SIP

A
PROJECT
ON
EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD
In Partial Fulfilment
Of the Requirements for the Degree of
Master of Business Administration
Prepared by:
VEER J THAKKAR (012013018)
MBA (2013-15)
Presented to the Faculty of the

School of Management & Entrepreneurship
AURO University
Surat
DEED OF DECLARATION
I, Veer Thakkar, hereby submit our Summer Internship Report entitled EMPLOYEE
SATISFACTION AT POSITRONICS PVT LTD and truthfully declare that the above-titled
project is a product of our original research investigation.
We further declare that, should the school eventually discover that a substantial portion of my
paper is lifted, in to, from original sources, using exactly the words of the author in more than
50% of the whole content, I reserve the right to AURO University, Surat to recall my MBA
Diploma and cancel the degree granted to me.
Signed this day of __________________________ at AURO University, Surat
___________________________
MBA Candidate
ACKNOWLEDGMENT
AURO UNIVERSITY
I heartily wish to extend heartfelt appreciation and gratitude to numerous Mentors,

benefactors, and constituents who have collectively endowed the Wherewithal, faith and
encouragement for me to navigate and complete my internship journey.
I am profusely thankful to Mr. Jayesh Prajapati, HR Manager, Positronics Pvt Ltd, vadodra
for his valuable guidance and suggestions in my Summer Internship Project.
I am indebted to Positronics Pvt Ltd for considering me as a trainee and giving me precious
time for my summer internship project. I am also indebted to the staffs and members of
Positronics Pvt Ltd for their support and help.
I take this opportunity to express my profound gratitude to Professor Kamlesh Mishra, my
primary advisor and unflagging advocate, who mustered devoted, continuing, innovative and
adaptive mentorship to impel and shepherd my checked efforts through diverse and
abounding challenges, I extend my deep and abiding respect and many, many thanks.
I also take this opportunity to express a deep sense of gratitude to Assistant Professor of Auro
University and my internship mentor, Ms Indrani Sengupta for her cordial support, valuable
information and guidance.
To the faculty and staff of the School of Management and Entrepreneurship, AURO
University, Surat.
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TABLE OF CONTENT
CH.
CONTENTS
PAGE NO.
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EXECUTIVE SUMMARY
The internship was conducted at Positronics Pvt Ltd, Vadodara, The Company has been
Turnkey electrical, Automation of Power plant, Oil and gas and many others. An insight view
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of project will included the Companies organisational structure and core product of the
company. A brief about the companies HR department work and other facilities.
The objective of studies included the EMPLOYEE SATISFACTION AT POSITRONICS
PVT LTD, which help the company to know about the employee are stratify with companies
facilities and other works.
COMPANY PROFILE
Positronics Group is the leading provider of Turn-Key Electrical, Instrumentation,
Automation to Power plants, Oil & Gas, Water supply, Chemical, Defence utilities & other
Industries. Since its inception in the 1973, Positronics has been one of the few Indian
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companies that served the local market in India as well overseas for Oil & Gas, Water and
other industrial projects. Over the years since its incorporation, the company expanded its
operations by adding innovative manufacturing capabilities. It added new manufacturing
locations in Ahmedabad and Vadodara in India to its portfolio till date.
Positronics offers full turnkey solutions from Design to commissioning. Our greatest strength
is over 3 decades of experience in the design and implementation of integrated systems.
Positronics offers solutions to meet specific client requirements and expectations, as no two
products are exactly the same. From something as simple as choosing the right product to
Implementing a turnkey project, every decision is crucial and important. Every single project
requires informed equipment choices and system design, even for the most basic systems
also. Our In-house Design & Engineering team is available to confer with clients, consulting
engineers, and other specialists in the preparation of system design and documentation
including Client Consultation, Requirements Analysis, Detailed Systems Design, and Design
Documentation.
MISSION:
Our mission is to maintain our standing in the industry as the leader by delivering a
Quality and Cost effective solution that will best fit the clients requirements.
We continue pouring new technologies into our projects to improve the performance,
reliability and its functionality, thus maintaining our competitive advantage as we deliver
products of excellence. Through this process every completed product withstands the test of
time throughout its life, resulting in a customer willing to engage in repeat business.
LOCATIONS
HEAD OFFICE:
POSITRONICS PVT.LTD. - UNIT-1
AURO UNIVERSITY
"POSITRONICS HOUSE "

882/2, G.I.D.C.,
MAKARPURA,
VADODARA-390 010.
PH - (0265) 2642496, 9687684641/42/43
FAX: (0265) 2647033/2632699
E-MAIL: info@positronicsindia.com
POSITRONICS PVT.LTD. - UNIT-2

POSITRONICS PVT.LTD.
223, G.I.D.C., Por-Ramangamdi,
Dist.: VADODARA-390 010.
PH: (0265) 6543890,
FAX: (0265) 2831532
E-MAIL: ppl223@positronicsindia.com
POSITRONICS PVT.LTD. -UNIT-3

111, G.I.D.C., Por-Ramangamdi,
Dist.: VADODARA-390 010.
PH - (0265) 6548988,
FAX: (0265) 2831547
E-MAIL: ppl111@positronicsindia.com
POSITRONICS PVT. LTD. UNIT-4

272/292, G.I.D.C., POR-RAMANGAMDI
DIST:-VADODARA.
PH : (0265) 6542819
FAX: (0265) 2830169
E-MAIL: pcs272@positronicsindia.com
AURO UNIVERSITY
AT: AHMEDABAD
POWER ELECTRONICS & CONTROL
145/2, G.I.D.C., NARODA,
AHMEDABAD.
Ph-079-2813432
Fax-079-2821397
E-mail: pecon@vsnl.com
PRODUCT PROFILE
A. LT ELECTRICAL PANELS:
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1.
2.
3.
4.
5.
LT PCC UPTO 6300A FIXED TYPE

LT MCC UPTO 6300A FIXED TYPE
LT BUSDUCTS 4000/5000A
LT DISTRIBUTION BOARDS
SYNCHRONIZING PANELS
B. INSTRUMENTATION & AUTOMATION

1.
2.
3.
4.
5.
PURGE TYPE PANELS FOR ALL KIND OF HAZARDOUS AREA

FLAMEPROOF PANELS FOR ALL KIND OF HAZARDOUS AREA
CONTROL DESK PANELS
MOSAIC PANELS
MIMIC PANELS
TYPE OF CUSTOMER
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Power Plants
National Thermal Power Corporation Limited (NTPC) - Various Power Plants in India
Uttar - Pradesh State Electricity Board
KONA SEEMA Power Plant
Gujarat State Energy Generation etc.
Oil & Gas Installations
Oil & Natural Gas Corporation (ONGC) - Various Locations in India

Clough Oil & Gas, Australia
Reliance industries Limited - Patalganga
Reliance industries Limited Hazira
Petroleum Refineries
Indian Oil Corporation Limited (Panipat, Mathura, Baroda, Haldia, Barauni, etc)
Bharat Petroleum Corporation Limited (Mumbai)
Hindustan Petroleum Corporation Limited (Mumbai, Vishakapatnam, etc)
Reliance Industries Limited Jamnagar
Fertilizers
Gujarat State Fertilizer corporation Limited (GSFC) - Vadodara

IFFCO Limited - Kandla
IFFCO Limited - Kalol
Gujarat Narmada Fertilizer Corporation Limited - Bharuch
Kribhco Limited Etc.
Gas Compression & Distribution System
Indraprastha Gas Limited (IGL) - New Delhi

Gujarat State Petroleum Limited (GSPL) - Hazira
Mahanagar Gas Limited (MGL) - Mumbai
NIKO Reources Limited - Hazira
Gujarat Gas Company Limited - Hazira.
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Gas & Air Compressors
Dresser-Rand(India) Private Limited

Burckhardt Compression (Formerly Sulzer India Limited)
Kirlosar Pneumatic Company Limited
Ingersoll-Rand(India) Limited
.
Pumping Systems
Weir Pumps Limited

Kirloskar Brothers Limited
Mather & Platt India Limited
Voltas Limited
Blue star Limited
Cement Plants
Gujarat Ambuja Cement Limited

L&T Cement Limited
Madras Cement Limited
Chanakya Cement Limited
Chemical & Process Plants
Gujarat Alkalies and Chemicals Limited (GACL)

Gujarat Chemical and Port Trust Corporation Limited
Heubach Colour Pvt. Limited
Eusa Pigments Pvt. Limited
Cadila Pharmaceuticals Limited
Iron & Steel Plants
Remi Metals Limited

Mukund Limited
Bhushan Limited
Bokaro Steel Limited
Lloyd Steel Limited
Steel Authority of India - Rourkela
TISCO Limited
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Panchamahal Steel Limited

Essar Steel Limited
Textile Industries
Garden Silk Mills Limited

Grasim India Limited
Rajshree Polyfil
Century Enka Limited
Modern Textiles Limited
Power Distribution Systems
Voltamp Transformers Limited

Bajaj Electrical Limited
Crompton Greaves Limited
Reliance Energy India Limited (Formerly B.S.E.S. Ltd.)
Tata Electric Company Limited (TEC)
Water Distribution Systems
Sadar Sarovar Nigam Limited (SSNL),

Gujarat Water Supply & Sewage Board (GWSSB), etc
Air Drying Systems
Gaso Energy System Limited

Puriflair India Limited
Chill Air System Pvt. Ltd., etc.
Construction Groups
Gammon India Ltd.,

National Building Construction Corporation (NBCC),
Essar Construction Ltd. ,
L&T Limited,
Bridge & Roof Company Limited, etc.
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Engineering Industries
Elecon Engineering Company Limited
Thermax Limited
Thermopads India Limited.
L&T Group of Companies
Thyssen-krupp (I) Pvt. Ltd
ORGANISATION STRUCTURE
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PLANT LAYOUT
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CHAPTER: 2
INTRODUCTION ABOUT HUMAN RESOURCE

People are our greatest asset is a mantra that companies have been changing for years. But
only a few companies have started putting Human Resources Management (HRM) systems in
place that support this philosophy. There are a number of challenges in the Indian industry
which require the serious attention of HR managers to find the right candidate and build a
conducive work environment which will be beneficial for the employees, as well as the
organization. The industry is already under stress on account of persistent problems such as
attrition, confidentiality, and loyalty. Other problems are managing people, motivation to
adopt new technology changes, recruitment and training, performance management,
development, and compensation management. With these challenges, it is timely for
organizations to rethink the ways they manage their people. Managing HR in the knowledge
based industry is a significant challenge for HR managers as it involves a multi task
responsibility. In the present scenario, HR managers perform a variety of responsibilities.
Earlier their role was confined to administrative functions like managing manpower
requirements and maintaining rolls for the organization. Now it is more strategic as per the
demand.
Managing People
In view of the industry dynamics, in the current times, there is a greater demand for
knowledge workers. Resumes abound, yet companies still fervently search for the people who
can make a difference to the business. Often talented professionals enjoy high bargaining
power due to their knowledge and skills in hand. The attitude is different for those who are
taking up responsibilities at a lesser age and experience. These factors have resulted in the
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clear shift in approach to individualized career management from organization career

commitment.
Motivating the Workforce
As the competition is growing rapidly in the global market, a technological edge supported
by a talent pool has become a crucial factor for survival in the market. Naturally, as a result
every organization gives top priority to technology advancement programs. HR managers are
now performing the role of motivators for their knowledge workers to adopt new changes.
Competency Development
Human capital is the real asset for any organization, and this makes the HR role important in
recruiting, managing, and retaining the best. The HR department has a clear role in this
process and determines the success tempo of any organization. An urgent priority for most of
the organizations is to have an innovative and competent HR pool; sound in HR management
practices with strong business knowledge.
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RECRUITMENT AND TRAINING
Recruitment has become a major function from an imperative sub system in HR, particularly
in the industry. HR managers play a vital role in creating assets for the organization in the
form of quality manpower. Attracting new talent also is a top priority for software companies,
but less so for smaller companies. Another challenge for HR managers is to put systems in
place to make the people a perfect fit for the job. Skill redundancy is fast in the industry. To
overcome this problem, organizations give the utmost priority to training and skill
enhancement programs on a continuous basis. Many companies are providing technical
training to the employees on a quarterly basis. These trainings are quite useful also in terms
of providing security to the employees.
The Trust Factor

Low levels of trust inhibit tacit knowledge sharing in the knowledge based industry. It is
essential that Our Company takes more initiatives to improve the security levels of the
employees.
Work life Balance Factor
Another dimension to the challenges faced by our company is the growing pace of talent
acquisition. This aspect creates with it the challenge of a smoother assimilation and the
cultural binding of the new comers into the organization fold. The pressure of delivering the
best of quality services in a reduced time frame calls for ensuring that employees maintain a
work life balance.
Attrition/Retention of the Talent Pool
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One of the toughest challenges for the HR managers in the industry is to deal with the
prevalent high attrition levels. Though there is an adequate supply of qualified staff at entry
level, there are huge gaps in the middle and senior level management in the industry. Further,
the salary growth plan for each employee is not well defined. This situation has resulted in
increased levels of poaching and attrition between organizations. The industry average
attrition rate is 3035 per cent and could range up to 60 per cent.
Employee satisfaction surveys provide valuable data that can ultimately save company
money. Our employee satisfaction surveys can:
Measure employee satisfaction levels.
Track changes in employee satisfaction over time.
Improve overall satisfaction and retention.
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OVER VIEW ABOUT EMPLOYEE SATISFACTION
What does the term Satisfaction imply to an employee? It implies nothing else than the
feeling of either being contended or non-contended on using a product. Employee
Satisfaction is a prerequisite for the customer satisfaction. Enhanced employee satisfaction
leads to higher level of employee retention. A stable and committed workforce ensures
successful knowledge transfer, sharing, and creation a key to continuous improvement,
innovation, and knowledge-based total customer satisfaction.
When companies are committed with providing high quality products and services; when
companies set high work standards for their employees; and when employees are empowered
through training and development, provided with knowledge and information, permitted to
make mistakes without punishment, and trusted; they will experience an increase in their
level of satisfaction at work. This level of satisfaction can be enhanced further if teamwork
and visionary leadership are introduced.
Continuous improvement comes from the efforts of the empowered employees motivated by
visionary leadership. This is supported by the findings that empowerment and visionary
leadership both have significant correlation with employee satisfaction. Teamwork is also
supported by the findings. In addition, the study found significant correlation between
employee satisfaction and employees intention to leave.
The success of a corporation depends very much on customer satisfaction. A high level of
customer service leads to customer retention, thus offering growth and profit opportunities to
the organization. There is a strong relationship between customer satisfaction and employee
satisfaction. Satisfied employees are more likely to stay with company and become
committed and have more likely to be motivated to provide high level of customer service, by
doing so will also further enhance the employees satisfaction through feeling of
achievement. Enhanced employee satisfaction leads to improved employee retention; and
employee stability ensures the successful implementation of continuous improvement and
customer satisfaction. Customer satisfaction will no doubt lead to corporate success and
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greater job security. These will further enhance employee satisfaction. Therefore, employee
satisfaction is a prerequisite for customer satisfaction.
Employee satisfaction is closely related to Job satisfaction. In the next few paragraphs, I am
going to discuss Job satisfaction at length. Job satisfaction describes how content an
individual is with his or her job. It is a relatively recent term since in previous centuries the
jobs available to a particular person were often predetermined by the occupation of that
persons parent. There are a variety of factors that can influence a persons level of job
satisfaction. Some of these factors include the level of pay and benefits, the perceived
fairness o the promotion system within a company, the quality of the working conditions,
leadership and social relationships, the job itself (the variety of tasks involved, the interest
and challenge the job generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job satisfaction
is not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very
important attribute which is frequently measured by organizations. The most common way of
measurement is the use of rating scales where employees report their reactions to their jobs.
Questions relate to relate of pay, work responsibilities, variety of tasks, promotional
opportunities the work itself and co-workers. Some questioners ask yes or no questions while
others ask to rate satisfaction on 1 5 scale 9where 1represents not all satisfied and 5
represents extremely satisfied).
Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal
of ones job; an affective reaction to ones job; and an attitude towards ones job. Weiss
(2007) has argued that job satisfaction is an attitude but points out that researchers should
clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and
behaviours. This definition suggests that we from attitudes towards our jobs by taking into
account our feelings, our beliefs, and our behaviours.
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Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premises of this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job. Further, the theory states that how
much one values a given facet of work (e.e. the degree of autonomy in a position) moderates
how satisfied/dissatisfied one becomes when expectations are/are not met. When a person
values a particular facet of a job, his satisfaction is more greatly impacted both positively
(when expectations are met) and negatively (when expectations are not met), compared to
one who does not value that facet. To illustrate, if Employee A values autonomy in the
workplace and Employee B is indifferent about autonomy, then Employee A would be more
satisfied in a position that offers a high degree of autonomy compared to Employee B. this
theory also states that too much of a particular facet will produces stronger feelings of
dissatisfaction the more a worker values that facet.
Dispositional Theory
Another well-known job satisfaction theory is the Dispositional Theory. It is a very general
theory that suggests that people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless of ones job. This approach became a notable
explanation of job satisfaction in light evidence that job satisfaction tends to be stable over
time and across careers and jobs. Research also indicates that identical twins have similar
levels of job satisfaction. A significant model that narrowed the scope of the Dispositional
Theory was the core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge
argued that there are four Core Self-evaluations that determine ones disposition towards job
satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model
states that higher levels of self-esteem (the value one places on his self) and general selfefficacy (the belief in ones own competence) lead to higher work satisfaction. Having an
internal locus of control (believing one has control over her/his own life, as opposed to
outside forces having control) leads to higher job satisfaction. Finally, lower levels of
neuroticism lead to higher job satisfaction.
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Two Factor Theory (Motivation Hygiene Theory)

Fredrick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts
to explain satisfaction and motivation in the workplace. This theory states that satisfaction
and dissatisfaction are driven by different factors motivation and hygiene factors,
respectively. Motivating factors are those aspects of the job that make people want o perform,
and provide people with satisfaction. These motivating factors are considered to be intrinsic
to the job, or the work carried out. Motivating factors include aspects of the working
environment such as pay, company policies, supervisory practices, and other working
conditions. While Herzbergs model has stimulated much research, researchers have been
unable to reliably empirically prove the model, with Hackman & Oldham suggesting that
Herzbergs original formulation of the model may have been a methodological artifact.
Furthermore, the theory does not consider individual differences, conversely predicting all
employees will react in an identical manner to changes in motivating/hygiene factors. Finally,
the model has been criticised in that it does not specify how motivating/hygiene factors are to
be measured.
Measuring Job Satisfaction

3.15
There are many methods for measuring job satisfaction. By far, the most common
method for collecting data regarding job satisfacting is the Likert scale (named after Rensis
Likert). Other less common methods of for gauging jobsatisfaction include: Yes/No
questions, True/False questions, point systems, checklist, forced choice answers. The Job
Descriptive Index (JDI), created by smith, Kendall, & Hulin (1969), job satisfaction that has
been widely used. It measures ones satisfaction in five facets: pay, promotions and
opportunities, coworkers, supervision, and the work itself. The scale is simple, participants
answer either yes, no, or decide in response to whether given statements accurately describe
one job. The Job in General Index is an overall measurement of job satisfaction. It was an
improvement to the job Descriptive Index because the JDI focused too much on individual
facets and not enough on work satisfaction in general.
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RESEARCH METHODOLOGY
4.1
Introduction .
Research is a careful inquiry or examination to discover new
information and to expand and verify existing knowledge. According to Clifford Woddy,
Research is defined as the process which includes defining and redefining problems,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
making deductions and reaching conclusions and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis.
Employee Satisfaction Measurement.
4.2
Employee satisfaction has been defined as a function of perceived performance and
expectations. It is a persons feeling of pleasure or disappointment resulting from comparing

a products outcome to his/her expectations.
4.3
If the performance (Company Services) falls short of expectations, the employee is
dissatisfied and if it matches the expectations, the employee is
satisfied. A high satisfaction
implies more purchase/use of the product or service. The process is however, more
complicated then it appears. It is more important for any organization to offer high
satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer
comes in.
4.4
Tools for tracking and measuring customer satisfaction:

(a) Complaint and Suggestion System: Employee can freely deliver complaints and
suggestions through facilities like suggestion box, personal meetings with seniors etc.
(b) Lost Employee Analysis: The exit interviews are conducted or employee loss rate is
computed.
(c) Employee Satisfaction Survey: Periodic surveys by use of questionnaire or telephone
calls to random sample of recent buyer help to find out customer satisfaction and
relate to repurchase intention and word of mouth score.
4.5
Statement of the Problem. Human behaviour is unpredictable.
One can act
according to ones own decision. No one can expect the same type of behaviour from anyone
at all circumstances. Human behaviour is highly influenced by the environment. Because of
this factor, we cannot expect that one can act in the same way on a particular problem in all
situations.
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4.6
Most times human behaviour is influenced by the nature of work group. Friendly
cooperative co-workers will definitely have a positive approach towards their work. The
work group serve as a source of support, comfort, advice and assistance to the individual
workers. A good work group makes the job more enjoyable, and the performance of the group
will be very high. This will automatically lead to the attainment of the individual as well as
die organizational goals. As a result every one of the organization will have a high job
satisfaction and will have a peaceful life.
4.7
If there is dissatisfaction with the job it will make the workers become restless which
may be reflected in the form of low production, high wastage of materials, accidents,
conflicts among workers, absenteeism, high employee turnover, strike and lockouts etc.
Therefore, it is more important to study the job satisfaction of workers as it one of deciding
factors which will determine the whole operation of an organization.
4.8
Scope of the Study. The scope of the study is as under:

(a)
Conduct the study in the premises of Avi Electronics & Networks Pvt Ltd,
Pune.
(b)
Include 30 employees at random.
(c)
Seek individual responses to questionnaires.
(d)
Collect data from participants.
(e)
No comparisons will be made with other organizations.
(f)
Include open and close ended questions while seeking data.
(g)
Protect the privacy of individuals responding to questionnaires.
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4.9
Objectives of the Study.
The objectives of the study are as follows:
(a)To Measure job satisfaction of the employees of towards Positronics Pvt Ltd,
Vadodra
(b) To assess the general attitude of the employees towards Positronics Pvt Ltd,
Vadodra
(c) To assess the level of commitment across process and facilities.
(d) To help the management of the company to know about the actions to be taken to
increase the level of satisfaction of the employees.
4.10
Data Collection
Following are the sources for the collection of data:

(a)
Primary source
(b)
Secondary source
4.11
Data Collection Methods
There are three main methods of data collection

(a)
Observation
(b)
Experimentation
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(c)
Survey
(d)
Direct interview method

I have selected survey method of data collection which is one of the very common and
widely used methods for collection of primary data. We can gather wide range of valuable
information about the behavior of the employees viz. attitude, motive and options etc.
4.12
Primary Data.
The Primary Data required for this project work was collected
through Questionnaires. This method consisted of preparing detailed questions covering the
Employee satisfaction standards in the Company. Thereafter it was distributed amongst a total
of 30 personnel of the Company(respondents) who were randomly selected. Further, no
names were sought from those filling in this Questionnaire so as to obtain their free and frank
opinion as also to protect their privacy. The format of the Questionnaire is attached as
Annexure I to this report.
4.13
Secondary Data.
As Secondary Data is data which has been collected earlier for
other purposes, the requirement of this type of data with respect to this report was obtained
from the company website.
4.14
Sample Size and Method of Sampling.

(a)
Universe.
The details are as follows:
The Universe for the purpose of this report was finite i.e.
Positronics Pvt Ltd, Vadodra

(b)
The Sampling Unit was an individual employed by Positronics Pvt Ltd,
Vadodra and the Sample Size was limited to a total of 30 personnel of the Company.
(c)
Method of Sampling adopted was Simple Random Sampling Method because
all employees have relatively different levels of satisfaction, thus a sample size of 30
was considered to be adequate.
(d)
Tools Used.
(i)
Percentage Analysis.
(ii)
Bar Diagram.
(iii)
Pie Chart.
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4.15
Limitations of the Project

The limitations of the project are enumerated as follows:
(a)
The student had no prior exposure to the Corporate environment, its work
culture, work ethics etc. To that extent, understanding its dynamics in a limited period,
was difficult. This reflected on obtaining data/information from the Organization for
the purpose of this study.
(b)
Employees by and large are reluctant in expressing their feelings/thoughts in
the Questionnaire and tend to be biased.

(c)
The Organization is reluctant to openly share data/information and tend to
keep sensitive data/information confidential which is understandable.

(d)
Some personnel in the Organization, irrespective of their seniority, cannot pay
adequate attention to the requests of such studies given the constraints of time and the
work pressures prevalent in the Industry today.
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DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS & INTERPRETATION
5.1
The analysis and interpretation of the Questionnaire to the Participants (format is as
per Annexure I to this report) is enumerated in succeeding paragraphs.

Q-1 Are you clear about the results expected of you in your job?
The responses showed that majority of the employees were clear about their job. The
response was as under:-
Response
Nos
Percentage
Yes
28
93.3
No
6.7
Cant say
Total
30
100
Yes
No
14
Can't say
Interpretation.
Employees of the company are aware of the managements expectations from them.
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Q-2 Are you clear about the overall goals of the company?
The response was as under:-
Response
Nos
Percentage
Yes
27
90
No
10
Cant say
Total
30
100
Clarity of Company Goals ?

2
Yes
No
6
Can't say
14
Interpretation.
Employees of the company are quite clear of the goals of the organization
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Q-3 Are you satisfied with your job assignment?

Response
Nos
Percentage
Yes
19
63.33
No
16.67
Cant say
20
Total
30
100
Job Satisfaction
Yes
No
Can't say
14
Interpretation.
While a large proportion of the employees are happy and satisfied with their work
assignment, a fairly large proportion do not appear to be happy and satisfied.
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Q-4 Does your job make use of your skills and abilities?
Response
Nos
Percentage
Yes
21
70
No
10
Cant say
20
Total
30
100
Utilization of Skills
Yes
No
Can't say
14
Interpretation.
Skills and abilities of employees are being utilised by the company. However these skills and
abilities are not being optimally utilised.
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Q-5 Do you get a sense of accomplishment from your work?

Response
Nos
Percentage
Yes
17
56.67
No
16.67
Cant say
26.67
Total
30
100
Sense of Accomplishment
2
Yes
No
Can't say
6
14
Interpretation.
Higher order needs of a large number of employees needs more attention. Majority of
employees appear to be getting a sense of accomplishment in their respective jobs.
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Q-6 Would you like to continue in your current area of work?

Response
Nos
Percentage
Yes
26
86.67
No
6.67
Cant say
6.67
Total
30
100
Attitude towards current job?
Yes
No
Can't say
6
14
Interpretation.
Attitude of Employees towards their current job is reasonably satisfactory.
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Q-7
Does your job, through variety and challenge, provide opportunities for learning and
growth?
Response
Nos
Percentage
Yes
18
60
No
13.33
Cant say
26.67
Total
30
100
Growth Opportunities
Yes
No
Can't say
6
14
Interpretation.
More attention needs to be given to individual growth of employees of the company. A fair
proportion of the respondents seemed to be unsure of learning and growth prospects in the
company.
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Q-8 Is the environment of your workplace safe clean, healthy and hygienic?
Response
Nos
Percentage
Yes
28
93.33
No
Cant say
6.67
Total
30
100
Work Environment
Yes
No
Can't say
6
14
Interpretation.
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The environment at the work place is neat, clean, tidy and hygienic.
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Q-9 Does your job leave you with sufficient time for your personal/family and social life?
Response
No
Percentage
Yes
29
97
No
Cant say
Total
30
100
Avail of Pers Time

2
Yes
No
Can't say
6
14
Interpretation.
Majority of employees are satisfied with availability of personal time, however, a fair
proportion is not satisfied with the same.
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Q-10 Are your superiors fair and equitable in their dealings with people?
Response was as under:-
Response
No
Percentage
Yes
27
90
No
6.66
Cant say
3.33
Total
30
100
Inter pers Relations

2
Yes
No
Can't say
6
14
Interpretation.
Reveals, healthy inter personal relations between management and employees of the
company.
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Q-11 Have your performance appraisals been fair?

Response
Nos
Percentage
Yes
20
66.67
No
16.67
Cant say
16.67
Total
30
100
Performance Appraisal Fair?
Yes
No
Can't say
6
14
Interpretation.
Reveals, a fair proportion of employees are not satisfied with their appraisal.
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Q-12 Are there clear criteria for giving rewards?

Response
No
Percentage
Yes
26
86.67
No
10
Cant say
3.33
Total
30
100
Fair Policy for Rewards?

2
Yes
No
Can't say
6
14
Interpretation.
Reflects a healthy system of rewards in the company.
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Q-13 Is credit for work well done given timely?

Response
No
Percentage
Yes
19
63.33
No
30
Cant say
6.67
Total
30
100
Credit for Work
Yes
No
Can't say
6
14
Interpretation.
Reveals the fact that while most of the time, good work is being appreciated, however more
emphasis is required to ensure that good work does not go unrecognised.
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Q-14 How satisfied are you with your total remuneration package considering your duties
and responsibilities?
Response
No
Percentage
Extremely
13
43.33
satisfied
Satisfied
23.33
Neutral
13.33
Dissatisfied
13.33
Extremely
6.67
dissatisfied
Total
30
100
Satisfaction with Remuneration

Extremely satisfied
3
Satisfied
Neutral
Dissatisfied
17
Extremely dissatisfied
Interpretation.
While compensation package of the company is by and large fair, there is room for
improvement.
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Q-15 Roles and responsibilities of people in the workplace are clearly defined?
Response
Nos
Percentage
Strongly agree
17
56.67
Agree
16.67
Neutral
3.33
Disagree
13.33
Strongly
10
Disagree
Clearly defined Roles
Strongly agree
Agree
Neutral
14
Disagree
Strongly Disagree
2
6
Interpretation.
Roles and responsibilities in the company are well defined in most of the cases. However
more needs to be done towards better division and definition of the same.
AURO UNIVERSITY
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Q-16 Superiors in the company welcome free and frank communication from employees?
Response
No
Percentage
Strongly agree
14
46.67
Agree
20
Neutral
6.67
Disagree
13.33
Strongly
13.33
Disagree
Frank Communications
Strongly agree
4
Agree
Neutral
14
Disagree
Strongly Disagree
2
6
Interpretation.
Free and frank opinions from employees are welcome in the company.
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FINDING AND SUGGESTION

Findings
6.1
The findings consequent to the study are as enumerated in succeeding paragraphs.

(a)
Majority(90%) of the employees were clear about their own role and the
company goals.
(b)
Only 63 percent of the employees were satisfied with their job assignments.
(c)
Only 70 percent of the employees feel that the company is utilising their skills and
abilities.
(d)
87 percent of the employees want to continue in their current area of work.
(e)
60 percent of respondents felt that their job provided opportunities for learning and
growth.
(f)
93 percent of respondents felt that environment of your workplace safe clean, healthy
and hygienic.
(g)
97 percent of respondents felt adequate private time for self and family was available.
(h)
90 percent of employees were of the opinion that their employees were fair and
equitable in their dealings with people.

(i)
Only 63 percent of employees thought that credit for work well done was given
timely.
(j)
67 percent of employees were satisfied with their remuneration package considering
their job and responsibilities.

(k)
67 percent of employees were satisfied with freedom for free and frank
communication with superiors.
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Suggestions
6.2
In general, level of employee satisfaction in the company is quite high. However as
far as satisfaction goes, sky is the limit and there is no end to expectations. Following
suggestions are made with the intention of further improvement:(a)
System of reward and recognition may be improved. Though there is no bias
in rewards, employees have a feeling that their good work is not given credit in time.
(b)
Remuneration to employees may be improved, if feasible.
(c)
Communication (free and frank exchange between employees and employers)
may be given more attention.

(d)
Opportunities for personal learning, growth and personal development of the
employees deserves due attention. Investment in employees is indirectly investment in the

company.
(e)
Job assignment needs to be reviewed periodically in order to avoid monotony
and boredom.
CONCLUSION
7.1
The project has given me an opportunity to interact with the Corporate Sector and to
actually see how academic teaching of the classrooms in Management is translated to reality
and practice. In fact it was very heartening to experience that all concepts and theories
mentioned in various books are actually implemented by the Company albeit under a
different name to suit its needs/style/culture.
7.2
Also, undertaking this project has helped me in learning to think of a
topic/subject/issue in a logical manner and examining the issue in its totality. This has also
promoted interaction with people from different walks of life, experiences and outlooks thus
AURO UNIVERSITY
47
giving me a broader perspective to the issue of training in particular and the business
environment in general.
7.3
Finally to conclude, I would like to submit that while pursuing this research, I learnt
that it is very important to learn the background/genesis of the topic/subject/issues first, so as

to understand the requirement/problem at hand and then consider its present status and future
prospects so as to arrive at a suggested set of solutions/recommendations/suggestions so vital
to the purpose of such studies.
BIBLIOGRAPHY
Reference websites.
http://www.positronicsindia.com/html/facility.html#8
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ANNEXURE
ANNEXURE I
Copy No
Date
.
QUESTIONNAIRE: PARTICIPANTS
AURO UNIVERSITY
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1.
Introduction. This questionnaire seeks data from respondents(employees of the
company) chosen at random. This data is for the purpose of this study alone and will not be
used for any other purpose and is purely academic in nature.
2.
The questions are as follows:
Q-1 Are you clear about the results expected of you in your job?
a. Yes.
b. No.
c. Cant say.
Q-2 Are you clear about the overall goals of the company?
a. Yes.
b. No.
c. Cant say.
Q-3 Are you satisfied with your job assignment?
a. Yes.
b. No.
c. Cant say.
Q-4 Does your job make use of your skills and abilities?
a. Yes.
b. No.
c. Cant say.
Q-5 Do you get a sense of accomplishment from your work?
a. Yes.
b. No.
AURO UNIVERSITY
50
c. Cant say.
Q-6 Would you like to continue in your current area of work?
a. Yes.
b. No.
c. Cant say.
Q-7
Does your job, through variety and challenge, provide opportunities for learning and
growth?
a. Yes.
b. No.
c. Cant say.
Q-8 Is the environment of your workplace safe clean, healthy and hygienic?
a. Yes.
b. No.
c. Cant say.
Q-9 Does your job leave you with sufficient time for your personal/family and social life?
a. Yes.
b. No.
c. Cant say.
Q-10 Are your superiors fair and equitable in their dealings with people?
a. Yes.
b. No.
c. Cant say.
Q-11 Have your performance appraisals been fair?
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51
a. Yes.
b. No.
c. Cant say.
Q-12 Are there clear criteria for giving rewards?
a. Yes.
b. No.
c. Cant say.
Q-13 Is credit for work well done given timely?
a. Yes.
b. No.
c. Cant say.
Q-14 How satisfied are you with your total remuneration package considering your duties
and responsibilities?
a. Extremely satisfied.
b. Satisfied.
c. Neutral.
d. Satisfied.
e. Extremely dissatisfied.
Q-15 Roles and responsibilities of people in the workplace are clearly defined?
a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
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e. Strongly disagree.
Q-16 Superiors in the company welcome free and frank communication from employees?
a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
Q-17
Do your superiors encourage you to think innovatively and challenge outmoded
traditions and practices?

a. Strongly agree.
b. Agree.
c. Neutral.
d. Disagree.
AURO UNIVERSITY
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Presented to the Faculty of the

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

Signed this day of __________________________ at AURO University, Surat

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

I heartily wish to extend heartfelt appreciation and gratitude to numerous Mentors,

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

"POSITRONICS HOUSE "

POSITRONICS PVT.LTD. - UNIT-2

POSITRONICS PVT.LTD. -UNIT-3

POSITRONICS PVT. LTD. UNIT-4

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

LT PCC UPTO 6300A FIXED TYPE

B. INSTRUMENTATION & AUTOMATION

PURGE TYPE PANELS FOR ALL KIND OF HAZARDOUS AREA

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

Oil & Gas Installations

Oil & Natural Gas Corporation (ONGC) - Various Locations in India

Gujarat State Fertilizer corporation Limited (GSFC) - Vadodara

Gas Compression & Distribution System

Indraprastha Gas Limited (IGL) - New Delhi

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

Gas & Air Compressors

Dresser-Rand(India) Private Limited

Weir Pumps Limited

Gujarat Ambuja Cement Limited

Chemical & Process Plants

Gujarat Alkalies and Chemicals Limited (GACL)

Iron & Steel Plants

Remi Metals Limited

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

Panchamahal Steel Limited

Garden Silk Mills Limited

Power Distribution Systems

Voltamp Transformers Limited

Water Distribution Systems

Sadar Sarovar Nigam Limited (SSNL),

Air Drying Systems

Gaso Energy System Limited

Gammon India Ltd.,

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

INTRODUCTION ABOUT HUMAN RESOURCE

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

clear shift in approach to individualized career management from organization career

Motivating the Workforce

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

RECRUITMENT AND TRAINING

The Trust Factor

Attrition/Retention of the Talent Pool

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

OVER VIEW ABOUT EMPLOYEE SATISFACTION

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD

Two Factor Theory (Motivation Hygiene Theory)

Measuring Job Satisfaction

EMPLOYEE SATISFACTION AT POSITRONICS PVT LTD