Project Work Report

on
Employee Satisfaction
at
Vacmet India Limited
BY

Megha Saini
MBA/2022/4591

Submitted to

RAJASTHAN TECHNICAL UNIVERSITY

In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

Dr. Bharti Sharma Mr. Sandeep Kumar
HOD, HR HR Executive

Department of MBA

International School of Informatics and Management

Jaipur

2022-2024
 CERTIFICATE

This is to certify that Megha Saini bearing Roll No MBA/2022/4591, is a bonafide

student of Master of Business Administration course of the Institute 2022-2024,
affiliatedto Rajasthan Technical University, Kota.

Project Work report on “Employee Satisfaction at Vacmet India Limited” is

prepared by him/her under the guidance of Dr. Bharti Sharma, in partial fulfillment
of the requirements for the award of the degree of Master of Business Administration
of Rajasthan Technical University, Kota, Rajasthan.

Signature of Internal Guide Signature of HOD

Signature of Principal
 DECLARATION

I, Megha Saini, hereby declare that the Project Work report entitled “Employee
Satisfaction”with reference to “Vacmet India Limited, Agra” prepared by me under the
guidance of Dr. Bharti Sharma, faculty of M.B.A Department, International School of
Informatics and Management and external assistance by (Mr. Sandeep Kumar, HR
Executive and Vacmet India Limited).

I also declare that this Project work is towards the partial fulfillment of the university
regulations for the award of degree of Master of Business Administration by Rajasthan
Technical University, Kota.

I further declare that this project is based on the original study undertaken by me and
has not been submitted for the award of any degree/diploma from any other
University/Institution.

Place: Signature of the student

Date:
 Abstract
Employee satisfaction is a crucial aspect of organizational success, influencing productivity,
retention rates, and overall company performance. This project delves into the critical concept
of employee satisfaction within an organizational setting of Vacmet India Limited. The report
explores the multifaceted nature of employee satisfaction, encompassing factors like work
environment, compensation and benefits, career development opportunities, and supervisor
relationships.

The study investigates the impact of employee satisfaction on various organizational outcomes,
including productivity, retention, and customer service. By analyzing data collected through
surveys, interviews, or focus groups, the project aims to identify key drivers of employee
satisfaction within a specific organization.

Furthermore, the report proposes actionable recommendations for enhancing employee

satisfaction. These recommendations can encompass strategies for fostering a positive work
culture, implementing competitive compensation packages, and providing opportunities for
growth and development. Ultimately, the project underscores the significance of employee
satisfaction as a cornerstone of organizational success.
 Acknowledgement
It is my pleasure to be indebted to various people, who directly or indirectly contributed in the
development of this work and who influenced my thinking, behaviour, and acts during the
course of study.

I express my sincere gratitude to Dr. Manju Nair worthy Principal for providing me an
opportunity to undergo summer training at Vacmet India Limited.

I am thankful to Mr. Sandeep Kumar for his support, cooperation, and motivation provided to
me during the training for constant inspiration, presence and blessings. I would also like to
thank the entire HR Department for their warm welcome and collaboration. The positive work
environment at Vacmet India Limited made my internship a truly enriching and enjoyable
experience.

I also extend my sincere appreciation to Dr. Bharti Sharma who provided me her valuable
suggestions and precious time in accomplishing my project report.

Lastly, I would like to thank the almighty and my family for their moral support and my
friends with whom I shared my day-to-day experience and received lots of suggestions that
improved my quality of work.

Sincerely,
Megha Saini
 TABLE OF CONTENTS

Executive Summary
Definitions and Notations
List of Tables
List of Figures and Charts

Chapter 1. Introduction…............................................................... (1.)

Chapter 2. Industry and Company profile ................................... (9.)
Chapter 3. Theoretical Background of the Study ....................... (16.)
Chapter 4. Data Analysis and interpretation… ............................ (24.)
Chapter 5. Summary of Results and Findings............................. (52.)
Chapter 6. Suggestions .................................................................. (54.)
Chapter 7. Conclusions and Directions for further work… ........ (55.)
Bibliography

Annexure

LIST OF TABLES

TABLE PARTICULARS PAGE

NO: NO
4.1 Age of the respondent 24
4.2 Gender of the respondent 25
4.3 Marital status of the respondent 26
4.4 _________ is your position in company 27
4.5 How much experience do you have? 28
4.6 How happy are you at work? 29
4.7 Do you enjoy your company culture? 30
4.8 How many hours do you work in your company? 31

4.9 How do you feel when you arrive at the office in the morning? 32
4.10 Do you have a strong relationship to your co- workers 33
4.11 How as your relationship with your manager 34
4.12 Whether your company provides transport service? 35
 4.13 What is your personal growth in your company? 36
4.14 How many years have you been with this company? 37
4.15 Do you have a health benefits that are available to you 38
through the city?
4.16 Does your work give you a sense of accomplishment? 39
4.17 Are you aware of all the HR policies in your company? 40

4.18 The morale in my department is high 41

4.19 Is the company provides a canteen? 42
4.20 How transparent do you feel the management is? 43
4.21 Do you feel valued for your contributions? 44
4.22 Do your superiors communicate company news effectively 45
and in a timely manner?

LIST OF FIGURES AND CHARTS

TABLE PARTICULARS PAGE

NO NO
4.1 Age of the respondent 24

4.2 Gender of the respondent 25

4.3 Marital status 26

4.4 is your position in your company 27

4.5 How much experience do you have 28

4.6 How happy are you at work 29

4.7 Do you enjoy your company culture 30

4.8 How many hours do you work in your company 31

4.9 How do you feel when you arrive at the office in the morning 32

4.10 Do you have a strong relationship to you co- workers 33

4.11 How as your relationship with your manager 34

4.12 Whether your company provides transport service 35

4.13 What is your personal growth in your company 36

4.14 How many years you have been with this company 37

4.15 Do you have health benefits that are available to you through the 38
city
4.16 Does your work give you a sense of accomplishment 39

4.17 Are you aware of all HR policies 40

4.18 The morale in my department is high 41

4.19 Is the company provides a canteen 42

4.20 How transparent do you feel the management is 43

4.21 Do you feel valued for your contribution 44

4.22 Do you superiors communicate company news effectively and in 45
a timely manner
 Executive Summary

A study on “Employee Satisfaction” was carried out in Vacmet India Limited. The main objective
of the research was to find the satisfaction level of employees in the organization.

Employee satisfaction is essential to the success of any business. The important factors that are to
be considered in the job satisfaction of employees are salary, promotion, working condition, and
so on.

The goal is to gather preliminary data and to reach the real nature of the problem and to suggest
new ideas, Descriptive Research is taken up. Here survey was done by using structured questions.

The source of data is primary and secondary. Primary data was collected from the respondents,
who were interviewed there, for the first hand frequencies was the basis on which analysis was
carried out. While the secondary data regarding the subject was obtained from various magazines,
journals, websites, newspapers and books.

For analyzing and interpreting the data various statistical tools like Percentage Analysis,
Hypothesis Testing, and Chi-square Tests. Graphical Representation tool such as Bar Graphs and
Pie Charts have been used for the data analysis. Findings reveal that while employees appreciate
the company’s competitive compensation packages and growth opportunities, concerns exist
regarding workload management and communication within the organization.

Recommendations to enhance employee satisfaction include implementing flexible work

arrangements, enhancing communication channels, providing more training and development
opportunities, and fostering a supportive work environment.

By addressing these areas, Vacmet India Limited can further improve employee satisfaction,
leading to increased productivity, employee retention, and overall organizational success.
Chapter 1: Introduction

1.1 Project Introduction

The modern workplace is undergoing a significant transformation. With evolving employee

expectations, fierce competition for talent, and a growing emphasis on well-being, organizations
are increasingly recognizing the importance of employee satisfaction. A satisfied workforce
translates into a multitude of benefits for businesses, including increased productivity, reduced
absenteeism, lower turnover rates, and enhanced customer service. This project delves into the
critical concept of employee satisfaction, exploring its various facets, its impact on organizations,
and potential strategies for fostering a more positive work environment.

1.2 Topic Chosen for Study: Employee Satisfaction

Employee satisfaction is a multifaceted concept encompassing an individual's overall contentment

with their work, working environment, and the organization they work for. It encompasses various
factors such as compensation and benefits, work-life balance, career development opportunities,
company culture, and supervisor relationships. When employees feel valued, appreciated, and have
the resources they need to succeed, it leads to a more positive and productive work experience.

1.3 Need for the Study

In today's competitive business landscape, retaining top talent is crucial for organizational success.
Employee satisfaction plays a pivotal role in achieving this goal. Satisfied employees are more
engaged, productive, and less likely to leave for other opportunities. They become brand
ambassadors, promoting the organization's positive work environment and attracting new talent.

Here's a closer look at the compelling reasons why studying employee satisfaction is crucial:
• Improved Performance and Productivity: Satisfied employees are more motivated and
invested in their work. They take ownership of their tasks, resulting in higher quality output
and increased productivity.
 • Reduced Absenteeism and Turnover: A positive work environment leads to lower
absenteeism and employee turnover. Satisfied employees are less likely to miss work or
seek employment elsewhere, resulting in cost savings for organizations.

• Enhanced Customer Service: Satisfied employees are more likely to provide excellent
customer service. Their positive attitude translates into improved customer interactions,
leading to higher customer satisfaction and loyalty.

• Stronger Employer Brand: A reputation for employee satisfaction attracts top talent.
Organizations known for treating their employees well become more desirable places to
work, giving them a competitive edge in the talent market.

• Innovation and Creativity: When employees feel valued and empowered, they are more
likely to be creative and innovative. A satisfied workforce fosters a culture of collaboration
and problem-solving, leading to new ideas and business growth.

1.4 Objectives of the Study

This study aims to gain a comprehensive understanding of employee satisfaction and its impact on
organizations. The specific objectives are:

• To explore the various factors that contribute to employee satisfaction.

• To examine the relationship between employee satisfaction and key organizational
outcomes such as productivity, turnover, and customer service.
• To analyze different strategies and practices that organizations can employ to enhance
employee satisfaction.
• To identify the challenges associated with measuring and improving employee satisfaction.
• To contribute to the existing body of knowledge on employee satisfaction by providing
 valuable insights and recommendations for organizations.

1.5 Scope of the Study

This study will focus on employee satisfaction in a general context, applicable to various industries
and organizational structures. While specific examples may be drawn from different sectors, the
core focus will be on understanding the universal factors that influence employee satisfaction and
strategies for improvement.

1.6 Methodology Adopted

This study will employ a multifaceted research methodology to gain a well-rounded understanding
of employee satisfaction. Here's an outline of the methods that will be used:

• Literature Review: A comprehensive review of existing academic journals, research

reports, and industry publications will be conducted to explore theoretical frameworks,
empirical studies, and best practices related to employee satisfaction.

• Survey Research: A well-designed employee satisfaction survey may be developed and

distributed to gather data on employee perceptions and experiences. This could involve
soliciting feedback from employees across various departments and organizational levels.
• Case Studies: Examining case studies of organizations renowned for their high employee
satisfaction can provide valuable insights into successful strategies and practices.

• Interviews: Conducting interviews with HR professionals, managers, and employees can

offer a deeper understanding of the specific factors influencing employee satisfaction
within an organization.

The data need for the study is collected from the employees, through questionnaire. Analysis and
interpretation has been done by using the statistical tools and data presented through tables and
charts.

Research Design

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

Sample Design

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

Period of study

This study on employee satisfaction was conducted during the period of 1 s t

May 2024 to 31st May 2024.

Sample Size

The sample size of this study is 108

Data Collection

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

Primary Data

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

Secondary Data

Secondary data for this study was collected from.

• Preciously published records, statistics, research reports and documents.

• Books, Periodical and Websites.
Questionnaire

In this study a questionnaire consisting of twenty two multiple choice based

questions has been used.

Tools Used for Analysis

Percentage Analysis, Hypothesis Testing, Chi-square Test are used as statistical

tools for the analysis.

Graphical Representation of Data

Graphical Representation tool such as Bar Graphs and Pie charts have been
used for the data analysis.

1.7 Literature Review

A thorough literature review will be conducted to explore the existing body of knowledge on
employee satisfaction. Key areas of focus will include:

I. Theoretical Frameworks: Examining different theoretical frameworks that explain the

concept of employee satisfaction, such as:

• Herzberg's Two-Factor Theory: This theory proposes that certain factors, like hygiene
factors (salary, benefits, working conditions), are essential to prevent dissatisfaction but
don't necessarily lead to satisfaction. In contrast, motivators (achievement, recognition,
growth opportunities) are crucial for creating job satisfaction and motivation.

• Job Characteristics Model: This model identifies five core job characteristics (skill
variety, task identity, task significance, autonomy, feedback) that contribute to employee
motivation and satisfaction when present in a job.
 • Equity Theory: This theory suggests that employees compare their inputs (effort, skills)
to their outputs (rewards, recognition) and those of their colleagues. When employees
perceive an imbalance, it can lead to dissatisfaction.

II. Factors Influencing Satisfaction: Identifying the various factors that contribute to
employee satisfaction, including:

• Compensation and Benefits: Competitive salaries, comprehensive benefits packages, and

fair compensation practices are essential for employee satisfaction. When employees feel
financially secure and valued, it contributes to their overall well-being and work
motivation.

• Work-Life Balance: The ability to achieve a healthy balance between work and personal
life is crucial for employee satisfaction. Organizations that offer flexible work
arrangements, remote work options, and support for employees' personal commitments can
significantly enhance satisfaction.

• Career Development Opportunities: Employees who see opportunities for growth and
advancement within the organization are more likely to be satisfied. Providing access to
training programs, mentorship opportunities, and clear career paths demonstrates an
organization's commitment to its employees' professional development.

• Work Environment: The physical work environment, including factors like ergonomics,
workspace design, and access to amenities, can influence employee satisfaction. A positive
and well-maintained work environment fosters a sense of well-being and productivity.

• Leadership: Strong, supportive, and transparent leadership plays a vital role in employee
satisfaction. Leaders who set a clear vision, communicate effectively, empower their teams,
and recognize achievements create a motivating and engaging work environment.
 • Organizational Culture: The overall company culture, encompassing values, beliefs, and
behaviors, significantly impacts employee satisfaction. A culture of collaboration, trust,
respect, and open communication fosters a sense of belonging and motivates employees to
contribute their best.

• Meaningful Work: Employees who feel their work has value and contributes to a larger
purpose are more likely to be satisfied. Organizations that connect individual work to the
company's mission and social impact can enhance employee engagement and satisfaction.

III. The Relationship Between Employee Satisfaction and Organizational Outcomes: Research
has consistently shown a strong positive correlation between employee satisfaction and
various organizational outcomes, including:

• Productivity: Satisfied employees are more engaged in their work, take ownership of their
tasks, and strive for excellence. This translates into higher output and improved
productivity for the organization.

• Reduced Absenteeism and Turnover: When employees are content with their work
environment and feel valued, they are less likely to miss work or seek employment
elsewhere. This reduces absenteeism and employee turnover, leading to cost savings and
improved organizational stability.

• Enhanced Customer Service: Satisfied employees are more likely to have a positive
attitude and provide excellent customer service. Their motivation and commitment
translate into improved customer interactions, leading to higher customer satisfaction and
loyalty.

• Innovation and Creativity: A positive work environment that fosters employee

satisfaction empowers individuals to be creative and innovative. When employees feel
valued and encouraged to share ideas, it leads to a culture of problem-solving and
 development of new ideas that can drive business growth.

IV. Strategies for Enhancing Employee Satisfaction: The literature review will explore various
strategies and practices that organizations can employ to improve employee satisfaction.
These may include:

• Compensation and Benefits Reviews: Regularly reviewing and adjusting compensation

packages and benefits offerings to remain competitive and meet employee needs.

• Work-Life Balance Initiatives: Implementing flexible work arrangements, remote work

options, and programs that support employees' personal commitments can significantly
enhance work-life balance.

• Career Development Programs: Providing access to training and development

opportunities, mentorship programs, and clear career paths demonstrates an organization's
commitment to employee growth.

• Employee Recognition and Rewards: Implementing recognition programs that

acknowledge and reward employee achievements can significantly boost morale and
motivation.

• Open Communication and Feedback: Establishing clear communication channels and

encouraging open feedback from employees allows organizations to address concerns and
improve the work environment.
Chapter 2: Industry and Company Profile

2.1 Industry Profile:

The packaging industry plays a crucial role in various sectors by providing innovative
solutions for packaging needs. With the rising demand for sustainable packaging materials
and the increasing focus on efficiency and cost-effectiveness, the industry has witnessed
significant growth in recent years. As environmental concerns become more prominent,
there is a growing emphasis on eco-friendly packaging solutions, driving innovation and
investment in sustainable materials and technologies.

2.2 Company Profile: Vacmet India Limited

Promoters:
Vacmet India Limited was founded by Shri Dinesh Chand Agarwal in 1993. With a vision
revolutionize the packaging industry through innovation and sustainability, the company
has established itself as a leading manufacturer of flexible packaging materials.

Vision:
To be a globally recognized leader in sustainable packaging solutions, driving innovation,
and setting industry standards for excellence.

Mission:
To provide our customers with superior quality packaging materials that meet their needs
while minimizing environmental impact. We are committed to continuous improvement,
innovation, and customer satisfaction.

Quality Policy:
Vacmet India Limited is dedicated to delivering high-quality packaging solutions that
exceed customer expectations. They adhere to stringent quality control measures at every
stage of production to ensure consistency and reliability in their products. Their
commitment to quality is reflected in their certifications and accreditations.
 Products/Services Profile:
Vacmet India Limited is a prominent manufacturer of various flexible packaging films and
related products catering to diverse industrial requirements. Here's a detailed breakdown
of their product offerings:

Core Products:

I. BOPET Films (Biaxially Oriented Polyethylene Terephthalate): Known for their

excellent clarity, strength, and dimensional stability, BOPET films are ideal for food
packaging, pharmaceutical blister packs, and industrial applications.

II. BOPP Films (Biaxially Oriented Polypropylene): Offering high transparency,

durability, and printability, BOPP films are widely used for food and beverage packaging,
confectionery wrappers, and labeling applications.

Specialty Films:

I. Metallized Films: A metallized layer is added to BOPET or BOPP films to enhance

barrier properties, reflectivity, and aesthetics. These films are used for food packaging
 requiring extended shelf life, and for premium product presentation.

II. Heat Sealable Films: These films possess a heat-activated layer that allows for
efficient sealing in packaging processes, commonly used in pouch applications and
laminated structures.

III. Hot Stamping Foils: Vacmet offers foils for permanent transfer of metallic or
pigmented designs onto various substrates, used for decorative and branding purposes
on packaging materials.

IV. Metallized Paper & Board: The company manufactures metallized paper and board,
providing a luxurious and high-performance option for premium packaging
applications, particularly in the giftware and cosmetics industries.

Product Applications:

Vacmet's products cater to a wide range of industries and packaging needs, including:

• Food & Beverage: Films for packaging snacks, confectionery, processed foods, and
beverages.

• Pharmaceuticals: Blister packs for tablets and capsules, ensuring product protection
and tamper evidence.

• Consumer Goods: Packaging for personal care products, cosmetics, stationery, and
household items.

• Industrial Products: Films for industrial applications requiring specific barrier

properties or durability.

Areas of Operation:
 Vacmet India Limited operates multiple manufacturing facilities strategically located to
serve domestic and international markets efficiently. Their state-of-the-art production
facilities are equipped with advanced technology and adhere to stringent quality and safety
standards.

Infrastructure Facilities:
Their manufacturing facilities are equipped with:

• High-speed production lines

• Cutting-edge extrusion and metallization equipment
• Quality control laboratories
• Warehousing and logistics facilities

They invest in infrastructure upgrades and technology enhancements to maintain their

competitive edge and meet evolving market demands.

Competitors' Information:
In the competitive landscape of the packaging industry, Vacmet India Limited competes
with both domestic and international players. Key competitors include UFLEX Limited,
Cosmo Films Limited, Jindal Poly Films Limited, Toray Industries Inc. and Amcor
plc. Each competitor brings unique strengths and capabilities to the market, and we
continuously monitor industry trends and competitor activities to identify opportunities and
threats.

SWOT Analysis:

Strengths:
• Strong brand reputation and market presence
• Diverse product portfolio catering to various industries
• Robust manufacturing infrastructure and technological capabilities
• Commitment to quality and innovation
Weaknesses:
• Dependency on raw material prices and currency fluctuations
• Need for continuous investment in R&D and technology upgrades
• Limited geographic diversification

Opportunities:
• Growing demand for sustainable packaging solutions
• Expansion into emerging markets
• Strategic partnerships and collaborations
• Innovation in product development and process optimization

Threats:
• Intense competition from domestic and international players
• Regulatory challenges and compliance requirements
• Economic uncertainties and market volatility

Future Growth and Prospects:

Vacmet India Limited is well-positioned to capitalize on the growing demand for
sustainable packaging solutions. They are committed to innovation and investment in R&D
to develop eco-friendly materials and technologies that address market needs while
minimizing environmental impact. With a focus on expanding our product portfolio,
enhancing operational efficiency, and strengthening customer relationships, they are
confident in our ability to sustain long-term growth and profitability.

Vacmet's Specific Growth Factors:

• Product Diversification: Expanding their product portfolio to cater to new markets or

customer segments could be a growth strategy.

• Market Expansion: Entering new geographical markets could increase their customer
 base and sales.

• Strategic Acquisitions or Partnerships: Collaborating with other companies could

provide them with access to new technologies, resources, or markets.

• Focus on Innovation: Investing in research and development to create innovative

products or improve existing ones could give them a competitive edge.

• Improving Operational Efficiency: Streamlining processes and adopting cost-saving

measures could improve their profitability.

Analysis of Future Prospects:

• Positive Scenario: If Vacmet can capitalize on the growing demand and effectively
implement strategies like product diversification or market expansion, they could
experience significant growth in the future.

• Neutral Scenario: If the industry remains stagnant, and Vacmet maintains its current
operations, they might experience moderate growth or maintain their current market
position.

• Negative Scenario: If Vacmet fails to adapt to industry changes, encounters difficulties

complying with regulations, or faces intense competition, their future prospects could
be challenged.

Financial Statement:

• Vacmet India Limited is an unlisted public company incorporated on 03

March, 1993.

• It is classified as a public limited company and is located in Agra, Uttar

Pradesh. It's authorized share capital is INR 25.00 crore and the total paid-
up capital is INR 11.18 crore.
• Vacmet India Limited's operating revenues range is Over INR 500 crore for
the financial year ending on 31 March, 2024.

• It's EBITDA has decreased by -29.78 % over the previous year. At the same
time, it's book net worth has increased by 14.59 %.

• Debt/Equity Ratio of the company stands at 0.43.

• Return on Equity of the company is 12.72%

• The Total Assets have increased by 6.13%.

• The Fixed Assets of the company have decreased by 8.79%.

• The Current Assets have risen by 33.73% whereas the Current Liabilities
have been decreased by -3.87%.

• The Trade Receivables have been increased by 15.21% whereas as Trade

Payables of the company have been reduced by -34.76%

• The Current Ratio of the company stands at 3.84.

Chapter 3: Theoretical Background of the Study: Employee
Satisfaction

Employee satisfaction is a critical aspect of organizational success and performance. It

refers to the extent to which employees are content with their jobs, working conditions,
and overall experience within an organization. Understanding and measuring employee
satisfaction is essential for fostering a positive work environment, improving employee
morale, and enhancing productivity and retention rates.

The Importance of Employee Satisfaction:

• Retention and Engagement: Satisfied employees are more likely to stay

with an organization, reducing turnover rates and associated costs. They are
also more engaged in their work, leading to higher levels of productivity and
performance.

• Organizational Culture: Employee satisfaction contributes to the

development of a positive organizational culture characterized by trust,
collaboration, and mutual respect. A satisfied workforce fosters a supportive
and inclusive work environment conducive to innovation and growth.

• Customer Satisfaction: Research has shown a strong link between

employee satisfaction and customer satisfaction. Satisfied employees are
more likely to deliver excellent customer service, resulting in higher
customer satisfaction levels and loyalty.

• Attracting Talent: Organizations with a reputation for high employee

satisfaction are more attractive to prospective employees. Positive word-of-
mouth and employer branding efforts can help attract top talent seeking a
supportive and fulfilling work environment.
 • Financial Performance: Employee satisfaction has been linked to improved
financial performance. Satisfied employees are more committed to
organizational goals, leading to increased efficiency, innovation, and
profitability.

Factors Influencing Employee Satisfaction:

• Job Characteristics: Factors such as job autonomy, variety, challenge, and

opportunities for growth and development significantly impact employee
satisfaction. Jobs that provide meaningful work and allow employees to
utilize their skills and abilities tend to result in higher levels of satisfaction.

• Work Environment: The work environment, including physical conditions,

organizational culture, leadership style, and coworker relationships, plays a
crucial role in shaping employee satisfaction. A supportive and inclusive
work environment that values diversity and fosters open communication
 enhances employee satisfaction.

• Compensation and Benefits: Fair and competitive compensation, along

with comprehensive benefits packages, are important drivers of employee
satisfaction. Employees expect to be fairly rewarded for their contributions
and to have access to benefits that support their well-being and work-life
balance.

• Recognition and Feedback: Recognition for achievements and

contributions, as well as regular feedback and performance evaluations, are
essential for maintaining employee satisfaction. Employees who feel valued
and appreciated are more likely to be satisfied with their jobs and motivated
to perform at their best.

• Work-Life Balance: Balancing work responsibilities with personal and

family commitments is critical for employee well-being and satisfaction.
Flexible work arrangements, such as telecommuting and flexible scheduling,
can help employees achieve a better work-life balance and enhance
satisfaction.

Understanding employee satisfaction necessitates delving into various

theories that explore the psychological and motivational factors influencing
how employees perceive their work experience.

Some prominent theories:

1. Job Characteristics Model (JCM) by Hackman & Oldham (1976):

This model proposes that five core job characteristics – skill variety, task
identity, task significance, autonomy, and feedback – contribute to employee
satisfaction and motivation. When a job offers these characteristics in high
degrees, it leads to a sense of meaningfulness, responsibility, knowledge of
results, and ultimately, higher satisfaction.

2. Herzberg's Two-Factor Theory (1959):

Frederick Herzberg differentiated between two sets of factors influencing

employee satisfaction: motivators and hygiene factors. Hygiene factors, like
salary, benefits, and working conditions, are essential to prevent
dissatisfaction but don't necessarily lead to high satisfaction. In contrast,
motivators, such as achievement, recognition, and the work itself, are crucial
for job satisfaction and increased motivation.

3. Expectancy Theory by Vroom (1964):

Victor Vroom's theory suggests that employee motivation and satisfaction

are influenced by their expectations and perceived value. It proposes three
key factors:

Expectancy: The belief that effort will lead to desired performance.

Instrumentality: The perception that good performance will result in rewards.

Valence: The importance an employee places on the potential rewards.

When employees believe their efforts will lead to valued rewards, they are
more likely to be satisfied and motivated.
 4. Equity Theory by Adams (1965):

J. Stacy Adams' theory posits that employees strive for a sense of fairness in
their work environment. They compare their inputs (effort, skills) to their
outputs (rewards, recognition) relative to what they perceive their colleagues
receive. If they feel under-rewarded compared to their inputs, it can lead to
dissatisfaction and decreased motivation.

5. Goal Setting Theory by Locke & Latham (1990):

Edwin Locke and Gary Latham's theory emphasizes the importance of setting
specific, challenging, and achievable goals for employee satisfaction and
motivation. When employees have clear goals and receive feedback on their
progress, they experience a sense of accomplishment and are more likely to
be satisfied with their work.

Measuring Employee Satisfaction:

Various methods can be used to measure employee satisfaction, including surveys,

focus groups, interviews, and performance evaluations. Employee satisfaction surveys
are commonly used tools for gathering feedback on various aspects of the work
environment, job satisfaction, and overall employee experience. These surveys
typically include questions related to job satisfaction, work-life balance, compensation,
benefits, leadership, and organizational culture.

Contemporary Approaches

• Positive Psychology
Positive Psychology is a relatively recent branch of psychology that focuses on the
study of strengths, virtues, and well-being, rather than solely on pathology and
dysfunction. In the context of the workplace, Positive Psychology offers valuable
insights into enhancing employee satisfaction by emphasizing the cultivation of
positive emotions, engagement, relationships, meaning, and accomplishments.

Focus on Strengths, Virtues, and Well-being

One of the key principles of Positive Psychology is the identification and utilization of
individual strengths and virtues. Instead of solely focusing on weaknesses and
deficiencies, Positive Psychology encourages organizations to identify and leverage the
unique strengths of their employees. By aligning tasks and responsibilities with
employees' strengths, organizations can foster a sense of competence, autonomy, and
fulfillment among employees, leading to increased satisfaction.

Furthermore, Positive Psychology emphasizes the importance of promoting employee

well-being, both mental and physical. This includes initiatives such as mindfulness
training, stress reduction programs, and promoting work-life balance. By prioritizing
employee well-being, organizations not only enhance job satisfaction but also improve
overall productivity, retention rates, and organizational performance.

Relevance to Promoting Employee Satisfaction

Positive Psychology interventions have been shown to have a significant impact on

employee satisfaction. Research indicates that employees who participate in Positive
Psychology interventions experience higher levels of job satisfaction, engagement, and
overall well-being. For example, implementing gratitude exercises, where employees
express appreciation for their colleagues or supervisors, can foster positive
relationships and a supportive work environment, leading to greater satisfaction.
Additionally, Positive Psychology interventions that focus on fostering a sense of
meaning and purpose in work have been linked to higher levels of job satisfaction.
When employees perceive their work as meaningful and aligned with their personal
values, they are more likely to experience greater satisfaction and motivation.

In summary, Positive Psychology offers a holistic approach to promoting employee

satisfaction by focusing on strengths, virtues, and well-being. By implementing
Positive Psychology interventions, organizations can create a positive work
environment that fosters employee satisfaction, engagement, and overall well-being.

• Employee Voice

Employee Voice refers to the opportunity for employees to express their opinions,
concerns, and suggestions in the workplace. It encompasses various mechanisms
through which employees can communicate with management, such as suggestion
boxes, surveys, focus groups, and formal meetings. Employee Voice is essential for
promoting a culture of openness, transparency, and collaboration within organizations.

Importance of Giving Employees a Voice in Decision-Making

Empowering employees to voice their opinions and contribute to decision-making

processes is crucial for several reasons. Firstly, it enhances employee morale and
motivation by signaling that their input is valued and respected. When employees feel
that their voices are heard and their opinions matter, they are more likely to be engaged
and committed to their work.

Secondly, Employee Voice fosters a culture of innovation and continuous improvement

within organizations. By soliciting feedback and ideas from employees at all levels,
organizations can tap into a diverse range of perspectives and insights, leading to more
informed decision-making and creative problem-solving.

Thirdly, Employee Voice contributes to the identification and resolution of workplace

issues and challenges. When employees feel comfortable speaking up about problems
or concerns, organizations can address issues proactively, thereby preventing potential
conflicts or disruptions.

Link Between Employee Voice and Satisfaction

Research has consistently shown a positive relationship between Employee Voice and
employee satisfaction. Employees who perceive that they have a voice in decision-
making processes tend to report higher levels of job satisfaction, commitment, and
organizational citizenship behaviors. This is because Employee Voice fosters a sense
of autonomy, empowerment, and trust among employees, which are key drivers of
satisfaction and engagement.
Chapter – 4: Data Analysis and Interpretation

• Percentage Analysis

1. Age of Respondent

TABLE NO. 4.1:

AGE NO.OF. RESPONDENT PERCENTAGE

18- 25 18 16.7%
25- 35 61 56.5%
35- 45 12 11.1%
MORE THAN 45 17 15.7%
TOTAL 108 100

CHART NO: 4.1:

70

60

50

40

30

20

10

18- 25 25- 35 35- 45 More than 45

Fig: 4.1 Age of the respondent

INTERPRETATION: From the above table, it is interpreted 16.7% of respondent

are ofage group 18- 25, 56.5% of them belong to age group 25- 35 and 11.1% belong
to the age group 35- 45 and 15.7% belong to age group more than 45.
2. Gender of the respondent

TABLE NO. 4.2:

GENDER NO.OF. RESPONDENT PERCENTAGE

MALE 88 81.5%

FEMALE 20 18.5%

Total 108 100

CHART NO. 4.2:

Chart Title

19%

MALE
FEMALE

81%

Fig no. 4.2: Gender of the respondent

INTERPRETATION:

From the above table, it is interpretation that 81.5% of respondents are Male categoryand 18.5%
belong to Female category.
3. Marital status of the respondent

TABLE NO. 4.3:

STATUS NO.OF. RESPONDENT PERCENTAGE

MARRIED 63 58.3%

UNMARRIED 45 41.7%

Total 108 100

CHART NO. 4.3:

70

60

50

40

30

20

10

MARRIED UNMARRIED

Fig no. 4.3: Marital status of the respondent

INTERPRETATION:

From the above table, it can be interpreted that out of the option given 58.3% ofrespondent
are married, 41.7% of respondent are unmarried.
4. is your position in company.

TABLE NO. 4.4:

OPTIONS NO. OF. RESPONDENT PERCENTAGE

EMPLOYEE 101 93.5%

SUPERVISOR 4 3.7%

MANAGER 3 2.8%

OFFICER 0 0%

TOTAL 108 100

CHART NO. 4.4:

120

100

80

60

40

20

EMPLOYEE SUPERVISOR MANAGER OFFICER

Fig no. 4.4: Your position in the company

INTERPRETATION:

From above table, it can be interpreted that out of the option given 93.5% of respondent are
Employee and 3.7% of respondent are supervisor and 2.8% of respondent are Manager.
 5. How much experience do you have?

TABLE No.4.5:

Option Number of respondents percentage

3 - 5 years 25 23.1%

5- 10 years 39 36.1%

Less than 3 year 19 17.6%

More than 10 25 23.1%

Total 108 100

CHART NO.4.5:

45
40

35

30

25

20

15

10

3 - 5 years 5- 10 years Less than 3 year More than 10

Fig no. 4.5: Work Experience of the respondent

INTERPRETATION:

From the above table 23.1% of the respondent have 3-5 years and 36.1% of the respondent are 5-
10 years and 17.6% Less than 3 years and 23.1% of the respondent are More than 10 years.
 6. How happy are you at work?

TABLE No. 4.6:

options No of respondent Percentage

50% 13 12%

65% 21 19.4%

85% 49 45.4%

100% 25 23.1%

Total 108 100

CHART NO. 4.6:

6000%

5000%

4000%

3000%

2000%

1000%

0%

Fig no.4.6: How happy are you at work

INTERPRETATION:

From the above table 12% of the respondent are have 50% and 19.4% of the respondent arehave
65% and 45.4% of the respondent are 85% and the 23.1% of the respondent are 100%.
 7. Do you enjoy your company culture?

TABLE No. 4.7:

Options No of respondents Percentage

Yes 89 82.4%

No 19 17.6%

Total 108 100

CHART NO. 4.7:

Chart Title

18%

Yes
No

82%

Fig no. 4.7: Do you enjoy your company culture

INTERPRETATION:

From the above table 82.4% of the respondent are selected Yes and 17.6% of therespondent are
selected No.
 8. How many hours do you work in your company?

TABLE NO. 4.8:

Options No of respondents Percentage

6 Hours 3 2%

7 Hours 4 3.7%

8 Hours 39 36.1%

9 Hours 63 58.3%

Total 108 100

CHART NO. 4.8:

70

60

50

40

30

20

10

6 Hours 7 Hours 8 Hours 9 Hours

Fig no.4.8: How many hours do you work in your company

INTERPRETATION:

From the above table 6.5% of the respondent are 6 Hours and 1.9% of the respondent are 7 Hours
and 34.3% of the respondent are 8 Hours and 57.4% of the respondent are 9 Hours.
 9. How do you feel when you arrive at the office in the morning?

TABLE NO. 4.9:

Options No of respondents Percentage

I am already exhausted and can’t 8 7.4%

wait to go home

I feel motivated and energized 71 65.7%

I managed stressful situation fromtime but I 11 10.2%
manage stress well so itdoesn’t build up

None of these 18 16.7%

Total 108 100

CHART NO. 4.9:

80
70
60
50
40
30
20
10

I am already exhausted and I feel Motivated and I experience stressful None of these
can't wait to go home energized situation from time but I
manage stress well so it
doesn't build up

Fig no.4.9: How do you feel when you arrive at the office in the morning

INTERPRETATION:
From the above table 6.5% of the respondent are selected I am already exhausted and can’t wait to
go home and 67.6% of the respondent are selected I feel motivated and energized and 10.2% of the
respondent are selected I managed stressful situation from time but I manage stress well so it doesn’t
build up and 15.7% of the respondent are selected None of these.

10. Do you have a strong relationship with co- workers?

TABLE NO. 4.10:

Options No of respondents Percentage

Yes 94 87%

No 14 13%

Total 108 100

CHART NO. 4.10:

Chart Title

13%

Yes
No

87%

Fig no.4.10: Do the employees have a strong relationship with co- workers

INTERPRETATION: From the above table 87% of the respondent are selected Yesand 13% of
the respondent are selected No.
 11. How as your relationship with your manager?

TABLE NO. 4.11:

Option No of respondents percentage

Friendly 48 44.4%

Take initiative 4 3.7%

Share the credit 17 15.7%

None of these 39 36.1%

Total 108 100

CHART NO.4.11:

60

50

40

30

20

10

Friendly Take initiative Share the credit None of these

Fig no.4.11: How as your relationship with your manager

INTERPRETATION:

From the above table 44.4% of the respondent are selected Friendly and 3.7% of the respondent
are selected Take initiative and 15.7% of the respondent are selected Share the credit and 36.1%
of the respondent are selected None of these
12. Whether your company provides transport service?

TABLE NO. 4.12:

Options No of respondents Percentage

Yes 91 84.3%

No 17 15.7%

Total 108 100

CHART NO. 4.12:

Chart Title

16%

Yes
No

84%

Fig no. 4.12: Whether your company provides transport service?

INTERPRETATION:

From the above table 84.3% of the respondent are selected Yes and 15.7% of therespondent
are selected No.
 13. What is your personal growth in your company?

TABLE NO. 4.13:

Option No of respondents percentage

Mental growth 57 52.8%

Social growth 16 14.8%

Emotional growth 17 15.7%

Psychological growth 18 16.7%

Total 108 100

CHART NO. 4.13:

60

50

40

30

20

10

Mental growth Social growth Emotional growth Psychological growth

Fig no.4.13: What is your personal growth in your company

INTERPRETATION:

From the above table 52.8% of the respondent are selected Mental growth and 14.8% of the
respondent are selected Social growth and 15.7% of the respondent are selected Emotional growth
and 16.7% of the respondent are selected Psychological growth.
14. How many years you have been with this company?

TABLE NO. 4.14:

Option No of respondents Percentage

1-3 years 30 27.8%

4-6 years 26 24.1%

Less than a year 32 29.6%

More than 6 years 20 18.5%

Total 108 100

CHART No.4.14

35

30

25

20

15

10

1-3 years 4-6 years Less than a year More than 6 years

Fig no. 4.14: How many years you have been with this company

INTERPRETATION:

From the above table 27.8% of the respondent are selected 1- 3 years and 24.1% of therespondent
are selected 4- 6 years and 29.6% of the respondent are selected Less thana year and 18.5% of the
respondent are selected More than 6 years.
 15. Do you have health benefit that are available to you through the city?

TABLE NO. 4.15:

Option No of respondents Percentage

Yes 45 41.7%

Somewhat 11 10.2%

No 43 39.8%

None of these 9 8.3%

Total 108 100

CHART NO. 4.15:

50
45
40
35
30
25
20
15
10

Yes Somewhat No None of these

Fig no.4.15: Do you have health benefit that are available to you through the city

INTERPRETATION:

From the above table 41.7% of the respondent are selected Yes and 10.2% of the respondentare
selected Somewhat and 39.8% of the respondent are selected No and 8.3% of the respondent are
selected None of these.
16. Does your work give you a sense of accomplishment?

TABLE NO. 4.16:

Option No of respondents percentage

Slightly 8 7.4%

Moderately 52 48.1%

Very 27 25%

Not at all 21 19.4%

Total 108 100

CHART NO. 4.16:

60

50

40

30

20

10

Slightly Moderately very Not at all

Fig no.4.16: Does your work give you a sense of accomplishment

INTERPRETATION:

From the above table 7.4% of the respondent are selected Slightly and 48.1% of the respondentare
selected Moderately and 25% of the respondent are selected Very and 19.4% of the respondent are
selected Not at all.
 17. Are you aware of all HR policies?

TABLE NO. 4.17:

Option No of respondents percentage

Yes 80 74.1%

No 28 25.9%

Total 108 100

CHART NO. 4.17:

Chart Title

26%

Yes
No

74%

Fig no. 4.17: Are you aware of all HR policies

INTERPRETATION:

From the above table 74.1% of the respondent are selected Yes and 25.9% of therespondent are
selected No.
 18. The morale in the department is high

TABLE NO. 4.18:

OPTION NO. OF. RESPONDENT PERCENTAGE

Agree 71 65.7%

Disagree 0 0

Neither/Agree(or)Disagree 18 16.7%

Somewhat Agree 19 17.6%

Total 108 100

CHART NO. 4.18:

80

70

60

50

40

30

20

10

Agree Disagree Neither Agree or Disagree Somewhat Agree

Fig no. 4.18: The morale in my department is high

INTERPRETATION:

From the above table 65.7% of the respondent are selected Agree and 16.7% of the respondent are
selected Neither agree or disagree and 17.6% of the respondent are selected Somewhat agree.
 19. Is the company providing a canteen?

TABLE NO. 4.19:

Option No of respondents Percentage

Yes 108 100%

No 0 0

Total 108 100

CHART NO. 4.19:

Chart Title
0%

Yes
No

100%

Fig no. 4.19: Is the company provides a canteen

INTERPRETATION:

From the above table 100% of the respondent are selected Yes.
 20. How transparent do you feel the management is?

TABLE NO. 4.20:

Option No of respondents Percentage

25% 10 9.3%

50% 69 63.9%

More than 50% 29 26.9%

Less than 25% 0 0

Total 108 100

CHART NO. 4.20:

80

70

60

50

40

30

20

10

25% 50% More than 50% Less than 25%

Fig no. 4.20: How transparent do you feel the management is

INTERPRETATION:

From the above table 9.3% of the respondent are selected 25% and 63.9% of the respondent are
selected 50% and 26.9% of the respondent are selected More than50%.
 21. Do you feel value for contribution?

TABLE NO. 4.21:

Option No of respondents Percentage

Agree 88 81.5%

Disagree 20 18.5%

Total 108 100

CHART NO. 4.21:

Chart Title

19%

Agree
Disagree

81%

Fig no. 4.21: Do you feel value for contribution

INTERPRETATION:

From the above table 81.5% of the respondent are selected Agree and 18.5% of therespondent
are selected Disagree
22. Do your superiors communicate company news effectively and ina timely manner

TABLE NO. 4.22:

Option No of respondents Percentage

Week in work 9 8.3%

Daily team work 42 38.9%

Self activity 13 12%

All of these 44 40.7%

Total 108 100

CHART NO. 4.22:

50
45
40
35
30
25
20
15
10

Week in work Daily team work Self activity All of these

Fig no.4.22: Do your superiors communicate company news effectively and in atimely manner

INTERPRETATION:
From the above table 8.3% of the respondent are selected Week in Week and 38.9% of the
respondent are selected Daily team work and 12% of the respondent are selected self-activity and
40.7% of the respondent are selected All ofthese.
STATISTICAL ANALYSIS:

Hypothesis

A hypothesis is an assumption, an idea that is proposed for the sake of argument so that it can be
tested to see if it might be true. In the scientific method, the hypothesis is constructed before any
applicable research has been done, apart from a basic background review.

In statistical hypothesis testing, two hypotheses are compared. These are called the nullhypothesis
and the alternative hypothesis. The null hypothesis is the hypothesis that states that there is no
relation between the phenomena whose relation is under investigation, or at least not of the form
given by the alternative hypothesis. The alternative hypothesis, as the name suggests, is the
alternative to the null hypothesis: it states that there is some kind of relation. The alternative
hypothesis may take several forms, depending on the nature of the hypothesized relation; in
particular, it can be two- sided (for example: there is some effect, in a yet unknown direction) or
one-sided (the direction of the hypothesized relation, positive or negative, is fixed in advance.

Chi square test:

A chi-square test (also chi-square or x2 test) is a statically hypothesis test that is valid to perform
when the test statistic is chi-squared distributed under null hypothesis,specifically Pearson’s chi-
squared test and variants thereof. A chi-square statistic is one way to show a relationship between
two categorical variables. In statistics, there are two types of variables: numerical (countable)
variables and non-numerical (categorical)variables.

Null hypothesis:
A hypothesis, in general, is an assumption that is yet to be proved with sufficient piecesof evidence.
A null hypothesis thus is the hypothesis a researcher is trying to disprove. Anull hypothesis is a
hypothesis capable of being objectively verified, tested, and even rejected.
When to reject null hypothesis?

• When the p-value of the data is less than the significant level of the test, the null
hypothesis is rejected, indicating the test results are significant.
• However, if the p-value is higher than the significant value, the null hypothesis isnot
rejected, and the results are considered not significant.
• The level of significance is an important concept while hypothesis testing as it
determines the percentage risk of rejecting the null hypothesis when H0 mighthappen
to be true.
• In other words, if we take the level of significance at 5%, it means that the researcher is
willing to take as much as a 5 percent risk of rejecting the null hypothesis when it (H0)
happens to be true.

Alternative Hypothesis

In statistical hypothesis testing, the alternative hypothesis is one of the proposed proposition in
the hypothesis test. In general the goal of hypothesis test is to demonstrate that in the given
condition, there is sufficient evidence supporting the credibility of alternative hypothesis instead
of the exclusive proposition in the test (null hypothesis).It is usually consistent with the research
hypothesis because it is constructed from literature review, previous studies, etc. However, the
research hypothesis is sometimes consistent with the null hypothesis.

In statistics, alternative hypothesis is often denoted as Ha or H1. Hypotheses are formulated to

compare in a statistical hypothesis test.

Hypothesis of The Study

H1: There is a significant relationship between Happiness at work and a strong relationship with
their co- workers.

Hypothesis Output

Q1: How happy are you at work

Q2: Do you have a strong relationship to your co- workers

Hypothesis Result

• The Hypothesis frames the project Employee Satisfaction.

• I have got 0.304 in chi square test it accepts alternative hypothesis and rejected
null hypothesis
Chapter 5: Findings, Suggestions and Conclusion

Findings:

• Majority (56.5%) of the respondent are between the age of 25-35, the next highest is (16.7%)
and they belong to 18- 25 after that comes (15.7%) of the respondent are More than 45 and
(11.1%) of the respondent are 35- 45.

• Majority (81.5%) of the respondent are Male and the remaining (18.5%) of the respondent
are Female.

• Majority (58.3%) of the respondent are Married and (41.7%) of the respondent are
Unmarried.

• Majority (93.5%) of the respondent are Employee and next highest is (3.7%) of the respondent
are supervisor and (2.8%) of the respondent are Manager.

• Majority (36.1%) of the respondent are 5- 10 years of experience and next highest is (23.1%)
of the respondent are have 3- 5 years of experience and (23.1%) of the respondent of the
respondent are have More than 10 years and (17.6%) of the respondent are have Less than 3
years of experience.

• Majority (45.4%) of the respondent are selected 85% and (23.1%) of the respondent are
selected 100% and (19.4%) of the respondent are selected 65% and (12%) of the respondent
are have 50% happy at their work.

• Majority (82.4%) of the respondent are selected Yes and (17.6%) of them selected No for the
question that do you enjoy your company culture.

• Majority (57.4%) of the respondent are selected 9 Hours and next highest is (36.1%) of the
respondent are have 8 Hours work and (3.7%) of them are have 7 Hours work and (1.9%) of
the respondent are selected 6 Hours works.

• Majority (65.7%) of the respondent are selected that I feel motivated and energized while
arrive to the work in morning and next highest (16.7%) of the respondent are selected None
of these and (10.2%) of the respondent are I experience stressful situation from time but I
 manage stress well so it doesn’t build up and (7.4%) of the respondent are selected I am
already exhausted and can’t wait to go home.

• Majority (87%) of the respondent of me are selected that Yes and (13%) of the respondent are
selected No for the question that do you have a strong relationship with your co- workers.

• Majority (44.4%) of the respondent are selected Friendly and (36.1%) of the respondent are
selected None of these and (15.7%) of the respondent areselected share the credit and (3.7%)
of the respondent are selected Take initiative.

• Majority (84.3%) of the respondent of my questionnaire are selected Yes and (15.7%) of the
respondent are selected No for the question Whether the company provide transport services.

• Majority (52.8%) of the respondent of my questionnaire are selected that Mental growth and
(16.7%) of the respondent are selected Psychology and (15.7%) of the respondent are selected
Emotional growth and (14.8%) of the respondent areselected Social growth as their personal
growth in the company.

• Majority (29.6%) of the respondent of my questionnaire are selected less than a year and
(27.8%) of the respondent are selected 1- 3 years and (24.1%) of the respondent are selected
4- 6 years and (18.5%) of the respondent are selected More than Six years.

• Majority (41.7%) of the respondent are selected Yes and (39.8%) of the respondent are
selected No and (10.2%) of the respondent are selected Somewhat and (8.3%) of the
respondent are selected None of these.

• Majority (48.1%) of the respondent of my questionnaire are selected Moderately and (25%)
of the respondent are selected very and (19.4%) of the respondentare selected Not at all
and (7.4%) of the respondent are selected slightly.

• Majority (74.1%) of the respondent are selected Yes and (25.9%) of the respondent are
selected No to the question that Are you aware of all HR policies.

• Majority (65.7%) of the respondent are selected Agree and (17.6%) of the respondent are
selected Somewhat agree and (16.7%) of the respondent are selected Neither agree or disagree
for the question is the morale in your department is high.
 • Majority (100%) of the respondent are selected yes for the question Is thecompany provide
canteen.

• Majority (63.9%) of the respondent of my questionnaire are selected 50% and (26.9%) of the
respondent are selected More than 50% and (9.3%) of the respondent are selected 25% for
how transparent do you feel the management is.

• Majority (81.5%) of the respondent are selected Agree and (18.5%) of the respondent are
selected NO for the question Are you feel valued for your contribution.

• Majority (40.7%) of the respondent are selected All of these and (38.9%) of the respondent
are selected Daily team work and (12%) of the respondent areselected Self activity and (8.3%)
of the respondent are selected week in week.

Suggestions:

• Majority of the respondent are happy and satisfied at their work. Hence 12% of the respondent
are selected 50% happy in their work we need to find the solution to give 100% Happy at their
work.
• Sufficient opportunities should be given to employees to improve their skills.

• Majority 87% of the respondent are said that they have a strong relationship with the co-
workers. Hence 13% of them are said No we need to find the solution and give the employees
a strong relationship to make a positive workspace with the co- workers and support your
fellow team members.
• Majority 65.7% of the respondent are Feel Motivated and energized while arrive at the office
at morning. Hence some of them are selected I canmanage stressful situation and can’t
wait to go home we need to find solution to give every employee to get motivated and
energized.
• Majority 65.7% of the respondent are selected Agree morale in there department is high.
Hence 16.7% of them are selected Neither agree or disagree have Measure the employees’
morale regularly and make positive changes.
• Majority 48.1% of the respondent are selected Moderately sense of accomplishment. Hence
 19.4% of them selected Not at all we need to find solution and give them a great sense of
accomplishment and give them haveskill and opportunity to make a measurable contribution
in work.
• To get a personal growth in the company they should promote and acknowledge and
encourage outside development.
• To feel valued for your contribution you should a meaningful work and celebrate
achievements and make time for the team.

Limitations:

• The employees hesitate to disclose the true facts in order to secure their job.

• It is very time consuming process.

• Difficulty in getting information from secondary sources.

• It was also very disappointing for me at times when the feedback given by theemployees
were below expectation.

Conclusion:

The present study is to determine employee satisfaction in Vacmet India Limited. It is indeed
necessary for any organization to understand the need oftheir employees and fulfillment. From
the study it was identified that the most of the employees are satisfied with the job. Majority of the
employees are satisfied with the relationship with manager and co- workers. In conclusion, the
study on employee satisfaction at Vacmet India Limited has provided valuable insights into the
current state of employee satisfaction within the organization. Through surveys, interviews, and
data analysis, we have identified both areas of strength and areas for improvement.

Overall, it is evident that employee satisfaction plays a crucial role in the success and productivity
of Vacmet India Limited. Employee satisfaction is not just a measure of contentment but a critical
indicator of organizational health and productivity. The study conducted at Vacmet India Limited
has provided valuable insights into the factors influencing employee satisfaction within the
organization. Through surveys, interviews, and data analysis, several key findings have emerged.

Firstly, Vacmet India Limited demonstrates strengths in areas such as teamwork, organizational
culture, and certain aspects of management. The employees appreciate the collaborative
environment and the sense of belonging fostered by the organization. Additionally, there is
recognition for the supportive work culture and the opportunities provided for skill development
and career advancement.

However, there are also areas where Vacmet India Limited can improve to further enhance
employee satisfaction. Communication emerged as a significant area of concern, with employees
expressing the need for clearer communication channels and more transparent decision-making
processes. Furthermore, there is room for improvement in areas such as work-life balance,
recognition and rewards, and diversity and inclusion initiatives.

Overall, the findings underscore the importance of prioritizing employee satisfaction as a strategic
imperative for Vacmet India Limited. A satisfied workforce is more engaged, productive, and
committed, leading to improved organizational performance and competitive advantage.

Directions for Further Work:

Moving forward, there are several avenues for further exploration and action:

• Deeper Analysis: Conduct more in-depth analysis to understand the root causes of
satisfaction or dissatisfaction in specific areas. This could involve further qualitative
research, such as focus groups or one-on-one interviews, to gather nuanced insights.

• Action Planning: Develop action plans based on the findings to address areas of concern
and capitalize on strengths. These plans should include clear goals, timelines, and
responsibilities for implementation.
 • Training and Development: Invest in training and development programs to enhance
skills, increase job satisfaction, and support career advancement opportunities for
employees.

• Communication and Feedback: Strengthen communication channels and mechanisms for

gathering feedback from employees regularly. This could involve implementing suggestion
boxes, regular town hall meetings, or anonymous feedback platforms.

• Recognition and Rewards: Establish recognition and reward systems to acknowledge and
appreciate employees' contributions. Recognizing outstanding performance and
achievements can boost morale and motivation.

• Work-Life Balance Initiatives: Introduce initiatives to promote work-life balance, such

as flexible work arrangements, wellness programs, and initiatives to support employees'
mental and physical well-being.

• Monitoring and Evaluation: Continuously monitor employee satisfaction levels through

regular surveys or pulse checks. This will allow the organization to track progress over
time and make adjustments as needed.

By taking proactive steps to address employee satisfaction, Vacmet India Limited can foster a
positive work environment, enhance employee engagement, and ultimately achieve greater success
as an organization.
 Bibliography:
Books:

• Herzberg, Frederick. The Motivation to Work. D.C. Heath and Company, 1st Edition, 1959.

• Locke, Edwin A. Work Motivation and Satisfaction. Lexington Books, 1st Edition, 1976.

• Vroom, Victor H. Work and Motivation. McGraw-Hill Book Company, 1st Edition, 1964.

• Adams, J. Stacy. Inequity in Social Exchange. Addison-Wesley Publishing Company, 1st Edition,
1963.

• Schaufeli, Wilmar B. & Bakker, Arnold B... UWES Handbook of Work and Health Psychology. John
Wiley & Sons, 2nd Edition, 2014.

Articles:

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 Annexure:

A Study on Employee Satisfaction

Questionnaire:

Name of the respondent

1. Age of the respondent

A) 18- 25

B) 25- 35

C) 35- 45

D) More than 45

2. Gender of the respondent

A) Male

B) Female

3. Marital status

A) Married

B) Unmarried

4. Occupation of the respondent

A) Student

B) Employee

C) Business

D) Others
5. How much experience do you have?

A) 5- 10 years

B) 10- 20 years

C) 20- 30 years

D) More than 30 years

6. How happy are you at work

A) 50%

B) 65%

C) 85%

D) 100%

7. Do you enjoy your company culture?

A) Yes

B) No

8. How many hours do you work in your company?

A) 5 Hours

B) 6 Hours

C) 8 Hours

D) 9 Hours
9. How do you feel when you arrive at the office in the morning?

A) I am already exhausted and can’t wait to go home

B) I feel Motivated and energized

C) I experience stressful situation from time but I manage stress well so it doesn’t buildup

D) None of these

10. Do you have a strong relationship to your co- workers?

A) Yes

B) No

11. How as your relationship with your manager?

A) Friendly

B) Take initiative

C) Share the credit

D) None of these

12. Whether your company provides transport services?

A) Yes

B) No

13. What is your personal growth in your company?

A) Mental Growth

B) Social Growth
 C) Emotional Growth

D) Psychological Growth

14. How many years have you been with this company?

A) 1- 3 years

B) 4- 6 years

C) Less than a year

D) More than a year

15. Do you have a health benefits that are available to you?

A) Yes

B) Some what

C) No

D) None of these

16. Does your work give you a sense of accomplishment?

A) Slightly

B) Moderately

C) Very

D) Not at all

17. Are you aware of all the HR policies in your company?

A) Yes

B) No
18. The morale in your department is high

A) Strongly

B) Disagree

C) Neither agree or Disagree

D) Somewhat agree

19. Is the company providing a canteen?

A) Yes

B) No

20. How transparent do you feel the management is?

A) 25%

B) 50%

C) More than 50%

D) Less than 25%

21. Do you feel valued for your contributions?

A) Agree

B) Disagree

22. Do your superiors communicate company news effectively and in a timely manner?

A) Week in Week

B) Daily team work

C) Self Activity

D) All of these