MRP Final

A
MAJOR RESEARCH PROJECT

ON
“Study of Employee Satisfaction In Manufacturing Industry

:A Case Study Of Birla Cement Ltd.”
Submitted to DAVV (Indore)

in partial fulfillment of
the degree of
MASTER OF BUSINESS ADMINISTRATION (2009-11)
Guided by: Submitted by:

Mr. Shantanu Verma Abeer Dwivedi
Professor VIMR,Indore M.B.A. 4th Sem.
Roll No. 9150583
Vindhya Institute of Management and Research

Devi AhilyaVishwa Vidyalaya, Indore (M.P.)
1
Certificate
This is to certify that Mr. ABEER DWIVEDI of MBA 4th Sem. in the
academic year (2009-2011) of Vindhya Institute of Management and
Research, DAVV, Indore has completed the project report entitled “Study of
Employee Satisfaction In Manufacturing Industry :A Case Study Of Birla
Cement Ltd.” towards the partial fulfillment of degree of Master of
Business Administration (Full Time) Under my guidance. He has
carried out this project with full dedication & sincerity and this report is a
satisfactory account of his work.
Mr. Shantanu Verma

Professor VIMR, Indore
2
Declaration
I Abeer Dwivedi hereby declare that the Major Research Project entitled “Study of
Employee Satisfaction In Manufacturing Industry :A Case Study Of Birla Cement
Ltd.” submitted by me to Vindhya Institute of Management and Research, Indore
towards the partial fulfillment of the Degree of Master of Business Administration (full time)
represents my own work except for the guidance and / or suggestion received which has been
suitably acknowledged.
Date: Abeer Dwivedi
3
Acknowledgment
The feeling of acknowledgement some thing and expressing it in words are two things apart.
It is weakness, but we honestly admit that when we truly wish to express our warm gratitude
and indebtedness towards somebody, we are always at loss of word.
The project could not have been completed without support extended to me by Shantanu
Verma had faith in me and urged me to do things innovatively, which helped me to
successfully complete my project. I also like to express my gratitude towards Devendra
Mathur (PM &IR Manager of BIRLA CEMENT SATNA” to undertake my research from
“BIRLA CEMENT WORKS”
I would also like to thank my Director Dr. T.S. Singhatwaria, HOD Amit Vijay Patil and
Prof. Abhinav Trivedi whose invaluable support was necessary for me to achieve my
objective and finally a word of gratitude to my parents & all my friends who were always
there with their support and encouragement.
Abeer Dwivedi
4
CONTENTS
CHAPTER NO. TOPIC Page No.

EXECUTIVE SUMMARY 1
1 INTRODUCTION 2 - 16
I Conceptual Framework
II Rationale of Study
III Objective of Study
2 LITERATURE REVIEW 17 - 18
3 METHODOLOGY 19 - 23
I The Design
II The Sampling
III Data Collection Methods
IV The Tools
4 RESULT 24 - 36
I Findings & Discussion
II Summary of Result
5 CONCLUSION & SUGGESTIONS 37 - 38

I Conclusion
II Suggestions
6 FUTURE IMPLICATIONS OF THE STUDY 39 - 40
7 LIMITATIONS 41 - 42
8 BIBLIOGRAPHY 43 - 44
9 WEBBLOGRAPHY 45 - 46
10 APPENDICES 47 - 53
Questionnaire
Data Sheet
Calculation of Z-Test
5
EXECUTIVE SUMMARY
Employee satisfaction means to improve employee perfection, or add to the existing level of
Knowledge so that employee is better equipped to do his present job, or to prepare him for
higher position with increased responsibilities..Satisfaction refers to the Teaching/learning
activities done for the primary purpose of helping members of an organization to acquire and
apply the knowledge skills, abilities, and attitude needed by that organization to acquire and
apply the same. Broadly speaking satisfaction is the act of increasing the work efficiency of
an employee for doing a particular job. In today’s scenario change is the order of the day and
the only way to deal with it is to The study on employee’s satisfaction of manufacturing
industry at Birla cement on several management programmes which helps to improve
organization, or add to the existing level of knowledge so that employee is better equipped to
do his present job, or to prepare him for a higher position with increased responsibilities. The
Objective of the study is to measure the effects of satisfaction on employee’s. It helps in to
examine the effectiveness of satisfaction in the overall development of skill of workforce.
The survey has been done through questionnaire Consists of 19 question which was filled by
100 employees of Birla cement i.e. the sample size. The study concludes that employee
satisfaction programme is the inherent part of the organization because every organization
needs to have Well satisfy and experienced people to perform the activities that have to be
done.
6
CHAPTER – 1
INTRODUCTION
7
INTRODUCTION
The term job satisfaction was brought to limelight by Hoppock (1935). According to him job
satisfaction is a combination of Psychological, Physiological & environmental factor that
makes a person to admit, “I am happy at my job”. It has also been defined as the ‘end state
of feeling’ it is an important dimension of moral and not moral itself.
Job satisfaction has been considered as a state of condition where people are:
1. Induced to do work efficiently and effectively;

2. Convinced to remain in the enterprise;
3. Prepared to act efficiently during contingencies;
4. Prepared to welcome the changes;
5. Interested in promoting the image of the organization; &
6. More happy and satisfied with their job.
Job satisfaction is an individual feeling, which could be caused by a variety of factors. Job
satisfaction is a distributive phenomenon. Job satisfaction refers to a general attitude towards
work by an individual worker.
There are two variables, which determine the job satisfaction-
1. Organizational
2. Personal
The level of job determines the job satisfaction. The higher the level of the job, the greater
the satisfaction of the individual. This is because of higher level jobs carry greater prestige
and self-control. This relationship between occupational level and job satisfaction stems for
social reference group theory, in that our society value some jobs more than others. Hence
people in valued jobs will like them more than those who are in non-valued jobs. The
relationship may also stem from the need fulfillment theory. People in higher-level jobs
8
findmost of their needs satisfied than when they are in lower-level ones. In addition, there are
also other organizational variables like job content, type of leadership, pay and promotional
prospects, interaction in the work group, which affects job satisfaction of a person.
The personal variables like age, educational level, sex and so on are also responsible for
satisfaction are dissatisfaction of some people.
The different aspects that largely affect the job satisfaction are as under:
1. Opportunity to learn a job.

2. Steadiness of employment.
3. Supervision.
4. Pay.
5. Cooperativeness.
6. Working condition.
9
Conceptual framework
I. employee Satisfaction as an Area of Study employee satisfaction is one of the major areas
of study in such sub-fields of sociology as industrial sociology, complex organize actions,
social psychology of organizations, sociology of work, and various types of occupational
studies. In the United States alone, it has been observed that more than 800 studies of
employee satisfaction have been conducted since 1925 (Napier, 1969) . Business and
educational administrators have been interested in understanding the relations between job
satisfaction and such consequences as labor turnover, absenteeism, and productivity.
Employee satisfaction is thus treated as an independent variable in this context. On the other
hand, social scientists have been interested primarily in the determinants, to be found either in
the personality or the occupational environment or both, of a person's employee satisfaction
which is thus treated as a dependent variable. This way, it is conceptually consistent with the
attempt to identify the components or dimensions that constitute the concept of employee
sati’s-faction. It is in this sense that the concept is treated in this paper, although it is not so
much concerned with relatively distinct dimensions of satisfaction as with some relatively
general process whereby sati’s-faction is generated . employee satisfaction is one of those
variables employed in social research that involve considerable problems of
conceptualization. Of course, it may be generally, yet perhaps vaguely, agreed that employee
sati’s-faction refers to an individual's affective response to his work experience. However,
precisely what types of factors or mechanic-isms account for such response and what
implications such response may have for the individual are not immediately clear. further,
what "employee satisfaction" really and substantively means often tends to vary according to
the type of work. That is, what constitute a set of positive vis-a-visnegative feelings may
depend on the nature of the work in question. The purpose of this paper is to examine the
concept of employee satisfaction somewhat carefully, hoping to come to grips with the
question of how employee satisfaction comes about generally. First, partly to demonstrate the
variety of factors which may account for satisfaction and partly to lay down some
background for suggesting that a more uniform conceptual approach is possible, a rather
sketchy and selective survey of some relevant literatures made. Second, some elements of a
theoretical framework centering around an individual’s motivation to preserve self-evaluation
10
in his role performance are proposed as a useful tool for conceptualizing employee
satisfaction, especially in the relatively “professional" occupations. Third, a num-bar of
implications for empirical researchare raised for further consideration.
2. Some Studies on employee Satisfaction in Non-academic Contexts Many studies on job

satisfaction have concentrated on the correlates of sati’s-faction, such as length of service,
education, age, sex, income, working conditions, and so on. Bruce and his associates (1968)
compared the degree of association between employee satisfaction (measured by the question
How do you like your job?) and a set of twenty-nine "traditional" correlates among
independent businessmen, salaried managers (Department heads, professionals, etc.), and
hourly paid workers (operators, mechanics, etc.), and found that the satisfaction of
businessmen was related to a rather different set of variables. For businessmen, the moderate
correlates were largely "job-related," such as career mobility, personal evaluation of earnings,
and role conflict.Those for managers were much less job-specific and included such items as
community recreational facilities and satisfaction with family. For workers, correlates of
satisfaction included both job-related and job-unrelated variables.
11
company profile
Mr. Kumar Mangalam Birla
Chairman, the Aditya Birla Group
The Indian Cement industry is the second largest cement producer in the world. The industry
has undergone rapid technological up gradation and vibrant growth during the last two
decades, and some of the plants can be compared in every respect with the best operating
plants in the world. The industry is highly energy intensive and the energy bill in some of the
plants is as high as 60% of cement manufacturing cost. Although the newer plants are
equipped with the latest state-of-the-art equipment, there exists substantial scope for
reduction in energy consumption in many of the older plants adopting various energy
conservation measures.
There are around 11 different types of cement that are being produced in India. The
production of all these cement varieties is according to the specifications of the BIS (Bureau
of Indian Standards). Some of the various types of cement produced in India are:
Clinker Cement
Ordinary Portland Cement (OPC)
Portland Blast Furnace Slag Cement (PSC)
Portland Pozzolana Cement (PPC)
Rapid Hardening Portland Cement
Oil Well Cement
White Cement
Sulphate Resisting Portland cement
The production of PPC and PSC are based on Fly Ash and Blast furnace slag, the waste
product Of Thermal Power Plant and Steel Plant respectively.
Cement is the preferred building material in India. It is used extensively in household and
industrial construction. Earlier, government sector used to consume over 50% of the total
cement sold in India, but in the last decade, its share has come down to 35%. Rural areas
consume less than 23% of the total cement. Availability of cheaper building materials for
non- permanent structures affects the rural demand.
12
Mr. Kumar Mangalam Birla is the Chairman of the Aditya Birla group, which is among
India's largest business houses. Among its major Companies in India are Grasim, Hindalco,
Indo Gulf, and UltraTech Cement and Aditya Birla Nuvo. Its JVs include Idea Cellular
(Birla-Tata,[Telecom], Birla Sun Life (Financial Services) and Birla NGK (Insulators). While
Mr. Birla is the Chairman of all of the Group's blue-chip Companies in India, he serves as a
Director on the Board of the Group's International Companies spanning Thailand,
Indonesia,Malaysia, Philippines and Egypt. The Group's operations extend to Canada, China,
USA, U.K. and Australia as well.
He is also on the Board of Tata Iron & Steel Company (TISCO), and Maruti Udyog Limited.
Additionally, he is on the Board of the G.D.Birla Medical Research &Education Foundation,
and a Member of the Board of Governors of the Birla Institute of Technology & Science
(BITS), Pilani, and the prestigious Indian Institute of Management, Ahmadabad as well. He is
a Member of the London Business School's Asia Pacific Advisory Board, which provides
counsel on the School's strategy and curriculum. He is "Honorary Fellow" of the London
Business School (LBS), a title conferred upon him by the Governing Board of the LBS.
13
FACILITIES PROVIDED FOR THE EMPLOYEES SATISFACTION
FACILITIES
CONTENT
1 Industrial Canteen
2 Rest room & Lunch room
3 Hospitals
4 Basic Facilities
5 Clubs
6 Swimming pool
7 Birthday gift
8 Medical examinations
9 Uniform & Personal Protective equipment
10 Co-operative society
11 Transport facilities
12 Estate Departments
13 Garden
14 Coconut Oil & Jaggery
15 Commercial establishments
16 Socio Religious Activities
14
I. INDUSTRIAL CANTEEN
Under the factories Act, 1948 it is statutory requirement of the employer to Provide the
necessary canteen facilities where more than 250 workers Ordinarily employed in any one
day of the proceeding 12 month in the Factory. The canteen has to be run on No loss and No
profits basis
a) Eligibility for canteen facility

In Birla Cement Canteen is running under Contract at the subsidized rate. The canteen
facilities extended up to the grade IX (Workmen to Jr.Engr.), Apprentices, Permanent
Contract workers working in Packing Plant, Stores, Gypsum unloading, Horticulture and
Badlidars who areWorking in packing plant.Except Badlidars all remaining employees will
get coupon worth Rs.120/- and Badlidars will get the coupon depending upon their
attendance.
b) Procedure for issue of coupon

Coupon will be issued twice in a month to all eligible employees. For the permanent
employees coupons will be issued on credit basis and Others will be on cash.
c) Menu
Day Breakfast Rate in Rs. Evening Snacks Rate Monda1y Idly & Tea 0.80+0.40 Bajji + Tea
0.90+0.40 Tuesday Wada & Tea 1.40+0.40 Pakoda + Tea 0.90+0.40 Wednesday Puri & Tea
1.40+0.40 Mixture + Tea 0.90+0.40 Thursday Idly & Tea 0.80+0.40 Bajji + Tea 0.90+0.40
Friday Wada & Tea 1.40+0.40 Pakoda + Tea 0.90+0.40 Saturday Puri & Tea 1.40+0.40
Avalakki + Tea 0.90+0.40 Sunday Upama &Tea 0.80+0.40 Mixture + Tea 0.90+0.40
Breakfast (upama and kesari bath) will be served morning 05.30am to 06.30 am every day.
Lunch will be served at 12.30 to 2.30 p.m Dinner will be served between 9:00 pm and 10.30
pm.
d) Billing
15
Against the sale of coupon, company is paying 85 % of the total amount Paid as subsidy to
the Contractor and an additional Subsidy actual (which is the payment of 12 contract labors
as per the minimum wage and 1cook Will be paid a consolidated wage of Rs.4000.00). In
addition to that 36 Industrial LP Gas cylinders will be provided to the contractor.
e) Canteen Committee meeting

Canteen committee will meet every alternative
Month to discuss about the issues related to the canteen.
II. REST ROOM / LUNCH ROOM

As a statutory requirement under the Factories Act, we are
Providing Rest room/ Lunch Room for the employees.
III. HOSPITAL
To take care of the health of employees and their families Members, the hospital is well
equipped with X – Ray, Laboratory facilities with 2 Medical Officers and 7 paramedical
staffs are Providing service to the employees and their families. Once in fortnight Specialist
are called for the consultation and treatment.
Ambulance service is provided during the emergencies
IV. BASIC FACILITIES

Drinking water, washing and toilet facilities provided for the Employees in various
locations in the plant
V. CLUB
In Birla Cement there are two clubs namely Ullas Staff Club and Employees Club.
a) Objectives of the club:
To provide recreational facilities and amenities to its members

To make available for the members to display and their literary
Interest, skills, sports, social traits and other activities.
b) Activities:
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Conducting various cultural programmes
Conducting various sports and games
To increase literary knowledge conducting various competitions for residents.
Library facilities
Facilities for playing indoor and outdoor games.
Celebration of National & State festivals.
c) Membership fee:
Monthly contribution for employees club is Rs.5 (Membership is Voluntary)
Monthly contribution for Ullas Staff Club is depend upon the members Basic pay
(Membership is compulsory)
Against the Employees contribution Management contributes 150%.
The Club activities managed by Elected / Nominated members of the employees.
VI. SWIMMING POOL

A sophisticated Swimming pool is provided for the benefit of employees and their families.
a) Membership fee:
For individual membership Rs. 25 will be collected per month and for family Rs.50 will
collected.
VII. BIRTHDAY GIFT

On the occasion of employees birthday as a token of love and affection
management is presenting a gift with greeting card for the employees.
VIII. MEDICAL EXAMINATION:

As a statutory requirement all the employees should undergo medical examination once
in a year. Accordingly a detailed schedule is chalked out and advised the employees to go for
a medical examination in our dispensary. During the course of medical examination if any
employee found to be suffering from any disease/ailment will be advised to go for proper
treatment.
This helps the employees to take preventive care on certain health problems.
17
IX. UNIFORM AND PERSONAL PROTECTIVE EQUIPMENTS:
a) Uniform
The Company will provide every year two pairs of uniforms to all permanent and
contractor’s workmen who are working in Packing plant & gypsum unloading.
All the employees are provided similar quality of uniforms.
b) Safety shoes
A pair of safety shoes is provided to the employees every Year.
c) Raincoat and gum boot:
Once in three years all the employees are provided a raincoat and gumboot.
d) Helmet:
Once in two years helmet is issued to the employees. As an exceptional cases helmet will
be provided after the certification of the Safety Department.
X. CO-OPRATIVE SOCIETY:
For the benefit of the employees Birla Cement has operating a Consumer co- operative
society which providing valuable service to theemployees.
a) Provision Store.
b) Liquidated Petroleum Gas cylinders.
c) Milk supply to the colony residents and Guest Houses.
XI. TRANSPORT FACILITIES:

Birla cement has a separate wing to look after the transport convenience of the Colony
residents, students and guests.
a) To facilitate the residents company is operating bus service from Adityanagar to Gulbarga
twice a day on subsidized rate and special Service will be provided as on when required
(occasionally).
b) To facilitate the student who are commuting from Malkhed and surrounding villages are
provided bus facilities.
a) Taxi facilities also available on chargeable basis for the employees.
b) Liquidated Petroleum Gas cylinders.
c) Milk supply to the colony residents and Guest Houses.
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XII. ESTATE DEPARTMENT:
For colony maintenance a separate Estate Department is working for the benefit of the
colony residents and providing timely services.
Company is providing certain amount of free unit electricity to the employees depending
upon their grades. Over and above will be charged at reasonable rate.
Company is supplying free water to the residents.
920 qutrs. Provided for the employees depending upon their grade.
A nominal charges will be collected from the employees towards the rent.
Furniture will be provided to all employees depending upon their grade.
XIII. GARDEN:
Company has a separate wing for the developing and maintaining of garden in the colony.
In various locations company has developed parks.
Company has developed Public Garden for the colony residents and installed various
entertainment facilities for the children.
XIV. COCONUT OIL and JAGGERY:
All the workmen shall be provided 20 grams of Coconut oil and 60 grams jaggery per
attendance.
XV. COMMERCIAL ESTABLISHMENT:
Apart from co-operative society two provision stores, two vegetable shop, two hotels, two
petty shops, Dhobi, Flour mill, medical shop, telephone booth, motor vehicle workshop,
Medical shop, Post Office and Bank are providing service colony residents
XVI. SOCIO RELIGIOUS:
As a mark of respect to the religion and spirituality company has constructed two temples in
the colony premise and extending services to the devotees. Various devotional program being
organised during the different occasion. Towards this it has channelised the energies and
19
expertise of various agencies to bring an Integrated development. The trust is
organisingvarious health camps for the rural people
Rationale of study
Surveys indicate that satisfaction and staff development are the leading issues for most
personnel departments. Employee satisfaction is an element in raising morale because it
sounds out people for possible future promotions. The aim should be to train and develop
each employee so far as possible even if that means running the risk of losing them to other
organizations. This growing awareness of the Importance of employee satisfaction over the
past decades is also supported by reports that employees were spending more in aggregate
terms on these activities.
Technological developments and organizational change have gradually caused some
employers to realize that success lie in the skills and abilities of their employees thus this
means considerable and continuous investment in employee Satisfaction. This has been
brought to light by the rise in human resources management, with its emphasis on the
importance of people and the skills they possess in enhancing organizational efficiency. Such
human resource management concepts such as “commitment” to the company and the growth
in the “quality” movement have promoted senior management teams to realize the increased
importance of satisfaction, employee development and long term education intended to
mean basic instruction in knowledge and skills designed to enable people to make the most of
life in general. There has also been increased recognition of the need to complement the
qualities of employees with the needs of the organization. Such concepts require not only
careful planning but also greater emphasis on employee development. Thus human resources
development is seen as one of the major keys to the success of the organization
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OBJECTI VEOFSTUDY
. This study covers the following four objectives:
1) Identifies the effect of employee training on employee satisfaction.

 Establishes the link between employee training and employee satisfaction
 Recommends how employee training can be used to improve employee satisfaction
2) Identifies the effect of employee -management relations on employee

satisfaction.
 Establishes the link between employee-management relations and employee
satisfaction and recommends how employee-management relations can be used to
improve employee satisfaction .
3) Identifies the effect of employee commitment on employee satisfaction

 Establishes the link between employee commitment and employee satisfaction and
identifies how employee commitment can be used to improve employee satisfaction.
4) Identifies the effect of employee motivation on employee satisfaction

 establishes the link between employee motivation and employee satisfaction
21
CHAPTER – 2
LITERATURE REVIEW
22
LITERATURE REVIEW
From the study of Birla cement we understand that on which from .which company is that
Birla cement is the longest cement industry company in with 12500 outlets in and it enters .in
India 1996, Birla entire in India 1995 and now it has 220 outlet in India but first mover
advantage and customer base succeed as most favorable brand .in between the people like
Birla cement is one of the flagship brands of cement industry which also has Taco Bell,
A&W and Long.
Birla cement was started in 1958, by maglam Birla.
They had the idea to open a Birla works. They borrowed $600 from their mother, and opened
the very first Birla cement. In 1959, the first franchise unit opened in Almost ten years later,
Birla cement was serving one million customers a week in their 310 locations. In 1970, Birla
cement was put on the New York Stock Exchange under the ticker symbol Birla.
(1998), “Consumer Preferences towards Service Industry In 1998, Birla cement
introduced delivery service, something no other was doing. By the 1990's Birla cement sales
had reached $4 billion worldwide. In 1998, Birla cement celebrated their 40th anniversary,
and launched their famous campaign "The Best cement Under One Roof." In 1996, Birla
cement sales in the first outlet of Birla cement was set up in India in 1996 and the company
found the going tough initially. Things eased out when Birla cement, similar to other cement
industry like JP cement and Acc, started Indian sing the menu. Hence, first in its history, a
100-per cent qualitative was established in Rajasthan, with plans for similar all-
23
CHAPTER – 3
METHODOLOGY
[I] The Design.
[II] The Sampling.
[III] Data Collection Methods.
[IV] The Tools.
24
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be understood

has a science of studying how research is done scientifically. In it we study the various steps
that all generally adopted by a researcher in studying his research problem along with the
logic behind them.
The scope of research methodology is wider than that of research method.
Meaning of Research
Research is defined as “a scientific & systematic search for pertinent information on a

specific topic”. Research is an art of scientific investigation. Research is a systemized effort
to gain new knowledge. It is a careful inquiry especially through search for new facts in any
branch of knowledge. The search for knowledge through objective and systematic method of
finding solution to a problem is a research.
RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data in
a manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research is design is the conceptual structure within which research is conducted;
it constitutes the blue print of the collection, measurement and analysis of the data.
Sample Size
Questionnaire is filled by 100 employees of BIRLA CEMENT WORKS. The questionnaire
was filled in the office and vital information was collected which was then subjects to:-
A pilot survey was conducted before finalizing the questionnaire.
Data collection was also done with the help of personal observation.
After completion of survey the data was analyzed and conclusion was drawn.
At the end all information was compiled to complete the project report.
25
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of
study. Data collection plays an important role in any study. It can be collected from various
sources. I have collected the data from two sources which are given below:
1. Primary Data
· Personal Investigation
· Observation Method
· Information from correspondents
· Information from superiors of the organization
2. Secondary Data
· Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.
· Unpublished Sources such as Company Internal reports prepare by them given to
their analyst & trainees for investigation.
· Websites like Birla official site, some other sites are also searched to find data.
26
THE TOOLS
Used for data analysis and interpretation
 DATA COLLECTION:
There was no secondary data available in this employee satisfaction. We collected
primary data from employee.
 SCALING TECHNIQUE:
We used the non-comparative scaling technique in our questionnaires.
 QUESTIONNAIRE DEVELOPMENT:
While developing the questionnaire, we focused mainly on questions that showed
the preference of the employee satisfaction with respect to work efficiency, work,
force, services, etc. and could give us a clear impact of the most preferred
element.
 PRE- TESTING:
In pre-testing we got the questionnaires filled by 100 people from within our
population. There was no problem faced by the employees and they found the
questionnaire easy to understand and fill and we could also figure out the results
from the answers. Thus, we felt no need of any change in the questionnaire.
 SAMPLING TECHNIQUES:
The sampling technique used by us in this research is Judgmental Sampling.
There are two types of tests which are as follows:-
1.) Parametric Tests: - These tests are the tests that use interval or ratio scaled data with
large sample size & assumes population with normal distribution.
Types of Parametric tests are: -
Z Test
T Test
Chi-square Test
F Test
27
2.) Non-Parametric Tests.
I have used Z Test in my research.
Z Test: Z Test is based on the normal probability distribution and is used for judging the
significance of several statistical measures, particularly the mean. The relevant test statistic,
z, is worked out and compare with its probable value at a specified level of significance for
judging the significance of the measure concerned.
x⁻-µHo
Z = -------------
σp/√n
28
HYPOTHESIS
A study is always based on certain hypothesis. Researcher when start the project, confronts
with many situations. He may not be able to touch all the aspects of research and he may not
be covering the whole area. So the researcher has to assume certain things which are called
hypothesis. Deciding about hypothesis is not only facilitates the study but also safeguard the
researcher. So as being researcher I had taken a hypothesis that out of which are employee
satisfaction.
CALCULATION FOR HYPOTHESIS

It means a mere assumption or some supposition to be proved or disproved; Hypothesis
should be capable of being tested. There are two types of Hypothesis:-
 Null Hypothesis:
 Alternative Hypothesis:
Ho =Birla cement is more preferred by the mostly employee.

H1 =Birla cement is not preferred by the employee.
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CHAPTER – 4
RESULT
[I] Findings & Discussion.
[II] Summary of Result.
30
RESULT
FINDING & DISCUSSION
 The Company may consider taking necessary steps in improving satisfaction of

employee and hygiene.
 Company can also set up more sports, cultural activities and family get together
witch improve employee satisfaction and productivity.
 Provide a chance in open house meeting to employees to express their views.
 Extra hours worked can be rewarded with over time.
 Proper care should be taken when employee working in dangerous machine.
 The facility of washroom must be improved.
31
Ques1- Working hours are convenient for me-
QUESTION 1
5, 12% 1, 8% 1
4, 20% 2
3
2, 41% 4
3, 19% 5
Interpretation:- From the above result it is clear that 8% employ is strongly

agree,4%agree,19%neither agree nor disagree,20%disagree, and 12%strongly disagree.
Ques2- I am happy with my work place-
QUETION 2
4, 16% 5, 2%
1
1, 43% 2
3
4
3, 33%
2, 6% 5
Interpretation: - from the above result it is clear that 43% employees are strongly agree, 6%
agree, 33% neither agree nor disagree, 16% disagree, and 2% strongly disagree
32
Ques3- I feel I have too much work to do-
QUESTION 3
5, 9%
4, 10% 1
1, 49% 2
3
3, 12%
4
2, 20% 5
Interpretation: - from the above result it is clear that 49% employees are strongly agree,
20% agree, 12% neither agree nor disagree, 10% disagree, and 9% strongly disagree.
Ques4- Safety measures provided by the company are good-
QUESTION 4
5, 2%
4, 14% 1
1, 28%
2
3
4
3, 32%
2, 24% 5
Interpretation:- From the above result it is clear that 28% employees are strongly agree,
24% agree, 32% neither agree nor disagree, 14%disageree, 2% strongly disagree.
33
Ques5- My relationship with my supervisor is cordial-
QUESTION 5
4, 14% 5, 0%
1
1, 36%
3, 18% 2
3
4
2, 32% 5
Interpretation: - From the above result it is clear that 36% strongly agree, 32% agree, 18%
neither agree nor disagree, 14% disagree, 0% strongly disagree.
Ques6- My supervisor is not partial-
QUESTION 6
4, 8% 5, 18% 1
3, 24% 2
3
1, 21% 4
2, 29% 5
Interpretation: - From the above result it is clear that 18% employees are strongly agree,
21% agree, 29% neither agree nor disagree, 24% disagree, 8% strongly disagree.
34
Ques7- My supervisor consider my ideas while taking decision-
QUESTION 7
5, 4%
1
4, 25% 1, 38% 2
3
4
3, 6%
2, 27% 5
Interpretation: - From the above result it is clear that 38% employees are strongly agree
Ques8- I am satisfied with the support from my coworkers-
QUESTION 8
5, 18% 1, 14% 1
2, 12% 2
3
4
3, 15%
4, 41% 5
Interpretation: - From the above result it is clear that 1.14% employees are strongly agree,
12% agree, 15% neither agree nor disagree, 41% disagree, 18% strongly agree.
35
Ques9- People here have concern from one another and tend to help-
QUESTION 9
4, 23% 5, 0%
1, 29% 1
2
3
3, 12% 4
2, 36% 5
Interpretation: - From the above result it is clear that 29% employees are strongly agree,
Ques10- I am satisfied with the refreshment facility-
QUESTION 10
4, 5% 5, 5% 1
3, 15% 1, 34%
2
3
4
2, 41% 5
Interpretation: - From the above result it is clear that 34% employees strongly agree, 41%
agree, 15% neither agree nor disagree, 5% disagree, 5% strongly disagree.
36
Ques11- We are provided with the rest and lunch room and they are good-
QUESTION 11
5, 5%
4 10% 1, 20% 1
2
3
4
3, 38% 2, 27%
5
Interpretation: -From the above result it is clear that 20% employ strongly agree, 27%
agree, 38% neither agree nor disagree, 10% disagree, 5% strongly agree.
Ques12- The parking spaces for vehicles are satisfactory-
QUESTION 12
4, 17% 5, 2%
1, 27% 1
2
3
4
3, 36% 2, 18% 5
37
Ques13- I feel I am paid a fair amount for the work I do-
QUESTION 13
4, 15% 5, 2%
1, 25% 1
2
3
3, 26% 4
2, 32% 5
Ques14- I am satisfied with the chances for my promotion-
QUESTION 14
5, 4%
4, 15% 1
1, 41% 2
3
3, 21% 4
5
2, 19%
38
Ques15- I am satisfied with the allowances provided by the organization-
QUESTION 15
5, 8% 1
4, 12%
1, 37%
2
3
4
3, 28%
2, 15% 5
Ques16- I feel my boss motivate me to achieve the organizational goals-
QUESTION 16
5, 2%
4, 21% 1
1, 31%
2
3
4
3, 26% 5
2, 20%
39
Ques17- My supervisor motivate me to increase my efficiency at a time when I am
QUESTION 17
5, 4%
4, 20% 1
1, 33%
2
3
4
3, 23% 5
2, 20%
Ques18- I feel my job little impact on the success of the company-
QUESTION 18
5, 4% 1, 23% 1
4, 29% 2
3
4
2, 21%
3, 23% 5
40
Ques19- Overall I am satisfied with my present job-
QUESTION 19
5, 16% 1, 12% 1
2
3
2,28%
4
4, 36%
3, 8% 5
Interpretation: - From the above result it is clear that 12% employees strongly6 agree, 28%
41
Summary of Result
This study was being done in order to find out that what is the role of Employee Satisfaction
iionn a manufacturing company & also what are the major factors responsible for employee
satisfaction. After completing this thesis & conducting a survey among 100 employees of a
leading manufacturing company & based on above interpretations it was found that employee
satisfaction is one of the major causes which may lead to a company’s downfall &
degradation of its market value. It is necessary that a company sustains its employee to the
most possible extent because it forms a bond between the employee & the company & once
the employee gets adjusted as well as attached to the company then it shows positive results
in each & every aspect whether it be the production speed or the product’s quality. If in a
company, the rate of Employee satisfaction is high then it will surely lead to a decrease in the
manufacturing speed since it takes time for an employee to get himself adjusted to a
particular environment as well as to cope up with the technical requirements.
The result could be summarized as follows: -
Quantity of work, Recognition, Leaves, Overall performance, Reliability, No advancement
opportunities, Cooperation, Quality of supervision & most importantly Salaries & other
incentives are the most highly responsible factors because of which an employee would leave
his company. Therefore, the top management of any company should pay special attention on
issues related to the above factors. Also, job satisfaction has to be maintained among the
workers because if an employee is not fully satisfied with his or her work & working
conditions then it would not be possible to utilize 100% of the ability of that particular
employee.
It was also found that neither the company culture nor the need of initiative has an impact on
the rate of employee satisfaction.
42
CHAPTER – 5
CONCLUSION & SUGGESTIONS
[I] Conclusion.
[II] Suggestions.
43
Conclusion and Suggestion
 All the statutory and non-statutory measures are provided to employees as per the
Standard measures, which improves employee’s satisfaction and increase
productivity.
 Any organization success and growth depends on employees.
 The company may have rich resources of capital, material, infrastructure, machines
and technology but if the quality of manpower is not good, the organization cannot
succeed.
 Employee satisfaction plays a vital role in every organization. And the quality and
productivity of man power depends on the satisfaction measures provided by the
organization.
 By conducting this study I have acquired and in-depth knowledge regarding employee
 satisfaction and how it contributes towards organizations success.
 I would like to conduct a further deep study in employee satisfaction if I get an
opportunity.
 This study is very help full for many career in HR field.
44
CHAPTER – 6
FUTURE IMPLICATIONS OF THE STUDY
45
FUTURE IMPLICATIONS OF THE STUDY
Satisfaction aims at improving the performance of job as well as to prepare for future
responsibilities. It is a short-term process utilizing a systematic and organized procedure by
which the employees learn knowledge and skills for some specific purposes. For the purpose
of the project, the study has been limited to the staff of the Company. The main reason for
this is that they are the ones who have to be aware of the rapid development and changes in
their field of work as they are the ones who would shape the Company's future and take it
forward in the path of being the leader in the country. Stress has been given to the top-level
executives as they are the first line of action, i.e., they are the ones who chalk out the plans
and strategies for the efficient working of the Company. Another area of stress is the lower
level staffs who does all the manual and computer works and who need training to carry out
their tasks in the most efficient manner.
 The use of new technologies for satisfaction delivery will increase
 Demand for satisfaction for virtual work arrangements will rise
 Emphasis on capture and storage and use of intellectual capital will increase
 Companies will rely on learning management systems, integration with business

processes, and real-time learning
 Satisfaction will focus on business needs and performance
 Satisfaction will develop partnerships and will outsource
 Employee satisfaction will be viewed more from a change model perspective
46
CHAPTER – 7
LIMITATIONS
47
Limitations
1. Data collected is based on questionnaire.
2. The information collected by observation method is very limited .
3. The result would be varying according to individuals as well as time .
4. The finding and conclusions are based on knowledge and experience of the respondents
sometime may subject to bias.
5. The finding of the study are subjected to bias and prejudice of the respondent.
6. Area of the study is confined to the employee satisfaction of manufacturing industry.
7. Time factor can be considered as a main limitation.
8. The finding of the study are solely based on the information provided by respondents.
9. The accuracy of the finding is limited by the accuracy of statistical tools used for analysis.
10. Finding of research may change due to area, demography, age, condition of economy etc.
48
CHAPTER – 8
BIBLIOGRAPHY
49
BIBLIOGRAPHY
BOOKS
Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill
Publication Company Ltd.
Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India, ninth
edition.
Kothari C.R., Research Methodology, New Delhi; New Age International
Publication, second edition.
50
CHAPTER – 9
WEBLIOGRAPHY
51
WEBLIOGRAPHY
 http/www.google.com
 http.www.slidword.com
 Http www. Birla cement.com
 http.www.Birla cement.com cribd.com
52
CHAPTER – 10
APPENDICES
53
Questionnaire
“A study on job Satisfaction of Employees in Birla cement, satna

1. Name: …………………………………………………………………………………
…
2. Age: ………………
3. Gender: Male
Female
4. Designation……………..
Ques1- Working hours are convenient for me-

1 strongly agree 2 agree 3 neither agree nor disagree 4 disagree 5 strongly disagree
Ques2- I am happy with my work place-

1. strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly
disagree
Ques3- I feel I have too much work to do-

disagree
Ques4- Safety measures provided by the company are good-

disagree
Ques5- My relationship with my supervisor is cordial-

disagree
Ques6- My supervisor is not partial-

disagree
Ques7- My supervisor consider my ideas while taking decision-

disagree
Ques8- I am satisfied with the support from my coworkers-

1. strongly agree 2. Agree 3.neither agree nor disagree 4. disagree 5. strongly
disagree
54
Ques9- People here have concern from one another and tend to help-
1.strongly agree 2. agree 3.neither agree nor disagree 4. disagree 5. strongly
disagree
Ques10- I am satisfied with the refreshment facility-

disagree
Ques11- We are provided with the rest and lunch room and they are good-
disagree
Ques12- The parking spaces for vehicles are satisfactory-

disagree
Ques13- I feel I am paid a fair amount for the work I do-

disagree
Ques14- I am satisfied with the chances for my promotion-

disagree
Ques15- I am satisfied with the allowances provided by the organization-

disagree
Ques16- I feel my boss motivate me to achieve the organizational goals-

disagree
Ques17- My supervisor motivate me to increase my efficiency at a time when I am

not-
disagree
Ques18- I feel my job little impact on the success of the company-

disagree
Ques19- Overall I am satisfied with my present job-

disagree
55
Calculation of Z Test –
σ = √ ∑(x-x‫)־‬2
(n-1)
√ 4755
100-1
√ 4755
99
=22.98 / 23
z = x‫־‬- μH0
σ
√n
47-41
23
√ 100
= 06
23
10
= 60
23
= 2.6
1.96<H1
H1= acceated
Ho = rejected
56

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A

MAJOR RESEARCH PROJECT

“Study of Employee Satisfaction In Manufacturing Industry

Submitted to DAVV (Indore)

MASTER OF BUSINESS ADMINISTRATION (2009-11)

Guided by: Submitted by:

Vindhya Institute of Management and Research

Mr. Shantanu Verma

Date: Abeer Dwivedi

CHAPTER NO. TOPIC Page No.

5 CONCLUSION & SUGGESTIONS 37 - 38

6 FUTURE IMPLICATIONS OF THE STUDY 39 - 40

1. Induced to do work efficiently and effectively;

There are two variables, which determine the job satisfaction-

1. Opportunity to learn a job.

2. Some Studies on employee Satisfaction in Non-academic Contexts Many studies on job

Ordinary Portland Cement (OPC)

Portland Blast Furnace Slag Cement (PSC)

Portland Pozzolana Cement (PPC)

Rapid Hardening Portland Cement

Oil Well Cement

Sulphate Resisting Portland cement

a) Eligibility for canteen facility

b) Procedure for issue of coupon

e) Canteen Committee meeting

II. REST ROOM / LUNCH ROOM

IV. BASIC FACILITIES

a) Objectives of the club:

To provide recreational facilities and amenities to its members

VI. SWIMMING POOL

VII. BIRTHDAY GIFT

VIII. MEDICAL EXAMINATION:

XI. TRANSPORT FACILITIES:

XIV. COCONUT OIL and JAGGERY:

XV. COMMERCIAL ESTABLISHMENT:

XVI. SOCIO RELIGIOUS:

. This study covers the following four objectives:

1) Identifies the effect of employee training on employee satisfaction.

2) Identifies the effect of employee -management relations on employee

3) Identifies the effect of employee commitment on employee satisfaction

4) Identifies the effect of employee motivation on employee satisfaction

[I] The Design.

[II] The Sampling.

[III] Data Collection Methods.

[IV] The Tools.

Research methodology is a way to systematically solve the problem. It may be understood

Research is defined as “a scientific & systematic search for pertinent information on a

· Published Sources such as Journals, Government Reports, Newspapers and

There are two types of tests which are as follows:-

Types of Parametric tests are: -

I have used Z Test in my research.

CALCULATION FOR HYPOTHESIS

Ho =Birla cement is more preferred by the mostly employee.

[I] Findings & Discussion.

[II] Summary of Result.

FINDING & DISCUSSION

 The Company may consider taking necessary steps in improving satisfaction of

Interpretation:- From the above result it is clear that 8% employ is strongly

Ques2- I am happy with my work place-

Ques4- Safety measures provided by the company are good-

Ques6- My supervisor is not partial-

Ques8- I am satisfied with the support from my coworkers-

Ques10- I am satisfied with the refreshment facility-