Study of Employee Satisfaction

A
PROJECT REPORT
ON
“STUDY OF EMPLOYEE SATISFACTION”
FOR
SYMTRONICS AUTOMATION PVT LTD.
SUBMITTED TO IP UNIVERSITY IN PARTIAL FULFILLMENT OF THE

REQUIREMENTS FOR MASTER OF BUSINESS ADMINISTRATION (MBA)
SUBMITTED BY
MAHIMA MURMU
(BATCH 2009-2011)
ARMY INSTITUTE OF MANAGEMENT & TECHNOLOGY,

PLOT NO M-l, POCKET P-5, GREATER NOIDA-201306 (UP)
AUGUST 2010
STUDY OF EMPLOYEE SATISFACTION
ACKNOWLEDGEMENT
It gives me great pleasure in acknowledging the invaluable assistance expended to me by

various personalities in the successful completion of this report. “STUDY OF EMPLOYEE
SATISFACTION for SYMTRONICS AUTOMATION PVT LTD, PUNE”
I express my profound gratitude to Mr. Bhagwat (MD. SYMTRONICS AUTOMATION

PVT LTD, PUNE), who permitted me to conduct the project in his company. I am very
thankful to Mr. Hindurao Jadhav (G.M. SYMTRONICS AUTOMATION PVT LTD,
PUNE) Mr. H. V. Chaudhary (HR) who provided me guidance, advice and useful
comments that helped me in the successful completion of this report.
I am also thankful to Brig (Dr.) M. K. Kushwaha (Retd.) (Hon, Director of Army Institute
of Management & Technology, Greater Noida.) and I am thankful to Mrs. Renu Singh
(Faculty) whose dynamic guidance made the project possible.
The acknowledgement would be incomplete without rendering impartial gratitude to all

those who directly or indirectly helped me in completion of this project. The names I am not
been able to mention due to space limit shall remain exposed on the page of my mind
reminding me of their support and encouragement.
Mahima Murmu
AIMT, Greater Noida.
Date:
[2]
CERTIFICATE OF ORIGINALITY
I ________________________ Roll No ___________________ class of 2009, a full time
bonafide student of first year of Master of Business Administration (MBA) Programme of
Army Institute of Management & Technology, Greater Noida. I hereby certify that this
project work carried out by me at ................................................................... and the report
submitted in partial fulfillment of the requirements of the programme is an original work of
mine under the guidance of the industry mentor _______________________. and faculty
mentor _____________________, and is not based or reproduced from any existing work of
any other person or on any earlier work undertaken at any other time or for any other
purpose, and has not been submitted anywhere else at any time.
(Students Signature)
Date:
(Faculty Mentors Signature)
Date:
[3]
Executive Summary:
The subject of the project is study of employee satisfaction. This keeps the vital key in the
development of any of the organization, specially the profit making organizations.
Employees are the assets of the company. Employees are the essential part in making the
mission of the organization come true; performance of the company depends up on
performance of the employees working there. The output of the organization is exactly
related with performance given by the employees. The performance of the employees
depends upon the various factors. These factors lead to the satisfaction of the employees.
If all the employees and workers in the organization are satisfied, they surely work
considering that this organization is mine, I am the part of it and start contributing for
achieving the goals of the organization. So the study of employee satisfaction keeps great
importance.
SYMTRONICS started as a small firm in 1970, with a range of transistorized control

instruments as its product line. As far back as 1972, we installed one of the first electronic
traffic signaling systems in the city of Pune, and pioneered this line in the Indian market.
Expanding from this base, the company today is a professionally managed organization with
a modern manufacturing factory at Bhosari, Pune, in Western India.
Symtronics has designed and supplied a large number of electronic systems for the Indian
Navy over the past two decades. Symtronics has dedicated its major corporate energies for
development and manufacture of special control systems for defence applications.
The major objectives of the project include study of the factors affecting the satisfaction,
studying the employees and workers view about satisfaction with their organization and
finding area for development etc. This project gives the theoretical knowledge about the
subject Employee Satisfaction which includes detailed meaning, its benefits and importance
Research methodology is the systematic and scientific search for pertinent information on a
specific topic. It includes surveys and fact finding through primary and secondary data.
The tools implemented for the study are the questionnaires and interviews. The selection of
sample was on random basis, total sample sizes of 12 employees were taken for interview, 6
employee from management level and 6 employees from worker level. The questionnaires
based on likert scale were distributed randomly among 40 employees of SYMTRONICS.
This is followed by conclusion and suggestion.
The present study is an attempt to study the employee satisfaction with their organization. As
the research is carried out I found employees are satisfied in company. Maximum percentages
of employees are happy with their work. They are having some demands but company is also
trying to take care of it. With time development and changes has been observed in the
company.
[4]
LIST OF CONTENT
S.NO CONTENT PAGE NO.
1 OBJECTIVE OF STUDY 7
2 INTRODUCTION
2.1 INTRODUCTION TO EMPLOYEE SATISFACTION 8-15
2.2 EMPLOYEE SATISFACTION ANALYSIS 16-17
2.3 TECHNIQUES USED TO MEASURE EMPLOYEE 18-19

SATISFACTION
2.4 IMPORTANCE OF EMPLOYEE SATISFACTION 20-21

2.5 COMPANY PROFILE 22-25
2.6 PRODUCTS OF SYMTRONICS 26-32
3 RESEARCH METHODOLOGY
3.1 SCOPE OF THE STUDY 33
3.2 STATEMENT OF PROBLEM 34
3.3 SOURCES & TOOLS OF DATA COLLECTION 34-35
3.4 SAMPLING TECHNIQUE 35
3.5 LIMITATIONS 36
4 ANALYSIS & INTERPRETATION 37-57
5 FINDINGS 58-59
6 CONCLUSION & RECOMMENDATIONS 60-62
7 BIBLOGRAPHY & ANNEXURE 63-68
LIST OF TABLES & FIGURES
[5]
Table/Figures TOPIC Page NO.
Table no.1 Showing No. of Respondents for incentives.

38
Table no.2 Showing No. of Respondents for salary.
39
Table no.3 Showing No. of Respondents for lunch breaks, rest breaks.
40
Table no.4 Showing No. of Respondents for administration in the
office.
41
Table no.5 Showing No. of Respondents for hygiene in washroom.
42
Table no.6 Showing No. of Respondents for work 43
Table no.7 Showing No. of Respondents for safe working conditions.
44
Table no.8 Showing No. of Respondents for job security.
45
Table no.9 Showing No. of Respondents for adequate medical
facilities.
46
Table no.10 Showing No. of Respondents for recognition and
appreciation.
47
Table no.11 Showing No. of Respondents involved in decision making
by management.
48
Table no.12 Showing No. of Respondents satisfied with their roles and
responsibilities.
49
Table no.13 Showing No. of Respondents for status and prestige in the
organization.
50
Table no.14 Showing No. of Respondents happy with the working
environment.
51
Table no.15 Showing No. of Respondents for receiving
support/assistance in the company.
52
Table no.16 Showing No. of Respondents interested in the extra
activities other than work.
53
Table no.17 Showing No. of Respondents for opportunities of
advancement.
54
Table no.18 Showing No. of Respondents feel that my work is
challenging
55
Table no.19 Showing No. of Respondents desire to be best at their job.
56
Table no.20 Showing No. of Respondents for achieving the best of their
potential.
57
[6]
1. OBJECTIVE OF THE STUDY
Title: Study of employee satisfaction.
 To study the factors affecting the employee satisfaction.
 Studying the employees view about satisfaction with their organization.
 To find the reasons for dissatisfaction.
 Finding area for development through study.
[7]
2. INTRODUCTION
2.1 INTRODUCTION TO EMPLOYEE SATISFACTION
Employee satisfaction and retention are always been important issues for any organization.
After all, high levels of absenteeism and staff turnover can affect your bottom line, as temps,
recruitment and retraining take their toll. But few practices in fact, few organizations have
made job satisfaction a top priority that lies in front of them. Satisfied employees tend to be
more productive, creative and committed to their employers, and recent studies have shown a
direct correlation between staff satisfaction and patient satisfaction. Family physicians who
can create work environments that attract, motivate and retain hard-working individuals will
be better positioned to succeed in a competitive health care environment that demands
quality and cost-efficiency. What’s more, physicians may even discover that by creating a
positive workplace for their employees, they’ve increased their own job satisfaction as well.
HERZBRG’S THEORY:
In the late 1950s, Frederick Hertzberg, considered by many to be a pioneer in motivation
theory, interviewed a group of employees to find out what made them satisfied and
dissatisfied on the job. He asked the employees essentially two sets of questions:
1. Think of a time when you felt especially good about your job. Why did you feel that
way?
2. Think of a time when you feel that way?
From these interviews Hertzberg went on to develop a theory, that there are two dimensions
[8]
to job satisfaction: motivation and “hygiene issues. In other words, they can only dissatisfy if
they are absent or mishandled. Hygiene topics include company policies, supervision, salary,
interpersonal relations and working conditions. These are issues related to the employee’s
work environment; motivators on the other hand, create satisfaction by fulfilling individuals
needs for meaning and personal growth. These issues are such as achievement, recognition,
the work itself, responsibility and advancement, once the hygiene areas are addressed, said
Hertzberg, the motivators will promote job satisfaction and encourage production.
APPLYING THE THEORY:
To apply Hertzberg’s theory to real-world practice, let’s begin with the hygiene issues.
Although hygiene issues are not the source of satisfaction these issues must be dealt with
first to create an environment in which employee satisfaction and motivation are even
possible.
COMPANY AND ADMINISTRATIVE POLICIES
An organization’s policies can be the great source of frustration for employees if the policies
are unclear and unnecessary or if not everyone is required to follow them. Although
employees will never feel a great sense of motivation or satisfaction due to your policies, you
can decrease dissatisfaction in this area by making sure your policies are fair and apply
equally to all. Also, make printed copies of your policies-and-procedures manual so that it
will be easily accessible to all members of your staff. If you do not have a written manual,
create one, soliciting staff input along the way. If you might also compare your policies to
those of similar practices and ask yourself-whether particular policies are unreasonably strict
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or whether some penalties are too harsh.
SUPERVISION:
To decrease dissatisfaction in this area, you must begin by making wise decisions when you
appoint someone to the role of supervisor. Be aware that good employees do not always
make good supervisors. The role of supervisor is extremely difficult. It requires leadership
skills and the ability to treat all employees fairly. You should teach your supervisors to use
positive feedback whenever possible and should establish a set means of employee
evaluation and feedback so that no one feels singled out.
SALARY:
The old adage “you get what you pay for” tends to be true when it comes to staff members.
Salary is not a motivator for employees, but they do want to be paid fairly. If individuals
believe they are not compensated well, they will be unhappy working for you. Consult salary
surveys or even your local help-wanted ads to see whether the salaries and benefits you’re
offering are comparable to those of other offices in your area. In addition, make sure you
have clear policies related to salaries, raises and bonuses.
INTERPERSONAL RELATIONS:
Remember that part of the satisfaction of being employed is the social contact it brings, so
allow employees a reasonable amount of time for socialization (e.g. over lunch, cultural
activities). This will help them to develop a sense of camaraderie and teamwork. At the same
time, you should crack down on rudeness, inappropriate behavior and offensive comments. If
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an individual continues to be disruptive, take charge of the situation, perhaps by dismissing
him or her from the practice.
WORKING CONDITIONS:
The environment in which people work has a tremendous effect on their level of pride for the
work they are doing. Do everything you can to keep your equipment and facilities up to date.
Even a nice chair can make a world of difference to an individual’s psyche. Also, if possible,
avoid overcrowding and allow each employee his or her own personal space, whether it is a
desk, a locker, or even just a drawer. If you’ve placed your employees in close quarters with
little or no personal space, don’t be surprised that there is tension among them.
Before you move on to the motivators, remember that you cannot neglect the hygiene factors
discussed above. To do so you need be asking for trouble in more than one way. First, your
employees would be generally unhappy, second, your hardworking employees, who can find
jobs elsewhere, would leave, while your mediocre employees would stay and compromise
your practice’s success. So deal with hygiene issues first, then move on to the motivators:
WORK ITSELF:
Perhaps most important to employees motivation is helping individuals believe that the work
they are doing is important and that their tasks are meaningful. Emphasize that their
contribution to the practice result in positive outcomes. Share stories of success about how
an employee’s actions made a real difference in making a process better. Make a big deal out
of meaningful tasks that may have become ordinary. Of course employees may not find all
their tasks interesting or rewarding, but you should show the employee how those tasks are
essential to the overall processes that make the practice succeed. You may find certain tasks
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that are truly unnecessary and can be eliminated or stream lined, resulting in greater
efficiency and satisfaction.
ACHIEVEMENT:
One premise inherent in Hertzberg’s theory is that most individuals sincerely want to do
a good job. To help them, make sure you’ve placed them in positions that use their
talents and are not set up for failure. Set clear, achievable goals and standards for each
position, and make sure employees know what those goals and standards are. Individuals
should also receive regular, timely feedback on how they are doing and should feel they
are being adequately challenged in their jobs. Be careful, however, not to overload
individuals with challenges that are too difficult or impossible, as that can be paralyzing.
RECOGNITION:
Individuals at all level of organization want to be recognized for their achievements on the
job. Their successes don’t have to be monumental before they deserve recognition, but your
praise should be sincere. If you notice employees doing something well, take the time to
acknowledge their good work immediately. Publicly thank them for handling a situation
particularly well. Write them a kind mote of praise. Or give them a bonus, if appropriate.
You may even want to establish a formal recognition program, such as “employee of the
month.”
RESPONSIBILITY:
Employees will be more motivated to do their jobs well if they have ownership of their work.
This requires giving employees enough freedom and power to carry out their tasks so that
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they feel they “own” the result. As individuals mature in their jobs, provide them
opportunities for added responsibility. Be careful, however, that you do not simply add more
work. Instead, find ways to add challenging and meaningful work, perhaps giving the
employee greater freedom and authority as well.
ADVANCEMNENT:
Reward loyalty and performance with advancement. If you do not have an open position to
which to promote a valuable employee, consider giving him or her a new title that reflects
the level of work he or she has achieved. When feasible, support employees by allowing
them to pursue further education, which will make them more valuable to your practice and
more fulfilled professionally.
ABRAHAM MASLOW’S “NEED HIERARCHY THEORY”:
One of the most widely mentioned theories of motivation is the hierarchy of needs theory put
forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a
hierarchy, ascending from the lowest to the highest, and he concluded that when one set of
needs is satisfied, this kind of need ceases to be a motivator.
As per his theory these needs are:
(i) Physiological needs:
These are important needs for sustaining the human life. Food, water, warmth, shelter, sleep,
medicine and education are the basic physiological needs which fall in the primary list of
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need satisfaction. Maslow was of an opinion that until these needs were satisfied to a degree
to maintain life, no other motivating factors can work.
(ii) Security or Safety needs:
These are the needs to be free of physical danger and of the fear of losing a job, property,
food or shelter. It also includes protection against any emotional harm.
(iii) Social needs:
Since people are social beings, they need to belong and be accepted by others. People try to
satisfy their need for affection, acceptance and friendship.
(iv) Esteem needs:
According to Maslow, once people begin to satisfy their need to belong, they tend to want to
be held in esteem both by themselves and by others. This kind of need produces such
satisfaction as power, prestige status and self-confidence. It includes both internal esteem
factors like self-respect, autonomy and achievements and external esteem factors such as
states, recognition and attention.
(v) Need for self-actualization:
Maslow regards this as the highest need in his hierarchy. It is the drive to become what one
is capable of becoming; it includes growth, achieving one’s potential and self-fulfillment. It
is to maximize one’s potential and to accomplish something.
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As each of these needs is substantially satisfied, the next need becomes dominant. From the
standpoint of motivation, the theory would say that although no need is ever fully gratified, a
substantially satisfied need no longer motivates. So if you want to motivate someone, you
need to understand what level of the hierarchy that person is on and focus on satisfying those
needs or needs above that level.
Maslow’s need theory has received wide recognition, particularly among practicing
managers. This can be attributed to the theory’s intuitive logic and ease of understanding.
However, research does not validate this theory. Maslow provided no empirical evidence and
other several studies that sought to validate the theory found no support for it.
[15]
2.2 EMPLOYEE SATISFACTION ANALYSIS
Employee satisfaction surveys have become the main tool for any entrepreneur to assess the
satisfaction of the employees of the company. Mostly the employee satisfaction surveys are
conducted by the human resources departments of the companies.
If you are assessing the level of job satisfaction of your employees, you are probably
interested in knowing exactly what matters most to them. This information is critical to
understanding exactly what you need to fix. To simply measure what employees are most
and least satisfied with is not enough. You might find that your employees are quite
dissatisfied with some aspect of their jobs, but that the thing they are unhappy with is not
really that important to them. Or you might find that your employees are moderately satisfied
with some other aspect of their jobs, but you also learn that this is the most important thing
to them and therefore an area to focus on improving. I think it’s very important, as this is
done without any names on it, people can vent their feeling out which they don’t do usually.
As all of us know, the satisfaction of the employees is a key factor for the success of any
[16]
company. A recent study revealed a high dependence on the success (in terms of profits) of
the company with the satisfaction of its staff. The best way to get the feelings of the staffs is
employee satisfaction survey. There are few factors, which could not be missed in the
employee satisfaction surveys. There should be questions based on these factors in the
employee satisfaction surveys. There should be employee satisfaction survey questions about
the payments and perks. Are they enjoying the financial freedom?
Working environment: One of the employee satisfaction survey questions should address
the sufficiency of the facilities and amnesties in the company.
Interpersonal relations: The employee satisfaction survey questions about the relations
between the employees are very important. It should not be missed in employee satisfaction
surveys. Management: It is very important whether the management is efficient or not in
their view point. So there should be employee satisfaction survey questions on it.
Improvement: The employee satisfaction surveys should ask the employees their
suggestions to improve the working of the company.
Other facilities: There should be specific questions in the employee satisfaction surveys
regarding conveyance, medical and canteen facilities. Finally employee satisfaction surveys
should find out whether the employees feel that they are integral part of the company. This
only will tell whether they are satisfied fully with the company and its functions.
Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If your employees are satisfied they would produce superior quality
performance in optimal time and lead to growing profits. Satisfied employees are also more
[17]
likely to be creative and innovative and come up with a breakthrough that allows a company
to grow and change positively with time and changing market conditions.
2.3 TECHNIQUES USED TO MEASURE EMPLOYEE SATISFACTION
We can conduct employee satisfaction survey by methods as follows:
1. Job in General Scale (JIG)
• Job In General Scale is a method of employee satisfaction and developed as a
global measure of job satisfaction.
• JIG is similar to JDI, it introduced 1969 by Smith, Kendall, & Hulin, was modified
in 1985 by the JDI Research Group.
2. Job Descriptive Index (JDI)
1. Job Descriptive Index is a scale used to measure five major factors associated
with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers.
2. The JDI was first introduced in 1969 and since then has been used by over 1,000
organizations in many sectors.
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3. Satisfied / dissatisfied method
In this method, you just send a question form that include:
• What is good thing in our company?
• What is not good one in our company?
This method is suitable for “emergency events” and you need result in a short time.
4. Interview method
This method is used for:
• Review all data collected from other method..
• Review key person.
5. Minnesota Satisfaction Questionnaire (MSQ)
• The Minnesota Satisfaction Questionnaire (MSQ) is designed to measure an
employee’s satisfaction with their particular job.
• Method includes 100 items measuring 20 facets of job satisfaction.
• There are three version are available: two long forms (1977 version and 1967
version) and a short form.
I have used the Interview method and Questionnaire method to measure an employee’s
satisfaction level with their particular job in the organization. A set of questionnaire with 20
questions were distributed among all the employees and workers of the SYMTRONICS. An
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interview has been conducted of 12 employees, 6 from management level and 6 from
worker level. This method will help in reviewing the data collected from other sources.
The most simplistic and most effective is ASK! Most employees will not vent grievances in
a one to one or group discussion. Therefore to break the dilemma I used a simple tick box
questionnaire where the employee can place an X in a multi-choice box and also use a text
box where they can write some comment as an answer. Collate using a spreadsheet and there
you have employee feedback which can be used to inform the company business plan
without risking false feedback
2.4 IMPORTANCE OF EMPLOYEE SATISFACTION
Employee satisfaction surveys help employers measure and understand their employees'
attitude, opinions, motivation, and satisfaction, after getting the results the employer is able
to know if people working there are happy or not, what they like most about the organization
and area of improvement to control attrition and retain people. Management should know if
employees have job satisfaction or not.
Why is employee satisfaction important?
Purpose / benefits of employee satisfaction include as follows:
1. Importance of employee satisfaction for organization
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction
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• Reduce turnover, recruiting, and training costs.
• Enhance customer satisfaction and loyalty.
• More energetic employees.
• Improve teamwork.
• Higher quality products and/or services due to more competent, energized employees.
2. Importance of employee satisfaction for employee
• Employ will believe that the organization will be satisfying in the long run
• They will care about the quality of their work.
• They will create and deliver superior value to the customer.
• They are more committed to the organization.
• Their works are more productive.
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2.5 COMPANY PROFILE
Company:
SYMTRONICS AUTOMATION PVT LTD provides end to end solutions for all
control applications on-board ships. From primary sensor to final control elements. From
simple on-off control to complex closed loops. Symtronics provide reliable, appropriate and
economical systems solutions.
SYMTRONICS started as a small firm in 1970, with a range of transistorized control
instruments as its product line. As far back as 1972, we installed one of the first electronic
traffic signaling systems in the city of Pune, and pioneered this line in the Indian market.
Expanding from this base, the company today is a professionally managed organization with
a modern manufacturing factory at Bhosari, Pune, in Western India.
[22]
Established in the 1970’s Symtronic has now grown into a professionally managed lectronics
manufacturing company with a trained workforce of over 50 people. Symtronics engineers
are very conversant with embedded systems technologies including microprocessors, linear
and digital circuits, software engineering, VME 64 architecture and RTOS, integration and
installation.
The Symtronics team has diverse skills and specialized experience working on ships during
new construction as well as refits.
Symtronics engineers have experience on a variety of ships including Centaur class Aircraft
Carriers, Tarantula I missile boats and corvettes, Sovremenny and Kashin class destroyers,
krivak class frigates and leanders, kilo and 209 class submarines etc.
Symtronics undertakes turn-key contracts for refurbishment and modernization of complete
instrumentation on-board ships. Instrumentation and controls for engine rooms, bridge,
wheelhose, DA compartments, Boilers, Compressors etc. Feasibility studies are conducted
by our engineers to propose the most economical and effective solutions. Technologies are
also being applied to army and air-force applications.
SYMTRONICS has been working to bridge the gap between the user needs and available
technological solutions for over twenty years. Our product lines span widely different
application areas. Road Traffic Signaling, Strategic Electronics for Defence use, Protection
Relays and panels, Electrical Appliance Testing Systems and Electrical Energy Management
Systems.
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Capabilities and areas of expertise
• Design and Development of Electronic Control Systems.
• Analogue and Digital circuit design.
• Micro-Processors and PC based control systems,
• PLC based systems
• Instrumentation and controls for various processes and parameters
• Software design in C, C++ and RTOS for control system. Data acquisition and
control.
• VME 64 based control systems
• Design of embedded system, VLSI for specific applications.
• Installation and commissioning of controls.
• Cabling on board marine vessels according to marine standards.
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• Familiarity and experience with Defence standards for systems such as JSS-55555,
MIL-STD 461 C, D and E-products tested for MIL STD 461C/D/E
• Interaction with leading certification bodies-IRS, LIoyds, DGQA etc.
• Preventive and fault maintenance of marine systems and complete ship-platforms.
• System integration and project management in a time bound manner.
• Feasibility Studies
• User Training
• Technical Documentation
Marine Control Systems –Product range
• DA (Diesel Alternator) Control for Frigates, missile Boats, Minesweepers LCUs,
LSTLs, FACs, Destroyers, Aircraft Carriers.
• Smoke Density Monitors for Steam ship’s Boilers.
• Refrigeration and Aircon plant controls
• Ship data interface (SDIF) for submarines
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• Diesel monitoring system for submarines
• Machinery Monitoring systems
• HP Air compressor controls
• AC chopper box for submarines
• Trim and list Indication Systems
• Shaft speed indicators
• Engine Order Telegraphs
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2.6 PRODUCTS OF SYMTRONICS
Diesel Engine and Alternator Monitoring Systems
Propeller and engine Shaft speed indicating Systems
Advanced VME 64 based Diesel Monitoring System for

Submarines
Chilled Water Plant Power and Temperature Control

Systems (Chopper Box)
[27]
Compressor and Refrigeration Plant Control Panels
Boiler Flame Monitors, Boiler Torch Igniter for Steam Ships
Gas Turbine Generator Control Systems,Turbine Alternator Monitoring

Systems,VentilationControls
[28]
List and Trim Indicator Systems
Smoke Density Indicators for Marine Boilers
Diesel Engine and Alternator Monitoring Systems
[29]
Diesel alternators are the main source of electric power on board ships. Automation for
starting, stopping and protection of DAs is vital for uninterrupted provision of power for
ships. Symtronics specializes in designing and installing application-specific DA controls for
various classes of ships. DA monitoring systems include sensors for pressure, temperature,
speed, level etc, the electronic logic and sequencing hardware and the local and remote
indicating instrumentation. Newer generations of systems are microprocessor-based, using
serial bus communication for simplified cabling and increased reliability. Analogue and
digital instrumentation options, self-diagnostics and system redundancies are some of the
highlights
Propeller and engine Shaft speed indicating Systems
Specially designed systems for measurement and indication of rotational speed of the engines
or propeller shafts. A variety of sensors-magnetic, hall-effect and photo-electric pick-ups,
and micro-controller based indication and control electronics.
Advanced VME 64 based Diesel Monitoring System for Submarines
An advanced monitoring system for submarine application. The system, based on open
architecture VME platform, is a fully computerized system which monitors the operation of
four diesel engines and alternators and all auxiliary equipments on the sub. The system
monitors these by taking inputs from approximately 300 sensors and displays readings and
functions on twin LCD monitors. Buil-in redundancy and a unique Ethernet data
communication network makes the system very reliable.
Chilled Water Plant Power and Temperature Control Systems (Chopper Box)
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28 KW DC-DC converters cum control system which powers and controls three compressors
of the chilled water plant for the air conditioning system on board a ship.
The system operates three compressors in a master-slave hierarchy to achieve and maintain
chilled water temperature in the plant. The design uses IGBTs and a solid-state control and
protection system, all housed in a compact water-tight, rugged enclosure.
Compressor and Refrigeration Plant Control Panels
Control panels and systems for starting, stopping and monitoring of High Pressure Air
compressors, with a variety of sequencing and protection features. Soft-starters and auto
change-over between main and standby power supplies are built-in features. Interfaces are
provided for Integrated Platform Management systems.
Boiler Flame Monitors, Boiler Torch Igniter for Steam Ships
Photo-electric flame sensing and automatic sequencing of Boiler starting operations. Hybrid
electronic-mechanical portable Torch Ingiters.
Gas Turbine Generator Control Systems, Turbine Alternator Monitoring

Systems,VentilationControls
Auto-sequencing and protection systems and panels incorporating audio-viual annunciation
and auto-shut-down features.
List and Trim Indicator Systems
Indication of List and Trim angles of the ship-especially for submarines. Uses chip-based
gravity accelerometers and microprocessor controlled system for accurate and reliable
indication of ship’s orientation in the control room. Provides local and remote indicators and
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dual analogue and digital display of trim and list angles.
Smoke Density Indicators for Marine Boilers
Optical sensing of smoke density across the smoke stack/funnel and remote indication with
alarm functions. For improvement of boiler fuel efficiency and environmental control.
Systems being exported.
Registrations, approvals, accolades:
• Incorporated as a Private Limited company in 1981.
• ISO 9001-2000 certified company
• Credit rating of SE-2B accorded by NSIC-CRISIL
• Member of DEMA (Defence Electronics Manufacturers Association), SEMCEI
(Society of EMC Engineers of India)
• Winner of DEMA excellence awards of 1998 and 2006
• Vendor registrations with key Defence and DRDO establishments including MDL,
GRSE, DQA(WP), ARDE, 9BRD, HVF, CVRDE. Capability assessments carried out
for registrations.
Symtronics has been doing business with the Indian navy for close to 20 years now. The
major part of our work has involved Diesel Engine Monitoring system for various classes of
ships, including frigates, minesweepers, missile Boats etc. We have to date supplied over
200 such systems. As a result of this, symtronics has acquired solid experience and
[32]
reputation as one of the leading suppliers of Engine Russian and British firms. The navy has
gained a considerable advantage in costs and support by buying these from us.
. INFRASTRUCTURE
Symtronics has a modern factory at MIDC Bhosari, near Pune city in the western Indian state
of Maharashtra, with a built-up area of 10,000 sq ft equipped with all necessary design tools,
CAD software packages , test and calibration equipment, simulators, software development
facility, fabrication machinery, office equipment etc.
FAST SUPPORT
pport offices at Mumbai, Vizag and Port Blair are equipped with the necessary tools, and test
equipment for on board work. Symtronics provides assured quick-support and defect
rectification. Standardized spares are part of the Indian navy’s logistic management system.
QUALITY POLICY
At Symtronics we are committed to deliver high quality electronic control systems to the full
satisfaction of customer’s requirements, on time, every time. We strive to develop better
solutions to customers needs at the best possible prices. Our mission is to stay at the
forefront of technological innovation and achieve excellence in product design and support.
We shall achieve this through a commitment to continual improvement in the effective
implementation of our quality policy.
3. RESEARCH METHODOLOGY:
[33]
Research methodology is a way to systematically solve the research problem. It may be
understood as science of studying how research is done scientifically.
The type of research the researcher gone through for study of employee satisfaction is
Descriptive Research. It includes surveys and fact findings. The major purpose of descriptive
research is description of the state of affairs as it exists at present. The main characteristic of
this method is that the researcher has no control over the variables.
3.1 SCOPE OF THE STUDY
The scope of this study is to find out the satisfaction level of the employees with their
organization and formulate a common hypothesis. I have carried my project with
SYMTRONICS AUTOMATION PVT LTD. using questionnaires and personal interviews; I
have collected required data and information from all the departments. Since this is the first
time in SYMTRONICS that the satisfaction level of employees will be analyzed, the study
on the satisfaction of employees with their organization will bring about the various factors
associated with the satisfaction level of the employees and the reason for dissatisfaction. The
satisfaction of employees is related to the performance and growth of the organization.
3.2 STATEMENT OF PROBLEM
[34]
Employee Satisfaction Analysis for the various levels of employees and finding the
various factors responsible for satisfaction and dissatisfaction of employees which need
to be worked on.
3.3 SOURCES & TOOLS OF DATA COLLECTION
Data Collections Methods:
Primary Data:
Primary data is the raw data that is collected by the researcher as first hand information from
the sample taken into observation for specific purpose. The primary data is collected through
surveys, personal interviews with the help of designed questionnaire, observation.
Collection of data is done with help of designed questionnaires and personal interviews.
Questionnaires are closed end, likert scale method is been used to design the questionnaire.
Primary data is collected through questionnaire and personal interviews of management level
and worker level employees.
Secondary Data:
The secondary data refers those, which are already stored somewhere for someone’s
requirement or reference. It can be collected from sources like books, internet etc. For my
study purpose I have also used various sources of secondary data. I have used sources such
[35]
as Internet, books, discussing with friends, etc.
Secondary data is collected through company periodical, broachers etc. of the company.
Sample frame: - Employee from each department and each level in the department
Sample size : 40 Employees for questionnaire
: 12 employees for interview
In Symtronics Automation Pvt Ltd., there are 53 employees including management level and
worker level employees. Using simple Random sampling method, I have selected sample
of 12 employees, 6 Employees from the management level and 6 Employees from the
workers level for the personal interview. And the questionnaire is being distributed among
40 employees for their feedback.
3.4 SAMPLING TECHNIQUE

Random sampling refers to the sampling technique in which each and every sample item has
an equal chance of being included in the sample. The selection is free from personal bias and
the sample depends entirely on chance. The employees of Symtronics Automation Pvt. Ltd
have been randomly given the questionnaires to fill.
3.5 LIMITATIONS
[36]
Every study has got some limitation, during the project “study of employee satisfaction” in
Symtronics Automation Pvt. Ltd. I have also faced some constraints and limitations. They
have been listed as follows:
 Some employees who were interviewed didn’t share their personal observation or
problems they were facing because they didn’t find it important to share because of
their personal opinions and views.
 Many employees and organization have low awareness about the Study of employee
satisfaction and why it is needed in the organization, as well as what benefits will it
bring to an individual or group of people and in turn the organization.
 Some respondents were not aware of the information asked in the questionnaire. So
could not fill the questionnaire appropriately
4. DATA ANALYSIS:
[37]
Data analysis is done on the basis of information received with the help of designed
questionnaire and through personal interview. I have interviewed management level
employees as well as workers. I have interviewed 6 management employees and 6 workers.
And 40 questionnaires are being distributed among the management employees. Data is
tabulated using five variables. While interviewing the employee response is also taken into
consideration, this helps in giving the conclusion of the study.
The data analysis and interpretation is done by averaging the responses and then its
percentage is calculated.
4.1 Data Analysis and Interpretation:
[38]
BASIC NEEDS
1. What types of incentives motivates you more?
Table no.1: Showing No. of Respondents for incentives.
Variables Answer No. of Respondents percentage

A Financial 0 0%
B Non-financial 0 0%
C Both 36 90%
D Neutral 4 10%
Total 40 100%
Chart no.1: Showing No. of Respondents for incentives.
Reference with above table, out of 40 respondents 90% agree that the rewards or incentive
should be financial as well as non-financial, both. And 10% are neutral to this question.
2. I am satisfied with the salary I draw.
Table no.2: Showing No. of Respondents for salary.
[39]

A Strongly agree 2 5%
B Agree 8 20%
C Neutral 18 45%
D Disagree 10 25%
E Strongly disagree 2 5%
Total 40 100%
Chart No.2: Showing No. of Respondents for salary.
References with above table, out of 40 respondents 45% are neutral, 25% are happy with
their salary and 30% are unsatisfied.
3. I am satisfied with the lunch breaks, rest breaks.
Table no.3: Showing No. of Respondents for lunch breaks, rest breaks.

B Agree 32 80%
[40]
C Neutral 2 5%
D Disagree 6 15%
Total 40 100%
Chart No.3: Showing No. of Respondents for lunch breaks, rest breaks.
References with above table, out of 40 respondents 80% agree that they are satisfied with the
lunch breaks and rest breaks. 15% of employees disagree with the breaks.
4. I am satisfied with the administration in my office.
Table no.4: Showing No. of Respondents for administration in the office.

B Agree 26 65%
C Neutral 10 25%
D Disagree 2 5%
Total 40 100%
[41]
30 65%Agree
25
Strongly Agree
20
Agree
15 Neutral
25%Neutral Disagree
10 Strongly Disagree
5 5%Disagree 5%Strongly
Disagree
0
Employee Response
Chart No.4: Showing No. of Respondents for administration in the office.
References with above table, out of 40 respondents 65% feel that the administration is good
in office and 25% are neutral to this question. And 10% people are not satisfied with the
administration.
5. The rest rooms / washrooms are clean, hygienic and well ventilated.
Table no.5: Showing No. of Respondents for hygiene in washroom.

B Agree 26 65%
C Neutral 6 15%
D Disagree 2 5%
Total 40 100%
[42]
Chart No.5: Showing No. of Respondents for hygiene in washroom.
Reference with above table, out of 40 respondents 80% are satisfied with hygienic &
cleanness of washrooms/rest rooms and 15% employee showing no response, neither they
are satisfied nor they are unsatisfied. And 5% is disagreeing to the washroom hygienic
condition.
6. I am satisfied with my work.
Table no.6: Showing No. of Respondents for work.

B Agree 18 45%
C Neutral 8 20%
D Disagree 2 5%
Total 40 100%
[43]
Chart No.6: Showing No. of Respondents for work.
References with above table, out of 40 respondents 75% are satisfied with their work and
20% are neutral and 5% are not satisfied with their work.
SAFETY NEEDS
7. There are safe working conditions in the company and I am satisfied with it.
Table no.7: Showing No. of Respondents for safe working conditions.

B Agree 22 55%
C Neutral 12 30%
D Disagree 2 5%
Total 40 100%
[44]
Chart No.7: Showing No. of Respondents for safe working conditions.
Reference with above table, out of 40 respondents 65% are satisfied with working condition
of the company and 30% are neutral. 5% are not satisfied with the working condition of the
company.
8. I am satisfied with the job security provided to me in my current job.
.
Table no.8: Showing No. of Respondents for job security.

B Agree 36 90%
C Neutral 4 10%
D Disagree 0 0%
Total 40 100%
[45]
Chart no.8: Showing No. of Respondents for job security.
Reference with above table, out of 40 respondents 90% feel that they have job security in
their current job and 10% are neutral to this question.
9. I am satisfied with the medical facilities provided in the company.
Table no. 9: Showing No. of Respondents for adequate medical facilities.

B Agree 14 35%
C Neutral 12 30%
D Disagree 10 25%
Total 40 100%
[46]
Chart no.9: Showing No. of Respondents for adequate medical facilities.
Reference with above table, out of 40 respondents 40% feel that they have got adequate
medical facilities in the company and 30% are neutral to it also 30% are disagree to this
statement.
ESTEEM NEEDS
10. I am satisfied with the recognition and appreciation given to me for my work efforts.
Table no.10: Showing No. of Respondents for recognition and appreciation.

B Agree 24 60%
C Neutral 8 20%
D Disagree 4 10%
Total 40 100%
[47]
Chart no.10: Showing No. of Respondents for recognition and appreciation.
Reference with above table, out of 40 respondents 70% feel that they receive recognition and
appreciation of their work efforts. To this statement 20% are neutral and 10% are disagreeing
to it.
11. Are you involved by management in decision making of your department?
Table no.11: Showing No. of Respondents involved in decision making by management.

B Agree 24 60%
C Neutral 6 15%
D Disagree 6 15%
Total 40 100%
[48]
Chart no.11: Showing No. of Respondents involved in decision making by management.
Reference with above table, out of 40 respondents 70% says they are involved in decision
making by the management and 15% are neutral to it. And 15% are disagreeing to it.
12. Are you satisfied with your roles and responsibilities of the organization?
Table no.12: Showing No. of Respondents satisfied with their roles and responsibilities.

B Agree 18 45%
C Neutral 12 30%
D Disagree 2 5%
Total 40 100%
[49]
45%agree
18
16
14 30%Neutral
Strongly Agree
12
Agree
10 20%Strongly
Neutral
Agree
8
Disagree
6 Strongly Disagree
4 5%Disagree
2
0
Employee Response
Chart no.12: Showing No. of Respondents satisfied with their roles and responsibilities.
Reference with above table, out of 40 respondents 65% are happy with their roles and
responsibilities towards the organization and 30% are neutral to this question. And 5% are
not happy with their role and responsibilities.
13. Do you feel your job provides you status and prestige in the organization?
Table no.13: Showing No. of Respondents for status and prestige in the organization.

B Agree 22 55%
C Neutral 8 20%
D Disagree 4 10%
Total 40 100%
[50]
Chart no.13: Showing No. of Respondents for status and prestige in the organization.
Reference with above table, out of 40 respondents 70% agree to the statement that their job
provides them status and prestige in the organization. And 20% are neutral with 10% are
disagree to the statement.
SOCIAL NEEDS
14. I am satisfied with the working environment of the company.
Table no.14: Showing No. of Respondents satisfied with the working environment.

B Agree 24 60%
C Neutral 8 20%
D Disagree 2 5%
Total 40 100%
[51]
Chart no.14: Showing No. of Respondents satisfied with the working environment.
References with above table, out of 40 respondents, 75% are happy with the working
environment of the company and 20% are neutral. With 5% are disagreeing to this statement.
15. I receive support/assistance in my company from my peers, subordinates and superiors.
Table no.15: Showing No. of Respondents for receiving support/assistance in the

company.

B Agree 32 80%
C Neutral 4 10%
D Disagree 2 5%
Total 40 100%
[52]
Chart no.15: Showing No. of Respondents for receiving support/assistance in the

company.
References with above table, out of 40 respondents 85% are satisfied with the support and
assistance they get from their peers, subordinates and supervisors. And 10% are neutral to it,
with 5% are disagreeing to the statement.
16. Are you interested in the extra activities other than work, such as games, cultural?
Table no.16: Showing No. of Respondents interested in the extra activities other than
work.
B Agree 14 35%
C Neutral 6 15%
D Disagree 2 5%
Total 40 100%
[53]
Chart no.16: Showing No. of Respondents interested in the extra activities other than
work.
References with above table, out of 40 respondents 80% are interested in extra activities
other than work such as games, cultural activities. And 15% are neutral, 5% are not
interested.
SELF ACTUALISATION
17. I am satisfied with the opportunities offered by the company for my advancement.
Table no.17: Showing No. of Respondents for opportunities of advancement.

B Agree 22 55%
C Neutral 12 30%
D Disagree 2 5%
Total 40 100%
[54]
Chart No.17: Showing No. of Respondents for opportunities of advancement.
References with above table, out of 40 respondents 60% agree that company offers them
opportunity for advancement. And 30% are neutral with this statement and 10% disagreeing
to it.
18. I feel that my work is challenging.
Table no.18: Showing No. of Respondents feel that my work is challenging.

B Agree 20 50%
C Neutral 8 20%
D Disagree 2 5%
Total 40 100%
[55]
Chart no. 18: Showing No. of Respondents feel that my work is challenging.
Reference with above table, out of 40 respondents 75% feels that their work is challenging
and 20% are neutral to this statement. 5% are disagreeing to it.
19. I desire to be the best at my job.
Table no.19: Showing No. of Respondents desire to be best at their job.

B Agree 30 75%
C Neutral 0 0%
D Disagree 0 0%
Total 40 100%
[56]
Chart no.19: Showing No. of Respondents desire to be best at their job.
Reference with above table, out of 40 respondents 100% desire to be best at their job.
This tells that employees are dedicated to their work responsibilities.
20. I feel that my job helps me to achieve the best of my potential.
Table no.20: Showing No. of Respondents for achieving the best of their potential.

B Agree 20 50%
C Neutral 6 15%
D Disagree 2 5%
Total 40 100%
[57]
Chart no.20: Showing No. of Respondents for achieving the best of their potential.
Reference with above table, out of 40 respondents 80% feel that their job helps them to
achieve best of their potential. And 15% are neutral to this question with 5% disagreeing to
the statement.
5. FINDINGS:
The finding is concluded after the analysis of the responses shown and received in the
questionnaire and through interview of employees.
1 Both workers and management employees are happy with their work.
2 Employees are satisfied with management.
3 Employees are interested in extra activities other than work such as cultural, games
etc.
4 Behaviors of superiors are good with employees.
[58]
5 Employees found their job to be challenging and interesting. A learning organization
for the employees.
6 Employees are happy with working environment in the company. They found a good
work culture in the company.
7 Employees have good interpersonal relation and respect for each other, at personal
level also.
8 Employees learn so many different things from the process & projects. They apply
their own knowledge and skill and also develop new things from the process. Very
interesting and knowledgeable process, which keeps their interest.
9 Good support from peers, subordinates, supervisor and different departments.
10 An employee gets responsibility of their work and some decision power also.
11 Employee feel that it is personally very strong organization
12. Employees have demand for increase in salary.
13. Growth slow is in terms of promotion, financial terms.
14. Sometimes there is a bad communication between different departments. This delays
the supply of the material and fails to fulfill the commitment.
15. Management is not taking care of employee’s suggestion and complains seriously.
Many employees are not happy with the management. Employees at least need a
positive or negative feedback on their suggestion.
16. Technology should be updated for their safety purpose. The furniture and equipment
should be designed keeping in mind the different department & their work. The
safety needs should be taken into consideration.
[59]
[60]
6. RECOMMENDATION AND CONCLUSION:
6.1 RECOMMENDATION
1. Employee gets multidisciplinary experience opportunity under this organization,
which keeps the interest of their work. 75% employees feel that their work is
challenging. This is a factor which makes the employee to his work and organization.
Company should keep encouraging new training for the employees.
2. Company have informal work environment and it’s a motivating factor for the
employees, with that company should also arrange as many extra activities for the
employees to keep them fresh and motivated. As 80% of employee are interested in
extra activities than work.
3. Employees feel happy and motivated when they are appreciated by their supervisors
or awarded with some monetary rewards for their extra efforts. Survey says 90% of
employees feel motivated when they are awarded with the rewards. So the supervisor
should not miss any chance to motivate their employees.
4. Company need to take care a bit more for the medical facilities in the company. 60%
of employees are dissatisfied with the company medical facilities.
5. The HR department should take care of employee suggestion or complains properly.
Whatever may be the decision from the higher management either positive or
negative, feedback should be given to the employees. This makes them realize that
they are recognized by the company and their suggestions are important for the
company growth. And also motivate employees for their valuable suggestion.
[61]
6.2 CONCLUSION:
Research shows that satisfied, motivated employees will create higher customer satisfaction
and in turn positively influence organizational performance.
The present study has been conducted to study employee satisfaction in the company. The
research is carried out in “Symtronics Automation Pvt Ltd.” situated in Bhosari, Pune city.
75% of employees are satisfied with their company “Symtronics Automation Pvt Ltd.”.
Like all other companies Symtonics is also facing some challenges in the market
environment. There are some demands by the employees for their welfare and company is
also taking care of it.
Symtronics is always on the lookout for talented people to join its team. Company offers an
informal work atmosphere, freedom of decisions and a multi-disciplinary experience
opportunity. This is a reason that employees of Symtronics Automation Pvt Ltd. stay with
their organization for a very longer period. The company has given a healthy working
environment where employees are happy working with their colleagues. Many employees
over here want to be with this organization till they get retired from the company. Employees
feel satisfied working with this organization as this company is giving them a good work
environment and an open culture, as an employee’s basic need. Employees over here found
their job to be challenging which makes their interest, they get new things to learn, and it’s a
multidisciplinary opportunity for the employees. If people have the desire to work and learn
[62]
new things, this is the destination for those talented people. Maximum number of employee’s
response show that they found the project and process to be very knowledgeable and
interesting.
Employees personally feel that it’s a very strong organization and with time it has proved its
excellence. And with time there are many changes been done and this changes and
development are still continue.
[63]
7. BIBLIOGRAPHY:
1. www.google.com
2. www.symtronicsindia.com
3. www.citehr.com
4. www.hrvillage.com
5. www.hrmguide.net
6. www.hrguru.com
7. www.shrm.org
8. Organizational Structure and Behaviour – Mr. CHANDAN
9. Organization Structure and Behaviour – LUTHANS
10. Breaking the chain of organization structure – TODD JICKS, DAVE
ULRICH
[64]
11. Intranet of Symtronics Automation Pvt. Ltd
ANNEXURE
BASIC NEEDS
Q1) what types of incentives motivates you more?
Financial Objectives Non Financial Objectives Both
Q2) I am satisfied with the salary I draw.
Strongly Agree Agree Neutral
Disagree Strongly Disagree
Q3) I am satisfied with the lunch breaks, rest breaks.
[65]
Q4) I am satisfied with the administration in my office.
Q5) The rest rooms / washrooms are clean, hygienic and well ventilated.
Q6) I am satisfied with my work.
SAFETY NEEDS
Q7) There are safe working conditions in the company and I am satisfied with it.
Q8) I am satisfied with the job security provided to me in my current job.
Q9) I am satisfied with the medical facilities provided in the company.
[66]
ESTEEM NEEDS
Q10) I am satisfied with the recognition and appreciation given to me for my work
efforts?
Q11) Are you involved by management in decision making of your department?
Q12) Are you satisfied with your roles and responsibilities of the organization?
Q13) Do you feel your job provides you status and prestige in the organization?
SOCIAL NEEDS
[67]
Q14) I am satisfied with the working environment of the company.
Q15) I receive support/assistance in my company from my peers, subordinates and
superiors.
Q16) Are you interested in the extra activities other than work, such as games,
cultural?
SELF ACTUALISATION
Q17) I am satisfied with the opportunities offered by the company for my advancement.
Q18) I feel that my work is challenging.
[68]
Q19) I desire to be the best at my job.
Q20) I feel that my job helps me to achieve the best of my potential.
INTERVIEW QUESTIONS FOR THE MANAGEMENT LEVEL EMPLOYEES
1. What is your department and role towards this organization?
2. Since how long you were here with this organization?
3. What makes you with this organization for such a long period?
4. What do you likes about this company?
5. What you don’t like about this company?
6. If you get the authority to change any one thing in the company what would you change?
[69]
INTERVIEW QUESTION FOR THE WORKERS LEVEL
1. What is your department and role towards this organization?
2. Since how long you were here with this organization?
3. What makes you with this organization for such a long period?
4. What do you likes about this company?
5. What you don’t like about this company?
[70]

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A

“STUDY OF EMPLOYEE SATISFACTION”

SUBMITTED TO IP UNIVERSITY IN PARTIAL FULFILLMENT OF THE

ARMY INSTITUTE OF MANAGEMENT & TECHNOLOGY,

It gives me great pleasure in acknowledging the invaluable assistance expended to me by

I express my profound gratitude to Mr. Bhagwat (MD. SYMTRONICS AUTOMATION

The acknowledgement would be incomplete without rendering impartial gratitude to all

AIMT, Greater Noida.

I ________________________ Roll No ___________________ class of 2009, a full time

bonafide student of first year of Master of Business Administration (MBA) Programme of

project work carried out by me at ................................................................... and the report

submitted in partial fulfillment of the requirements of the programme is an original work of

(Faculty Mentors Signature)

SYMTRONICS started as a small firm in 1970, with a range of transistorized control

2.1 INTRODUCTION TO EMPLOYEE SATISFACTION 8-15

2.2 EMPLOYEE SATISFACTION ANALYSIS 16-17

2.3 TECHNIQUES USED TO MEASURE EMPLOYEE 18-19

2.4 IMPORTANCE OF EMPLOYEE SATISFACTION 20-21

3.1 SCOPE OF THE STUDY 33

3.2 STATEMENT OF PROBLEM 34

3.3 SOURCES & TOOLS OF DATA COLLECTION 34-35

3.4 SAMPLING TECHNIQUE 35

4 ANALYSIS & INTERPRETATION 37-57

6 CONCLUSION & RECOMMENDATIONS 60-62

7 BIBLOGRAPHY & ANNEXURE 63-68

LIST OF TABLES & FIGURES

Table/Figures TOPIC Page NO.

Table no.1 Showing No. of Respondents for incentives.

1. OBJECTIVE OF THE STUDY

Title: Study of employee satisfaction.

 To study the factors affecting the employee satisfaction.

 Studying the employees view about satisfaction with their organization.

 To find the reasons for dissatisfaction.

 Finding area for development through study.

2.1 INTRODUCTION TO EMPLOYEE SATISFACTION

be better positioned to succeed in a competitive health care environment that demands

In the late 1950s, Frederick Hertzberg, considered by many to be a pioneer in motivation

2. Think of a time when you feel that way?

APPLYING THE THEORY:

COMPANY AND ADMINISTRATIVE POLICIES

or whether some penalties are too harsh.

evaluation and feedback so that no one feels singled out.

have clear policies related to salaries, raises and bonuses.

an individual continues to be disruptive, take charge of the situation, perhaps by dismissing

him or her from the practice.

efficiency and satisfaction.

employee greater freedom and authority as well.

more fulfilled professionally.

ABRAHAM MASLOW’S “NEED HIERARCHY THEORY”:

needs is satisfied, this kind of need ceases to be a motivator.

As per his theory these needs are:

(i) Physiological needs:

to maintain life, no other motivating factors can work.

(ii) Security or Safety needs:

food or shelter. It also includes protection against any emotional harm.

(iii) Social needs:

satisfy their need for affection, acceptance and friendship.

(iv) Esteem needs:

states, recognition and attention.

(v) Need for self-actualization:

is capable of becoming; it includes growth, achieving one’s potential and self-fulfillment. It

is to maximize one’s potential and to accomplish something.

I ______ Roll No _ class of 2009, a full time