Final Employee Satisfaction

PREFACE
← The compiled report signifies level of employee satisfaction &

Management
← in GEI Industry in Bhopal . Most of the employees are satisfied with
this company.
← Company has a very good image among its employees.
← Most of the employees know company’s strategy; they have
confidence in its leadership. Employees are satisfied with this company.
← Most of the Employees are getting appropriate recognition for their
contribution. GEI Industry in Bhopal providing fair salary to its employees
for their work.
GEI Industry in Bhopal as an organization really has a very bright future
because of its environment.
Organization is like a family where employees have to put share of
responsibilities and work in accordance with the organization goal.
As far as employer-employee relationship is concerned working in GEI
Industry in Bhopal is very satisfactory. People always get chance to show
their talents and get recognized. Management is quit approachable.
1
TABLE OF CONTENT
S.NO CONTENTS PAGE NO.

01 INTRODUCTION 03
02 COMPANY PROFILE 22
03 OBJECTIVE OF THE STUDY 29
04 RESEARCH METHODOLOGY 31
05 DATA ANALYSIS & INTERPRETATION 37
06 FINDINGS 57
07 SUGGESTION 59
08 CONCLUSION 61
09 BIBLIOGRAPHY 63
10 ANNEXURE 65
2
INTRODUCTION
3
Employee satisfaction is a measure of how happy workers are with their job
and working environment. Keeping morale high among workers can be of
tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company. There are
many factors in improving or maintaining high employee satisfaction, which
wise employers would do well to implement.
To measure employee satisfaction, many companies will have mandatory

surveys or face-to-face meetings with employees to gain information. Both of
these tactics have pros and cons, and should be chosen carefully. Surveys are
often anonymous, allowing workers more freedom to be honest without fear
of repercussion. Interviews with company management can feel intimidating,
but if done correctly can let the worker know that their voice has been heard
and their concerns addressed by those in charge. Surveys and meetings can
truly get to the center of the data surrounding employee satisfaction, and can
be great tools to identify specific problems leading to lowered morale.
Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel like part of a family or team. Holding
office events, such as parties or group outings, can help build close bonds
among workers. Many companies also participate in team-building retreats
that are designed to strengthen the working relationship of the employees in a
non-work related setting. Camping trips, paintball wars and guided
backpacking trips are versions of this type of team-building strategy, with
which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving
more money. Raises and bonuses can seriously affect employee satisfaction,
and should be given when possible. Yet money cannot solve all morale
issues, and if a company with widespread problems for workers cannot
4
improve their overall environment, a bonus may be quickly forgotten as the
daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make

certain they have a comfortable, clean break room with basic necessities such
as running water. Keep facilities such as bathrooms clean and stocked with
supplies. While an air of professionalism is necessary for most businesses,
allowing workers to keep family photos or small trinkets on their desk can
make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will
feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job
they perform. In every interaction with management, employees should be
treated with courtesy and interest. An easy avenue for employees to discuss
problems with upper management should be maintained and carefully
monitored. Even if management cannot meet all the demands of employees,
showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.
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← Employee Satisfaction Surveys
←
← The most common purpose for surveying employees is satisfaction.
Employee satisfaction surveys deal with workplace issues, such as benefits,
commitment to diversity, and effective communications. The data from these
surveys helps paint a portrait of employee attitudes and opinions. These kinds
of surveys are particularly useful after a company has undergone some sort of
change, such as a layoff, an acquisition, or a new department head. They also
help employers isolate the root causes of persistent problems, such as low
productivity or high expenses.
←
← Employee satisfaction surveys help employers measure and understand
their employees' attitude, opinions, motivation, and general satisfaction with
their work environment. Use employee satisfaction surveys to inform
employee decision making, benefits, work needs and more.
← Employee satisfaction surveys provide valuable data that can
ultimately save your company money. Our employee satisfaction surveys
can:
←
← >> Measure employee satisfaction levels
← >> Track changes in employee satisfaction over time
← >> Improve overall satisfaction and retention
←
← Definition of employee satisfaction:
Employee satisfaction is the individual employee’s general attitude towards

the job. It is also an employee’s cognitive and affective evaluation of his or
her job.
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Factors that effect / influence to employee satisfaction
Factors of employee satisfaction can follow five-element model
• Compensation and benifit

• promotions, training
• work tasks
• coworkers
• supervisors
Or model include factors as follows:
• Interesting work
• Appreciation of work
• Job security
• Good wages
• Promotion/growth
• Good working conditions
• Personal loyalty
• Tactful discipline
• Sympathetic help with problems
• Preferred incentives
• Flexi-timing
• Telecommuting
• Company paid vacations
• Accident and health insurance benefits
• Retired benefits
• Asset building loans
• Company transport etc
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Definition of employee satisfaction index (ESI)
Employee satisfaction index is a index to measure satisfaction of employee in

an organization.
How to calculate ESI?
There is a five-point scale in the questionnaire or survey from employee

responses. They are
• Strongly Agree,
• Agree,
• Undecided,
• Disagree,
• Strongly Disagree.
You should remark number attached, include strongly agree (5) to strongly
disagree (1).
Then, total number of questions with answers against each response is

calculated (5, 4, 3, 2, 1).
Identify total point of each response.
Identify total number of questions answered
ESI = ( total point / total question ) * 100.
Analyze employee satisfaction index
You can identify ESI by company, department, field…and then, you can use
80/20 principle or Pateto tool to analyze employee satisfaction
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Why are 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
• 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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What are factors influences / effects to employee satisfaction? It can
include factors as following:
1. Organization development factors
• Brand of organization in business field and comparison with leading

competitor.
• Missions and Vision of organization.
• Potential development of organization.
2. Policies of compensation and benefits factors
• Wage and salary
• Benefits
• Rewards and penalties
3. Promotions and career development factors
• Opportunities for promotion.
• Training program participated or will do.
• Capacity of career development
4. Work task factors
• Quantity of task
• Difficult level of task
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5. Relationship with supervisor factors
• Level of coaching
• Level of assignment for employee
• Treatment to employee etc
6. Working conditions and environment factors
• Tools and equipment
• working methods
• Working environment
7. Coporare culture factors
• Relationship with coworkers
• Level of sharing etc
8. Competencies, Personalities and Expectations of employee factors
• Competencies and personalities of employee are suitable for job?
• Expectations of employee are suitable for policies of organization?
STANDARD OPERATING PROCEDURE (SOP) FOR
EMPLOYEE SATISFACTION
1. Purpose of procedure of employee satisfaction:
• Develop or change the policy for satisfaction of employees.

• Knowledge, satisfaction and expectations need to be measured in order to
develop company prepared for tomorrow.
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• To derive and analyze the current satisfaction level of the employees in the
company.
• Assessment of the management developmental needs and areas of
improvement.
• Assessment of level of progress in performance improvement and overall
company’s climate.
2. Scope of application:
• Apply for the evaluation of satisfying the entire staff of Korea Japan
3. Documents related:
• Human resource handbook.
• This document is suitable and followed ISO 9000 standard, version 2004.
4. Definitions:
• None applied.
5. Policies of employee satisfaction:
• The employee satisfaction survey is carried one time per 3 months.
• The sample size for the survey is about 40% of the total / target population.
The total / target population for the employee satisfaction survey includes the
complete employee strength at the company.
6. Steps of implementing employee satisfaction:
6.1 Step 1 – Employee satisfaction study / research.
Each quarter, HR Manager reviews the information needed to determine the

satisfaction of employees based on the following basis.
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• Information and results of the survey times before.
• Comments by company directors.
• Proposal by HR staff and Department managers.
• Other contents in the purpose of this process.
6.2 Step 2 – Develop evaluation plan:
• Pursuant to the need to evaluate, HR Manager create a draft of content

assessed in the form and attached this procedure.
• HR manager also discuss with other manager about content, method

assessed. Then the draft must be sent to director for approval.
•Methods of appraisal also indicate clearly. You also use employee

satisfaction survey software for appraisal.
6.3 Step 3 – Transfer form to employees:
Pursuant to the plan was approved by Director, HR manager deployed to HR

staff do the following:
• Photo sufficient number of survey.
• Preparing small envelope enough based on number of survey.
• Preparing large envelope by department.
• Deployment to Manager / Supervisors about survey plan.
• Move the survey to department heads. Each employee will be received 01

form attached with an envelope.
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• When employees complete the assessment, they must be closed envelope by
pasting on it, send to the department head.
• Head of department is responsible for collecting envelope and then send to

HR department.
6.4 Step 4 – Gather and analyze data:
• Next time 3-5 days from the date of distributing survey, HR department is
responsible for collecting survey and send it to director..
• Based on the opinions of staff, Director of the company will assign people
to enter and analyze data.
• Analysts are responsible to analyze survey data and preparation of reports.

• Presentation of results to directors, department managers.
• Communication of the results to employees through employees meeting,

Company newsletters, memoranda and feedback meetings conducted by
trained leaders to clarify and identify issues.
• Development of plans by department managers to respond to issues

identified in feedback sessions.
6.5. Step 5 – Implement improvement.
• HR department is responsible for implementing improvement solutions,

supervising result and reporting result to director.
7. Deployment of procedure:
• This document was distributed to Board of Directors, all departments.

• Head of personnel is responsible for guiding the staff of this document
(requires employees to sign).
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• The guidelines for staff to be in the minutes of instructions and procedures
and training on latest 1 week from the date of receiving the document.
8. Form attached:
• Appraisal plan of employee satisfaction.
• Employee satisfaction form
To maintain employee satisfaction, you can use 2 solutions as follows:
1. Determining suitable frequency of appraisal
Appraisal frequency should be at least 3 or 6 months / time. This help you

regularly review satisfaction trends of employees.
For some department, you should increase appraisal frequency for them
because of lack of management skills or unsuitable personalities.
Many organizations only perform appraisal satisfaction of employees 1 time

per year, simply by applying the standard management rather than the needs
of the organization. This is a very long time because the dissatisfaction of
employees can occur at any time.
2. Implementation of feedback program regularly
You can not assess satisfaction of employees every month because it is very
time-consuming. So how you know the opinions of employees? You can
implement the program on the response of employees monthly or suddenly
when a problem happened.
The feedback of the staff are their comments, attitudes about problems that
will occur or has occurred.
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How to measure employee satisfaction? We can conduct a employee
satisfaction survey by methods as follows:
1. Job Descriptive Index (JDI)
Job Descriptive Index is a scale used to measure five major factors associated
with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers.
The JDI was first introduced in 1969 and since then has been used by over
1,000 organizations in many sectors.
2. 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.
3. 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.
4. 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?
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This method is suitable for “emergency events” and you need result in a short
time.
5. Interview method
This method is used for:
• Review all data collected from other method..
Review key person
Management
Management in all business areas and organizational activities are the acts of
getting people together to accomplish desired goals and objectives efficiently
and effectively. Management comprises planning, organizing, staffing,
leading or directing, and controlling an organization (a group of one or more
people or entities) or effort for the purpose of accomplishing a goal.
Resourcing encompasses the deployment and manipulation of human
resources, financial resources, technological resources, and natural resources.
Because organizations can be viewed as systems, management can also be

defined as human action, including design, to facilitate the production of
useful outcomes from a system. This view opens the opportunity to 'manage'
oneself, a pre-requisite to attempting to manage others.
Management can also refer to the person or people who perform the act(s) of
management.
he verb manage comes from the Italian maneggiare (to handle — especially tools), which
in turn derives from the Latin manus (hand). The French word mesnagement (later
ménagement) influenced the development in meaning of the English word management in
the 17th and 18th centuries.
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Some definitions of management are:
• Organization and coordination of the activities of an enterprise in accordance with

certain policies and in achievement of clearly defined objectives. Management is
often included as a factor of production along with machines, materials, and
money. According to the management guru Peter Drucker (1909–2005), the basic
task of a management is twofold: marketing and innovation.
• Directors and managers who have the power and responsibility to make decisions
to manage an enterprise. As a discipline, management comprises the interlocking
functions of formulating corporate policy and organizing, planning, controlling,
and directing the firm's resources to achieve the policy's objectives. The size of
management can range from one person in a small firm to hundreds or thousands
of managers in multinational companies. In large firms the board of directors
formulates the policy which is implemented by the chief executive officer.
Theoretical scope
At the beginning, one thinks of management functionally, as the action of measuring a

quantity on a regular basis and of adjusting some initial plan; or as the actions taken to
reach one's intended goal. This applies even in situations where planning does not take
place. From this perspective, Frenchman Henri Fayol(1841 -1925 considers management
to consist of six functions:forecasting, planning, organizing, commanding, coordinating,
controlling. He was one of the most influential contributors to modern concepts of
management.
Another way of thinking, Mary Parker Follett (1868–1933), who wrote on the topic in the
early twentieth century, defined management as "the art of getting things done through
people". She described management as philosophy
Some people, however, find this definition, while useful, far too narrow. The phrase
"management is what managers do" occurs widely, suggesting the difficulty of defining
management, the shifting nature of definitions, and the connection of managerial practices
with the existence of a managerial cadre or class.
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One habit of thought regards management as equivalent to "business administration" and
thus excludes management in places outside commerce, as for example in charities and in
the public sector. More realistically, however, every organization must manage its work,
people, processes, technology, etc. in order to maximize its effectiveness. Nonetheless,
many people refer to university departments which teach management as "business
schools." Some institutions (such as the Harvard Business School) use that name while
others (such as the Yale School of Management) employ the more inclusive term
"management."
English speakers may also use the term "management" or "the management" as a
collective word describing the managers of an organization, for example of a corporation.
Historically this use of the term was often contrasted with the term "Labor" referring to
those being managed.
Nature of managerial work
In for-profit work, management has as its primary function the satisfaction of a range of
stakeholders. This typically involves making a profit (for the shareholders), creating
valued products at a reasonable cost (for customers), and providing rewarding
employment opportunities (for employees). In nonprofit management, add the importance
of keeping the faith of donors. In most models of management/governance, shareholders
vote for the board of directors, and the board then hires senior management. Some
organizations have experimented with other methods (such as employee-voting models) of
selecting or reviewing managers; but this occurs only very rarely.
In the public sector of countries constituted as representative democracies, voters elect

politicians to public office. Such politicians hire many managers and administrators, and
in some countries like the United States political appointees lose their jobs on the election
of a new president/governor/mayor.
Historical development
Difficulties arise in tracing the history of management. Some see it (by definition) as a late
modern (in the sense of late modernity) conceptualization. On those terms it cannot have a
pre-modern history, only harbingers (such as stewards). Others, however, detect
management-like-thought back to Sumerian traders and to the builders of the pyramids of
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ancient Egypt. Slave-owners through the centuries faced the problems of
exploiting/motivating a dependent but sometimes unenthusiastic or recalcitrant workforce,
but many pre-industrial enterprises, given their small scale, did not feel compelled to face
the issues of management systematically. However, innovations such as the spread of
Arabic numerals (5th to 15th centuries) and the codification of double-entry book-keeping
(1494) provided tools for management assessment, planning and control.
Given the scale of most commercial operations and the lack of mechanized record-keeping
and recording before the industrial revolution, it made sense for most owners of
enterprises in those times to carry out management functions by and for themselves. But
with growing size and complexity of organizations, the split between owners (individuals,
industrial dynasties or groups of shareholders) and day-to-day managers (independent
specialists in planning and control) gradually became more common.
Importance of Management
1. It helps in Achieving Group Goals – It arranges the factors of production,

assembles and organizes the resources, integrates the resources in effective manner
to achieve goals. It directs group efforts towards achievement of pre-determined
goals. By defining objective of organization clearly there would be no wastage of
time, money and effort. Management converts disorganized resources of men,
machines, money etc. into useful enterprise. These resources are coordinated,
directed and controlled in such a manner that enterprise work towards attainment
of goals.
2. Optimum Utilization of Resources – Management utilizes all the physical &
human resources productively. This leads to efficacy in management. Management
provides maximum utilization of scarce resources by selecting its best possible
alternate use in industry from out of various uses. It makes use of experts,
professional and these services leads to use of their skills, knowledge, and proper
utilization and avoids wastage. If employees and machines are producing its
maximum there is no under employment of any resources.
3. Reduces Costs – It gets maximum results through minimum input by proper
planning and by using minimum input & getting maximum output. Management
uses physical, human and financial resources in such a manner which results in
best combination. This helps in cost reduction.
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4. Establishes Sound Organization – No overlapping of efforts (smooth and
coordinated functions). To establish sound organizational structure is one of the
objective of management which is in tune with objective of organization and for
fulfillment of this, it establishes effective authority & responsibility relationship
i.e. who is accountable to whom, who can give instructions to whom, who are
superiors & who are subordinates. Management fills up various positions with
right persons, having right skills, training and qualification. All jobs should be
cleared to everyone.
5. Establishes Equilibrium – It enables the organization to survive in changing
environment. It keeps in touch with the changing environment. With the change is
external environment, the initial co-ordination of organization must be changed. So
it adapts organization to changing demand of market / changing needs of societies.
It is responsible for growth and survival of organization.
6. Essentials for Prosperity of Society – Efficient management leads to better
economical production which helps in turn to increase the welfare of people. Good
management makes a difficult task easier by avoiding wastage of scarce resource.
It improves standard of living. It increases the profit which is beneficial to business
and society will get maximum output at minimum cost by creating employment
opportunities which generate income in hands. Organization comes with new
products and researches beneficial for society.
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CHAPTER NO-02
COMPANY
PROFILE
22
Company Background
GEI INDUSTRIAL SYSTEMS Limited established in the year 1970 is

located in the central part of India in Bhopal the capital city of the state of
Madhya Pradesh.
GEI INDUSTRIAL SYSTEMS Ltd. is today known as a specialist in Heat

Transfer Technology with an unbeatable track record in the Oil, Gas, Power
and Compressor business with equipment installed in all the six continents
i.e; North America, South America, Europe, Africa, Asia and Australia.
The registered head office and factory located in Bhopal is spread over 8.0
acres and employs 520 qualified professionals and skilled workers.
GEI INDUSTRIAL SYSTEMS Ltd. is accredited with ISO 9001-2000 for

quality system and its shop in Bhopal is an ASME-U Stamp shop.
Area Of Operations
GEI offer products for major installations like:
Power Plant
· Combined cycle steam based and gas turbine based owner plants
· Nuclear power plant
· Hydroelectric power plants
· Gas and diesel engine based power plants.
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Petroleum refiner
LNG terminals
Petrochemical and chemical plants
Oil and gas fields
Off shore gas processing platform
CNG filling station
Electrical locomotive
Fertilizers plants
Metallurgical industry
Cement plants
Water Cooling Module for Gas Turbine
Products
Cooling and condensing of fluids in industry was conventionally done by

water cooling systems. However water cooling systems are expensive from
the point of view of initial cost as well as operating and maintenance costs.
Air is in fact a more viable and economical media of heat transfer for
achieving industrial cooling requirements. Today, air cooled heat exchangers
24
and air cooled steam condensers are used all over the world for critical heat
transfer applications in process plants, refineries and gas fields.
• Air Cooled Steam Condensers: Complete package with multi cellular

coils for thermal power plants.
• Air Cooled Heat Exchangers: For process cooling, heating and
condensing services in petroleum refineries, gas stations both off-shore
and on-shore, gas terminals & petrochemical plants.
• Water-cooling modules and air blast oil coolers: Packaged cooling
water systems for Gas turbines including cooling elements, fan motor
assembly, structure, piping, pumps, expansion tanks, instruments,
switches, push button stations and control panel/MCC etc.
• Radiators for Gas & Diesel Engines: Air-cooled dry cooling towers
for Gas/ diesel engines comprising of HT (engine jacket water), LT
(Charge air cooler) sections and lube oil cooling sections in combined
or independent options.
• Inter & After Coolers for Compressors: Air Cooled coolers for
CNG, Compressed Air, Nitrogen and other gases. Composite skid
mounted gas (1st, 2nd, 3rd stage and after-cooler) and water sections
with common fans both in engine driven and motor driven option forTHE STUDY
gas or air compressor stations.
• Modular Oil Coolers for Large Transformers: Air-cooled and
specially designed double tube type water-cooled oil coolers for power
transformers, HVDC transformers and smoothing reactors. Externally
and internally finned tubes air-cooled oil coolers for traction rectifiers.
• Coolers for Motors & Generators: Water-cooled air coolers for A.C.
& D.C. motors, alternators, hydro generators and turbo generators. Air-
cooling systems for water-cooled rectifiers.
• Finned Tubes: Aluminium 'L' and "LL"-wrapped, 'G'-embedded and
bi-metallic extruded fins. Copper soldered crimped and wire wound
25
fins. Copper and stainless steel internal turbulators.
• Aluminium Louvers: Manually adjustable and auto variable louvers

for air control in induced/forced draft air exchanger and other
applications.
• Condensing & Feed water heating systems: GEI has a wide range of
equipment & services to offer for POWER PLANTS upto 150MW.
Design & Engineering

Optimum thermal design solutions are produced by thermal engineers at GEI
against design restrictions such as pipe rack width for refineries or very small
floor space for offshore platforms. This is possible by the optimal
combination of fin configuration and tube bundle geometry with the ultimate
aim of lowering the number of fans and minimizing power consumption. GEI
is a member of HTRI, the world renowned software institute for thermal
design. Pressure parts like headers are designed as per ASME code.
Structural analysis of the supporting steel structures are performed on
STAAD software keeping in view the dead load, live load, wind load and
seismic load.
Qualified engineers and skilled draftsman in the design and engineering

office of GEI are geared to handle system and package design including
piping instrumentation, electrical and rotary components such as fans, pumps
and power transmission drives and devices.
Manufacturing & Quality
GEI workshop in Bhopal is well equipped to global standards for

manufacturing air-cooled heat exchangers and air cooled condensers.
26
Header Shop
The header welding shop has a series of boom welding machines to achieve
higher productivity and defect free welding. Combinations of SAW, TIG and
MAW techniques are employed depending upon the nature of weld joints.
GEI welders are qualified for fabrication of carbon steel, HIC, stainless steel,
alloy steel, duplex stainless steel and incolloy materials. A gang of radial
drilling machines is available to synchronise with the shop production output
Finning Shop:
GEI core strength is the manufacture of finned tubes in the widest range and
largest capacity. The machines available in the finning shop can produce
about 8 Km of finned tubes every day
Assembly Shop
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About 500 tubes bundles are turned out annually from the assembly shop
where the tube-to tube sheet welding is also performed.
Shop run tests such as noise, vibration power consumption and air flow test
are done on request. Alternatively, these are demonstrated at the site.
Quality Policy
"We at GEI commit ourself to continuously upgrade technology and

supply quality product and services to satisfy agreed customer
requirements."
Quality is ensured at all levels and at each stage starting from raw material
inspection in-
process checks and final assembly tests on the approved contractual quality
plan.
The entire process of receiving the enquiry till after sales service is
performed as per the established in house quality system in line with ISO
9001.
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CHAPTER NO-03
OBJECTI
VE
OF
29
← OBJECTIVES OF THE SURVEY
←
PRIMARY OBJECTIVE:
1. Measure satisfaction level of the employees & management in GEI
Industry in Bhopal
2. To find out the satisfaction regards wages and facility of employees.
3. To analyze the strengths and weakness of employees in GEI Industry
in Bhopal
SECONDARY OBJECTIVE:
1. To assess the level of commitment across process and facilities

2. To help the management of the company to know about the
actions to be taken to increase the level of satisfaction of the
employees.
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CHAPTER NO-04
RESEARCH
31
METHODOLOGY
RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may

be understood has a science of studying how research is done scientifically.
In it we study the various steps that all generally adopted by a researcher in
studying his research problem along with the logic behind them.
The scope of research methodology is wider than that of research method.
Meaning of Research
Research is defined as “a scientific & systematic search for pertinent
information on a specific topic”. Research is an art of scientific investigation.
Research is a systemized effort to gain new knowledge. It is a careful inquiry
especially through search for new facts in any branch of knowledge. The
search for knowledge through objective and systematic method of finding
solution to a problem is a research.
RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and
analysis of the data in a manner that aims to combine relevance to the
research purpose with economy in procedure. In fact, the research is design is
the conceptual structure within which research is conducted; it constitutes the
blue print of the collection, measurement and analysis of the data. As search
the design includes an outline of what the researcher will do from writing the
hypothesis and its operational implication to the final analysis of data.
The design is such studies must be rigid and not flexible and most focus
attention on the following 2;
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Research Design can be categorized as:
TYPES OF RESEARCH
DESIGN
EXPLORATORY DESCRIPTIVE EXPERIMENTAL

RESEARCH & RESEARCH
DESIGN DIAGNOSTIC DESIGN
RESEARCH DESIGN
The present study is exploratory in nature, as it seeks to discover ideas and

insight to brig out new relationship. Research design is flexible enough to
provide opportunity for considering different aspects of problem under study.
It helps in bringing into focus some inherent weakness in enterprise regarding
which in depth study can be conducted by management.
DATA COLLECTION
For any study there must be data for analysis purpose. Without data
there is no means of study. Data collection plays an important role in any
study. It can be collected from various sources. I have collected the data from
two sources which are given below:
1. Primary Data
• Personal Investigation
• Observation Method
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• Information from correspondents
• Information from superiors of the organization
2. Secondary Data
• Published Sources such as Journals, Government Reports, Newspapers
and Magazines etc.
• Unpublished Sources such as Company Internal reports prepare by
them given to their analyst & trainees for investigation.
• Websites like GEI Industry in Bhopal.com site, some other sites are
also searched to find data.
SCOPE OF THE STUDY
The scope of the study is very vital. Not only the Human Resource
department can use the facts and figures of the study but also all department
can take benefits from the findings of the study.
# This project will be used to analyze the satisfaction level of employees.

# This study will also reveal the employee needs.
# The scope of the study refers to the job that to know about the activities of
the organization. The study means that the analysis of the products of the
company on which he/she has to focus.
# During the research need to find out the corporate strategies of the running
company and The mile stone which the company has covered during its
journey. In the summer training, it is necessary for the student that he /she
involve with the experience guys to get the knowledge about the company.
That is how the company has got the success, Or if it is going in the loss,
why.
#In my research I have
found that the GEI Industry in Bhopal is the biggest group in Indian
companies.
34
Scope for the sales department
The sales department can have fairly good idea about their employees, that
they are satisfied or not.
Scope for the marketing department

The marketing department can use the figures indicating that they are putting
their efforts to plan their marketing strategies to achieve their targets or not.
Scope for personnel department

Some customers have the complaints or facing problems regarding the job.
So the personnel department can use the information to make efforts to avoid
such complaints.
Sample Size :-
Questionnaire is filled by 50 employees of GEI Industry in Bhopal
The questionnaire was filled in the office and vital information was collected
which was then subjects to:-
 A pilot survey was conducted before finalizing the questionnaire.
 Data collection was also done with the help of personal observation.
 After completion of survey the data was analysed and conclusion was
drawn.
 At the end all information was compiled to complete the project
report.
35
LIMITATIONS OF THE STUDY
However I shall try my best in collecting the relevant information for my
research report, yet there are always some problems faced by the researcher.
The prime difficulties which I face in collection of information are discussed
below:-
1. Short time period: The time period for carrying out the research was
short as a result of which many facts have been left unexplored.
2. Lack of resources: Lack of time and other resources as it was not
possible to conduct survey at large level.
3. Small no. of respondents: Only 50 employees have been chosen

which is a small number, to represent whole of the population.
4. Unwillingness of respondents: While collection of the data many
consumers were unwilling to fill the questionnaire. Respondents were

having a feeling of wastage of time for them.
5. Small area for research: The area for study was GEI Industry in
Bhopal which is quite a small area to judge job satisfaction level.
36
CHAPTER NO-05
Data
Analysis
&
37
Interpretation
Q1 .Have you passed up at least once for a promotion in the past few
years?
Response No. of respondent %

Strongly agree 35
Agree 27
Neither agree nor disagree 13
Disagree 10
Strongly Disagree 15
40
35
30
25
20
15
10
5
0
Storangly Agree Niether Disagree Strongly
Agree Agree or Disagree
Disagree
INTERPRETATION:
Out of 50 Respondent that 35% of employees are strongly agree about the
point , 27% of employees are agree on the point, 13% are neither agree nor
disagree,10% are disagree and rest 15% of employees are strongly disagree.
38
Q2. Have you spend parts of your day daydreaming about a better job?

Strongly agree 20
Agree 20
Disagree 10
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
39
Q3. Have you find your job is repetitive and boring.?

Strongly agree 35
Agree 20
Disagree 10
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
disagree,10% are disagree and rest 15% of employees are strongly disagree
Q4. Do you feel mentally or physically exhausted at the end of a day at

work?
40
Strongly agree 30
Agree 20
Disagree 25
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q5. Do you feel your job has little impact on the success of the
company?
41
Strongly agree 30
Agree 30
Disagree 10
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q6. Your attitude is increasingly bad toward your job, boss, and employer?
42
Strongly agree 35
Agree 27
Disagree 10
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q7. Are you giving resources which need to do successfully your job ?
43
Strongly agree 25
Agree 25
Disagree 10
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q8. Do you use your full capabilities?
44
Strongly agree 30
Agree 20
Disagree 10
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
45
Q9.Have you received fair evaluation recently?
Strongly agree 30
Agree 20
Disagree 10
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Out of 50 Respondent that 30 % of employees are strongly agree about the
Q10. Have you feel as though your boss and employer have let you down?
46
Strongly agree 20
Agree 20
Disagree 10
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Out of 50 Respondent that 20 % employees are strongly agree about the point
, 20%of employees are agree on the point, 20% are neither agree nor
Q11. Have you often feel overworked and overwhelmed?
47
Strongly agree 35
Agree 25
Disagree 10
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q12. Have you frequently stressed out at work?
48
Strongly agree 30
Agree 20
Disagree 20
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Out of 50 Respondent that 30 of employees are strongly agree about the point
, 20%of employees are agree on the point, 15% are neither agree nor
Q13. Do you take live at weekends and days away from the job?
49
Strongly agree 20
Agree 15
Disagree 20
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q14. Have you ever find that you feel negatively comparing your situation to
your peer?
50
Strongly agree 35
Agree 27
Disagree 13
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
15. Have you feel your bad days at work outweigh the good ones?
51
Strongly agree 35
Agree 13
Disagree 27
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
Q16. Have you experience a sensation of time standing still when you are at
work?
Strongly agree 35
52
Agree 27
Disagree 10
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION:
17) Do you think that Employee are satisfied with the management in
GEI Industry?
Strongly agree 40
53
Agree 30
Disagree 15
Strongly disagree 10
45
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION-
Out of 50 respondent 40% respondent were strongly agree while 30% were
agree and only 05% were neither agree nor disagree and 15% respondent
were disagree and 10% were strongly disagree with the statement that
Employee are satisfied with the management in GEI Industry.
18) Do you think that management helps in Reduces Costs ?

Strongly agree 50
Agree 25
54
Disagree 10
Strongly disagree 05
60
50
40
30
20
10
0
Storangly Agree N iether Disagree Strongly
Agree Agreeor Disagree
Disagree
INTERPRETATION-
Out of 50 respondent 50% were strongly agree while 25% were agree and
only 10% were neither agree nor disagree and 10% respondent were disagree
and 05% were strongly disagree with the statement that management helps in
Reduces Costs.
19)Do you Think that Management helps in Achieving Group Goals in GEI
Industry?
Response No. of respondent
Strongly agree 35
55
Agree 27
Disagree 10
40
35
30
25
20
15
10
5
0
Disagree
INTERPRETATION-
Out of 50 respondent 35% were strongly agree while 27% were agree and
only 13% were neither agree nor disagree and 10% respondent were disagree
and 15% were strongly disagree with the statement That Management helps in
Achieving Group Goals in GEI Industry.
56
CHAPTER NO-06
FINDINGS
FINDING
57
1. Employees are not completely satisfied with their job although their
salary is good enough.
2. Employees are not getting value to their work.
3. Most of employees think that they are not on their actual path.
4. Most of the employees think that the organization haven’t fulfill their
promises, what they do in beginning especially regarding Promotion.

5. There is negatively comparison between peers especially regarding
targets.
6. They often feel overworked.
7. The respondent’s relationship with the superiors and colleagues are
quite good
8. The Respondents are not provided with proper welfare facilities that’s
the reason the mean value is quite high
9. The Pay and promotion activities in this organization is also good
10.The communication and motivation of employees by their superiors in
this organization is reasonable
58
CHAPTER NO-07
SUGGESTI
ON
59
SUGGETIONS:-
To increase the job satisfaction level of the employees the company should
concentrate mainly on the incentive and reward structure rather than the
motivational session.
• Ideal employees should concentrate on their job.

• Educational qualification can be the factor of not an effective job.
• Company should give promotion to those employees who deserves
AREAS TO IMPROVING
1. Medical Facility should be available in the company area.

2. Schooling facility for the employee’s children.
3. Time to time Training should be provided by the company.
4. Compensation
- Salary
- Benefits
5. Opportunities for professional development
6. Recognition
←
←
←
60
CHAPTER NO-08
CONCLUSI
ON
61
CONCLUSION
It was really worth doing in this company as this project has raised my
knowledge, about various employee satisfaction & Management during
period of my project and giving an exposure towards corporate world.
GEI INDUSTRIAL SYSTEMS Limited established in the year 1970 is

located in the central part of India in Bhopal the capital city of the state of
Madhya Pradesh.
Many organizations only perform appraisal satisfaction of employees 1 time

per year, simply by applying the standard management rather than the needs
of the organization. This is a very long time because the dissatisfaction of
employees can occur at any time
The employee satisfaction survey should carried one time per 3 months.
Purpose of employee satisfaction survey to derive and analyze the current
satisfaction level of the employees in the company
62
CHAPTER NO-09
BIBLIOGRA
PHY
63
BIBLIOGRAPHY
BOOKS
1. Kothari C.R., Research Methodology, New Delhi; New Age International

Publication, second edition.
2. Ashwathapa K., Human Resource Management (third edition), Tata Mc

Graw Hill
Publication Company Ltd. Page no. 81-136,171,179,267,284.
3. Chhabra. , T. N. Human Resource Management ,Dhanpat Rai $Co(P)Ltd.

India,ninth
edition.
4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill

Publication
Company Ltd.
WEBSITES
www.google.com
www.gei .com
www.hrmba .com
64
CHAPTER NO-10
ANNEXURE
65
QUESTIONNAIRE
NAME: ………………………………………….
DESIGNATION: ……………………………….
1. Have you been passed up at least once for a promotion in the past few
years?
• Strongly Agree
• Agree
• Neither Agree nor Disagree
• Disagree
• Strongly Disagree
2. Have you spend parts of your day daydreaming about a better job?
• Strongly Agree
• Agree
• Disagree
3. Have you find much of my job repetitive and boring.?
• Strongly Agree
• Agree
• Disagree
66
4. Have you feel mentally and/or physically exhausted at the end of a day
at work.?
• Strongly Agree
• Agree
• Disagree
5. Have you feel that your job has little impact on the success of the
company?
• Strongly Agree
• Agree
• Disagree
6. Have you behave an increasingly bad attitude toward your job, boss,
and employer .
• Strongly Agree
• Agree
• Disagree
67
7. Have you given the resources your need to successfully do my job?
• Strongly Agree
• Agree
• Disagree
8. Have you used to your full capabilities?.
• Strongly Agree
• Agree
• Disagree
9. Have you received better than "fair" evaluations recently ?.
• Strongly Agree
• Agree
• Disagree
10. Have you feel as though your boss and employer let you down.
• Strongly Agree
• Agree
68
• Disagree
11. Have you often feel overworked and overwhelmed ?
• Strongly Agree
• Agree
• Disagree
12. Have you frequently stressed out at work.?
• Strongly Agree
• Agree
• Disagree
13. Do you take live for weekends and days away from the job ?
• Strongly Agree
• Agree
• Disagree
14. Have you find yourself negatively comparing your situation to your
peers.
• Strongly Agree
• Agree
• Disagree
69
15.Have you feel your bad days at work outweigh the good ones.
• Strongly Agree
• Agree
• Disagree
16. Have you often experience a sensation of time standing still when you
are at work?.
• Strongly Agree
• Agree
• Disagree
17)Do you think that Employee are satisfied with the management in GEI
Industry?
• Strongly agree
• Agree
• Neither agree nor disagree
• Disagree
• Strongly disagree
70
18) Do you think that management helps in Reduces Costs ?
• Strongly agree
• Agree
• Disagree
• Strongly disagree
19)Do you Think that Management helps in Achieving Group Goals in GEI
Industry?
• Strongly agree
• Agree
• Disagree
71

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PREFACE

← The compiled report signifies level of employee satisfaction &

S.NO CONTENTS PAGE NO.

To measure employee satisfaction, many companies will have mandatory

If possible, provide amenities to your workers to improve morale. Make

Employee satisfaction is the individual employee’s general attitude towards

Factors of employee satisfaction can follow five-element model

• Compensation and benifit

Or model include factors as follows:

Employee satisfaction index is a index to measure satisfaction of employee in

How to calculate ESI?

There is a five-point scale in the questionnaire or survey from employee

Then, total number of questions with answers against each response is

Identify total point of each response.

Identify total number of questions answered

ESI = ( total point / total question ) * 100.

Analyze employee satisfaction index

1. Importance of employee satisfaction for organization

• Enhance employee retention.

• Higher quality products and/or services due to more competent, energized

2. Importance of employee satisfaction for employee

• 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

1. Organization development factors

• Brand of organization in business field and comparison with leading

• Missions and Vision of organization.

• Potential development of organization.

2. Policies of compensation and benefits factors

• Wage and salary

• Rewards and penalties

3. Promotions and career development factors

• Opportunities for promotion.

• Training program participated or will do.

• Capacity of career development

4. Work task factors

• Difficult level of task

• Level of assignment for employee

• Treatment to employee etc

6. Working conditions and environment factors

• Tools and equipment

7. Coporare culture factors

• Relationship with coworkers

• Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

• Competencies and personalities of employee are suitable for job?

• Expectations of employee are suitable for policies of organization?

STANDARD OPERATING PROCEDURE (SOP) FOR

1. Purpose of procedure of employee satisfaction:

• Develop or change the policy for satisfaction of employees.

• Human resource handbook.

5. Policies of employee satisfaction:

• The employee satisfaction survey is carried one time per 3 months.

6. Steps of implementing employee satisfaction:

6.1 Step 1 – Employee satisfaction study / research.

Each quarter, HR Manager reviews the information needed to determine the

• Comments by company directors.

• Proposal by HR staff and Department managers.

• Other contents in the purpose of this process.

6.2 Step 2 – Develop evaluation plan:

• Pursuant to the need to evaluate, HR Manager create a draft of content

• HR manager also discuss with other manager about content, method