Final Employee Job Satisfaction at

EXECUTIVE-SUMMARY
Management ideas without any action based on them mean nothing. That is why practical
experience is vital for any management studies. Theoretical studies in the class room are not
sufficient to understand the functioning climate and the real problems coming in the way of
management. So, practical exposures are indispensable to such courses. Thus, practical
experience acts as a supplement to the classroom studies.
This report deals with Employees Satisfaction regarding payroll system at Magnum ventures
ltd.
.Indian sugar industry, second largest agro-based processing industry afterthecotton textiles
industry in country, has a lion's share in accelerating industrialization rocess and bringing socioeconomic changes in under developed rural areas. Sugar ndustry covers around 7.5% of total
rural population and provides employment to 5 lakh ural people. About 4.5 crore farmers are
engaged in sugarcane cultivation in Inda. Sugar ills (cooperative, private, and public) have been
instrumental in initiating a number of ntrepreneurial activities in rural India. Present paper is an
attempt as to review progress f sugar industry in India, understand it's problems and challenges
in context of ongoing beralization process. Indian sugar industry can be a global leader provided
it comes out f the vicious cycle of shortage and surplus of sugarcane, lower sugarcane yield,
lower sgar recovery, ever increasing production costs and mounting losses. It needs quality
anagement at all levels of activity to enhance productivity and production. Attention is equired
on cost minimization and undertaking by product processing activities.
Indian sugar industry contributes 15% of global sugar production. While its share n global sugar
consumption is around 13.4%. Sugar exports from India had shown rarkable growth during
1998-99 to 2002-03, i.e. from 10000 MTs to 1410000 MTs. owever, exports of sugar declined
substantially during 2003-04 by 78.72% and 93.33% uring 2004-05 over their respective
previous years due to decreased sugar production nd uncompetitive sugar prices (Table 5).
Whenever there is lower production of sugar in he country, sugar is imported to meet domestic
1
demand. Sugar imports during 1998-99 o 2003-04 had mixed growth trend. Domestic
consumption of sugar in India had slight luctations during 1998-99 to 2003-04.
INTRODUCTION
Lotus surgical pvt. Ltd provide welfare facilities to their employees to keep their motivation levels
high. The employee welfare schemes can be classified into two categories viz. statutory and nonstatutory welfare schemes. The statutory schemes are those schemes that are compulsory to provide
by an organization as compliance to the laws governing employee health and safety. These include
provisions provided in industrial acts like Factories Act 1948,
Workers Act (safety, health and
welfare) 1986, Mines Act 1962. The non statutory schemes differ from organization to organization
and from industry to industry.
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration. The welfare measures need not
be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of
working conditions, creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the workers and their
families.
Employee welfare entails all those activities of employer which are directed towards providing
Social Security
Social security is defined as the Security that society furnishes through appropriate organizations,
against certain risks, to which its members are exposed. These risks are essentially contingencies
against which the individual who has small means cannot protect himself. These contingencies include
employment injury, sickness, disablement, industrial disease, old age, burial, widowhood &
unemployment.
Social security is also defined as Endeavour of the community as a whole to render help to the utmost
extent possible to any individual during periods of physical distress inevitable on illness during economic
distress on reduction or loss of earnings due to illness, disablement, maternity, unemployment, old age
or death of working member.the employees with certain facilities and services in addition to wages or
salaries.
Human resource is considered to be the most valuable asset in any organization. It is the sumtotal of inherent abilities, acquired knowledge and skills represented by the employees who
comprise executives, supervisors and workers. Human resource should be utilized to the
maximum possible extent, in order to achieve individual and organizational goals. However, the
employee performance to a large extent, influenced by level of his job satisfaction and
motivation. Job satisfaction relates to the relationship between an individual and his job for
which he is being paid.
The survey made regarding the job satisfaction amongst the employees of LOTUS PVT. LTD.
will facilitate and enables the management to know the perceptions and inner feelings of
employees regarding their job. The term job satisfaction reveals and focuses on the likes and
dislikes of the employees. In this particular study we have tried to identify the causes for
satisfaction and dissatisfaction among the employees. The intention behind doing this study is to
diagnose and peep into the employees problems.
Job satisfaction survey can give the most valuable information about the employees perceptions
about their job and causes of their satisfaction/dissatisfaction towards job. Satisfaction among the
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employees towards job may be either positive or negative, the positive feeling can be re-enforced
and negative feelings can be rectified. This survey can be treated as the most effective and
efficient way, which made the employees to express their inner and real feelings. This survey
also enables to avoid misinterpretations and helps management in solving problems effectively.
A perfectly satisfied and contented employees with a high morale; is an asset for the organization
as a whole. High job satisfaction and morale of an employee make him to remain in the
organization and encourage him to face cut throat competition and gives him enough dynamism
to face challenges. As proper breathing and diet is necessary to healthy human being so as is the
job satisfaction. The contentedness towards job ultimately acts as a key factor to human resource
development.
Employee social security scheme has the following objectives:
1.
To provide better life and health to the workers
2.
To make the workers happy and satisfied.
3.
To relieve workers from industrial fatigue and to improve intellectual, cultural and material
conditions of living of the workers
4.
.To win employee loyalty and increase their moral..
5.
To build up stable associate force, to reduce associate turnover and absenteeism.
6.
.To develop efficiency and productivity among workers..
7.
To reduce the threat of further government intervention.
8.
To make recruitment more effective.
9.
To improve the quality of life of employees and to discharge the corporate obligations to society
at large and the community around the coal fields in particular.
10.
Undertake continuous efforts to inculcate safe mining practices and promote safety
management to achieve reduction in accidents in all mines.
11.
Encourage and practice workers participation in management in letter and spirit at all
levels.
The basic features of Employee socail security measures are as follows:
1.
Employee welfare includes various facilities, services and amenities provided to workers for improving
their health, efficiency, economic betterment and social status.
2.
Welfare measures are in addition to regular wages and other economic benefits available to workers
due to legal provisions and collective bargaining
3.
Employee welfare schemes are flexible and ever-changing. New welfare measures are added to the
existing ones from time to time.
4.
Welfare measures may be introduced by the employers, government, employees or by any social or
charitable agency.
5.
The purpose of labor welfare is to bring about the development of the whole personality of the workers
to make a better workforce.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor
force for the organization. The purpose of providing such facilities is to make their work life better and also to
raise their standard of living.
The important benefits of Social measures can be summarized as follows:
1.
They provide better physical and mental health to workers and thus promote a healthy work
environment.
2.
Facilities like housing schemes, medical benefits, and education and recreation facilities for workers
families help in raising their standards of living. This makes workers to pay more attention towards
work and thus increases their productivity.
3.
Employers get stable labor force by providing welfare facilities. Workers take active interest in their
jobs and work with a feeling of involvement and participation.
4.
Employee welfare measures increase the productivity of organization and promote healthy
industrial relations thereby maintaining industrial peace.
5.
The social evils prevalent among the labors such as substance abuse, etc are reduced to a
greater extent by the welfare policies.
Importance of Social - Secruity measures in Employee relation

Good industrial relations depend on a great variety of factors. Some of the more obvious ones are listed below:
1. History of employee relations No enterprise can escape its good and bad history of employee
relations. A good history is marked by harmonious relationship between management and workers. A
bad history by contrast is characterized by militant strikes and lockouts. Both types of history have a
tendency to perpetuate themselves. Once militancy is established as a mode of operations there is a
tendency for militancy to continue. Or once harmonious relationship is established there is a tendency
for harmony to continue.
2. Economic satisfaction of workers Psychologists recognize that human needs have a certain
priority. Need number one is the basic survival need. Much of men conducted are dominated by this
need. Man works because he wants to survive. This is all the more for underdeveloped countries where
workers are still living under subsistence conditions. Hence economic satisfaction of workers is another
important prerequisite for good employee relations.
3. Social and Psychological satisfaction
Identifying the social and psychological urges of workers is a very important step in the direction of
building good employee relations. A man does not live by bread alone. He has several other needs
besides his physical needs which should also be given due attention by the employer. An organization is
a joint venture involving a climate of human and social relationships wherein each participant feels that
he is fulfilling his needs and contributing to the needs of others. This supportive climate requires
economic rewards as well as social and psychological rewards such as workers participation in
management, job enrichment, suggestion schemes, re-dressal of grievances etc.
4. Off-the-Job Conditions
An employer employs a whole person rather than certain separate characteristics. A persons traits are
all part of one system making up a whole man. His home life is not separable from his work life and his
emotional condition is not separate from his physical condition. Hence for good employee relations it is
not enough that the workers factory life alone should be taken care of his off-the-job conditions
should also be improved to make the employee relations better.
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5.Enlightened Trade Unions

The most important condition necessary for good employee relations is a strong and enlightened labor
movement which may help to promote the status of labor without harming the interests of
management, Unions should talk of employee contribution and responsibility. Unions should exhort
workers to produce more, persuade management to pay more, mobilize public opinion on vital labor
issues and help Government to enact progressive labor laws.
6.Negotiating skills and attitudes of management and workers
Both management and workers representation in the area of employee relations come from a great
variety of backgrounds in terms of training, education, experience and attitudes. These varying
backgrounds play a major role in shaping the character of employee relations. Generally speaking, welltrained and experienced negotiators who are motivated by a desire for industrial peace create a
bargaining atmosphere conducive to the writing of a just and equitable collective agreement.
On the other hand, ignorant, inexperienced and ill-trained persons fail because they do not recognize
that collective bargaining is a difficult human activity which deals as much in the emotions of people as
in their economic interests. It requires careful preparation and top notch executive competence.
Parties must have trust and confidence in each other. They must possess empathy, i.e. they should be
able to perceive a problem from the opposite angle with an open mind. They should put themselves in
the shoes of the other party and then diagnose the problem. Other factors which help to create mutual
trust are respect for the law and breadth of the vision. Both parties should show full respect for legal
and voluntary obligations and should avoid the tendency to make a mountain of a mole hill.
8. Better education: With rising skills and education workers expectations in respect of rewards increase. It is a common
knowledge that the industrial worker in India is generally illiterate and is misled by outside trade union
leaders who have their own axe to grind. Better workers education can be a solution to this problem.
This alone can provide worker with a proper sense of responsibility, which they owe to the organization
in particular, and to the community in general.
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9. Nature of industry: In those industries where the costs constitute a major proportion of the total cast, lowering down the
labor costs become important when the product is not a necessity and therefore, there is a little
possibility to pass additional costs on to consumer. Such periods, level of employment and wages rise in
decline in employment and wages. This makes workers unhappy and destroys good industrial relations.
Various benefit provided to the employees may be classified on different bases. One classification may
be in term of Statutory and Non-statutory welfare measures.
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Types of Welfare measures
Types of
Welfare
measures
Statutory
Wwelfare measure
Non-Statutory
Welfare
Measures
Statutory Welfare Schemes:
Statutory Welfare Schemes are those which are mandatory provided under the provisions of various
Acts as given below:
1. Factory Act,1948
2. Mines Act,1952
3. The plantation labour Act, 1951
4. Employers state Insurance Act, 1948
5. Workers Compensation Act, 1923
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1. Factory Act, 1948:
The factory Act, 1948, was conceived in 1881 when legislation was enacted to protect children and to provide
health and safety measures. In 1911, the hours of work were regulated and incorporated in the Act. In 1934,
following the recommendations of the Royal Commission of Labour, the act was amended. A more
Comprehensive legislation to regulate working conditions replaced the act in 1948.
2. Mines Act,1952:
The Mines Act, 1952 is to regulate the working condition in mines and to provide for certain amenities to
workers employed therein. It extends to the whole of India .Section 1(3) of the Act provides that the Act shall
come into force on such date or dates as the Central Govt. may, by notification in the Official Gazette, appoint
and different dates may be appointed for different provisions of the Act for different States but not later
than 31st dec,1953.
3. The Plantation Labour Act, 1951:
The Act has been enacted to provide for the welfare of labour and to regulate the condition of work in
plantations. It extends to the whole of India except the State of Jammu& Kashmir. It came into Force on 1 st April,
1954. The Act was amended in 1960, 1961, 1981 and lastly in 1986.
4. Employers state Insurance Act, 1948:
The Act is a landmark in the history of social security in India and its object is to introduce social insurance by
providing for certain benefits to employees in case of sickness , maternity and employment injury. The Act
provide for medical care and treatment, payment of cash benefits during sickness , maternity and employment
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injury , pension to the dependents on the death of a worker due to employment injury and funeral expenses not
exceeding Rs.1,000 towards expenditure on funeral of an insured person.
5.Workmens Compensation Act, 1923
In addition to safety and health measures, a provision for the payment of compensation has also been made
under this Act. The Act covers the employees whose wages are less than Rs.500 per month. Amount of
compensation depends on nature of injury and the monthly wages of employee. In case of death of the
employee, his dependents are eligible for compensation.
Non-Statutory welfare schemes:
1. Flexi-time:
The main objective of the flextime policy is to provide opportunity to employees to work with flexible working
schedules. Flexible work schedules are initiated by employees and approved by management to meet business
commitments while supporting employee personal life needs.
2. Employee Assistance Programs:

Various assistant programs are arranged like external counseling service so that employees or members of their
immediate family can get counseling on various matters
3. Harassment Policy:
To protect an employee from harassments of any kind, guidelines are provided for proper action and also for
protecting the aggrieved employee.
4. Maternity & Adoption Leave

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Employees can avail maternity or adoption leaves Paternity leave.
5. Medic-claim Insurance Scheme:

This insurance scheme provides adequate insurance coverage of employees for expenses related to
hospitalization due to illness, disease or injury or pregnancy.
6. Employee Referral Scheme:
In several companies employee referral scheme is implemented to encourage employees to refer friends and
relatives for employment in the organization. Injury policies have also been introduced by various companies.
7. Wages and salary:
The main objective of wages and salary administration is to establish and maintain an equitable wage and salary
system. This is so because only a properly developed compensation system enables an employer to attract ,
obtain and retain and motivate people of required caliber and qualification in his/her organization.
8. Safety:
The Act provides 20 different sections on obligatory safety measures, e.g., the fencing and covering of
dangerous parts of machinery in operation prohibition of young persons and females from handling cleaning
and lubricating machines, provision of suitable striking gear, bolt, spindle and pinion.
9. Canteen facilities:
Cafeteria or canteens are to be provided by the employer so as to that they can work safely during the
night shifts.
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10. Grievance procedure:
The Grievance procedure is one of more important means available for employees to express their
dissatisfaction. It is also a means available to management to keep a check on relevant diagnostic data on the
state of the organization health. There are other mean also for this, such as decline in production/Output
change in an individuals work habit.
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EVOLUTION OF SOCIAL SECURITIES:
Social security policies were political responses for the quest of stability as was introduced by Germanys
Bismark as social insurance. A study on social security by ILO in 1984 describes three stages. Initially
employers had a paternalistic and poor relief approach although it was not entirely accepted due to
political reasons. Secondly insurance schemes based on compulsory premia in the form of pensions and
sick pay came into vogue. And on the third stage maintenance and enhancement of quality of life was
aimed at.
Among industrial countries the formal social security approaches differ depending upon the perspective
of the government. Nevertheless the considerable progress of social security schemes in these various
countries in recent years, is to be accredited to the strong efforts and activities of the International
Labour Organization. The International Labour organization was founded in 1919 with primary purposes
of improving the working and living conditions and promoting social justice throughout the world. The
ILO drafted the standards of social insurance laws in 1920. A convention on maternity benefits was
adopted in 1919. On validity, old age and survivorship insurance a convention was adopted in 1921,
1925, 1933 respectively. And in 1928 and 1934 a convention was adopted in minimum wages and
unemployment insurance respectively, until June, 1930, 29 out of 132 conventions and 27 out of 136
recommendations have helped in formulating international standards regarding social security.
Apart from ILO, the United Nations, The Europian Economic Community ,The World Health Organization
and the League of Arab States, have worked jointly with the ILO to achieve a comprehensive social
security programme for workers . Furthermore the recommendations on income security and medical
care adopted in 1944 were the latest provisions of social security. And in 1952 the social security
(minimum standards) conventions divided social security measures into components.
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1. Sickness benefits
2. Unemployment benefits
3. Old age benefits
4. Medical care
5. Family benefits
6. Invalidity benefits
7. Maternity benefits
8. Employments injury benefits
9. Survivors benefits
Nevertheless, the origin of social security goes back to the nineteenth century when the individual and
urban way of life developed. People started leaving their own lands, in Europe in particular to
industrialized areas. This posed a new social problem in the society. People with similar problems
started growing up to drain the source of their problems in the form of trade and outs on guilds.
Missionaries and religious institution played an important role in curbing social problem when hardships
struck.
Classification Of Social Security Measures:
There are two classification of social security with different origins and revolutionary process and
approach but both of them serve the same ends. They are Social Insurance and Social Assistance.
Social Insurance:
Social insurance is what people get for what they have previously contributed without means test or
fulfillment of any criteria. In other words the benefits are in proportion to the premium paid. Social
insurance has the following principal features:
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A persons right of benefit is secured by his contribution but not by any kind of test.
Benefits are paid out of special funds from of accumulated contribution.
Participation in obligatory.
4.
Social insurance is financed from by contributions which are shared by employers and workers.
In social insurance surplus funds which are not currently needed to cover benefits are usually invested
to earn further income. Social insurance is the largest social welfare system of most countries.
Social assistance:
Social Assistance according to the definition of ILO is a Service or scheme which provides benefits to
persons of small means as of right in amount sufficient to meet minimum standards of need and
financed from taxation. Social Assistance is financed from general revenues but not from individual
contributions of participants of the scheme. People who are entitled for such benefits are prescribed by
statute and are required to have limited income and assets. Apart from this other conditions may also
be prescribed , for example, the people who are to be entitled to this benefit may have to prove that
they have no relatives to assists them financially. The assessment of the claimant financial status is
known as means test.
Social assistance have the following major feature:
1. Other incomes and resources are to be put into account during assessment of need.
2. The whole cost is to be covered by the government,
3. Benefits are paid as of legal rights in the prescribed categories of need.
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HUMAN RESOURCE MANAGEMENT IN LOTUS PVT. LTD. LTD.
HR-MISSION
To create a value and knowledge based organization by inculcating the culture of
learning, and team working and aligning business priorities with aspiration of employees leading
development of an empowered, responsive and competent/human capital.
HR-VISION
To attain organizational excellence by developing and inspiring the true potential of a
companys human capital and providing opportunities for growth, well-being enrichment.
HR-OBJECTIVES
1. To develop and sustain core values.
2. To develop business leaders for tomorrow.
3. To provide job enrichment and job contentment through empowerment,
accountability and responsibility.
4. To foster a climate a creativity, innovation and enthusiasm.
5. To build and upgrade competences through virtual learning, opportunities for growth
and providing challenges in the jobs.
6. To enhance the quality of life of employees and their families.
7. To inculcate higher understanding of services to greater causes.
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CORE VALUES
SENSE OF BELONGING
1.There should be a sense of commitment loyalty and sense of ownership of the job and
company properties.
2.There should be improvements in personal work area as a self-starter.
3.There should be quality individual work and value addition.
4.There should be a sense of pride in company.
INTEGRITY
1.Personal / Professional integrity is strictly abiding by rules and regulations.
2.Processing / deciding cases in an unbiased / dispassionate way.
3.Sense of ethics in behaviour and interpersonal and professional interaction.
TEAM-SPIRIT
1.Employees should be working in groups, with trust and openness.
2.There should be proper cooperation, communication between employers and employees,
employer and employer, employer and employee.
3.Employees should share knowledge and information there should be collective learning
between them.
4.There should be target consciousness, cost and quality consciousness between employees and
employer.
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DISCIPLINE
1.There should be punctuality, work ethics, dress code and self-discipline.
2.Enforcing discipline in a fair and firm manner.
MAIN ACTIVITIES IN HR
Recruitment&Promotion
Performance Appraisal (PAR)
Corporate Establishment
Corporate Administrate
Land Acquisition
Hospitality
Retired Employees cell
Legal
HRInitiative
Manpower Planning
Estate and Housing
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ROLE OF HR
1. Alignment of HR vision with corporate vision.
2. Shift from support from group to strategic partner in business operation.
3. HR as a change agent.
4. Enhance the productivity and the performance by developing employee competency
and potential.
5. Developing professional attitude and approach.
6. Developing Global Managers for tomorrow to ensure the role of global players.
A MOTIVATED TEAM
HR policies at LOTUS PVT. LTD.. revolve around the basic tenet of creating a highly
motivated, vibrant & self-driven team. The company cares for each and every employee and has
in-built systems to recognize & reward them periodically. Motivation plays an important role in
HR development. In order to its keeping employees motivated the company has incorporated
schemes such as Rewards and Recognition Schemes, Grievances Handling Schemes and
Suggestion Schemes.
HUMAN RESOURCE DEVELOPMENT IN LOTUS PVT. LTD. LTD.

LOTUS PVT. LTD.. Company with the global character. It believes, thinks and performs in line
with global best-in-breed practices. It encourages employees to think in sync with the world and
prove themselves by availing global opportunities.
In association with technical institute of national and international repute, LOTUS PVT. LTD.
LTD. has sponsored a number of its employees to develop all-round management skills at all
levels. Some of these initiatives are:
1. UNNATIPRAYAS SCHEME
2. SUPER UNNATIPRAYAS
3. LOTUS PVT. LTD. LTD. ACADMEY
4. SHANGSAPTAK
5. SENIOR MANAGEMENT PROGRAMME
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6. ARCUBE
Corporate HR Structure
DIRECTOR HR
Employee Relations
HRD
Corporate Administration
R&P
LOTUS PVT. LTD. Academy
RTIs
Corporate Establishment
Corporate Policy Group
Discipline & Appeals
HR planners
Legal service
MDT
Corporate communication
Hqrs. Grievance committee
Initiatives
Corporate IR
CPF/PRBS Trust
Official language
SC/ST cell
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REVIEW OF RELATED LITERATURE

Importance of Employee Satisfaction
According to Marc Drizin, an employee loyalty specialist, Employees are assets with
feet. Theyre the only resource companies have that make a conscious decision to
return the next day (Modic, 2005).
The
effects
employee
satisfaction
has
on
an
organizations
business
are
numerous.Some of the most relevant and profitable effects are described below.
Studies show that businesses that excel in employee satisfaction issues reduce
turnover by 50% from the norm, increase customer satisfaction to an average of 95%,
lower labor cost by 12% and lift pretax margins by an average of 4% (Carpitella, 2003).
Value is created by satisfied, loyal and productive employees.
Employees who feel a sense of teamwork and common purpose, a strong commitment
to communication, and managerial empowerment are most able, and willing, to deliver
the results that customers expect (Employee Satisfaction,2005)
Payment by result system
Henk Thierry (2000)
"Payment by results" (PBR) vary considerablement selon les
pays, aussi bien en Europe de l'ouest que de Test. Les donnees disponibles laissent
entendre que les pays de Test appliquent le PBR a la plupart de leurs travailleurs.
Parmi les pays de l'ouest, l'lrlande et le Royaume Uni se placent a un niveau eleve,
tandis que les Pays-Bas sont en queue de liste. II est surprenant que des bilans des
recherches sur l'efficacite comparee du PBR et des systems de salaire fixe ne soient
pas disponibles. Dans notre travail, les donnees sont dans la mesure du possible
presentees par systems distincts a partir desquels on discute les recherches portant
sur l'efficacite relative du PBR. Le "merit rating" est decevant. Le "Scanlon Plan" donne
des rsultats encourageants. Toutefois, la plupart des donnees interdis-ent d'inferer
avec certitude sur les relations causales. On insiste sur quelques-uns des domaines
que la recherche se doit d'explorer et sur les conditions favorisant I'elaboration et le
choix de strategies pertinentes de remuneration
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LUMP-SUM BONUS SATISFACTION
MICHAEL C. STURMAN (1979) There are both practical and theoretical reasons to
measure lump-sum bonus satisfaction. The practical need for such a measure stems
from its increased use as a component in modern compensation practices. Based on
the means of administering and allocating lump-sum bonuses, a theoretical case can be
built suggesting that lump-sum bonus satisfaction constitutes a separate component of
pay satisfaction fitting into the Pay Satisfaction Questionaire's (PSQ) theoretical
framework. We develop 4 questions that complement the PSQ, and use a series of
techniques to test the convergent and discriminant validity of the measure. Empirical
evidence shows that bonus-related items are more related to the lump-sum bonus
satisfaction measure than other PSQ dimensions. We also demonstrate that the
dimension of lump-sum bonus satisfaction has a substantive relationship with attitudinal
variables beyond that provided by pay level variables and the PSQ. The development of
this measure should foster greater accuracy when assessing pay satisfaction levels and
the effects of lump-sum bonus pay policies.
Benefit System and Benefit Level Satisfaction
Margaret
L.
Williams
(1988)
Compensation research distinguishes between
satisfaction with pay level and the system that determines and delivers pay, but has
neglected to make a similar distinction with respect to benefits. We (1) develop a
measure of the benefit system satisfaction construct, (2) examine the discriminant
validity of benefit system satisfaction, and (3) examine aspects of procedural and
distributive justice and transaction costs as they relate to benefit satisfaction.
Confirmatory factor analysis of a comprehensive pay satisfaction measure supported a
separate benefit system satisfaction dimension. Structural equation models supported
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common and unique antecedents of benefit system and benefit level satisfaction, and
supported their relationships with global job satisfaction.
27
RATIONALE OF THE STUDY
For any organization it is very important to make sure that its employees are satisfied in
order for them to perform well. LOTUS PVT. LTD. has been trying to improve the satisfaction
level of the employees for quite some time. They have taken a number of concrete steps in this
direction. Some policies have also been changed lately to better suit the needs of the employees
posted all over the country. The improvement in satisfaction levels of the employees can be a
major step towards increasing the productivity of the employees and also towards attracting a
larger pool of talented employees towards them.
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OBJECTIVES OF THE STUDY
To study and understand the social security schemes of employee and its impact on
employee satisfaction.
To understand company profile of LOTUS PVT. LTD. and its HR functions.
To study the Employee satisfaction level amongst the employees of LOTUS PVT. LTD.
by surveying employees' on several parameters, which mainly relates to their work
environment and the organization processes/policies.
To understand whether the various schemes infused by the company are in line with the
need of the employees.
To suggest/recommend measures for improving overall job satisfaction amongst the
employees of LOTUS PVT. LTD..
To study the different schemes implemented in Lotus surgical pvt. Ltd.
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THE SCOPE OF THE STUDY

The findings of this study can be utilized to know the areas of concern for the management in
relation to the employee satisfaction levels. This will not only give them insight into employee
problems but will also provide them with specific problem areas. It will make possible for the
management to work towards these particular areas and derive quick results. It will also help in
understanding the response of the respondents towards certain policies.
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JOB SATISFACTION
The father of scientific management Taylor's (1911) approach to job satisfaction was
based on a most pragmatic & essentially pessimistic philosophy that man is motivated by money
alone. That the workers are essentially 'stupid & phlegmatic' & that they would be satisfied with
work if they get higher economic benefit from it. But with the passage of time Taylor's solely
monetary approach has been changed to a more humanistic approach. It has come a long way
from a simple explanation based on money to a more realistic but complex approach to job
satisfaction. New dimensions of knowledge are added every day & with increasing
understanding of new variables & their inter play; the field of job satisfaction has become
difficult to comprehend.
The term job satisfaction was brought to limelight by Hoppock (1935). He reviewed 32 studies
on job satisfaction conducted prior to 1933 & observed that job satisfaction is a combination of
psychological, physiological & environmental circumstances that cause a person to say. 'I am
satisfied with my job'. Locke defines job satisfaction as a "pleasurable or positive emotional state
resulting from the appraisal of one's job or job experiences". To the extent that a person's job
fulfils his dominant need & is consistent with his expectations & values, the job will be
satisfying.
31
Concept of job satisfaction

Job satisfaction is the end feeling of person after performing a task, to the extent that it
fulfils the dominant needs with his consistent expectation and values. It is an integral component
of organization health and an important element in industrial relations.
Job satisfaction is different from Motivation and Morale. Motivation refers to willingness to
work and Morale implies a general attitude towards work and its environment. It is a group
phenomenon whereas job satisfaction is an individual feeling. We can say that job satisfaction is
an employees general attitude toward a job.
Definition of job satisfaction:
Job satisfaction and work behaviour the term job satisfaction was brought to limelight
by Hoppock .He reviewed 32 studies on job satisfaction conducted prior to 1933.
Hoppock describes job satisfaction as any combination of psychological, physiological and
environmental circumstances that cause and person truthfully to say I am satisfied with my job.
Job satisfaction refers to a persons feeling of satisfaction on the job, which acts as a motivation
to work. It is not the self-satisfaction, happiness or self-contentment but the satisfaction on the
job. The levels of job satisfaction seems to have some relation with various aspects of work
behaviour such as accidents, absenteeism, turnover and productivity.
The relationship between job satisfaction and accident shows that satisfied employees cause
fewer accidents. Other results show that low absentee employees were more satisfied with their
job. Less satisfied employees are more likely to quit their jobs than more satisfied employees.
Assuming that satisfied employee are more productive.
32
Determinants of job satisfaction:

The various factors influencing job satisfaction may be classified into two categories:
Environmental factor
Personal factor
Environmental factor include:
Job content
Occupational level
Pay and promotion
Work group
Supervision
Job content: Herzberg suggested that job content in term of achievement, recognition,
advancement, responsibility and the work itself tend to provide satisfaction but their
absence does not cause dissatisfaction.
Occupational level: The higher the level of the job in organizational hierarchy the
greater the satisfaction of the individual. Such jobs carry greater prestige, self-control,
and need satisfied.
Pay and promotion: All other thing being equal, higher pay and better opportunity for
promotion lead to higher job satisfaction.
Work Group: Man is a social animal and likes to be associated with others interactions
in the work group. It is generally high when an individual is accepted by his peers and he
has a need for affiliation.
Supervision: Considerate supervision tends to improve job satisfaction of workers. A

considerate supervisor takes personal interest in his subordinate and allows to participate
in the decision making process.
33
Personal factor include:
Age
Sex
Education level
Marital status
Experience
Age: Workers in the advanced age group trend to be more satisfied probably because they
have adjusted with their job condition.
Sex: Study revealed that women are more satisfied than men due to less job opportunity
for females.
Marital status: The general impression is that married employees having more
dependency tend to be more dissatisfied due to their responsibility. But such employees
may be more satisfied because they valued their jobs more than married workers.
Experience: Job satisfaction tends to increase with increase with increasing years of
experience. But it may decrease after twenty years of experience particularly among
people who have not realized their job satisfaction.
34
Theories of Job - Satisfaction
One way to define satisfaction may be to say that it is the end state of feeling. The word
'end' emphasizes the fact that the feeling is experienced after a task is accomplished or an activity
has taken place whether it is highly individualistic effort of writing a book or a collective
endeavour of constructing a building. These activities may be minute or large. But in all cases,
they satisfy a certain need. The feeling could be positive or negative depending upon whether
need is satisfied or not & could be a function of the effort of the individual on one hand & on the
other the situational opportunities available to him.
This can be better understood by taking example of a foreman in an engineering industry.
He has been assigned the task to complete a special order by a certain, deadline. Person may
experience positive job satisfaction because he has been chosen to complete the task. It gives him
a special status & feeling that he has been trusted and given a special task, he likes such kind of
rush job and it may get him extra wages. The same could be the sources of his dissatisfaction if
he does not like rush work, has no need for extra wages. Each one of these variables lead to an
end state of feeling, called satisfaction.
There are 6 major theories of job satisfaction.

1. Two factor theory.
2. Need fulfilment theory.
3. Equity theory
4. Discrepancy theory
5. Equity discrepancy theory
6. Social Reference Group theory
35
1. Two factor theory (Herzberg's Motivation - Hygiene Theory) :

This theory was proposed by Herzberg & his assistants in 1969. On the basis of his study of 200
engineers and accountants of the Pittsburgh area in the USA, he established that there are two
separate sets of conditions (and not one) which are responsible for the motivation &
dissatisfaction of workers. When one set of conditions (called 'motivator') is present in the
organization, workers feel motivated but its absence does not dissatisfy them. Similarly, when
another set of conditions (called hygiene factors) is absent in the organization, the workers feel
dissatisfied but its presence does not motivate them. The two sets are unidirectional, that is, their
effect can be seen in one direction only.
According to Herzberg following factors acts as motivators:
Achievement,
Recognition,
Advancement,
Work itself,
Possibility of growth, &
Responsibility.
Hygiene factors are:
Company policy & administration,
Technical supervision,
Inter-personal relations with supervisors, peers & Subordinates,
Salary
Job security
Personal life,
Working Conditions& status
Herzberg used semi-structured interviews (the method is called critical incident method).
In this technique subjects were asked to describe those events on the job which had made them
extremely satisfied or dissatisfied. Herzberg found that events which led people to extreme
36
satisfaction were generally characterized by 'motivators' & those which led people to extreme
dissatisfaction were generally characterized by a totally different set of factors which were called
'hygiene factors'.
Hygiene factors are those factors which remove pain from the environment. Hence, they are also
known as job - environment or job - context factors. Motivators are factors which result in
psychological growth. They are mostly job - centred. Hence they are also known as job - content
factors.
The theory postulated that motivators and hygiene factors are independent & absence of one does
not mean presence of the other. In pleasant situations motivators appear more frequently than
hygiene factors while their predominance is reversed in unpleasant situations.
2. Need Fulfilment Theory:

Under the need-fulfilment theory it is believed that a person is satisfied if he gets what he
wants & the more he wants something or the more important it is to him, the more satisfied he is
when he gets it & the more dissatisfied he is when he does not get it. Needs may be need for
personal achievement, social achievement & for influence.
a) Need for personal achievement:
Desires for personal career development, improvement in one's own life standards, better
education & prospects for children & desire for improving one's own work performance.
b) Need for social achievement:

A drive for some kind of collective success is relation to some standards of excellence. It is
indexed in terms of desires to increase overall productivity, increased national prosperity, better
life community & safety for everyone.
c) Need for influence:
37
A desire to influence other people & surroundings environment. In the works situation, it means
to have power status & being important as reflected in initiative taking and participation in
decision making.
In summary, this theory tell us that job satisfaction is a function of, or is positively related to the
degree to which one's personal & social needs are fulfilled in the job situation.
.
3. Equity theory
Under this theory, it is believed that a person's job satisfaction depend upon his perceived equity
as determined by his input-output balance in comparison with the input -output balance of others.
Every individual compares his reward with those of a reference group. If he feels his rewards are
equitable in comparison with others doing similar work, work he feel satisfied., job satisfaction
is thus a function of the degree to which job characteristic meet the desire of the reference group.
For example one study of the effects of community features on job satisfaction revealed that
workers living in a well to do neighbourhood felt less satisfied them those living them those
living in poor neighbourhood.
Equity theory takes into account not only the needs of an individual but also the opinion of the
reference group to which the individual looks for guidance
4. Discrepancy Theory:
According to this theory job satisfaction depends upon what a person actually receives from his
job and what he expects to receive. When the rewards actually received are less than he expected
rewards it causes dissatisfaction.
In the words of Locke, job satisfaction and dissatisfaction are functions of perceived
relationship between what one wants from ones job and what one perceives it is actually
offering
In other words, satisfaction is the difference between what one actually receive and what he feels
he should receive. This theory fails to reveal whether over-satisfaction is or is not a dimension of
38
satisfaction and if so, how does it differ from dis satisfaction arising out of the situation one
received outcomes one less than outcomes one feels he should receive.
5. EquityDiscrepancy Theory:
This is a combination of equity and discrepancy theories. Lawler has adopted a difference
approach of discrepancy theory rather than the ratio approach of equity theory. From equity
theory the concept of comparison has been selected to serve as an intervening variable. Under
these theory satisfaction is define as the difference between the outcomes that one perceives he
actually receives an outcome that one feels he should receive in comparison with others. When
the individual feels that what he actually received is equal to what he perceives he should receive
there is satisfaction. Thus, an individuals reception of his reward is influenced by more than just
the objective amount of that factor. Because of the is psychological influence the same amount of
rewards often can be seen quite differently by two people two one it can be a larger amount,
while to another person it can be a small amount.
This model reveals that a persons perception of what he receives is influenced by the input and
output of others. If his inputs are similar to those referent groups but his outcomes is less he is
likely to be dis satisfied. Lawler suggested that those individuals are likely to be more satisfied
to perceive:
Their inputs are low.
Their jobs are less demanding.
They are receiving a high outcome level and
Their referent groups are receiving less output.
39
6. Social Reference Group Theory:

It takes into account the point of view & opinions of the group to whom the individual looks for
the guidance. Such groups are defined as the 'reference-group' for the individual in that they
define the way in which he should look at the world and evaluate various phenomena in the
environment (including himself). It would be predicted, according to this theory that if a job
meets the interest, desires and requirements of a person's reference group, he will like it & if it
does not, he will not like it.
A good example of this theory has been given by C.L. Hulin. He measures the effects of
community characteristics on job satisfaction of female clerical workers employed in 300
different catalogue order offices. He found that with job conditions held constant job satisfaction
was less among persons living in a well-to-do neighbourhood than among those whose
neighbourhood was poor. Hulin, thus provides strong evidence that such frames of reference for
evaluation may be provided by one's social groups and general social environment.
To sum up, we can say, Job satisfaction is a function of or is positively related to the degree to
which the characteristics of the job meet with approved & the desires of the group to which the
individual looks for guidance in evaluating the world & defining social reality.
Motivation implies the willingness to work or produce. A person may be talented and equipped
with all kinds of abilities & skills but may have no will to work. Satisfaction, on the other hand,
implies a positive emotional state which may be totally unrelated to productivity. Similarly in the
literature the terms job attitude and job satisfaction are used interchangeably. However a closer
analysis may reveal that perhaps, they measure two different anchor points. Attitudes are
predispositions that make the individual behave in a characteristic way across the situations.
They are precursors to behaviour& determine its intensity and direction. Job satisfaction, on the
other hand is an end state of feeling which may influence subsequent behaviour. In this respect,
job attitude and job satisfaction may have something in common. But if we freeze behaviour,
attitude would initiate it which job satisfaction would result from it.
40
Relationship between Morale & Job Satisfaction:

According to Seashore (1959), morale is a condition which exists in a context where people are :
a) Motivated towards high productivity.
b) Want to remain with organization.
c) Act effectively in crisis.
d) Accept necessary changes without resentment or resistance.
e) Actually promote the interest of the organization and
f) Are satisfied with their job.
According to this description of morale, job satisfaction is an important dimension of morale
itself.
Morale is a general attitude of the worker and relates to group while job satisfaction is an
individual feeling which could be caused by a variety of factors including group. This point has
been summarized by Sinha (1974) when he suggests that industrial morale is a collective
phenomenon and job satisfaction is a distributed one. In other words, job satisfaction refers to a
general attitude towards work by an individual works. On the other hand, morale is group
phenomenon which emerges as a result of adherence to group goals and confidence in the
desirability of these goals.
Relationship Between job satisfaction and work behaviour:

Generally, the level of job satisfaction seems to have some relation with various aspects of work
behaviour like absenteeism, adjustments, accidents, productivity and union recognition.
Although several studies have shown varying degrees of relationship between them and job
satisfaction, it is not quite clear whether these relationships are correlative or casual. In other
words, whether work behaviour make him more positively inclined to his job and there would be
a lesser probability of getting to an unexpected, incorrect or uncontrolled event in which either
his action or the reaction of an object or person may result in personal injury.
41
Job satisfaction and productivity:

Experiments have shown that there is very little positive relationship between the job satisfaction
& job performance of an individual. This is because the two are caused by quite different factors.
Job satisfaction is closely affected by the amount of rewards that an individual derives from his
job, while his level of performance is closely affected by the basis for attainment of rewards. An
individual is satisfied with his job to the extent that his job provides him with what he desires,
and he performs effectively in his job to the extent that effective performance leads to the
attainment of what he desires. This means that instead of maximizing satisfaction generally an
organisation should be more concerned about maximizing the positive relationship between
performance and reward. It should be ensured that the poor performers do not get more rewards
than the good performers. Thus, when a better performer gets more rewards he will naturally feel
more satisfied.
Job Satisfaction and absenteeism:

One can find a consistent negative relationship between satisfaction and absenteeism, but the
correlation is moderate-usually less than 0.40. While it certainly makes sense that dissatisfied
Sales Persons are more likely to miss work, other factors have an impact on the relationship and
reduce the correlation coefficient. e.g. Organizations that provide liberal sick leave benefits are
encouraging all their Sales Persons, including those who are highly satisfied, to take days off. So,
outside factors can act to reduce the correlation.
Job Satisfaction and Turnover:

Satisfaction is also negatively related to turnover, but the correlation is stronger than what we
found for absenteeism. Yet, again, other factors such as labour market conditions, expectations
about alternative job opportunities, and length of tenure with the organization are important
constraints on the actual decision to leave one's current job.
Evidence indicates that an important moderator of the satisfaction-turnover relationship is the
Sales Person's level of performance. Specifically, level of satisfaction is less important in
predicting turnover for superior performers because the organization typically makes
considerable efforts to keep these people. Just the opposite tends to apply to poor performers.
42
Few attempts are made by the organization to retain them. So one could expect, therefore, that
job satisfaction is more important in influencing poor performers to stay than superior
performers.
Job Satisfaction and Adjustment:

It the Sales Person is facing problems in general adjustment, it is likely to affect his work life.
Although it is difficult to define adjustment, most psychologists and organizational behaviourists
have been able to narrow it down to what they call neuroticism and anxiety.
Generally deviation from socially expected behaviour has come to be identified as neurotic
behaviour. Though it may be easy to identify symptoms of neuroticism, it is very difficult to
know what causes. Family tensions, job tensions, social isolation, emotional stress, fear, anxiety
or any such sources could be a source of neuroticism.
Anxiety, on the other hand, has a little more clearer base. It is generally seen as a mental state of
vague fear and apprehension which influences the mode of thinking. Anxiety usually shows itself
in such mental state as depression, impulsiveness, excessive worry and nervousness. While
everyone aspires for a perfect state of peace and tranquillity, the fact is that some anxiety is
almost necessary for an individual to be effective because it provides the necessary push for
efforts to achieve excellence.
Adjustment problems usually show themselves in the level of job satisfaction. For long, both
theorists and practitioners have been concerned with Sales Persons' adjustment and have
provided vocational guidance and training to them to minimise its impact on work behaviour.
Most literature, in this area, generally suggests a positive relationship between adjustment and
job satisfaction. People with lower level of anxiety and low neuroticism have been found to be
more satisfied with their jobs.
43
RESEARCH METHODOLOGY
Research methodology is systematically solving the

research problem. It may be understand as science of studying
how research is done scientifically. In it we study the various
steps that are generally adopted by the researcher in studying his
research problem along with logic behind them.
1) TYPE OF RESEARCH
This is descriptive research .as this research help in knowing
about particular item or a group of item in different describes
the states as it exist as it present.
2) SAMPLE SIZE
The sample size under taken by me to conduct the survey was

100 employees.
44
4) DATA COLLECTION & SOURCE
The data collected in this research is first hand so it is primary

data .It is collected directly from the respondent through
interviews questionnaire.
Which was conducted in the moreover secondary data
obtained from the past records books and various acts (bonus,
PF, gratuity and salary acts etc)
RESEARCH DESIGN
The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out
new relationship. Research design is flexible enough to provide opportunity for considering
different aspects of problem under study. It help in bringing into focus some inherent weakness
in enterprise regarding which in depth study can be conducted by management.
SAMPLING DESIGN
A sample design is a definite plan for obtaining a sample from the sampling frame. It refers
to the technique or the procedure that is adopted in selecting the sampling unit from which
inferences about the population is drawn. Sampling design is determined before the collection of
data.
Several decisions have to be taken in context to the decisions about the appropriate sample
selection so that accurate data is obtained and efficient results are drawn.
Following questions have to be considered while sampling design45
What is the relevant population?
What is the parameter of interest?
What is the sampling frame?
What is the type of sample?
What sample size is needed?
How much will be the cost?
DATA COLLECTION
After the research problem has been identified and selected the next step is to collect the
data. While deciding about the method of data collection to be used for the researcher should
keep in mind two types of data VIZ. primary and secondary
TYPES
OF
DATA
PRIMARY
DATA
SECONDARY
DATA
PRIMARY DATA
The primary data are those, which are collected afresh and for the first time, and thus
happened to be original in character. We can obtain primary data either through observation or
46
through direct communication with respondent in one form or another or through personal
interview.
In this study done at LOTUS PVT. LTD. LTD., primary data has been collected through
QUESTIONNAIRE. All the information about employee Promotion policy in LOTUS PVT.
LTD., whether employees are satisfied with existing promotion policy or not?
And other
information pertaining to promotion policy of the company was collected through Questionnaire.
SECONDARY DATA
The secondary data have been collected from magazines, newspapers, internet,
publications and reports etc.
ANALYSIS AND INTERPRETATION OF DATA

The data collected in the aforesaid manner have been tabulated in condensed form to draw
the meaningful results. The data has been analysed with the help of excel software and pie chart.
Recommendations are given based on the interpretation of data collected.
How to measure job satisfaction?

Though measurement of job satisfaction is difficult but most studies have measure job
satisfaction through a questionnaire.
The following quiz describes the important elements that usually make up a job satisfaction
measure. Give youre feeling about your job by scoring each statement on the following levels
of your satisfaction.
Very much satisfied
Much satisfied
Somewhat satisfied
Somewhat dissatisfied
Much dissatisfied
2
47
Very much dissatisfied
INTERPRETATION
Scores ranging between 90-132: Minimum Occupational Stress.

Your job seems to provide you ample opportunity to make the best of your capabilities and
thereby get a sense of achievement. You must consider yourself to be one of the very lucky
enough to intrinsically enjoy their work.
Scores ranging between45-89: Medium Occupational Stress

Your work provides you a fair amount of space to show your calibre without much job stress.
You can further adapt yourself to it by sticking to your work goals and time schedules .
Scores ranging between 45-89: Maximum Occupational Stress

To combat your job stress, you have to adopt a skilful strategy of fixing work priorities and
time management. Develop a mind-set to like your work and cultivate a strong need for
achievement, motivation to accomplish your work targets the best of your capabilities. Enhance
your skills. If need be, by attending on job training workshops and courses. Have a positive
attitude towards your employer and colleagues and interact intelligently to seek clarity and job
enrichment whenever you are faced with a block related to your job role or job performance. A
belief in the dignity of your work will go a long way in providing you happiness and the life
satisfaction.
OVERALL FINDING OF JOB SATISFACTION SURVEY AMONGST EMPLOYEES OF
LOTUS PVT. LTD.
48
0%
10%
Maximum occupational
stress
Medium occupational
stress
90%
Minimum occupational
stress
Interpretation
In LOTUS PVT. LTD. 90% of the employees are enjoying their work and take interest in every
task given to them. They are stress free and self- motivated , their skills and capabilities are
adequately used. Work pressure is less for them. While only 10% of them feel some stress and
nobody is under too much of stress. This may be because LOTUS PVT. LTD. cares for its
employees. As the job in LOTUS PVT. LTD. is a transferable one, the employees of the
company are rotated on a term basis among various work stations therefore, housing facility,
schooling facility for children, medical facility, etc. has important role to play in employees job
satisfaction in LOTUS PVT. LTD..
49
OBJECTIVE OF THE STUDY
a)
Employees satisfaction regarding the salary, wages and
other payments.
b)
To ascertain the compensation and wages provided by
Lotus pvt. Ltd.

c) To find out the policy of compensation.
d) To study the awareness of the employees regarding
incentive plans and compensation policies.
50
DATA ANALYSIS AND INTERPRETATION

Question 1.
The way information flows around in your organization.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied

0%
0%
0%
19%
Chart Title
0%
Very much satisfied
3% 0%
0%
Much satisfied
34%
Somewhat satisfied
44%
Much dissatisfied
Very Much
dissatisfied
Interpretation
It can be interpreted that majority of the employees in LOTUS PVT. LTD. are much satisfied
with the communication network that flow in the organization.
51
Question 2.
Your relationship with other people at work.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
1%
Chart Title
0%
0%
9%
Very much satisfied

38%
Much satisfied
Somewhat satisfied
52%
Much dissatisfied
Interpretation
The above data is showing that a much satisfied relationship is being established between the
employees at work because of good hierarchy system.
52
Question 3.
The way you and your efforts are valued.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Chart Title
1%
4% 0%
Very much satisfied
33%
23%
Much satisfied
Somewhat satisfied
39%
Much dissatisfied
Interpretation
Most of the employee feels that their work is given recognition and the efforts which they are
putting for successful completion of their job is positively evaluated in form of performance
appraisal report.
53
Question4.
The nature of your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Very much dissatisfied.
.
0%
Chart Title
0%
0%
13%
Very much satisfied

34%
Much satisfied
Somewhat satisfied
53%
Much dissatisfied
Interpretation
In response to statement most of the employees are satisfied with their present job and some
employees believe that there should be job rotation in organization.
54
Question5.
The degree to which you feel motivated by your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
1%
Chart Title
0%
0%
16%
Very much satisfied
27%
Much satisfied
Somewhat satisfied
56%
Much dissatisfied
Interpretation
Employees motivation can be occur with reference to job when they are given different task to
perform. The above data reveals that most of the employees of LOTUS PVT. LTD. are satisfied
on this aspect.
55
Question 6.
Career opportunities offered by your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Chart Title
5% 3%
21%
0%
Very much satisfied
22%
Much satisfied
Somewhat satisfied
49%
Much dissatisfied
56
Interpretation
The career opportunity offered by a job is an important aspect of Job satisfaction, LOTUS PVT.
LTD. provide excellent career opportunity for its employee both in executive and non-executive
cadre. Employees of LOTUS PVT. LTD. are mostly satisfied related to career opportunity.
Question 7.
The level of job security in your present job.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
57
Chart Title
3% 0%
5%
Very much satisfied
6%
Much satisfied
47%
Somewhat satisfied
39%
Much dissatisfied
Interpretation
This perception is based on as some employees believe that there is job security but no fast
career growth as the time period for promotion is fixing in LOTUS PVT. LTD. which is between
3 to 5 yrs.
Question 8.
The extent to which you identify with the goals of your organization.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied

58
Chart Title
2%
3% 0%
Very much satisfied
23%
13%
Much satisfied
Somewhat satisfied
59%
Much dissatisfied
Interpretation
This statement shows that employees are much satisfied because they identify themselves with
the goals of organisation; they feel sense of belonging toward the organization and are proud to
be the part of LOTUS PVT. LTD..
Question 9
The style of supervision used by your superiors.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
59
Chart Title
2%
4%
0%
Very much satisfied
24%
21%
Much satisfied
Somewhat satisfied
49%
Much dissatisfied
Interpretation
The above data is showing that the employeesare much satisfied with the style of supervision in
LOTUS PVT. LTD.. The superiors help to resolve the employees problem at different level and
built a strong connection among them
Question 10.
The way changes and innovations are implemented in your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
60
Chart Title
3% 0%
8%
Very much satisfied
18%
15%
Much satisfied
Somewhat satisfied
56%
Much dissatisfied
Interpretation
In response to above statement people in LOTUS PVT. LTD. are much satisfied with the way
changes and innovation areimplemented in whole organization..
Question 11.
The kind of work or tasks that you are required to perform.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
61
Chart Title
0%
4% 0%
Very much satisfied
19%
15%
Much satisfied
Somewhat satisfied
62%
Much dissatisfied
Interpretation
Most of the employees are much satisfied with the work that they have to perform but few
employees who are offered different task apart from their expectation are somewhat dissatisfied.
Question 12.
The degree to which you feel that you can personally grow in your job.
Very much satisfied
Much satisfied
Somewhat satisfied
62
Much dissatisfied
Chart Title
4% 3% 0%
16%
Very much satisfied
15%
Much satisfied
Somewhat satisfied
62%
Much dissatisfied
Interpretation
Most of the employees of LOTUS PVT. LTD. are much satisfied with growth level in job
because of sound promotion policy and excellent method performance appraisal.
Question 13.
The manner in which conflicts are resolved in your organization.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
63
Chart Title
0%
0%
Very much satisfied
7% 8%
21%
Much satisfied
Somewhat satisfied
64%
Much dissatisfied
Interpretation
In support of above statement employees are much satisfied with the decision which are made to
resolve conflict in an organization.
Question 14.
The scope your job provides to help you achieve your aspirations and ambitions.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
64
Chart Title
0%
0%
9%
11%
Very much satisfied
16%
Much satisfied
Somewhat satisfied
64%
Much dissatisfied
Interpretation
From the above data it is assumed that the employees of LOTUS PVT. LTD. are satisfied with
their job as suitable guidance and training is being provided to them.
Question 15.
The amount of participation which you are given in important decision making.
Very much satisfied

Much satisfied
Somewhat satisfied
65
Much dissatisfied
Chart Title
0%
3%
0%
23%
Very much satisfied
15%
Much satisfied
Somewhat satisfied
59%
Much dissatisfied
Interpretation
In response to the above statement maximum respondents feels that they are being give
importance in important decision making. Their suggestions are given due consideration.
Question 16.
The degree to which your job taps the range of skills which you feel you possess.
Very much satisfied

Much satisfied
Somewhat satisfied
66
Much dissatisfied
Chart Title
0%
0%
8%
Very much satisfied
17%
22%
Much satisfied
Somewhat satisfied
53%
Much dissatisfied
Interpretation
According to the opinion of the employees it is assumed that most of them are satisfied with their
job as whatever skills they posses they are working on that job. Employees who are doing
different job apart from their skill they are somewhat dissatisfied.
Question 17.
The amount of flexibility and freedom you feel you have in your job .
Very much satisfied

Much satisfied
Somewhat satisfied
67
Much dissatisfied
Chart Title
0%
0%
15%
5%
Very much satisfied
19%
Much satisfied
Somewhat satisfied
61%
Much dissatisfied
Interpretation
The employees feel that the amount of flexibility and freedom that have been given is
satisfactory. Employees are given freedom to think different and choose alternative from best
suitable option
Question 18.
The physical work environment that prevails in your organization .
Very much satisfied

Much satisfied
Somewhat satisfied
68
Much dissatisfied
Chart Title
3% 0%
8%
Very much satisfied
11%
13%
Much satisfied
Somewhat satisfied
65%
Much dissatisfied
Interpretation
Most of the employees are much comfortable with the prevailing physical work environment in
the organization while limited number of them need some more tidiness. However during survey
is has been observed that there is lot of scope for improvement in physical working environment.
Question 19.
Your level of salary relative to your experience.
Very much satisfied

Much satisfied
Somewhat satisfied
69
Much dissatisfied
Chart Title
1%
0%
10%
5%
Very much satisfied
16%
Much satisfied
Somewhat satisfied
68%
Much dissatisfied
Interpretation
No, doubt LOTUS PVT. LTD. give good level of salary as per the employees experience but
few of them are dissatisfied because they feel that they are working in LOTUS PVT. LTD. for a
long time so their salary should also be increased and should be parallel to private organisations.
Question 20.
The design or shape of your organizations structure.
Very much satisfied

Much satisfied
70
Somewhat satisfied
Much dissatisfied
Chart Title
2%
3% 0%
Very much satisfied
21%
12%
Much satisfied
Somewhat satisfied
62%
Much dissatisfied
Interpretation
LOTUS PVT. LTD. organization structure is designed in a adequate manner and most of the
employees are satisfied with this kind of organogram.
Question 21.
The amount of work you are given to do.
Very much satisfied

Much satisfied
71
Somewhat satisfied
Much dissatisfied
Chart Title
1%
3% 0%
Very much satisfied
17%
15%
Much satisfied
Somewhat satisfied
64%
Much dissatisfied
Interpretation
Most of the employees are agree that they are being given sufficient amount of work therefore it
is clear that division of work is done properly in LOTUS PVT. LTD..
Question 22.
The amount to which welfare facilities extended by your organization.
Very much satisfied

Much satisfied
72
Somewhat satisfied
Much dissatisfied
Chart Title
2% 0%
4%
0%
Very much satisfied
45%
Much satisfied
Somewhat satisfied
49%
Much dissatisfied
Interpretation
From the above data it is clear that LOTUS PVT. LTD. provides good welfare facilities to their
employees. However employees feel that there should be improvement in living and working
environment especially colony and facilities associated with it.
73
23. Social Security ensures protection to you as well as your family

35
30
Count
25
20
15
10
5
0
PROTECTION
Inference:
According to this graph the researcher can say that employees feel protected with the social
security measures that have been provided to them by the organization.
74
24. You
receive excellent Medical
facilities in time from your
Organization
Medical Facilities
35
30
Axis Title
25
20
15
10
5
0
Medical Facilities
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
30
12
Analyzing the result by the help of weighted mean method, we have
30*5+8*4+12*2 = 4.1
50
Inference
Therefore, the mean value is 4.1. It means maximum numbers of people of sample size 50 are
agreed that they are satisfied with the Medical Facilities provided by the organization.
The reason for the maximum number of satisfied respondents is that the medical facilities
provided are adequate supported by modern machineries but the facilities provided must be quicker.
75
25. You are happy or satisfied with your leave facility by your organization
Leave
40
35
Axis Title
30
25
20
15
10
5
0
Leave
Strongly Agree
Agree
Neutral
Disagree
Strongly
Disagree
35
35*5+8*4+2*3+5*2 = 4.4
50
Inference
Therefore, the mean value is 4.5. It means maximum numbers of people of sample size 50 are
agreed that they are satisfied with the leave they get from the organization.
The reason for the maximum number of satisfied respondents is that employees get ample no.
of leaves according to the set norms apart from these there is weekly off on Wednesday on shift basis.
76
26 Safety Instrument provided to you is of good quality..
Quality of Safety Instrument

35
30
Axis Title
25
20
15
10
5
0
Quality of Safety Instrument
Strongly
Agree
Agree
Neutral
Disagree
Strongly
Disagree
30
20
30*5+20*4 = 4.6
50
Inference
Therefore, The mean value is 4.6. It means maximum number of people of sample size 50 are
strongly agreed that the safety instrument is of good quality provided by the organization.
77
27. Your Organization provides Social Security benefits at time
Social Security
Social Security
40
10
Strongly Agree
Agree
0
Neutral
0
Disagree
0
Strongly Disagree
40*5+10*4 = 4.8
50
Inference
Therefore, The mean value is 4.8. It means maximum numbers of people of sample size 50 are
strongly agreed that they are satisfied with the social security benefits provided by the organization.
78
The reason for the maximum number of satisfaction of respondents is that the
organization provides social security at the time of accidents, daughters
marriage, at the time of retirement etc, which ensures safe future at time
when required
1: PROVIDE A POSITIVE WORKING AND LIVING ENVIRONMENT

Creating job satisfaction begins by first providing a positive work environment. A
motivating working environment requires going over and beyond the call of duty and providing
for the needs of the employees.
During the study it was learned that most of the employees were not happy with the
physical work environment and the infrastructure of the organisation. It was observed that the
hygiene/cleanliness issues are neglected at many occasions. In the near future the problem of
infrastructure will be addressed because B.S.Negi Building (one of the office building in Tel
Bhavan) is being renovated for providing good infrastructure with latest facility. Also a new
building named Green Building is being constructed in the same campus, this building is being
constructed as per the latest technology and this will be a unique building in Dehradun and can
accommodate approx. 700 employees.
Though new infrastructure is going to come in near future but management is required to
workout modalities for proper maintenance of such facilities to create positive working work
environment and motivated/satisfied work force. The agencies involved for maintenance of
office complex needs to be properly monitored.
The colony accommodation provided to employees are not appreciated, the same has
been prominently pointed out by the employees during survey as the residential buildings are old
and were constructed as per the then requirement. Though LOTUS PVT. LTD. has formulated a
new Building Construction and Management Policy in order to overcome this problem but the
policy needs to be properly implemented in true spirit. The renovation and new construction
work need to be carried out on fast track. Management must make serious effort to address the
employees concern and improve the living condition in colonies.
2: REWARD AND RECOGNITION

Mark Twain once said, I can live for two months on a good compliment. Personal
recognition is a powerful tool in building morale and motivation. A pat on the back, a personal
79
note from a peer or a supervisor does wonders. Small, informal celebrations are many times
more effective than a once a quarter or once a year formal event. Management of LOTUS PVT.
LTD. should make an effort to recognize the performance of its employees by adopting such
modes apart from routine performance appraisal reports and annual award schemes. The
important point is pay and money does not necessarily create job satisfaction. There has to be
something more.
3: INVOLVE AND ENGAGE THE EMPLOYEES

People may show up for work, but are they engaged and productive? People are more
committed and engaged when there is a process for them to contribute their ideas and employee
suggestions. This gives them a sense of ownership and pride in their work.
LOTUS PVT. LTD. should foster the exchange of ideas within departments and inter
departments by sponsoring an annual Idea Exposition. During the exposition, scientists,
engineers and support staff may display projects and ideas they are working on. This process
creates a healthy climate of innovation and engages employees with high level of job satisfaction.
4: DEVELOP EMPLOYEES SKILLS AND POTENTIAL
Training and education motivates people and makes them more productive and
innovative. Testing of employees should continue throughout their employment tenure. Once in
three years employees may be tested for their skills and competencies. Pass/fail results may be
sent to each employee. They should receive a personalized prescription on areas that need
reviewing with a list of resources and lessons that will help. Intensive training and development
program may result in higher Job satisfaction and lower turnover.
There are many reasons training and development makes sense. Well-trained employees
are more capable and willing to assume more control over their jobs. They need less supervision,
which frees management for other tasks. Employees are more capable to address organizational
problems. Employees, who understand the business, complain less, are more satisfied, and are
more motivated. All this leads to better management-employee relationships.
5: EVALUATE AND MEASURE JOB SATISFACTION
Continuous evaluation and never ending improvement should be main aim of the LOTUS
PVT. LTD. management. Evaluation is a nonstop activity; the primary purpose of evaluation is
to measure progress and determine what needs improvement. Continuous evaluation is not
limited to, the measurement of attitudes, morale, and motivation of the workforce. It includes
the identification of problem areas needing improvement and the design and implementation of
80
an improvement plan. LOTUS PVT. LTD. should conduct a job satisfaction survey at least once
a year.
Businesses have searched far and wide for the competitive advantage, the best equipment,
robotics, or the latest business technique. These devices provide only temporary solutions. The
true competitive advantage is trained and satisfied employees proudly working together,
contributing their vitality and energy toward the goals of the company.
81
CONCLUSION
To conclude it would justify saying that LOTUS PVT. LTD. employees are much satisfied.
LOTUS PVT. LTD. is a public sector company with its work stations all around the world. It
employs around 33,000 people, therefore to derive quality work from these many employees it is
very essential for the organization to satisfy them well. For this reason different kinds of
facilities and allowances are given to motivate the employees.
After my exhaustive study on job satisfaction amongst employees of LOTUS PVT. LTD., I
found that the majority of the employees like their job, they dont take too much of stress and
feel happy and security.
From the survey it can be inferred that majority of the employees are satisfied with their job in
LOTUS PVT. LTD. whereas a small percentage is not contented with their job. LOTUS PVT.
LTD. being a Maharatna company and a company that cares for people have taken adequate
measure to address employees issues/problems related to work environment, medical facilities,
perks and employees benefit schemes etc. However, there are certain areas of improvement for
better employees job satisfaction like improvement of working and living condition, better
reward and recognition schemes, more developmental opportunities for employees and time to
time evaluation of employees job satisfaction level for exploring area of improvements.
.
.
82
BIBLIOGRAPHY
Dr.C.B. Gupta human resource management
BostonAshwathappa. K Human Resource Management

Tata McGraw Hill Publications
P. SubbaRao Essentials of Human Resources and IndustrialRelations
C.B. Mamoria Human Resource Management
Websites:
www.ask.com
www.wikipedia.com
www.hrgroup.com
www.scribd.com
www.google.com
83
QUESTIONNAIRE
Question 1.
The way information flows around in your organization.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
Question 2.
Your relationship with other people at work.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
Question 3.
84
The way you and your efforts are valued.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Question4.
The nature of your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Question5.
The degree to which you feel motivated by your job.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Question 6.
Career opportunities offered by your job.
Very much satisfied

Much satisfied
Somewhat satisfied
85
Much dissatisfied
Question 7.
The level of job security in your present job.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
Question 8.
The extent to which you identify with the goals of your organization.
Very much satisfied
Much satisfied
Somewhat satisfied
Much dissatisfied
Question 9
The style of supervision used by your superiors.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
Question 10.
The way changes and innovations are implemented in your job.
Very much satisfied

Much satisfied
86
Somewhat satisfied
Much dissatisfied
Question 11.
The kind of work or tasks that you are required to perform.
Very much satisfied

Much satisfied
Somewhat satisfied
Much dissatisfied
87

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EXECUTIVE-SUMMARY

Workers Act (safety, health and

Employee social security scheme has the following objectives:

To provide better life and health to the workers

To make the workers happy and satisfied.

conditions of living of the workers

.To win employee loyalty and increase their moral..

To build up stable associate force, to reduce associate turnover and absenteeism.

.To develop efficiency and productivity among workers..

To reduce the threat of further government intervention.

To make recruitment more effective.

at large and the community around the coal fields in particular.

management to achieve reduction in accidents in all mines.

The basic features of Employee socail security measures are as follows:

their health, efficiency, economic betterment and social status.

due to legal provisions and collective bargaining

existing ones from time to time.

to make a better workforce.

The important benefits of Social measures can be summarized as follows:

Importance of Social - Secruity measures in Employee relation

5.Enlightened Trade Unions

Types of Welfare measures

Statutory Welfare Schemes:

1. Factory Act, 1948:

3. The Plantation Labour Act, 1951:

4. Employers state Insurance Act, 1948:

5.Workmens Compensation Act, 1923

Non-Statutory welfare schemes:

2. Employee Assistance Programs:

4. Maternity & Adoption Leave

Employees can avail maternity or adoption leaves Paternity leave.

5. Medic-claim Insurance Scheme:

6. Employee Referral Scheme:

7. Wages and salary:

10. Grievance procedure:

EVOLUTION OF SOCIAL SECURITIES:

Classification Of Social Security Measures:

Social assistance have the following major feature:

HUMAN RESOURCE MANAGEMENT IN LOTUS PVT. LTD. LTD.

HUMAN RESOURCE DEVELOPMENT IN LOTUS PVT. LTD. LTD.

LOTUS PVT. LTD. Academy

Hqrs. Grievance committee

REVIEW OF RELATED LITERATURE

"Payment by results" (PBR) vary considerablement selon les

LUMP-SUM BONUS SATISFACTION

Compensation research distinguishes between

RATIONALE OF THE STUDY

OBJECTIVES OF THE STUDY

THE SCOPE OF THE STUDY

Concept of job satisfaction

Definition of job satisfaction:

Determinants of job satisfaction:

Environmental factor include:

Supervision: Considerate supervision tends to improve job satisfaction of workers. A

Personal factor include:

Theories of Job - Satisfaction

There are 6 major theories of job satisfaction.

1. Two factor theory (Herzberg's Motivation - Hygiene Theory) :

2. Need Fulfilment Theory:

b) Need for social achievement:

Their inputs are low.

Their jobs are less demanding.

They are receiving a high outcome level and