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As per the curriculum of Visvesvaraiah Technological University Belgavi, for the Post
Graduate Degree, Master of Business Administration, I had undertaken Summer
Internship Project on of established and growing business organisation.
I have undertaken the Summer Internship Project work Kontelec Engineers Pvt. Ltd, I
had access to meet the employees and the remaining staff for the considerable time
duration of 10 weeks which helped me to gain insight about the type of work they do and
study the functions and role of each employee. I had the chance to be part of the Kontelec
Engineers Pvt. Ltd as their employee and worked till end of project.
This report covers the problem Kontelec Engineers Pvt. Ltd is undergoing Job
Satisfaction issues this is solved through some alternative strategies which I had listed in
this report. Also, this report covers the overall organisation structure, procedures, and
functions of Kontelec Engineers Pvt. Ltd. And also gives an inside view about
Managerial functions, towards the services offered by Kontelec Engineers Pvt. Ltd and
employees.
This report features with reference to Kontelec Engineers Pvt. Ltd I had made SWOT
analysis, in the present scenario. As result of this study, i had been able to obtain
information on understanding of the work culture at Kontelec Engineers Pvt. Ltd.
A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd
CHAPTER-1
INTRODUCTION
The Zeal Of Working For Betterment Of Organization Without Any External Motivation
And Regret Describes The Job Satisfaction Of An Employee. A Satisfaction Cannot Be
Measured As It Is A Feeling Of An Individual Which Varies Depending On Need And
Self Goal Of An Individual.
Every Company Have To Behavior Studies To Survey The Employee Expectations And
Call For Against The Deliveries Made To Worker.
A Survey Record Can Be Key Device To Measure Pride Level Of Personnel And
Facilitates In Taking Measures To Enhance The Atmosphere And Work Way Of Life By
Filling Gap Between Worker Expectancies And Actual Situations, Either In Terms Of
Appreciation, Work Timing, Body Of Workers Behaviour, Gossips, Rumour, Profits,
Feelings, And So On.
Definition :-
Job Satisfaction Is A State Of Mind Where Person Does Not Regret For Being In Role
Assigned By Organization, Completing Assigned Tasks Assigned By An Organisation
By Comparing It To The Rewards, Salary, Work Pressure, Work Life Balance And
Appreciation He Is Receiving.
Job Satisfaction Can Be Defined As Happy State Of Mind Of An Individual For The
Rewards And Appraisal One Receives Against The Value Addition To Company
Fulfilling His Roles And Responsibilities.
Objective:
The Objective Of This Study Is To Collect Data Regarding Job Satisfaction Level Of
Employees Working At Konstelec Engineers Pvt. Ltd , Study The Data, Analyse To
Understand The Gap Between Organisation And Employee Requirement And Design
Measures To Reduce The Disagreeable Terms And Increase Satisfaction Level.
To conduct a survey for employee views and opinions to understand if they are
completely satisfied, partially satisfied and unsatisfied with their role and
company
Scope:
This study attempts to understand satisfaction level of employees working for Konstelec
Engineers Pvt,Ltd Bellary.
Listed are factors considered while analysing employee satisfaction for job:
Job Assurance
Work Culture
Supervisors Interest
Conveyance
Hypothesis:
For betterment and growth of organization, policy is always made to keep employees
motivated and happy considering organization benefits and individual’s performance on
work.
Though company policy always supports high employee satisfaction level, it cannot
control individual perception and feelings towards company.
Satisfaction at job keeps the employee self motivated with high morale.
t also results in building relation among employees for strong team work.
Methodology.
Sample Unit:
KPCL EMPLOYEES
Sampling Size : 50
While Preparing This Report , Data Is Collected By Two Ways As Listed Below
Secondary Data: Data is collected from websites where employees share job
reviews and experience ( Glass door)
Literature review :-
Bradley And Brain In Their Study Have Quoted “ Employee’s Task Satisfaction Is Pride
That An Worker Derives From His/Her Task” In 2003
“ Job Pride Is Determined By The Balance Among Inputs And Outputs” Became
Counselled By Way Of Souse-Poza
This Records Is Collected Via Questionnaire And Tabulated To Broaden Graph For
Analysing And Designing Measures.
Hindrances Faced Whilst Amassing Information As Few Employees Have Been Both
Least Stricken Concerning Feedback Survey Or Afraid As Records Might Not Be Saved
Personal.
CHAPTER-2
Konstelec Engineers Pvt. Ltd. (KEPL) is a business which takes contracts for obtainment,
designing and progress or charging. It additionally offers solutioIn any industry activity ,
essentially the most extreme tricky mission is to perceive the consultant conduct and
select rules to preserve expert upbeat holding boss pursuits in situation. Each man or lady
maintains up exact wishes for e.g. One wishes extra money to fulfill household wishes
and ready to remain extend periods of time, distinguished wishes additional of character
time hence cannot work past due for association, few members does by no means once
more like more outstanding obligation or inquiring for occasions and favors repeating
canvases, meanwhile as few inclines toward asking for situations, few are self affected,
others require proposal and thankfulness and many others.
To see man or young lady direct as huge industry and survey venture regular
propensities, diagram must be performed to seize character choices and requirements to
hold up exchange attempt creations with quandary free condition. There are various
productions proposed to propensities see, in any case here we have now moved by means
of techniques for character association and overview.
Perfect appropriate here we have accomplished be prepared for worker charm get ready,
works behind disillusionment and attempted to plot a way to deal with shrivel the master
terrible viewpoint holding endeavor and worker energy for judgment. To coordinate
outline, Konstelec Engineers non-open controlled at Bellary progressed toward fitting
chosen.N for joined organizations for electric, instrumentation and motorization of
structures.
TITLE :
. Destinations :
To comfortable strolling of more than a few offices within the business challenge
To take a gander at the expertise coast machine from first-class to posterior and the
wrong way round for normal leadership
Primary Data: Primary Data is collected through interaction with company officials and
employees and people working over there.
Secondary Data: Secondary Data is obtained from company manuals, websites and
newspapers and their magazines.
SNAGS : -
o The watch is confined excellent to Bellary zone i.E. JSW metal Ltd.
Wherein it can be far working in an assertion in development of the
ventures.
o Time factor did not permit to head for in-vigour reflect on.
Principles of organization:
Principle of objective:
Organizations are born to achieve some objectives. The factors of production are pooled
with a purpose. The objectives are the end results sought by the organization (organizers).
Objectives are goals, they are aims which management and administration strive to
achieve. It answers the end points to be reached by every management. Such objectives
may be for long term or short term but they should be realistic, practical, consistent and
qualifiable.
Principle of specialization:
The term specialization states that the right person should perform the right job. An
expert should perform a particular job. The organization should be so divided that the
jobs are allocated among individuals based on their experience, knowledge, skill,
expertise about the work. He should perform the same work repetitively so that he can
find new ways of performing it with cost reduction.
Principle of co-ordination:
The total work is distributed among various individuals in the organization. They are
accountable i.e., answerable to the assigned work called responsibility. The authority
follows from top level and responsibility flows from bottom level. Every individual is
also given some authority to get work done from subordinates. Hence, authority and
responsibility go hand in hand.
Principle of definiteness:
The term definiteness stands for definition. The scope of authority and responsibility is to
be defined in clear cut terms. No room should be there for ambiguity or confusion. The
clarity in defining duties and responsibilities ensures smooth performance. It should also
state who is responsible to whom and what extent. The department’s relations are also
defined in clear terms. So, that departmental co-operation can be ensured.
The term span spells the total number of persons to be controlled by an officer. The
subordinates are accountable to their supervisors. Each officer should know how many
subordinates are working under him. This number should be kept within manageable
limits. If number is too much, the work cannot be extracted properly.
Principle of balance:
It states that the various factors should be adjusted properly. The factors are centralization
and decentralization, authority and responsibility, delegation of authority among various
departments, supervision, control etc. The people in the organization should feel fine to
undertake the work assigned. They can contribute to the maximum extent or justify to the
work.
Principle of continuity:
The organization will continue to exist for longer period. It continues for long period. It
has to make adjustment to the changing situations and go ahead. Its flexibility adds to the
life span of the organization. No one creates the organization with a purpose to close
down shortly. It has a perpetual succession. It is dynamic in nature and not static.
Principle of communication:
The flow of information should be scientific. The giver and receiver of the information
should be clear. There should be two way communications with defined channels. The
flow of orders, commands from top to bottom are to be routed properly.
It indicated that, a subordinate receive orders and reports to only one boss. No
subordinate should receive orders and commands from multiple authorities at a time. If
one is answerable to more than one at a time, he is put under confusion and escapes from
responsibilities. A subordinate cannot be accountable for the dual contradictory
commands at a time. Hence, unity of command should be followed.
Principle of exception:
Principle of efficiency:
It is the ability of the organization to conquer the goals as per their strength of mind. In
order to measure the efficiency, actual results are compared with established standards;
organization should be efficient in all the fronts.
Principle of scalar:
The term scalar means the chain of command or line of authority. It establishes the
channel of authority and responsibility. The flow is routed and defined. The well defined
flow of authority makes an organization well-organized.
Importance of organization:-
Specialization in Job:
Association Is Regularly Partitioned Into Sub Workplaces To Separate Work Into Sub
Works For Higher And Informed Usefulness. Sub Division Of Responsibilities Lessens
Work Stack For Representatives Work And Increment Talent In Separate Work Territory.
An Person Working For Unique And Indicated Employment Can Core Round Centred
Territory And Accomplishes Specialization
Group Is Equipped In Hierarchical Order Wherein Sub Ordinate Reports To Boss, And
Boss Reports To His Evolved And Many Others. Executives File Any Style Of
Drawback, Ambiguity Or Details To His Advanced And Subsequently The
Understanding Flows From Backside To High. For Any Organizational Option, Chief
Executive Or Board Communicates To Mangers As Strategic Determination, Whilst
Supervisor’s Converts The Data Useful To Govt In Taking Selections In Line To Group
Wants. As A End Result, Information Flows With Right Amendment In Keeping With
Choice Taking Authorities In Favour Of Company And Gets Rid Of Any Type Of
Misunderstanding To Convey Readability While Taking Decision.
Principle of simplicity:
It Refers To The Nature Of Structure Of Organization. The Simplicity Expects That The
Complexities Should Not Take Part In Establishing Levels, Departments, Fixing
Responsibilities, Defining Authority Etc. The Participants In The Organization Should Be
Clear About The Statements. The Factors Should Be Self Explainable To Concerned
Parties.
Flexibility to change:-
he suitable and inexperienced utilize property in an group is the important thing section
for significant industry increment. Sources might be uncooked fabric, cash, fellow vigour
or laptop. Probably the most suitable utilization of advantages for acquire favored yield
with negligible wastage lessens silly endeavors and reductions redecorate. Essentially the
most right designation work to employees diminishes overheads and conveys sketches
carelessly to stay away from further canvases strain.
Effective administration:
The clarity in roles and responsibilities avoids confusion and helps employee to executive
work in organized manner. Organizing work and distributing helps in easy and effective
management for organization growth.
Development of personnel:
Organizing Is An Art Which Every Manager Must Posses To Get The Work Done
Effectively From Their Sub Ordinates. Allocating Work To Sub Ordinates Allows A
Manager To Think On Higher Perspective Rather Than Engaging In Routine Work. The
Primary Skill Of Manager Is To Delegate The Work To Its Sub Ordinate And Design
System To Achieve Higher Efficiency From Employees. An Organized Form Of Work
Helps Manager To Develop The Skill Of Delegating And Designing System For
Continuous Improvement In Respective Areas To Utilize Maximum Potential Of
Employees.
ORGANISATIONAL PROFILE
Konstelec Engineers Pvt. Ltd. (KEPL):- Is A Service Provider With Effective Track
Document Of Finishing Initiatives In More Than A Few Fields Corresponding To Built-
In Methods For Electrical, Instrumentation And Automation Of Programs With Required
High-Quality, On Time Supply And Rate Aggressive Resolution.
Its Client List Involves Vivid Sectors As Oil And Gas, Refinery, Metal, Cement,
Prescription Drugs, Hospitals And So Forth Across India And Overseas.
The Great Contact With Nearby Workman And Acquaintances And With Experienced
Personnel, KEPL Has Been Able To Carry Out Projects In India And Overseas In
Various Field Complying With All Authorized And Regulatory Standards.
With Goal Of Providing Excessive High-Quality Offerings, KEPL Staff Together With
Engineers, Technicians And Aid Staff Has Competent To Satisfy Consumer Delight
Using Present Day Amenities And New Equipments In Electrical And Instrumentation
Process.
The Main Capabilities Of The Organization For His Or Her Purchasers Are:
• Pleasant Offerings.
• Confidentiality.
• Optimised Rate.
HISTORY
KEPL's Annual General Party (AGM) Changed Over Into Last Held Tight 30 September
2015 And According To Information From Ministry Of Organization Affairs (MCA), Its
Bookkeeping Record Altered Into Closing Reported On 31 March 2015.
There Are Pre Characterized Vision, Mission, Values, Quality Articulations And Hse
Responsibility.
VISION STATEMENT :
MISSION STATEMENT
VALUES
Cooperation .
Clients Satisfaction .
Duty .
Quality Assurance.
Respectable Statement: "We Are Committed To Fulfill And Surpass Our Anticipations
With Palatable,
Hse Statements: "We Concur With That Each One Wounds Are Prey.
SERVICES
ENGINEERING:-
PROCUREMENT
Evaluation Of Suppliers.
Issuing Tenders.
Quality Inspection.
PROJECT MANAGEMENT
Overseeing Of Assets
Control On Cost
• Upkeep Of Gives .
• Preventive Assurance .
• Crisis Shutdown .
• Booked Exams .
• Managing Material
• Subcontracting .
• Safety .
ELECTRICAL
Design and execution of substation and power distribution for HV / MV systems Design
of power protection systems.
Distribution control system, PLC, SCADA and complete control and Automation
package.
Itprovides solution for office automation system, Wire rod mill, cement plants, CCTV,
Fire alarms, Integrated design for green building with efficient solution, Management
system for boiler, burner, security, power plant etc
PROJECTS:-
CLIENTS
Since 1995, KEPL has connected to various clients, few are listed beow
Tata Consultants
Aker Solutions
Assets
Group with specialization, delight in and skill in different fields like building, top notch,
programming and so on is basic vitality of KEPL
Labour STRENGTH :-
With Strength of 500 Engineers, in excess of 200 experts and round three hundred
specialized workforce, with assist of agreement work force KEPL has possessed the
capacity to give opportune and talented administrations.
KEPL makes use of programming, as an instance, Microsoft mission, auto lowlife, Eco
dial and so forth to fulfill programming competency and mission conveyances
KEPL labor asset incorporates Resident Construction Manager, Engineers Design and
Projects , Safety Engineers, Supervisors, Site-in-control, Technicians ,Store-in-control,
Electricians and Guards.
Position Personnel
Chairman Bhirilal Ravilal Shah
Managing Director and CEO Bhirilal Ravilal Shah
Senior Joint Managing Director
Joint Managing Director Bharat Ravilal Shah
Director (Marketing and Sales)
Additional Directors Amish Biharilal Shah
Future Growth
KEPL confident of 10% growth till 2020, to make 2 million in a year ET Bureau May
10, 2016, 05.34AM IST.
Enhancement Of Giant Trade Will Build Conceivable Outcomes For Work, New Object
And Expanding Of Trade Task Over Land Domains. Growing And Arranged Industry
Venture Expands Supporter Base, Beneficial Properties More Pay And Creates Brand
Title.
After Globalization, And New Govt Requirements, Every Single Multinational Trade
Have Proposal About Indian Market As Intemperate Limit Business Center And Started
Contributing. Subsequently Rivalry Will Build Step By Step With Development In
Contenders, As A Result To Preserve Up In Promote, Organization Need To Be Flexible
And All Set For Fresh Out Of The Plastic New Requesting Circumstances To Preserve Its
Budgetary Power, Construct Capacity For Purchaser Transport And Bring Adequate
Working Capital.
The Paradigm Has Shifted From Supplier Monopoly To Consumer Market. Due To High
Competition And Challenging Price, Pricing Power Has Reduced For Manufacturers. To
Sustain In Market, An Organization Must Continuously Improve, Innovate, Give Product
Or Service Worth For Money For Customer Delight Within Shortest Time.
Customer delight concept has changed the scenario; it expects completion of project in
shortest possible time with minimal costs. To accomplish the same, huge capital
investment is required for setting up manufacturing facilities. Thus many competitors are
ready to grab the opportunity which one organization may miss.
New Strategy:
Strategy To Meet Customer Expectation And Retain Them Is Providing Best Services To
Them Throughout Geographical Region By Upgrading Service Facilities, Broaden
Service Portfolio, Expand Network, Promotions, New Association And Cost
Competitive Prices.
Industry rivalry: This Is Also One Of The Factor To Concern Rivalry Between
Industry.
High fixed costs of company pulls the company back to earn high profits by adding to
total cost. Thus company must reduce unit costs by producing a high volume and fight
for major market share. The market share fight and urge for huge profits develops rivalry
among competitors, which can be won by producing high volumes in case of high fixed
costs.
All firms can earn profits and sustain if market is continuously growing, but in case of
slow growth of market, a company must aggressively work towards decreasing prices to
sustain in market for growth and profit.
Switching Costs:
Shifting from one product industry to other product industry makes difficult to retain
customer trust. The Project commissioning involves huge amount of money and rigid
decision, which is earned by experience and thus getting customers after switching is
very difficult.
Threat of substitutes
With increase in work load, to complete project on committed time, a company must hire
multiple contractors. KEPL is target oriented company which contacts with different
service categories contractors and provide quality service to customers. High availability
of services, low cost and timely delivery has earned customer satisfaction for KEPL.
Buyer Power
In present situation, market is customer driven due to more service provider, thus
customer decides the price at which company has to deliver. For KEPL, with increasing
trend in service volumes, they are able to keep prices low and retain customers.
When buyer power is strong, the buyer is the one who sets the price in the market. For
KEPL, the service volumes have shown increasing trend over past so many years.
Customers get incentives in terms of cost discounts and service after delivery for free to
stay connected to KEPL
Barriers:-
Government Policies:
To avoid monopoly market and encourage the competition, new policies are
implemented.
To create cost competitive market liberal policies are created for expansion of industries
and foreign investment in india.
Over the period, KEPL has developed its potential in Research and development. This all
lead to recognition of its global projects for power plant and steel plants. Further KEPL
has been able to maintain its rank one in customer satisfaction for six years in as row. All
developments and rating are earned in other sectors too i.e. services, safety norms, quality
services etc
Economies of Scale:
As competition is increasing, market value for product is decreasing day by day. This
causes company to see products with lesser margin level .Being capital serve industry,
Economies of scale has become very important factor to keep sustaining in market.
SUPPLIERS POWER
HIGH SUPPLIER.
Shared values:
client passion
Structure:-
Structure defines the ways of assigning tasks and dividing responsibilities as per
specialization for achieved desire.
Strategy
o Advertising strategy.
o Sponsor of events.
o Promotions.
SWOT Analysis:
Strengths:
Weaknesses:
Opportunities:
A booming economy.
Threats:
CHAPTER -3
THEORETICAL BACKGROUND
OF THE STUDY
Theoretical aspect :
Any organisation progress depend on the effective utilization and motivation of available
human resources
Job satisfaction is derived from the Latin words “satis” and “facere” which means
enough and to do “respectively. It refers to an employee attitude towards his job.
Conditional factor
Personnel features
Challenge enchant are not able to be idea about as one surprise nonetheless aggregate
vigor of individual circumstance fiscally or inwardly, private alternatives over occasions
ans dangers or repetitive creative creations in lesser Dedication.
MEANING:-
Job satisfaction is a state of mind where person does not regret for being in role assigned
by organization, completing assigned tasks assigned by an organisation by comparing it
to the rewards, salary, work pressure, work life balance and appreciation he is receiving.
Job satisfaction can be defined as happy state of mind of an individual for the rewards
and appraisal one receives against the value addition to company fulfilling his roles and
responsibilities.
Job Satisfaction:
Theories:-
Fulfilment theory.
Discrepancy theory.
Equity theory.
Two-factor theory.
Fulfilment theory:-
This speculation plans to observe and measure work achievement stage through the
representative financial increases from association towards his needs. This hypothesis
alone are not able to remain regular as individual's want or purpose is numerous .
Discrepancy Theory:-
The error speculation states fulfilment as potential of character's affect of accepting and
what he rather will get. This technique does now not clear up if disappointment is a
section of success or it varies.
Equity Theory:-
This hypothesis tries to from connection between person's yield towards work and what
he gets for the work he does as info. It is controlled by his apparent Equity, by input –
yield adjust by contrasting a man's additions with his commitment
This hypothesis tries to from connection between individual's yield closer to work and
what he will get for the work he does as data. It is managed via his obvious equity,
through enter – yield alter via contrasting a person's additions along with his dedication
Job satisfaction can be determined by two variables as per Abraham A Kumar, as follows
association variables:-
Organisation cadre.
Job profile
kind leadership.
Special variables:-
Age.
tutoring level.
position perception.
sexual category
CHAPTER -4
The Tenure Of Respondents Working For KEPL Is Tabulate In Table 1 And Graphical
Representation In Graph 1.
TABLE: 1
Diagram:1
TENURE OF RESPONDENTS
70
60
50
40 TENURE
30
20
10
0
LESS THAN 3 YRS 3-5 YRS 5-7 YRS MORE THAN 7 YRS
Analysis: - From The Above Graph, We can see than people with more experience i.e.
more than 7 years covers majority of employees and employee with least experience
contributes only 10 % of total employees.
Study was conducted to verify if employees are not happy with available resources to
perform their task efficiently. Table 2 , reflects the result
TABLE : 2
Diagram:2
90
80
70
60
50
40
30
20
10
0
STRONGLY AGREE AGREE NEUTRAL DO NOT AGREE STRONGLY
DISAGREE
ANALYSIS: From above graph, it is clearly seen that majority of employees are
satisfied with available resources i.e. 80% and 10% agrees, neutral and don not agree
together comprises of 10%
CHART: 3
60
50
40
30
20
10
0
very good GOOD NEUTRAL POOR VERY POOR
ANALYSIS :-
32% of the workers have very good Relationship with their employees, fifty eight% Of
them suppose just correct, which makes total of 90 % have as a minimum just right
relationship, four % of them suppose neutral and 6% of them think dangerous, none of
them have unhealthy relationships
INTERPRETATION:-
90 % of employees feel they have at least good relation with peers, which clearly
indicated that there is positive work environment and good team spirit among employees.
CHART:4
60
50
40
30
20
10
0
VERY GOOD GOOD NEUTRAL POOR VERY POOR
ANALYSIS:- More than Table , We Will Say That Ninety% Of Workers Are Joyful
With Enterprise Policy , 6% Does No Longer Share Opinion And 4% Are Not
Comfortable.
Interpretation:-
As Ninety% Of People Are Pleased With Policy, We Can Conclude That Policies And
Practices Are In Favour Of Company And Workers.
Table: 5
45
40
35
30
25
20
15
10
5
0
strongly agree agree neutral do not agree strongly
disagree
Analysis:-. The graph suggests that forty% think they've opportunity to be trained and
grow, 34% agree and 10% of them don't agree,6% strongly disagree.
Interpretation:-. 44% persons consents to opportunity while 16% disagrees, and forty%
are impartial, which makes interpretation complex as neutral can bend on any side.
Though dividing neutral to both the sides, we are able to say that manufacturer provides
possibilities for growth and studying however it need to be made more seen and
transparent to broaden pleasure level
Table: 6
Chart: 6
35
30
25
20
15
10
0
every time most of the often rerely never
time
Analysis:- The Above graph clearly says that 10% of employee Involvement and 26% Of
employee rarely involve in decision making,30% of employees involve most of the
times,18% says they often they involve, 16% says they get never involved, and 26% for
rare involvement
Interpretation:
We are able to say that fifty eight% believes they get worried and forty two% does now
not suppose so, here it ties up, thus institution have to make more seen involvement and
give an explanation for the place involvement will not be wanted for preserving
employee in self assurance.
Department of Management & Studies RYMEC, Ballari 48 | P a g e
A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd
Table:7
Everyday 10
2-3 days 14
1day 42
No stress 34
Total 100
Graph :7
Pressure At Work
everyday
2-3 days
1 day
no stress
Analysis :- The Above graph says that forty two% of them feel confused as soon as in
every week,34% of them consider no stress.
Table:8
Graph:8
50
45
40
35
30
25
20
15
10
5
0
highly effective neutral not very does not
effective effective contribute
Analysis:-The graph shows that 46% and 4% agrees for pride and accomplishment
feeling, 32% are neutral.
Interpretation:-
50% of employees agree and closing are both neutral of disagree, thus institution must
provide an explanation for workers involving work and their confident outcomes or
benefits to enterprise and development of country to make them believe proud for what
they work for.
Table No:9
GRAPH:9
highly satisfied
satisfied
neutral
not satisfied
highly unsatisfied
Analysis:-
From The above graph clearly shows that forty% are neutral to rewards, 36% satisfied
and 12% highly satisfied, 12% not blissful.
Interpretation:-
Majority are at least satisfied, thus problem can be solved by motivating employees to
perform better to gain better rewards and make them satisfied.
TABLE :10
Satisfied 34
Neutral 50
Not satisfied 16
Highly unsatisfied 0
Total 100
Source: Primary Data.
Graph :10
50
45
40
35
30
25
20
15
10
5
0
satisfied neutral not satisfied highly unsatisfied
ANALYSIS: From the graph that 50% are happy with the pay Scale, 34% are satisfied
and 16% are not satisfied.
INTERPRETATION:-
The above gain knowledge of says that each one employees are paid simply enough to
fulfill their wants and demands. Though close to half of are impartial to this question, we
are able to say that worker is well paid and few circumstances aren't glad with their pay
scale.
Department of Management & Studies RYMEC, Ballari 52 | P a g e
A Study On Job Satisfaction At Konstelec Engineer1s Pvt.Ltd
CHAPTER-5
FINDINGS
There are quality circles which can motivate employee and employer relationship.
This segment is the initial cause for the sustainability of KEPL as a leader in the market
of Service provider.
This company at most reaches the standard ratio in every ratio every year.
As satisfaction is a sense and varies from one to other, few dropouts have got to be taken
care to extra make stronger the work environment for worker delight.
SUGGESTIONS
KEPL should improve it’s after execution or commission of the plant service because its
hits badly in Industries wise reputation.
KEPL has to advertise also in other industries like Government Firm, and other private
industries. It has its common clients. KEPL has to demonstrate his skill with others
industries in India and as well in abroad.
1. For 20% of representatives who feels assets are typically not accessible to
perform mission me be assessed in detail to take movement for advancement.
CONCLUSION
The manufacturer analysis accomplished with the aid of me on Kontelec Engineers Pvt.
Ltd.,, sorted out that it is likely one of the fine service provider enterprise in India is
prosperous and growing with innovating science.
Hence, Kontelec Engineers Pvt. Ltd., is counting its profits, and enjoyable the Social
accountability, through making its tag line to be carried out i.E subculture…
BIBLIOGRAPHY
BOOKS
Mc GRAW HILL Publishing company Ltd., New Delhi- page 11.6 to 11.9 and page 15.1
to 15.5.
WEBSITES
www.konstelec.com
www.wikipedia.com
www.jksolution.com
www.prenhall.com
www.ibef.org