CONTENTS

S. No. Contents Page No

INTRODUCTION

 Introduction to the Job Satisfaction

1  Company Profile
 Organisation Chart
 Review of Literature
2 STATEMENT OF THE PROBLEM

3 OBJECTIVE OF THE STUDY

4 RESEARCH METHODOLOGY
5 LIMITATION OF THE STUDY
DATA ANALYSIS AND
6
INTERPRETATION
7 FINDINGS
8 SUGGESTIONS

9 CONCLUSION

APPENDIX

 Questionnaire
10
 Articles
 Bibliography & Webliography
 INTRODUCTION

Management, observed Mary parker Follett “is to get things done

through people”. Any business activity basically require four Ms, viz. Men,

Material, Money and Machinery. Of all these resources people are the most

important resource of production. Today, the corporate world has started

acknowledging the fact that it is people and money, machinery or materials

that run organizations. The burden of performance is no longer on

mechanically advanced systems, but on the resourcefulness, initiative and

responsibility of the people who are intrinsically the process owners.

There has always been a gap between the corporate visions and the

ambitions of individuals. In the past, the human resource function did not try

to bring about compatibility between corporate needs and that of individuals.

But, today’s the managements have to ensure congruence between

organizational objectives and employee’s aspirations.

The task of coordinating all the other factors of production, except man

is felt easier, because man cannot be controlled fully at all times. He can act

according to his own desired. And most of the time human being will be

manipulated by the work environment and by the group. Human behaviour is

unpredictable. One will act according to one’s own. Hence, only by

providing more facilities to human factor, we can motivate them to work.

Then only it is possible to direct the combination of all factors towards the

goal.

There are numerous factors, which will influence the human factors.

Among them the levels of human relations in the organization play a

significant role. In ancient day’s it was felt that by using power and authority

human relations in the organization could he improved. Through this concept

we cannot get worker’s co-operation and involvement at their level best. But,

they will work because of fear not without involvement.

The second concept is, only by providing monetary increments and

incentives, human relations can be improved in the organization. This concept

also failed to achieve is goal but at certain level it increased human relations.

Now, the recent human relation’s theory prescribes participatory

management according to which all are allowed to play their roles and the

management will play a participatory role.

By enhancing human relations we can improves the efficiency of the

workers. If they are fully satisfied, then they will give their full efforts. As a

result, the achievement of organizational goal becomes an easy one.

Therefore employee’s job satisfaction alone is responsible for the

attainment organizational goals. Hence, it is important to provide more

facilities in the form of work environment, improved human relations, fair

wages and welfare measures. The management can improve them and satisfy

the workers. By satisfying workers they will reach their goal. Thus is the

individual and the organizational goals will reached simultaneously. People

see organization as a means to help them to reach their goals while

organization needs people to reach organizational objectives.

DEFINITION OF THE TERM “JOB SATISFACTION”

Locke gives a comprehensive definition of job satisfaction. According

him job satisfaction is “a pleasurable or positive emotional state resulting from

the appraisal o one’s job or job experience”. Job satisfaction is a result of

employees’ perception of how well their job provides those things, which are

viewed as important. It is generally recognized in the organizational

behaviour field that job satisfaction is the most important and frequently

studied attitude.

DETERMINANTS OF JOB SATISFACTION

According to Abraham A. Korman, there are two types of variables,

which determine the job satisfaction of an individual. They are:

I. Organizational variables, and

II. Personal variables

ORGANISATIONAL VARIABLES

1. Occupational Level : The higher the level of the job, the greater the

satisfaction at the individual will be. This is because higher level jobs carry

greater prestige and self control. The relationship between occupational level

and job satisfaction stems from social reference group theory in that our

society values some jobs more than the others. Hence people in valued jobs

will like tern more than those who are in non-value jobs. The relationship way

also stern from the need-fulfilment theory. People in higher level jobs find

most of their needs more satisfied than when they are in lower level ones.

2. Job Content: Greater the variation in job content and the less the

repetitiveness with which the tasks must be performed, the greater the

satisfaction of the individuals involved will be. Since job content in terms of

variety and nature of tasks called for is a function of occupational level, the

theoretical arguments giver above apply here also.

3. Considerate Leadership: People like to be treated with consideration.

Hence Considerate leadership results in higher job satisfaction than

inconsiderate leadership.
4. Pay and Promotional Opportunities: All other things beings equal these

two variables are positively to job satisfaction. An explanation for this finding

lies in both the theories discussed above.

5. Interaction in the Work Group: Here the question is; when is interaction

in the work group a source of job satisfaction and when is it not? Interaction

is most satisfying when

i. It result in the cognition that other person’s attitudes are similar to

one’s own, since this permits the ready calculability of the other’s

behaviour and constitutes a validation of one’s self;

ii. It results in being accepted by others and

iii. It facilitates the achievement of goals.

PERSONAL VARIABLES

For some people, it appears that most jobs will be dissatisfying

perspective of the organizational conditions involved, whereas for others, most

jobs will be satisfying. Personal variables like age, educational level, sex, etc.,

are responsible for this difference.

1. Age: Most of the evidence on the relation between age and job

satisfaction, holding such factors are occupational level constant,

seems to indicate that there generally a positive relationship

 between the two variables up to the pre-retirement years and then

there is a sharp decrease in satisfaction. An individual aspires for

better and more prestigious jobs in the later years of his life. Finding

his channels for advancement blocked, his satisfaction declines.

2. Educational Level: With occupational level held constant, there is a

negative relationship between the educational level and job

satisfaction. The higher the education, the higher the reference

group, which the individual looks for guidance to evaluate his job

rewards, will be.

3. Role Perception: Different individuals hold different perceptions about

their roles, i.e., the kind of activities and behaviours they should

engage themselves in to perform then jobs successfully. Job

satisfaction is determined by this factor also. The more accurate the

role perception of an individual the greater his satisfaction will be.

4. Sex: There is yet to consistent evidence as to whether women are more

satisfied will their jobs than men, holding such factors as job and

occupational level constant. One might predict this to be the case,

considering the generally lower occupational aspirations of women.

COMPANY PROFILE

Type Public Company BSE: HERO HONDA M

Industry Automotive Founded January 19, 1984 in Gurgaon, Haryana,
India Headquarters New Delhi, India Key people Brijmohan Lal Munjal
(Chair and Founder)

Toshiaki Nakagawa (Joint Managing Director)

Products Motorcycles, Scooters Revenue U$ 2.8 billion

Website: www.Herohonda.com

Company Profile

“Hero” is the brand name used by the Munjal brothers for their flagship
company Hero Cycles Ltd. A Joint venture between the Hero Group and
Honda Motor Company was established in 1984 as the Hero Honda Company,
India.

During the 1980s, the company introduced motorcycle that were popular in
India for their fuel economy and low cost. A popular advertising campaign
based on the slogan ‘Fill it – Shut it – Forget it’ that emphasised the
motorcycle’s fuel efficiency helped the company grow at a double – digit pace
since inception.

Hero Honda has three manufacturing facilities based at Dharuhera and

Gurgaon in Haryana and at Haridwar in Uttarakhand. These plants together
[Citation needed]
are capable of churning out 3.9 million bikes per year. Hero
Honda’s has a large sales and service network with over 3,000 dealerships and
service points across India. Hero Honda’s customer loyalty program, [clarification
needed]
the Hero Honda Passport Program, claims to be one of the largest
programs of its kind in the world with over 3 million members.

The 2006 Forbes 200 Most Respected companies list has Hero Honda
Motors ranked at 108.

LIST OF MODELS

• Achiever
• Ambition 133, Ambition 135
• CBZ, CBZ Star, CBZ Xtrems
• CD 100, CD 100 SS, CD Dawan, CD Deluxe, CD Deluxe (Self Start
• Glamour, Glamour F.1
• Hunk
• Joy
• Karizma, Karizma R, Karizma ZMR F1
• Passion, Passion +, Passion Pro
• Pleasure
• Street
• Splendor, Splendor +, Splendor + ( Limited Edition), Super Splendor,
Splendor NXG
 1.1. ORGANIZATION PROFILE

About the dealer

Nithya Motors is situated near koviloor main road, Old Bus Stand,
Karaikudi. The Managing Director of the Nithya Motors,
Mr. K. Somasundaram M.B.A.

The Nithya Motor is the main dealer of hero Honda Motorcycles.

There are five sub dealers. They are

1. Matha Agencies, Kalayarkoil

2. Amir Motors, Thiruppathur,
3. Victory Motors, Thondi
4. PKN Motors, Puduvayal
5. Kanapiran Motors, Thiruvadanai
6. Veera Motors, Keelchevalpatti

In Nithya Motors, Totally 75 Employees are working

Promotional activities

Nithya Motors undertake the following sales promotional activities for

hero Honda two wheelers.

1. Local technician training.

2. Sponsors
3. Exchange Melas etc
4. Customer Safety Ride Programs
5. Learning Process Management System (LPMS)

Other Activities

1. Free water service camps

2. Marketing Survey
3. Free Service Camp
4. Efforts by service points to promote sales
5. Exchange melas
6. Service har jahan (service at all places)
7. Green Environmental Activities
 PROCESS
SALES

AS an Authorized Main Dealer of HERO HONDA MOTORS LTD all

Hero Honda vehicles are sold by NITHYA MOTORS and following flow
chart of Sales enhances the understanding of Sales process.

SALES

RECEPTION

YE TEST DRIVE N
S & O

QUOTATION

H.P CASH
FOLLOW UP
PROCESS
YE
DEALING WITH S
FINANCIERS

BILLING PRODESS

DELIVERY

NO
 SPARES

The Role of SPARES Department concentrates three paths of sales they are 1)
Counter Sales, 2) Service Sales, 3) Sub Dealers Sales. The Separate inventory
system and marketing system are strictly followed to attain the Target which is
given by Hero Honda Motors Ltd, below given process is being followed by
Nithya Motors and monitored by HHML

SPARES

SUB
COUNTER SERVICE
DEALERS

SPARES ISSUED SENDING WITH

DIRECT SALES AGAINST JOB LOGISTICAL
TO WALK IN CARD AND PROCESS AND
CUSTOMERS & BILLING AT DEBITED ON
BILLING SERVICE THEIR
COUNTER ACCOUNTS

SERVICE
The world high class sophisticated Automated Workshop takes care in
SERVICE of Hero Honda vehicles. HHML Trained Technicians only
maintained the vehicles with Systematical procedures.

All Models have different technology and so different S.O.P is followed

5 - S Concepts, Kaisen Management CRM are adopted to lead the Service

Management to retain the level of customer satisfaction.

Following flow of process and management system is of better understanding

SERVICE
1. JOB CARD MAKING.

2. TRAIL TAKING AND DIAGNOSIS.

PRE SERVICE
PROCESS 3. EXPLAINING PREVENTIVE
MAINTANANCE.

4. EXPLAINING MANDATORY JOBS.

1. WATER WASH.

2. JOB ALLOCATION TO
TECHNICIANS TRAINING LEVEL.

3. JOB WITH S.O.P.

ON SERVICE
PROCESS 4. QUALITY CHECKUP.

5. INTIMATION TO CUSTOMER.

6. DELIVERY PROCESS & BILLING.

7.
1. DAILY
AFTER PERFORMANCE FEED
ONE WEEK POST
BACK SYSTEM.
SERVICE FOLLOW UP SYSTEM.

2. REMINDER SYSTEM FOR NEXT

SERVICE.
POST SERVICE
PROCESS 3. DROP OUT CUSTOMER LEAKAGE
ANALYSIS.

4. DOOR PICK UP SERVICE

 REVIEW OF LITERATURE
A Literature review is the summary and critical evaluation of pervious
published or unpublished researches made by various scholars and researchers.
The source of literature review may be newspapers, articles, journals,
magazines, books, thesis, reports etc. It may also include discussions,
methodological issues and suggestions for future research.

Determinants o Job
Slno Author Name of the Study
Satisfaction
1 Catherine T. Culture, job satisfaction and 1) Job satisfaction is found to
Kwantes (2009) organizational commitment relate to affective
in India and the United States commitment in both the
Indian and American samples
2)Different patterns of
relationships emerge in the
US and India.
2 Fauzia Jabeen Impact of Personality Traits 1)Knowledge management.
Ph.d in on Job Satisfaction of Public 2) LeaderShipTraits 3)
Management Sector Emotional Intelligence and
from U.P. Employees Personality traits
Technical
University,
Lucknow, Uttar
Pradesh, India.
&Member of
National HRD
Network
(NHRDN),
3 Job Satisfaction Of What job is a part of one's
Guru Pandi Employees In Spinning Mills life and such work not only
physical needs are fulfilled
through monetary gain but
also giving psychological
satisfaction. It is the work
and through it the individual
finals opportunities for the
satisfaction of many of his
social personal needs.
4 Personal Characteristics and This study examines the
Mirza S. Job Satisfaction: India- relationship between job
Saiyad Nigeria Comparison satisfaction and personal
ain characteristics on samples of
778 Indians and 620
Indian Institute
Nigerians. The results
 indicate no relationship
of between sex, marital status,
Manag and annual income and job
ement, satisfaction for both the
Ahmed samples. Age showed
abad, quadratic and linear
India relationship with satisfaction
for Indian and Nigerian
samples respectively.
Satisfaction increased with
increasing number of
dependents and work
experience and decreased
with increasing years of
education for both the
samples. The regression
analysis showed that all
seven personal characteristics
accounted for 34.9 per cent
and 71.7 per cent variation in
job satisfaction for Indian
and Nigerian employees,
respectively. Culture and
level of industrialization have
been examined to explain the
differences in the results.
5 "Changes in HRM and job Improvements in
Brown, Forde, satisfaction perceptions of job security,
et. al. the climate of employment
(2008 relations and managerial
responsiveness are the most
important factors in
explaining the rise in
satisfaction with sense
of achievement
6 Job Satisfaction as Related to significant difference
Jain, Jabeen, et. Organisational between managers and
al. Climate and Occupational engineers in terms of their
(2007) Stress: A Case Study of job satisfaction and
Indian Oil" 14
both the groups appeared
almost equally satisfied with
their jobs. When the
managers and
engineers were compared on
organizational climate, it was
found that both the groups
differed significantly.
Managers scored
significantly high on
 organizational climate scale
than
the engineers indicating that
the managers are more
satisfied due to the
empowerment given
to them.
7 Effect of Job satisfaction on stress & satisfaction is to be
Shahu & Gole Performance: An taken up in the
(2008) Empirical Study industries to make them
aware of the benefits of
knowledge of stress and its
relationship with
satisfaction and achievement
of goal of industries.
Job Satisfaction is in regard
to one's feeling or state-of-
mind regarding the nature of
their
work. Job Satisfaction can be
influenced by a variety of
factors,eg, the quality of
one's
relationship with their
supervisions, the quality of
the physical environment in
which they
work, degree of their
fulfillment in their work etc.
8 feelings of satisfaction on happiness or selfcontentment
Rao (2005) the job, which acts as a but the satisfaction of the job.
motivation to work According to him, there are 4
types of theories:
1. Need Fulfillment Theory
2. Equity Theory
3. Two Factor Theory
4. Discrepancy Theory

9 Job Satisfaction of Different organisation adapts

Aswathappa employees can be judged different type of wage
(2003) through the payment
system of wage payment system. Along with wages
and salaries they are paying
incentives, perquisites and
nonmonetary
benefits.
According to him, he
explained 3 theories of
remuneration:
 A. Reinforcement and
Expectancy Theory
B. Equity Theory
C. Agency Theory
10 Job Attitude and Employees job satisfaction does have
Velnampy (2008) Performance of Public Sector impact
Organizations in Jaffna on future performance
District, Sri Lanka through the job involvement,
but higher performance also
makes
people feel more satisfied
and committed. It is a cycle
of event that is clearly in
keeping with
the development perspective.
Attitudes such as satisfaction
and involvement are
important to
the employees to have high
levels of performance. The
results of the study revealed
that
attitudes namely satisfaction
and involvement, and
performance are significantly
correlated.
 STATEMENT OF THE PROBLEM

Human behaviour is unpredictable. One can act according to one’s

own decision. No one can expect the same type of behaviour from anyone at

all circumstances. Human behaviour is highly influenced by the environment.

Because of this factor, we cannot expect that one can act in the same way on a

particular problem in all situations.

Most times human behaviour is influenced by the nature of work group.

Friendly cooperative co-workers will definitely have a positive approach

towards their work. The work group serve as a source of support, comfort,

advice and assistance to the individual workers. An good work group makes

the job more enjoyable, and the performance of the group will be very high.

This will automatically lead to the attainment of the individual as well as die

organizational goals. As a result every one of the organization will have a

high job satisfaction and will have a peaceful life .

If there is dissatisfaction with the job it will make the workers become

restless which may be reflected in the form of low production, high wastage of

materials, accidents, conflicts among workers, absenteeism, high employee

turnover, strike and lockouts etc. Therefore, it is more important to study the

job satisfaction of workers as it one of deciding factors which will determine

the whole operation of an organization.

 OBJECTIVE OF THE STUDY

To study the level of job satisfaction of employees in Nithya Motors Company

To identify the factors which are closely associated with job satisfaction.

To find out the factors which dissatisfies the employees.

To know about the relationship with the superiors.

To identify the Revenue Loss which are closely associated with dissatisfaction

To identify the better solutions to retain the man power consistently.

 RESEARCH METHODOLOGY

“ A Research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevant to the research

purpose with economy in procedure”.

-setting, Johada, Dectscu and Cook

This study is based on explanatory design, which will explore and

analyse the factors that lead towards satisfaction. The questionnaire method is

used for data collection. This questionnaire consists 19 questions in a

structured way. During the course of interviews. Respondents were made to

fed free all were motivated, by giving clear information about this study, to

express their feeling. Hence, questionnaire is used as a tool for this study.
 RANDOM SAMPLING METHOD

The sampling technique adopted for this research is random sampling,

which is chosen for the convenience of the researcher.

Source of Data : Primary Data

Sampling Size : 75

Tools Used : Percentage Analysis

Bar Diagram

Pie Diagram

Interview Method : Face to Face

 LIMITATIONS

This study is mainly focused on staff members of Nithya Motors

Company. Hence the findings and suggestions may not be applicable to all

other organizations.

Initially, the researcher planned to conduct the current study in a large

scope. But due to time constraints, the questionnaire pattern was restricted to

15 questions and the scope of the study was narrowed down.

 DATA ANALYSIS & INTERPRETATION

TABLE No . 1 - GENDER WISE CLASISFICATIONS

GENDER No of Respondents % of Respondents

MALE 59 78

FEMALE 16 22

TOTAL 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 78 % of the respondents are Male

 22 % of the respondents are Female

 CHART NO.1 - GENDER OF THE RESPONDENTS

70
60
50
40
30 59 %
NO of
20 Respond
ents
10
16 %
0
MALE FEMALE

TABLE No. 2 AGE WISE CLASSIFICATION

 Age No of respondents % of Respondents

18-27 35 47

28-37 29 39

38-47 8 10

48 & above 3 4

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 47 % of the respondents are belongs to the age group of 18 – 27

 39 % of the respondents are belongs to the age group of 28 – 37

 10 % of the respondents are belongs to the age group of 38 – 47

 4 % of the respondents are belongs to the age group of 48 & above
CHART NO.2 - AGE OF THE RESPONDENTS
 TABLE No. 3 - MARITAL STETUS WISE CLASSIFICATION

Marital Status No .Of Respondents %Of Respondents

Married 38 51

Un Married 37 49

Total 75 100%

Inference:

From the above table is has been inferred that, Out of 75 respondents

 51 % of the respondents are Married

 49 % of the respondents are Unmarried

CHART NO.3 - MARITAL STATUS OF THE
RESPONDENTS
 TABLE NO. 4 - DESIGNATION WISE CLASSIFICATION

No. OF
DESIGNATION % OF RESPONDENTS
RESPONDENTS

Managers 11 15

Technicians 33 44

Executives 18 24

Supervisors 13 17

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 15 % of the respondents are Manger,

 44 % of the respondents are Technicians,

 24 % of the respondents are Executives

 17 % of the respondents are Supervisors

CHART NO 4 - DESIGNATION OF THE RESPONDENTS
 TABLE NO. 5 EDUCATION WISE CLASSIFICATION

No .Of %Of
Education
Respondents Respondents

Graduate 45 60

Post Graduate 24 32

Higher Secondary 4 6

Others 2 2

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 60 % of the respondents are Graduate,

 32 % of the respondents are Post Graduate,

 06% of the respondents are Higher Secondary,

 02 % of the respondents are Other.

CHART NO.5 - EDUCATION OF THE RESPONDENTS
 TABLE NO. 6 - DEPARTMENT WISE CLASSIFICATION

Department No .Of Respondents %Of Respondents

Service 35 47

Sales 24 32

Spare 16 21

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 47 % of the respondents are Service Department,

 32 % of the respondents are Sales Department

 21 % of the respondents are Spare Department

CHART NO.6 – DEPARTMENT OF THE RESPONDENTS
 TABLE NO. 7 - EXPERIENCE WISE CLASSIFICATION

Experience No .Of Respondents %Of Respondents

Below 1 years 21 28

1-3years 23 31

4-6years 18 24

above 6 years 13 17

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 28 % of the respondents are belongs to 1-3 years experience,

 31 % of the respondents are belongs to below 1 year experience,
 24 % of the respondents are belongs to 4-6 years experience,
 17 % of the respondents are belongs Above 6 years experience.
CHART NO.7 – EXPERIENCE OF THE RESPONDENTS
 TABLE NO. 8 - LEVEL OF SATISFACTION FOR WORKING
CONDITION

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 61 82

Partially Satisfied 11 14

Dissatisfied 3 4

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 82 % of the respondents are satisfied with their working conditions,

 14 % of the respondents are Partially satisfied with their working

conditions,

 4 % of the respondents are Dissatisfied with their working conditions,

CHART NO.8 – LEVEL OF SATISFACTION FOR WORKING
CONDITION
 TABLE NO. 9 - LEVEL OF SATISFACTION FOR JOB
SECURITY

No .Of
LEVEL OF SATISFACTION % Of Respondents
Respondents

Satisfied 56 74

Partially Satisfied 15 20

Dissatisfied 4 6

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 74 % of the respondents are satisfied with their Job Security,

 20 % of the respondents are Partially satisfied with their Job Security,

 6 % of the respondents are Dissatisfied with their Job Security.

CHART NO.9 - LEVEL OF SATISFACTION FOR JOB
SECURITY
 TABLE NO. 10 - SATISFACTION LEVEL WITH SUPPORT OF
CO-WORKERS

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 52 69

Partially Satisfied 15 20

Dissatisfied 8 11

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 69 % of the respondents are satisfied with their support of Co-

workers,

 20 % of the respondents are Partially satisfied with their support of

Co-workers,

 11 % of the respondents are Dissatisfied with their support of Co-

workers
CHART NO.10 - LEVEL OF SATISFACTION FOR SUPPORT OF
CO-WORKERS
TABLE NO. 11 - SATISFACTION LEVEL ABOUT PROMOTION
POLICY OF THE CONPANY

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 46 61

Partially Satisfied 19 26

Dissatisfied 10 13

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 61 % of the respondents are satisfied with their promotion policy of the

company,

 26 % of the respondents are Partially satisfied with their promotion

policy of the company,

 13 % of the respondents are Dissatisfied with their promotion policy of

the company.
CHART NO.11 - LEVEL OF SATISFACTION FOR
PROMOTION POLICY
 TABLE NO. 12 - SATISFACTION LEVEL ABOUT COMPANY
POLICES AND ADMINISTRATION

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 49 66

Partially Satisfied 23 30

Dissatisfied 3 4

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 66 % of the respondents are satisfied with their company policy and

administrations,

 30 % of the respondents are Partially satisfied with their company

policy and administrations,

 4 % of the respondents are Dissatisfied with their company policy and

administrations.
CHART NO.12 - LEVEL OF SATISFACTION FOR COMPANY
POLICY AND ADMINISTRATION
TABLE NO. 13 - SATISFACTION LEVEL ABOUT THE FRENCH
BENEFIT PROVIDED BY THE COMPANY

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 49 66

Partially Satisfied 15 20

Dissatisfied 11 14

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 66 % of the respondents are satisfied with their French benefit

provided by the company,

 20 % of the respondents are Partially satisfied with their French benefit

provided by the company,

 14 % of the respondents are Dissatisfied with their French benefit

provided by the company.

CHART NO 13 - LEVEL OF SATISFACTION FOR FRENCH
BENEFIT PROVIDED
 TABLE NO.14- SATISFACTION LEVEL OF TRAINING &
DEVELOPMENT PROGRAMMES

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 56 74

Partially Satisfied 13 18

Dissatisfied 6 8

Total 75 100

Inference:

From the above table is has been inferred that, Out of 75 respondents

 74 % of the respondents are satisfied with their Training &

Development programmes,

 18 % of the respondents are Partially satisfied with their Training &

Development programmes,

 8 % of the respondents are Dissatisfied with their Training &

Development programmes.
CHART NO 14 - - LEVEL OF SATISFACTION FOR TRAINING
AND DEVELOPMENT PROGRAMMES
 FINDINGS

 96% of the respondents are having confidence with their management.

 It is felt that working environment is maintained very well here. 82%

of the respondents are Satisfied with their working conditions.

 It is found that 74% of the respondents are satisfied with their job
Security.

 It is found that 69% of the respondents are satisfied with their support

of Co-workers,

 Nearly 61% of the respondents are satisfied with their promotion policy
of the company,

 It is found that 66% of the respondents are satisfied with their French
benefit provided by the company.

 74% of the respondents are satisfied with their training & development
programmes.
 SUGGESTIONS

Job satisfaction in the company is excellent. However the following

suggestions are made with the intention for still better conditions.

Suitable steps may be taken to revise the promotion polices.

Similarly attention may be given to create confidents in the employees

with regards to policy making decisions.

According to 66% of the respondents are satisfied with their French

benefit provided by the company is not enough to consideration of
Retention of Man power consistently.

New Type of Motivational System should be adopted.

 CONCLUSION

The study entitled “Job Satisfaction among staff members in Nithya

Motors Company at Karaikudi was conducted with the following
major.

1. To study the level of job satisfaction of employees in Nithya Motors

Company

2. To find out the factors which dissatisfies the employees

With the help of explanatory research design and random sampling

methods, the researcher comes out with the following major findings.

1. Many of the staff members are satisfied with their working

conditions

2. Considering relationship with superiors many of the staff members

were satisfied.

This study brings out the fact that in Nithya Motors Company, 96% the
staff members are having confidence with their management.
 APPENDIX
ARTICLES

About all industry

Leaders are not born, evolve over time. It all stared on the auspicious
baiskhi day, the 13th April, 1984. When the hero group and Honda motor &
Co., joined hands. On its journey to take on the no.1. mantle, hero Honda
created some prominent milestones.

• 1985 – CD 100, India’s first 100 CC 4 – Stroke bike rolls out of

dharuhera plant. The original ‘Fill it Forget it’. Bike is born.
• 1991 – hero Honda becomes one of India’s top 100 companies.
• 1991 – CD100SS launched. The ‘tough and rugged’ takes on the roads.
• 1994 – hero Honda chairman declared business man of the year, by
business India magazine.
• 1994 – ‘designed to excel’, the splendor takes centre stage.
• 1997 - state of the art gurgaon plant inaugurates ad the street is
launched with ‘city riding made easy’.
• 1998 – hero Honda becomes the no.1 motorcycle brand.
• 1999 – CBZ is launched ‘motorcycling unplugged’ becomes the bikes
new manta.
• 1999 – Hero Honda receives ISO 14001 certification, for environment
conservaton.
• 2000 – splender becomes the world’s no. 1 two -wheeler brand.
• 2001 – Hero Honda launches a customer relationship initiative – the
passport programme, popularly known as ‘suhana Safar’, for its 4
million plus customers.
• 2001 – Hero Honda achieves ‘OM’ the operation million land mark,
creating history by reaching the target of selling a million bikes in a
single year.
• 2001 – The new millennium witnesses the launch of passion – ‘when
style matters’.
• 2001 – sold a Record – breaking 1,000,000 bikes in a year, making us
the world’s No.1 motor cycle company.
 • 2003 – Karizma the 150CC bike had been Lauched for Primium
Segment in Market.
• 2004 – One Crore Motor cycle Sold, - a Monumental Achievement.
• 2005 – Glamour had been Launched for sleek and magnetic style.
• 2006 - The unique fuel Injection Technology has been introduced with
Glamour – F1.
• 2007 – Hunk 150CC all the Muscular Matter has been launched.
• 2008 - Entering the Silver Jubilee Year, Starting the New Plant at
Haridwar (275 acres)
• 2008 – Silver Jubilee – Dhak Dhak Go…This slogan was splled across
all over India.
• 2009 – Good Life Program launched Karizma ZMR launched.

Latest Awards : 2009 & 2010

• Two – Wheeler Manufacturer of the year by NDTV Profit Car &

Bike Awards 2009 and Passion Pro adjudged as CNB Viewers’
Choice two wheeler

• Top Indian Company under the ‘Automobile – Two wheeler’s

sector by the Dun & Bradstreet – Rolta Corporate Awards

• Won Gold in the Reader’s Digest Trusted Brand 2009 in the

‘Motorcycles’ category

• Declared ‘Company of the Year’ by Economic Times Awards for

Corporate Excellence

• NDTV Profit Business Leadership Awards 2009 – two wheeler

category

• ET Awards for Corporate Excellence – Hero Honda is the winner

of the “Company of the year” award for 2008 – 09.

• 2010 – Company of the year awarded by Economics Times awards

for corporate excellence

• 2010 CNBC TV 18 overdrive awards 2010 “Hall of Fame” to

Splendor
Marker Share

Hero Honda has reported a 49.9% growth in Q4 net profit is 598.81

crores After tax. And retained the World No. 1 Two wheeler Manufacturer
position for the 9th Consecutive year.

Hero Honda, which currently has market share of close to 60% in the
Indian two – wheeler market, sold close to 30 million two wheelers
during April – June this year, a 17.35% increase over the 37.22 lakh
units it sold in the yea-ago period.

Market share Nithya Motors in Karaikudi:

It has been reported 60% of market share.

 BIBLIOGRAPHY
Aswathappa k., Human Recourse & Management, 2003, Pg (244 to 245)

Khan N.V., Personal management, 2006, Pg (132 to 134)

Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17)

30

Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482)

Velnampy T., "Job Attitude and Employees Performance of Public Sector Organizations in

Jaffna District, Sri Lanka", GITAM Journal of Management, Vol. 6, Issue-2, April-June
2008,

Pg (66-73)

Brown, Forde, "Changes in HRM and job satisfaction, 1998–2004: evidence from the

Workplace Employment Relations Survey", Human Resource Management Journal, Vol. 18,

Issue-2, 2008, Pg (97–195)

http://www3.interscience.wiley.com/journal/120086933/abstract

K.K.Jain, Fauzia Jabeen, Vinita Mishra & Naveen Gupta, " Job Satisfaction as Related to

Organisational Climate and Occupational Stress: A Case Study of Indian Oil", International

Review of Business Research Papers, Vol. 3, Issue-5, November 2007, Pg (193-208)

Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue Study", SCMS-COCHIN Journal

“Personal Management” by C.B. Mamoria, Twelth Edition – 1997. Published by Himalayam

Publishing House – Mumbai.

“Organisational Behaviour” by L.M. Prasad. Published by Sultan Chand & Sons 1997.

“Organisational Behaviour” by Fed Luthans, Seventh Edition – 1995. Published MC. Graw
Hill.

WEBLIOGRAPHY

Website : www.herohonda.com
www.google.com

managementhelp.org/person_wll/job_statisfaction.htm
 Reference of Guide

Above Project was prepared by my Student who is studying in

JJ College at Pudukottai district Tamilnadu.india. under my
guidance in my firm She did well and take focus on all
managerial areas to learn more than theoretical.

I WISH HER ALL THE BEST FOR HER FUTURE

BETTERMENTS.