisfied partially satisfied not satisfied
INTERPRETATION:
By seeing above graph most of the employees are satisfied with their organizational working
culture.
TABLE 11
Table showing that which is the main factor that motivate the employee to perform excellent
job.
ANALYSIS:
50% of the respondents said that salary structure is the main motivation for the
employee.
20% said that promotion is the main reason which helps the employee to perform
well.
10% of the respondents said that it is leave factor.
10% of the employee said that it is rewords and recognition.
10% respondents are agreed it is bonus.
GRAPH .11
Motivation factor
INTREPRTATION:
By seeing the above clearly tells that most of the employee are telling that salary structure is
the main factor for employee excellent job.
TABLE 12
Table showing the view of the employees towards the healthy relation with co- workers.
ANALYSIS:
50% of the respondents said they are having excellent relation with co – workers and
they are happy.
15% said they good relation with co-workers.
30% of the respondents said that it is average.
5% employees said that it is below average.
GRAPH 12
50
40
30
20
10
0
excellent good average beloew average
INTERPRTATION:
The above graph clearly tells that most of the employees are having excellent healthy
relationship with the co – workers.
TABLE .13
ANALYSIS:
85% of the respondents are telling that they like the job what they performe in the
organization.
10% of the employee said that somewhat they dis like.
5% of the employee are said that some what they like the job that they perform in the
organization.
GRAPH. 13
INTERPRETTION:
Most of the respondents are happy with their job what they perform in the
organization. The above graph clearly tell that most of the employee like they job.
TABLE .14
ANALYSIS:
60% of the population said that always they feel of accomplishment of the
work.
20% said that rarely they feel sense of accomplishments of work.
10% of the respondents said that some what they feel.
10% said they never felt the sense of accomplishments of the task.
GRAPH 14
senses of accomplishments
INTREPRETATION:
By seeing we can understand that there are so many employees feel that the work provides
them a senses of accomplishment.
TABLE .15
Table showing the most positive feature at KPCL that employees feels.
ANALYSIS:
70% of the respondents said that remuneration is the positive feature at the
KPCL.
15% said organization culture id the main positive feature.
5% respondent said that it is career growth.
10% of the employees view is it is the image of the brand.
GRAPH 15
70
60
50
40
30
20
10
0
remuneration organization growth career growth the image of the company
INTERPRETATION:
Most of the employees said that remuneration is that main positive feature at KPCL.
TABLE 16
Table showing employees are satisfied with the contribution towards the company objectives.
ANALYSIS:
70% of the respondent are telling that they are strongly agree that they are satisfied
with the contribution towards the company to achieve the objective.
15% of the respondent said that agree.
10% said that it is neutral for them.
5% some of the respondent are dis agree.
GRAPH 16
INTERPRETATION:
most of the employees of the company are satisfied with their contribution towards the
company to achieve the objectives.
CHAPTER 5
SUMMARY OF FINDINGS:
1. The most of the respondents feel that the work security is the main factor to work
happily in the KPCL.
2. Most of the respondents said that they are satisfied by working with skilled
employees.
3. Most of the respondents are stating that monetary and non – monetary benefits is the
main factor that effect the job satisfaction.
4. Most of the respondents says that the company provided the adequate information
about the plant, machinery, equipment’s.
5. Majority of the respondents said that individuals are always recognised with their hard
work, and spontaneous performance.
6. Most of the employee’s says that job satisfactions plays a vital role in the
organization.
7. Most of the employee are strongly agree that the company is having more concerned
towards the welfare of the employee.
8. Most of the employees in the organization feels that salary structure is excellent in
their point of views.
9. Most of the employees are satisfied with their benefits that are provided by the
company. (PF, ESI, retirement benefits, pad leaves, perks allowance.
10. By seeing above graph most of the employees are satisfied with their organizational
working culture.
11. By seeing the above clearly tells that most of the employee are telling that salary
structure is the main factor for employee excellent job.
12. By seeing the above clearly tells that most of the employee are telling that salary
structure is the main factor for employee excellent job.
13. The above graph clearly tells that most of the employees are having excellent healthy
relationship with the co – workers.
14. Most of the respondents are happy with their job what they perform in the
organization. The above graph clearly tell that most of the employee like they job.
15. Most of the employees said that remuneration is that main positive feature at KPCL.
SUGGESTIONS:
1) A good company is not only concerned with productivity but also having concerned
towards the employee of the organization.
2) A friendly and healthy environment in working aids the employees to perform effectively
and with more interest towards the work.
3) Each and every organization should maintain a good relationship between the worker and
management. It helps for the organizational growth as well as enhancement of business.
4) So this study clearly explains that how job satisfaction play a significant role in the
organization. And how it effect the organization in terms of revenue of the business.
5) To maintain the healthy relationship the company should provide all the satiable benefits
for the employee through which they satisfied.
6) Employee are the main asset of the company. If they have job satisfaction it will contribute
the major pert for organizational growth. Those companies which follows the systematic rule
and regulation they can overcome from the occurrence of lose in the company.
In the organization all the department plays very important role irrespective of their
functions.
Like Top level management, middle level management and at last lower level management.
So each and every department should have proper coordination among the supervisor and
employee.
Job satisfaction of the employees in the organization it is directly or indirectly interrelated
with company’s growth and productivity.
CONCLUSION:
Job satisfaction is the important factor in the any organization. It plays very important role in
determination of the revenue rate of the any organization. Job satisfaction is majorly
impacted by the performance of the workers in the company towards the benefits and
rewards.
The study is conducted to identify the major role of the job satisfaction in the company.
At the time conducting this study there are so many thing are noticed in the organization
working culture how they have proper relation among the workers. And how they maintain
healthy environment.
Most of the employees in KPCL are working for more than 20 years. And most of the
employees are happy to work in KPCL. They said that this organization has a lot of growth in
from initial stage to now and as well as in future also.
And KPCL has a unique role in providing the benefits to its employee. And it plays an
important role in providing PF, ESI and especially retirement benefits for the employee and
monetary and on – monetary benefits.
BIBLIOGRAPHY:
Books refereed.
1. Name of the author: P. Subba Rao
Title of the book: Personal and Human Resource Management.
Place of publishing: Mumbai
Year: 2002
MAGAZINES/JOURNALS REFFERED
WEBSITES:
WWW.KPCL.COM.
http://en.wikipedia.org/wik/humanresource.management
http://empoyee. job satisfaction
Annexure
QUESTINNARIES:
Sir/ Madam,
I am Periya Nayagam Mary.A. Studying in 4Th sem of MBA in S.E.A College
of Engineering and Technology as a part of Visvesvaraya Technology University
requirement; I should conduct a project study. My topic is about “Job satisfaction of the
employees”. I am doing this project in KARNATAKA POWER CORPORATION LIMITED.
(KPCL). Bangalore. So, I request you to spend few minutes to fill theses following
questions. Your responses would be kept confidential and would be used only for the
academic purpose.
b) Rewards 1 2 3 4 5
c) Working 1 2 3 4 5
environment
d) Recognition 1 2 3 4 5
e) Motivation 1 2 3 4 5
a) Better 1 2 3 4 5
opportunities
for knowledge
growth
b) Getting change 1 2 3 4 5
in the upgrading
of technology
e)Because company 1 2 3 4 5
has a good fame
c) Recognition 1 2 3 4 5
4. Do you think that company provides adequate information training of the plant,
machinery, equipment
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
5. Are individual are recognized with their hard work and spontaneous performance
a) Always
b) Sometime
c) Rarely
d) Never
7. Our company is concerned with the welfare and standard of living of the employee
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
c) Retirement 1 2 3 4 5
benefits
d) Paid leaves 1 2 3 4 5
e) Perks and 1 2 3 4 5
benefits
1 2 3 4 5
Strongly disagree Disagree Natural Somewhat agree Strongly agree
11. Which is main factor that motivates you to perform excellent job
b) Promotion 1 2 3 4 5
1 2 3 4 5
c) Leave
d) Reward and 1 2 3 4 5
recognition
e) Bonus 1 2 3 4 5
1 2 3 4 5
Strongly disagree Disagree Natural Somewhat agree Strongly agree