Institute of Management And Research,Jalgaon

A PROJECT REPORT

ON

Job Satisfaction

At

B.G.SHIRKE CONSTRUCTION PVT.LTD

SUBMITTED BY:
SHRADHA MATANI
GUIDED BY:

Dr.Parag Narkhede

Submitted in fulfillment of the requirement for the award of the

degree of

MASTER IN BUSINESS ADMINISTRATION(MBA)

1|Page
 NORTH MAHARASHTRA UNIVERSITY, JALGAON

2010-2012

Executive summary
Job satisfaction in regards to one’s feeling or state of mind regarding nature of their
work. Job can be influenced by variety of factors like quality of one’s relationship
with their supervisor, quality of physical environment in which they work, degree of
fulfillment in their work, etc.

Positive attitude towards job are equivalent to job satisfaction where as negative
attitude towards job has been defined variously from time to time .In short, job
satisfaction is a person’s attitude towards job.

Job satisfaction is an attitude which results from balancing & summation of many
specific likes and dislikes experienced in connection with the job- their evaluation
may rest largely upon one’s success or failure in the achievement of personal
objective and upon perceived combination of the job and combination towards these
ends. According to pestonejee, Job satisfaction can be taken as a summation of
employee’s feelings in four important areas. These are:

1. Job-nature of work (dull, dangerous, interesting), hours of work, fellow workers,

opportunities on the job for promotion and advancement (prospects), overtime
regulations, interest in work, physical environment, and machines and tools.

2. Management- supervisory treatment, participation, rewards and punishments,

praises and blames, leaves policy and favoritism.

3. Social relations- friends and associates, neighbors, attitudes towards people in

community, participation in social activity socialibility and caste barrier.

4. Personal adjustment-health and emotionality.

Job satisfaction is an important indicator of how employees feel about their job and a
predictor of work behavior such as organizational citizenship, Absenteeism, Turnover.

2|Page
Job satisfaction benefits the organization includes reduction in complaints and
grievances, absenteeism, turnover, and termination; as well as improved punctuality
and worker morale. Job satisfaction is also linked with a healthier work force and has
been found to be a good indicator of longevity.

Job satisfaction is not synonyms with organizational morale, which the possessions of
feeling have being accepted by and belonging to a group of employees through
adherence to common goals and confidence in desirability of these goals. Morale is
the by-product of the group, while job satisfaction is more an individual state of mind.

3|Page
INTRODUCTION TO STUDY

JOB SATISFACTION:

"Job satisfaction is defined as "the extent to which people like (satisfaction)or

dislike (dissatisfaction) their jobs”

This definition suggests job satisfaction is a general or global affective reaction that
individuals hold about their job. While researchers and practitioners most often
measure global job satisfaction, there is also interest in measuring different "facets"
or "dimensions" of satisfaction. Examination of these facet conditions is often useful
for a more careful examination of employee satisfaction with critical job factors.
Traditional job satisfaction facets include: co-workers, pay, job conditions,
supervision, nature of the work and benefits .Frequently, work underlies self-esteem
and identity while unemployment lowers self-worth and produces anxiety At the same
time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to
absenteeism and unnecessary turnover. Job satisfaction and occupational success are
major factors in personal satisfaction, self-respect, self-esteem, and self-development.
To the worker, job satisfaction brings a pleasurable emotional state that often leads
to a positive work attitude. A satisfied worker is more likely to be creative, flexible,
innovative, and loyal.

Job Satisfaction
A worker's sense of achievement and success is generally perceived to be directly
linked to productivity as well as to personal wellbeing. Job satisfaction implies doing
a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job
satisfaction further implies enthusiasm and happiness with one's work.
The Harvard Professional Group (1998) sees job satisfaction as the keying radiant that
leads to recognition, income, promotion, and the achievement of other goals that lead
to a general feeling of fulfillment.

4|Page
IMPORTANCE TO WORKER AND ORGANIZATION:

For the organization, job satisfaction of its workers means a work force that is
motivated and committed to high quality performance. Increased productivity the
quantity and quality of output per hour worked seems to be a byproduct of
improved quality of working life. It is important to note that the literature on the
relationship between job satisfaction and productivity is neither conclusive nor
consistent. However, studies dating back to Herzberg's (1957) have shown at least
low correlation between high morale and high productivity, and it does seem logical
that more satisfied workers will tend to add more value to an organization. Unhappy
employees, who are motivated by fear of job loss, will not give 100 percent of their
effort for very long. Though fear is a powerful motivator, it is also a temporary one,
and as soon as the threat is lifted performance will decline.
Tangible ways in which job satisfaction benefits the organization include reduction in
complaints and grievances, absenteeism, turnover, and termination; as well as
improved punctuality and worker morale. Job satisfaction is also linked to a healthier
work force and has been found to be a good indicator of longevity. And although only
little correlation has been found between job satisfaction and productivity, Brown
(1996) notes that some employers have found that satisfying or delighting employees
is a prerequisite to satisfying or delighting customers, thus protecting the "bottom
line." No wonder Andrew Carnegie is quoted as saying: "Take away my people, but
leave my factories, and soon grass will grow on the factory floors. Take away my
factories, but leave my people, and soon we will have a new and better factory"

CREATING JOB SATISFACTION:

So, how is job satisfaction created? What are the elements of a job that create job
satisfaction? Organizations can help to create job satisfaction by putting systems in
place that will ensure that workers are challenged and then rewarded for being
successful. Organizations that aspire to creating a work environment that enhances job
satisfaction need to incorporate the following:

5|Page
  Flexible work arrangements, possibly including telecommuting
 Training and other professional growth opportunities
 Interesting work that offers variety and challenge and allows the
worker opportunities to "put his or her signature" on the finished product
 Opportunities to use one's talents and to be creative
 Opportunities to take responsibility and direct one's own work
 the A stable, secure work environment that includes job security/continuity
 An environment in which workers are supported by an accessible supervisor
who provides timely feedback as well as congenial team members
 Flexible benefits, such as child-care and exercise facilities
 Up-to-date technology

 Competitive salary and opportunities for promotion Probably most important

point to bear in mind when considering job satisfaction is that there are many factors
that affect job satisfaction and that what makes workers happy with their jobs varies
from one worker to another and from day to day. Apart from the factors mentioned
above, job satisfaction is also influenced by the employee's personal characteristics,
the manager's personal characteristics and management style, and the nature of the
work itself. Managers who want to maintain a high level of job satisfaction in the
work force must try to understand the needs of each member of the work force.
For example, when creating work teams, managers can enhance worker satisfaction
by placing people with similar backgrounds, experiences, or needs in the same work
group. Also, managers can enhance job satisfaction by carefully matching workers
with the type of work. For example, a person who does not pay attention to detail
would hardly make a good inspector, and a shy worker is unlikely to be a good
salesperson. As much as possible, managers should match job tasks to employees'
personalities. Managers who are serious about the job satisfaction of workers can also
take other deliberate steps to create a stimulating work environment. One such step is:

JOB ENRICHMENT:

Job enrichment is a deliberate upgrading of responsibility, scope, and challenge in the

work itself. Job enrichment usually includes increased responsibility, recognition, and
opportunities for growth, learning, and achievement. Large companies that have used

6|Page
job-enrichment programs to increase employee motivation and job satisfaction
include AT&T, IBM, and General Motors (Daft, 1997).Good management has the
potential for creating high morale, high productivity, and a sense of purpose and
meaning for the organization and its employees. Empirical findings show that job
characteristics such as pay, promotional opportunity, task clarity and significance,
and skills utilization, as well as organizational characteristics such as commitment and
relationship with supervisors and co-workers, have significant effects on job
satisfaction. These job characteristics can be carefully managed to enhance job
satisfaction. Of course, a worker who takes some responsibility for his or her job
satisfaction will probably find many more satisfying elements in the work
environment. Everett (1995) suggests that employees ask themselves the following
questions:

 When have I come closest to expressing my full potential in a work situation?

 What did it look like?
 What aspects of the workplace were most supportive?
 What aspects of the work itself were most satisfying?
 What did I learn from that experience that could be applied to the present
situation?

WORKERS' ROLES IN JOB SATISFACTION:

 If job satisfaction is a worker benefit, surely the worker must be able to

contribute to his or her own satisfaction and well-being on the job. The
following suggestions can help a worker find personal job satisfaction:

 Seek opportunities to demonstrate skills and talents. This often leads to more
challenging work and greater responsibilities, with attendant increases in pay
and other recognition.
 Develop excellent communication skills. Employer’s value and reward
excellent reading, listening, writing, and speaking skills.
 Know more. Acquire new job-related knowledge that helps you to perform
tasks more efficiently and effectively. This will relieve boredom and often gets
one noticed.

7|Page
  Demonstrate creativity and initiative. Qualities like these are valued by most
organizations and often result in recognition as well as in increased
responsibilities and rewards.
 Develop teamwork and people skills. A large part of job success is the ability
to work well with others to get the job done.
 Accept the diversity in people. Accept people with their differences and
their imperfections and learn how to give and receive criticism constructively
 See the value in your work. Appreciating the significance of what one does
can lead to satisfaction with the work itself. This helps to give meaning to
one's existence, thus playing a vital role in job satisfaction.
 Learn to de-stress. Plan to avoid burnout by developing healthy stress-
management techniques.

ASSURING JOB SATISFACTION:

 Assuring job satisfaction, over the long term, requires careful planning
and effort both by management and by workers. Managers are encouraged to
consider such theories as Herzberg’s (1957) and Maslow's (1943) Creating a
good blend of factors that contribute to a stimulating, challenging, supportive,
and rewarding work environment is vital. Because of the relative prominence
of pay in the reward system, it is very important that salaries be tied to job
responsibilities and that pay increases be tied to performance rather than
seniority. So, in essence, job satisfaction is a product of the events
and conditions that people experience on their jobs. Brief (1998) wrote: "If a
person's work is interesting, her pay is fair, her promotional opportunities are
good, her supervisor is supportive, and her coworkers are friendly, then a
situational approach leads one to predict she is satisfied with her job". Very
simply put, if the pleasures associated with one's job outweigh the pains, there
is some level of job satisfaction.

8|Page
 FACTORS OF JOB SATISFACTION:

 The way the individual reacts to unpleasant situations,

 The facility with which he adjusted himself with other person
 The relative status in the social and economic group with which he identifies
himself
 The nature of work in relation to abilities, interest and preparation of worker
Security
 Loyalty
Various job factors of job satisfaction. These are briefly defined one by one as
Follows:
1. Intrinsic aspect of job
It includes all of the many aspects of the work, which would tend to be
constant for the work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his
immediate superiors. Supervision, as a factor, generally influences job
satisfaction.
3. Working conditions
This includes those physical aspects of environment which are not necessary a
part of the work. Hours are included this factor because it is primarily a
function of organization, affecting the individuals comfort and convenience in
much the same way as other physical working conditions.
4. Wage and salaries
This factor includes all aspect of job involving present monitory remuneration
for work done.
5. Opportunities for advancement
It includes all aspect of job which individual sees as potential sources of
betterment of economic position, organizational status or professional
experience.
6. Security
It is defined to include that feature of job situation, which leads to assurance
for continued employment, either within the same company or within same
type of work profession.

9|Page
7. Company & management
It includes the aspect of worker’s immediate situation, which is a function of
Organizational administration and policy. It also involves the relationship of
employee with all company superiors above level of immediate supervision.
8. Social aspect of job
It includes relationship of worker with the employees specially those
employees at same or nearly same level within the organization.
9. Communication
It includes job situation, which involves spreading the information in any
direction within the organization. Terms such as information of employee’s
status, information on new developments, information on company line of
authority, suggestion system, etc, are used in literature to represent this factor.
10. Benefits

It includes those special phases of company policy, which attempts to prepare

the worker for emergencies, illness, old age, also. Company allowances for
holidays, leaves and vacations are included within this factor.

REASONS OF LOW JOB SATISFACTION:

Reasons why employees may not be completely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisors.
3. Not being opportunity paid for what they do.
4. Have little or no say in decision making that affect employees.
5.Fear of losing their job.

EFFECTS OF LOW JOB SATISFACTION:

1. HIGH ABSENTEEISM

Absenteeism means it is a habitual pattern of absence from duty or obligation.

If there will be low job satisfaction among the employees the rate of
absenteeism will definitely increase and it also affects on productivity of
organization.

10 | P a g e
2. HIGH TURNOVER

In human resource refers to characteristics of a given company or industry

relative to the rate at which an employer gains and losses the staff. If the
employer is said to be have a high turnover of employees of that company
have shorter tenure than those of other companies.

3. TRAINING COST INCREASES

As employees leaves organization due to lack of job satisfaction. Then Human
resource manager has to recruit new employees. So that the training
expenditure will increases.

INFLUENCES ON JOB SATISFACTION:

There are no. of factors that influence job satisfaction.

1. The work itself

The concept of work itself is a major source of satisfaction. For example, research
related to the job characteristics approach to job design, shows that feedback from job
itself and autonomy are two of the major job related motivational factors. Some of the
most important ingredients of a satisfying job uncovered by survey include interesting
and challenging work, work that is not boring, and the job that provides status.
2. Pay
Wages and salaries are recognized to be a significant, but complex, multidimensional
factor in job satisfaction. Employees often see pay as a reflection of how management
views their contribution to the organization. Fringe benefits are also important.
If the employees are allowed some flexibility in choosing the type of benefits they
prefer within a total package, called a flexible benefit plan, there is a significant
increase in both benefit satisfaction and overall job satisfaction.
3. Promotions
Promotional opportunities are seem to be having a varying effect on job satisfaction.
This is because of promotion take number of different forms.

11 | P a g e
WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is necessarily good
worker. In other words, if management could keep the entire worker’s happy”, good
performance would automatically follow. There are two propositions concerning the
satisfaction performance relationship. The first proposition, which is based on
traditional view, is that satisfaction is the effect rather than the cause of performance.
This proposition says that efforts in a job leads to rewards, which results in a certain
level of satisfaction .in another proposition, both satisfaction and performance are
considered to be functions of rewards.
Various research studies indicate that to a certain extent job satisfaction affects
employee turnover, and consequently organization can gain from lower turnover in
terms of lower hiring and training costs. Also research has shown an inverse relation
between job satisfaction and absenteeism. When job satisfaction is high there would
below absenteeism, but when job satisfaction is low, it is more likely to lead a high
absenteeism.
What job satisfaction people need?
Each employee wants:
1. Recognition as an individual
2. Meaningful task
3. An opportunity to do something worthwhile.
4. Job security for himself and his family
5. Good wages
6. Adequate benefits
7. Opportunity to advance
8. No arbitrary action- a voice a matters affecting him
9. Satisfactory working conditions
10. Competence leadership- bosses whom he can admire and respect as personsand as
bosses.
However, the two concepts are interrelated in that job satisfaction can contribute to
morale and morale can contribute to job satisfaction. It must be remembered that
satisfaction and motivation are not synonyms. Motivation is a drive to perform,
whereas satisfaction reflects the individual’s attitude towards the situation. The
factors that determine whether individual is adequately satisfied with the job differs

12 | P a g e
from those that determine whether he or she is motivated. the level of jobsatisfaction
is largely determined by the comfits offered by the environment and the situation .
Motivation, on the other hand is largely determine by value of reward and their
dependence on performance. The result of high job satisfaction is increased
commitment to the organization, which may or may not result in better performance.
A wide range of factors affects an individual’s level of satisfaction. While
organizational rewards can and do have an impact, job satisfaction is primarily
determine by factors that are usually not directly controlled by the organization. a
high level of job satisfaction lead to organizational commitment, while a low level, or
dissatisfaction, result in a behavior detrimental to the organization. For example,
employee who like their jobs, supervisors, and the factors related to the job will
probably be loyal and devoted. People will work harder and derive satisfaction if they
are given the freedom to make their own decisions.

OBJECTIVES OF THE STUDY:

The basic objective of the research is:

 To study and understand the entire Job Satisfaction process in B.G.Shirke

construction Pvt Ltd.
 To study the documentation followed by company in support of Job
Satisfaction procedure.
 To suggest suitable measure to increase job satisfaction.

SCOPE OF STUDY IS:

 The employees from the various departments who have attended 2 or more
training programs were selected for the survey.
 Documents relating to administrative department were considered for study.

13 | P a g e
 COMPANY PROFILE

Mission...

‘MISSION’ to Industrialize Civil Engineering – in the gigantic effort to provide

affordable, high quality mass housing – has now been achieved. Shirke Group is
endeavoring to spread and entrench Industrialized Civil Engineering Technology
throughout the country.

Shirke also pioneered and patented the ‘3-S’ system in India – a system using pre-cast
structural components, such as dense concrete hollow core columns, dense concrete
partially pre-cast beams, lintels, staircases, etc., and Siporex slabs, to achieve strength,
safety and speed. Shirke is the first company in India to introduce modern
construction technique i.e. ‘Tunnel-Form Shuttering’ system in technical
collaboration with Outinord of France.

Chairman vision

B. G. Shirke Construction Technology Private Limited is the parent organization of

the Shirke-Siporex Consortium. Our main objective right from the beginning is to
modernize by total transformation into industrialization of Civil Engineering. Total
industrialization of Civil Engineering means, one must be able to manufacture,
standardized, proven after long trials, all structural components and modern multi
quality building materials with which any structure can be modularly planned and
speedily erected and put to its ultimate use.

14 | P a g e
Promoters ….

Born in an agricultural family, after graduating in Civil

Engineering in 1943, started his own construction company.

Through sustained R&D and by adopting industrial principles

and practices, established an industrial complex at Pune to
manufacture proven prefabricated structural components and
modern multi-quality building materials and construction
Mr. B.G. Shirke
equipment such as tower cranes, concrete weigh batching and
Chairman
mixing plants, transit mixers and specialized formwork, thus
accomplished Total Industrialization of Civil Engineering.
In recognition of his distinguished service in the field of ‘Science
and Engineering’, the Government of India conferred upon him
the ‘Padmashri’ in 2003

-------------------------------------------------------------------------------------------------------

Graduate in Mechanical Engineering, having interest in all

engineering disciplines.

Handling day-to-day activities and responsible for overall

functioning of the entire Shirke Group.

He specializes in interaction with Government / Private clients

and authorities for securing business for the Group.

Mr. Vijay Shirke

Managing Director

-------------------------------------------------------------------------------------------------------

15 | P a g e
 Graduate in Commerce.

Started a Paper Mill in 1983 in a rural backward area involving

almost all engineering disciplines, including agriculture and
disposal of effluent.

Started Cadence in 1991, manufacturing electrostatic hi-end

speakers by establishing a high quality manufacturing facility
with various in-house departments, only one of its kinds in
Mr. Ajay Shirke
India.
Director
Recently started a factory at Holland to manufacture Cadence
Speakers for overseas clients.

POLICIES:

16 | P a g e
COMPANY HISTORY

B. G. Shirke Construction Technology Pvt. Ltd...

Civil Division

B. G. Shirke Construction Technology Private Limited (BGSCTPL), formerly known

as B. G. Shirke& Company, was established in 1944 by its Founder Chairman, Mr. B.
G. Shirke. BGSCTPL is a multi-disciplinary civil, mechanical and electrical
engineering organization having international technology tie-ups and over 12,000
workforces. It is a vibrant, dynamic and integral part of modern India, significantly
contributing to industrial, economic and social progress. BGSCTPL also plays an
active role in protecting and preserving the country’s eco-systems – its forests and
waterways. Company is well established in the civil engineering field for over 65
years.

The Mission to Industrialize Civil Engineering – in the gigantic effort to provide

affordable, high quality mass housing – has already been achieved with Herculean
efforts and unique unflinching dedication. BGSCTPL is endeavoring to spread and
entrench Industrialized Civil Engineering Technology throughout the country for the
good of all.

BGSCTPL also pioneered and patented the ‘3-S’ system in India – a system using
partial pre-cast structural components, such as dense concrete hollow core columns,
dense concrete partially pre-cast beams, lintels, staircases, etc., and Siporex blocks
and slabs to achieve strength, safety and speed.

The Company has so far executed more than 2, 00,000 dwelling units using ‘3 S’
system, both in India and Overseas, in all types of climatic conditions and heavy

17 | P a g e
rainfall areas. At present, it executes very large housing, industrial and commercial
projects in India on Turnkey Lumpsum

Basis by the use of proven prefab products and/or also by the conventional methods
and materials. It also undertakes projects on Tunkey Lumpsum Basis including
Planning, Designing and Execution. ‘3 S’ system of building construction has been
used successfully for high-rise residential buildings upto 25 storey’s.

BGSCTPL has also expertise in design, fabricate and erection all types of heavy steel
structures, shuttering and centering.

Of late, to move with times, BGSCTPL has diversified in infrastructure developments

and completed two road projects on NH-4 between Pune-Satara-Kolhapur, part of a
“Golden Quadrilateral” and one road project at Panvel. BGSCTPL has developed
expertise in construction of Highways, Bridges and Marine Structures as well.

Over the years, BGSCTPL have acquired the expertise in the field of construction in
the following areas using Conventional as well as prefab technology and resources.

 Mass Housing Projects

 Residential Multistoried Buildings
 Commercial Buildings
 Industrial Buildings / Sheds
 IT Parks
 Roads
 Bridges, Flyovers, Underpasses
 Sports Facilities / Complexes
 Hotels, Auditoriums
 Airports

18 | P a g e
Our registration in highest/unlimited special class/category with many organization
and track record of repeated orders from many vendors endorses our reputation and
capabilities.

 Public Works Department (PWD) Maharashtra, Karnataka, Andhra Pradesh

and Tamilnadu
 Military Engineering Services (MES)
 Brihan Mumbai Municipal Corporation (BMC)
 Pune Municipal Corporation (PMC)
 CIDCO of Maharashtra Ltd.
 Maharashtra Housing & Area Development Authority (MHADA)
 Pimpri Chinchwad Municipal Corporation (PCMC)
 Pimpri Chinchwad New Town Development Authority (PCNTDA)
 Karnataka Housing Board (KHB)
 The Singareni Collieries Co. Ltd. (SCCL)
 Maharashtra State Electricity Board (MSEB)
 Delhi Development Authority

Integrated Management System (IMS)

We are IMS registered organization, which covers ISO 9001:2008, ISO 14001: 2004
and OHSAS 18001:2007 for Quality, Environment, Health and Safety. Det Norske
Veritas (D.N.V) Certification B.V.The Netherlands has awarded IMS Certification.

Our scope of certification is “Design, Development and Construction of mass

residential, Commercial, Industrial buildings and Infrastructure works like roads,
bridges, flyovers, culverts.”

Grading Certificate

We have received GRADING CERTIFICATE from investment information & Credit

Rating Agency (ICRA)/ Construction Industry Development Council (CIDC)
assigning CR+2 grading which indicates Strong Contract Execution Capacity with
respect to contracts with values upto

19 | P a g e
Rs. 500 crores and aggregate values of work to be executed within a year of uptoRs.
1400 crores.
Post Harvest Equipment Division Division (PHED):

Post Harvest Equipment Division (PHED) is pioneer in design, manufacture, supply

installation and commissioning of Galvanized Iron Corrugated (GIC) Silos ranging
from 5 MT to 12,500 MT grain holding capacity, including Grain pre-Cleaners,
Conveyors, Elevators on turnkey basis for free flowing grains for more than 30 years.
So far we have supplied and installed over 380 GIC silos with allied equipment on
turnkey basis all over India as well as overseas viz. U.K., Nigeria, Tanzania and
Ukraine, which are working well. With the innovative R&D practices, we have
successfully extended applications of GIC Silos in the fields like Agro Based
Industries, Breweries, Roller Flour Mills, Solvent Extraction Plants, Starch Plants,
Rice Mills, Oil Mills, Cattle and Poultry Feed Industries, Grain Based Distilleries,
Sugar Industries etc.

20 | P a g e
Transmission Tower Division

The Division is having design, manufacturing and testing facilities for fabrication,
galvanizing, supply, civil foundation, erection and painting of Transmission and
Microwave / Telecommunication Towers of various heights and designs on turnkey
basis. The assessed manufacturing capacity of our factory is @ 20,000 tons / annum.
We also undertake all required civil work at one location / site for foundation of D.G.
set & BTS including fencing wall and security room etc. We also provide necessary
help for acquiring plot / land for mutual benefit on behalf of the client, if necessary.
During last 25 years, this division has fabricated and galvanized more than 1, 00,000
tons of transmission towers / structural material. Our manufacturing facility has been
approved by various State Electricity Boards, National Thermal Power Corporation,
Nuclear Power Corporation Of India Limited, Power Grid Corporation of India Ltd.,
Bharat Heavy Electricals Ltd., Indian Railways, BPL Cellular Ltd. &Bharti
Televentures Ltd., etc.
Concrete Equipment Division (CED)

With a view to achieve our Mission of Total Industrialization of Civil Engineering, B.

G. Shirke Construction Technology Pvt. Ltd. started manufacturing of New Building
Materials and Construction Equipments under one roof. Concrete Equipment
Division (CED) is one of them, which started in 1988 with the state of art
21 | P a g e
manufacturing plant at Pune and Marketing Offices in Mumbai, Hyderabad,
Bangalore, Delhi and Nagpur.

CED manufacturers Automatic Concrete Weigh Batching and Mixing Plants with
Transit Mixers and also provide onsite support for these equipments.

These plants are complemented by own manufactured Transport Solution in the form
of Transit Mixer.

SIPOREX - “THE WONDER BUILDING MATERIAL OF THE WORLD”

SIPOREX INDIA PVT LTD is an ISO 9001 2000 certified company.

Siporex India Pvt Ltd was established in 1969 and had started production in 1972. It
manufactures Light weight, Autoclaved, Cellular reinforced floor and roof slabs, wall
panels, lintels and unreinforced blocks both for load bearing and partition walls.
During last 36 years, Siporex has been widely used in India and abroad in all types of
climatic conditions and rain fall areas successfully. Siporex has also been extensively
used in all types of buildings such as
Industrial buildings, commercial complexes, residential buildings, five star hotels,
hospitals etc. Siporex is being recognized today as a product that is environmental
friendly because of its superior insulating and energy saving properties. Due to the use
of Siporex, there will be substantial saving in installation and recurring cost of air
conditioning units. Use of Siporex also avoids Timber in construction, thus it
contributes to forest conservation. Siporex products provide better fire resistance than
conventional building materials.

SIPOREX INDIA PVT LTD is an ISO 9001 2000 certified company and all the
products have BIS markings

22 | P a g e
 PRODUCTS

Civil Division

We have been in the field of execution of residential, commercial, industrial,

infrastructural and special Civil Engineering projects like Sports Complex, Airports
etc. for over 60 years. We offer our unique capabilities to indigenous and overseas
clientele. Our quality and project completion well within stipulated time schedules
have earned us a solid and unmatched reputation in the field of Civil Engineering.

We offer our following services in Civil Engineering:

 Project planning, Designing, Estimation, Construction and Commissioning

using all resources under one roof for coordinated planning designing and
project management.
 Turnkey Lumpsum contracting including design and development of
infrastructure.
 Construction of Residential, Industrial, Commercial, Infra-structural and
Special Projects using industrialized prefab and/or conventional methods of
construction.

Polynorm Division:

Through its door / window frame and shutter manufacturing unit, Shirke Group
manufactures specially treated against corrosion metal sheets door and window
frames since 1983. It also manufactures shutters of lock-forming galvanised or
powder coated sheet. This frames and shutter look exactly like panelled timber
shutters and are even better, which is important for the aesthetic sense and psychology
of Indian consumer.

23 | P a g e
 CLIENTS

 MAHARASHTRA HOUSING & AREA DEVELOPMENT AUTHORITY

 CITY & INDUSTRIAL DEVELOPMENT CORPORATION

 KARNATAKA HOUSING BOARD, BANGALORE

 SINGARENI COLLERIES CO. LTD., KOTHAGUDAM, ANDHRA

PRADESH

 KALYANI BRAKES LTD., PUNE

 BHARAT FORGE LIMITED, MUNDHWA, PUNE

 MORARJEE BREMBANA PVT. LTD., MUMBAI

 FRIGORIFICO ALLANA LTD., MUMBAI

24 | P a g e
 AWARDS AND ACCREDITATION

ICRA and ISO Certificates…

ICRA CIDC Grading certificate

25 | P a g e
 RESEARCH METHODOLOGY
Research refers to a search for knowledge; it is defined as scientific and systematic
search for pertinent information on specific topic. Research includes scientific and
inductive thinking and it promotes its development of organization and logical habits
of thinking.

In order to gather information about how Job Satisfaction should be conducted, a

detailed study of books on Job Satisfaction and Internet site was done. Under the
guidance of HR manager recommended process was modified according to
organizations working culture and policy.

A. Research Tool-
A structure questionnaire was used as an instrument in gathering the opinions of the
employees. The questions were well defined. The questionnaire was a combination of
closed ended as well as open ended questions.

B.Research duration-
The research was conducted over a period of 2 months from June 11 to August 11.

C.Sample size-
Among so many staff in the organization a sample of 20 employees was taken for the
study. Using the method of proportional allocation, the numbers of samples
are selected from each stratum.

D. Sample Technique –
Random sampling was done. As name suggests the sample elements were selected
randomly based on certain predetermine criteria of research, the employees selected
was done deliberately and impartially by the researcher.

E. Data Collection-
The required data for project was collected from both the primary and secondary data
resource.

There are two main sources for collection of data.

1. Primary data
2. Secondary data

26 | P a g e
PRIMARY DATA COLLECTION-
Primary data is the data gathered for the first time by the researcher, it is the data
observed or collected from first-hand experience.

The primary data is collected by

 Questionnaire method: Respondent is questioned directly who have attended

training programs from various departments and were given questionnaire to fill.
The questionnaire tests the future needs and effectiveness of the Job Satisfaction
of the employees and also the trainer’s effectiveness. It was distributed randomly
among 50 workers.
 Observation method-In this case, I have made apprehensive study of work in
procedure and tried to find the solution by interacting with theemployees.

SECONDARY DATA COLLECTION-

Secondary data are the data which have been already collected and analyzed by some
earlier agency for its own use, and later the same data are used by a different agency.

The secondary data is collected from:

 Company manuals and files.
 Record of the employees.
 Training data files.
 Job satisfaction forms.
 Internet site.
 Company’s website.

27 | P a g e
Analysis & Interpretation

Table No.1
How long you have been working in the industry?

Less than 3 3-5 yrs More than 5 yrs

Percentage 25 25 50

25% 50%
less than 3
3-5 yrs
more than 5
25%

Interpretation :
For every employee there should be satisfaction with their work. From the above table
it shows that 25% employees are less than 3 yrs25% employees are between 3-5
yrs50% of the employees have more than 5 years experience.

28 | P a g e
Table No 2

To know the physical working environment

Working excellent Good Satisfactory Not

environment satisfactory
Percentage 50 50 0 0

working environment

0%

exellent
good
50% 50%
satisfactory
not satisfactory

Interpretation :

When people are working in situations that suit their physical and mental abilities, the
correct fit between the person and the work task is accomplished. From the above
table it shows that 50 % of the employees werefeeling excellent, 0% are not
satisfactory about the working environment.

29 | P a g e
Table No 3

To know the satisfaction level of employees

High secure Secure Insure

Percentage 20 80 0

20%

high secure
secure
insecure

80%

Interpretation :
If an industry provide all facilities to employees ,seeing that facilities employees put
their interest to work properly through these they feel that 80% of the employees are
secure with their job& 20% of employees are highly secure.

30 | P a g e
Table no.4

Relationship between employers and co-workers?

Very high high Medium Low

Percentage 20 70 10 0

Relationship between employers and workers

10% 20%

very high
high
medium
70% low

Interpretation :
In an industry different people work at different post all of them have different
thinking and tact to work, employers and co-workers have different way of talking to
co-operate this they both have understanding for each other.
From the above table it shows that 70% of the employees are having employees are
highly secure.

31 | P a g e
Table5

Satisfied with appreciation & reward provided by management?

Highly satisfied Satisfied Needs

improvement
Percentage 80 0 20

20%

0%
highly satisfied
satisfied
needs improvement

80%

Interpretation :
The success of every organization depends on the employee is satisfied the
most; the performance will be up to the satisfactory level. Here most of the
employees are having satisfaction of their work.
From the above table it shows that 80% of the employees are highly satisfied& 20%
needs improvement in appreciation and reward.

32 | P a g e
Table no 6

Satisfied with bonus & incentives given?

Highly satisfied Satisfied Needs

improvement
Percentage 0 70 30

0%

30%

highly satisfied
satisfied
needs improvement

70%

Interpretation :
From the above table it shows that 70% of the employees are highly satisfied & 30%
needs improvement in bonus and incentives.

33 | P a g e
Table no 7

Satisfied with compensation package?

Highly satisfied Satisfied Needs

improvement
Percentage 0 75 25

25%

satisfied
needs improvement

75%

Interpretation :
Benefits are the one of the factor, which will leads to the productivity of the employee
in this organization; the employees are also considerably satisfied with the benefit
package.
From the above table it shows that 75% of the employees are satisfied & 25% needs
improvement in compensation package.

34 | P a g e
Table no: 8
Employee satisfaction questionnaire for finding out opinion of employee about
organization
Strongly Agree Neither Disagree Strongly
agree agree disagree
/disagree
Proud to work for 30%(6) 70% (14) 0% (0) 0% (0) 0% (0)
company
Co. Concerned with 10% (2) 90% (18) 0% (0) 0% (0) 0% (0)
long term welfare
of employees
Voice my opinion 10% (2) 90% (18) 0% (0) 0% (0) 0% (0)
without fear
Maintaining salary 10% (2) 75% (15) 10% (2) 0% (0) 5% (1)
levels
Maintain benefits 15% (3) 75% (15) 10% (2) 0% (0) 0% (0)
rather than other
company
Co-operation with 25% (5) 70% (14) 5% (1) 0% (0) 0% (0)
other dept.
Well organized 25% (5) 75% (15) 0% (0) 0% (0) 0% (0)
dept.
Work well in team 45% (9) 55% (11) 0% (0) 0% (0) 0% (0)
Policies are 30% (6) 65% (20) 0% (0) 0% (0) 5% (1)
properly and
equally
administered
Quality product and 25% (5) 70% (14) 5% (1) 0% (0) 0% (0)
services
Safety and health 45% (9) 55% (11) 0% (0) 0% (0) 0% (0)
standard
Recognizes 45% (9) 55% (11) 0% (0) 0% (0) 0% (0)
performance

35 | P a g e
Interpretation :
In the above chart we can see that:

1. When the respondents are asked to give their opinion on “I am Proud to work for
company” 30% responded that they are strongly agree and remaining70% responded
that they are agree.

2. In employees opinion for “Company concerned with long tern welfare of

employees” 10% responded that they are strongly agree and remaining 90%
responded that they are agree.

3. When the respondents are asked to give their opinion on “I feel I can voice my
opinion without fear” 10% responded that they are strongly agree; 90% responded for
agree

4. In employees opinion for “Maintaining salary levels compare to other company”

10% responded for strongly agree; 75% responded for agree and 10% responded for
neither agree/disagree.

5. In employees opinion for “Maintaining benefits rather than other company” 15%
responded for strongly agree; 75% responded for agree and 10% responded for neither
agree/disagree.

6. When the respondents are asked to give their opinion on” Co-operation with other
dept” 25% responded that they are strongly agree; and remaining 70% responded that
they are agree .

7. For “Well organized dept.” 25% responded for strongly agree and remaining 75%
responded that they are agree.

8. When the respondents are asked to give their opinion on “Work well in team”45%
responded for strongly agree; 55% responded for agree

9 When the respondents are asked to give their opinion on “Policies are properly and
equally administered” 30% responded for strongly agree and remaining 65%
responded for agree.

10. Opinion for “Quality products and services” 25% responded for strongly agree;
70% responded for agree and 5% responded for neither agree/disagree.

11. 45% responds for strongly agree; 55% respond for agree and 0% respond for
neither agree/disagree for company adequate Safety and health standard.

12. 45% responds for strongly agree; 55% respond for agree and 0% respond for
neither agree/disagree for recognize my performance.

36 | P a g e
Table no: 9
Appraising quality and quantity of work
Too much Just right Too little
Quantity of work 30%(6) 70%(14) 0% (0)
Quality of work 35%(7) 65% (13) 0% (0)
Time spent 20% (4) 80% (16) 0% (0)
No. of approvals required for decision 15% (3) 85% (17) 0% (0)
Levels of understanding 20%(4) 80% (16) 0% (0)

Interpretation :
1. When the respondents are asked opinion for “Quantity of work” 30 % responded
for too much; and remaining 70% responded for just right.
2. For “Quality of work”35% responded for too much and remaining 65% responded
for just right.
3. For “amount of Time spent” 20% responded for too much and remaining 80%
responded for just right.
4. 15% respond for too much and remaining 85% respond for just right for “No. of
approvals required for decision”
5. 20% respond for too much and remaining 80% respond for just right for “Levels of
understanding.”

37 | P a g e
 FINDINGS:
 Most of the employees are satisfied with the channel of the communication &
information low with team work & cooperation, any difficult work can be
done with ease. But there is little ambiguity present in the employees
about the communication to the superiors/ supervisors in the work place.

 In the organization most of the employees are satisfied with their work load in
organization & they are clear about their roles & responsibilities, also the
every department having their own superiors for better guidance.

 In the organization many of the employee’s i.e. 40% felt that knowledge about
the technical practices is much more needed. So in the organization the
dissatisfaction level is less than 35% with the employees, so it leads to
effectiveness of the organization.

 The training is one of the factors which are related to the satisfaction of the
employees. Here the most of the employees i.e. 80% of the employees, are
very much satisfied with the facilities which is given by the organization.

 The financial package paid to an employee for the service he has rendered
remuneration if considered to be more by an employee may always lead to
more productivity. So in short we can link remuneration with job satisfaction.

 The study shows us that

 70% of respondents are agree for proud to work for our company.

 For company concern with long term welfare employee 90% respondent
were agree.

 90% respondents were agree that they can voice their opinion without fear.

 For maintaining salary level 75 % were agree.

 75 % respondents were agree for maintaining company’s benefit.

 65% respondents were agree for company policy.

 For quality product and services 70% were agree.

38 | P a g e
 Recommendation

After conducting a study on job satisfaction among the employees . I have identified
some facts based on questionnaire & interview. This may help the company to
increase the satisfaction level of the employees. It is a very important determinant of
the rate the turnover for any given organization. This study is conducted to investigate
the interdependence of these variables. Based on those findings the following
suggestions have been made.

 In order to keep employees satisfied and retain them, management

should recognize talents and encourage them to grow in the organization.

 Use scientific methods to align jobs this will improve the satisfaction level in
case of work load.

 To provide more career opportunity promotional policy should be restructured

Follow more open door communication policy. Organize trips, family meet
and fun games at work. Organization can motivate individual through proper
counseling and guidance.

 Majority of the employees feel that wage & salary provided to them may have
to be considered for hike. So the company may consider restructuring it.

 Individual attention to employees regarding health matters should be

considered on priority basis.

 Better communication may yield some more results. Advice senior

management to be friendlier with subordinates.

39 | P a g e
BIBLIOGRAPHY:

Reference Books

 Ashwathappa, K. (2011). Human Resource Management. New Delhi: Tata

McGraw Hill.
 Kothari, C. (2004). Research Methodology.Wishwa Publication.
 Rao, A. (2008). Research Methodology. Excel Books.

Reference Websites
 www.citehr.com
 www.B.G.Shirke.com
 www.google.com

40 | P a g e
 Annexure
Job satisfaction questionnaires
GENERAL INFORMATION

Name: _____________________________________________________________

Age:______________________________________________________________

How long have you worked for this company? _________________________________

What previous positions have you held with the company? ________________________

___________________________________________________________________________
_____________________________________________________________________

Designation _____________________________________________________

How long have you held your current position? _________________________________

Briefly describe your work responsibilities (as you would on a resume):

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________

1. How long you have been working in the industry?

a) Less than 3 b) 3-5 years c) more than 5 years
2. How do you feel the working environment?
a) Excellent b) good c) satisfactory not satisfactory
3. How secure do you feel in your job?
a) High secure b) secure c) insecure
4. How do you feel the smooth relationship with your employers and co-
workers?
a) Very high b) high c) medium d) low
5. Opinion about your job
a) highly satisfied b) satisfied c) others (specify) ………….. d) Not satisfied

41 | P a g e
6. Are you satisfied with the appreciation or reward system provided by your
management?
a) Highly satisfied b) satisfied c) needs improvement
7. Are you satisfied with the bonus and incentives given?
a) Highly satisfied b) satisfied c) needs improvement
8. Are you satisfied with the overall compensation package?
a) Highly satisfied b) satisfied c) needs improvement

1. Employee satisfaction questionnaire for finding out opinions of

employee about organization
In this part, employee satisfaction questionnaire include questions to identify employee’s
opinions about policies, organization itself etc.

You use rating scales as

(1) Strongly agree, (2) agree, (3) neither agree nor disagree, (4) disagree, (5) strongly
disagree.

1. I am proud to work for our company..

2. Our company is concerned with the long term welfare of the employees.
3. I feel I can voice my opinion without fear.
4. Our company maintains salary levels that compare well to other companies in this area.
5. Our company maintains benefits that compare well to other companies in this area.
6. I receive co-operation from all other departments.
7. My department is well organized for the work it does.
8. The employees in my department work well in a team.
9. Company employee policies are properly and equally administered in my department.
10. My superiors are concerned for providing quality product and services.
11. The company has adequate safety & health standard.
12. My Superior recognizes my performance.

2. Questionnaire for appraising quality and quantity of work

In this part, employee satisfaction questionnaire include questions to identify

employee’s opinions about quality and quantity of work.

42 | P a g e
You use rating scales as

(1) Too much (2) just right (3) too little.

1. How do you feel about the quantity of work you are asked to perform?
2. How do you feel about the quality of work you are asked to perform?
3. How do you feel about the amount of time spent by your immediate superior?
4. How do you feel about the number of approvals required to get a decision made?
5. What is your level of understanding of the company’s Quality Management
System?

43 | P a g e