employee satisfaction -vishal mega mart- manish
TRANSCRIPT
RESEARCH PROJECT REPORTON
SUBMITTED IN PARTIAL FULFILLMENT OF
MASTER OF BUSINESS ADMINISTRATION
PROGRAMME: 2007-2009
OF
UTTAR PRADESH TECHNICAL UNIVERSITY, LUCKNOW
UNDER THE SUPERVISION OF SUBMITTED B
Kavita nagarkoti NAME: MANISH
MATHUR
MBA DEPARTMENT MBA IV SEMESTER
ROLL NO: 07014270049
FACULTY OF MANAGEMENT SCIENCE
BAREILLY (U.P.)
Faculty of Management Science
Certificate
This is to certify that Manish mathur student of MBA-IV Semester has completed her
Research Project Report titled “A STUDY OF EMPLOYEE SATISFACTION AND
MOTIVATION IN RETAIL SECTOR (W.R.T VISHAL MEGA MART, BLY.)”
assigned by MBA Department and under my Supervision.
It is further certified that she has personally prepared this report that is the result of her
personal survey/observation. It is of the standard expected of MBA student and hence
recommended for evaluation.
(Ms. Kavita Nagarkoti)
Supervisor
Above statement is endorsed.
PREFACE
“No learning can be complete without practicing.” When we study in the
classroom it clears our picture about the field of the area, but it proves to be useful
or thoughtful when it is applied in practical field. Now the time has changed
practical knowledge for management student is must to qualify as a potential
manager. It is for this reason that this project is prescribed as a part of syllabus for
Masters of business administration.
Success of any organization depends upon the quality of Human Resource.
Human Resource plays an important role for the growth of the organization.
The project report, which is presented after consist of “A Study of
Employee Satisfaction and Motivation in Retail Sector (W.R.T. Vishal Mega
Mart, Bly.)”
MANISH MATHUR
ACKNOWLEDGEMENT
Behind every study there stands a myriad of people whose help and contribution
make it successful. Since such a list will be a prohibitively long. I may be excused
for important omissions.
This is my pleasure to thank for being a source of inspiration, help and MISS
KAVITA NAGARKOTI co-operation.
I express my gratitude to my Faculty Guide Ms. RICHA SHARMA who helped
me to complete my project with her inputs in the area of Human Resource.
Lastly, I owe my heartily thanks to all those who extended their timely support for
completion of this project.
This was a good exposure that will definitely help me in my professional career.
MANISH MATHUR
STUDENT DECLARATION
This project has been undertaken as a partial fulfillment of the requirement for the
award of the degree of Masters of Business Administration of Uttar Pradesh
Technical University, Lucknow.
The project was executed in the 4th semester under the supervision of Ms.
KAVITA NAGARKOTI
Further I declare that this project is my original work and the analysis and findings
are for academic purpose only. This project has not been presented in any seminar
or submitted elsewhere for the award of any Degree or Diploma.
MANISH MATHUR
ABSTRACT
This report is a brief presentation of level of employee satisfaction and
motivation at “Vishal Mega Mart, Bareilly”, which is a retail chain. Retail
Sector consists of companies from several areas including apparel, department
stores, food stores, and miscellaneous shops.
Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If employees are satisfied, they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied
employees are also more likely to be creative and innovative and come up with
breakthroughs that allow a company to grow and change positively with time and
changing market conditions. And as it is such an important aspect for an
organization, therefore I have selected this topic as my research study.
With every job these is one common problem that people face, which is getting
stuck in the machine of time and routine. This leads to boredom, and is known to
be a de-motivator by the experts. It is for this reason that human resource
managers are asked to ensure that there are activities and varied ways and means
to keep employees motivated from time to time. Motivating the employees is vital
in order to get the maximum out of them and to keep employee burn out at bay.
And ensuring this lies in the hands of the managers.
Why motivated employees are needed? The answer is survival (Smith, 1994).
Motivated employees are needed in rapidly changing workplaces. Motivated
employees help organizations survive. Motivated employees are more productive.
To be effective, managers need to understand what motivates employees within
the context of the roles they perform. Of all the functions a manager performs,
motivating employees is arguably the most complex. This is due, in part, to the
fact that what motivates employees changes constantly (Bowen & Radhakrishna,
1991).
For example, research suggests that as employee’s income increases, money
becomes less of a motivator (Kovach, 1987). Also, as employees get older,
interesting work becomes more of a motivator.
What Employee Satisfaction Really Is? Answer to this question is very vast as
employee satisfaction includes various aspects and parameters, and absence of any
one may dissatisfy the employees. This report covers various parameters on
grounds of which Level of Satisfaction is measured. Various determinants and
measurement techniques of Employee Satisfaction are covered under this project
report. A valuable knowledge of numerous indicators of dissatisfaction of
employees can be gained through the study of this report. Besides these, various
tips for improving the satisfaction level of employees are also being covered.
What all are the facilities provided by Vishal Mega Mart, Bareilly to their
employees in order to raise the satisfaction level is disclosed by this report.
At last analysis of the responses made by the employees of Vishal Mega Mart,
Bareilly is done and on the basis of those responses conclusion is draw
n and useful recommendations are made to the Vishal Mega Mart, Bareilly which
may be helpful to them in their bright future.
The study of "Employee satisfaction" helps the company to maintain standards &
increase productivity by motivating the employees. This study tells us how much
the employees are capable & their interest at wok place? Although "human
resource" is the most important resources for any organization, so to study on
employee’s satisfaction helps to know the working conditions & what are the
things which influence them to not to work properly. So to study on employee
satisfaction is necessary.
INDEX
Certificate of Guide
Preface
Acknowledgement
Student Declaration
Abstract
CHAPTER 1
Company Overview
Theoretical Background
Objective Of Study
Scope and Importance of Study
CHAPTER 2
Literature Review
CHAPTER 3
Research Methodology
CHAPTER 4
Data Analysis And Interpretation
CHAPTER 5
Conclusion
Limitations
Recommendations
BIBLIOGRAPHY
ANNEXURE
C0MPANY OVERVIEW
VISHAL GROUP
Started as a humble one store enterprise in 1986 in Kolkata (erstwhile, Calcutta) is
today a conglomerate encompassing 183 showrooms in 110 cities / 24 states.
India’s first hyper-market has also been opened for the Indian consumer by Vishal.
Situated in the national capital Delhi this store boasts of the singe largest
collection of goods and commodities sold under one roof in India.
The group had a turnover of Rs. 1463.12 million for fiscal 2005, under the
dynamic leadership of Mr. Ram Chandra Agarwal. The group had a turnover of
Rs 2884.43 million for fiscal 2006 and Rs. 6026.53 million for fiscal 2007.
The group’s prime focus is on retailing. The Vishal stores offer affordable family
fashion at prices to suit every pocket. The group’s philosophy is integration and
towards this end has initiated backward integration in the field of high fashion by
setting up a state of the art manufacturing facility to support its retail endeavors.
Vishal is one of fastest growing retailing groups in India. Its outlets cater to almost
all price ranges. The showrooms have over 70,000 products range which fulfills
all your household needs, and can be catered to under one roof. It is covering
about 29, 90, 146 sq. ft. in 24 states across India. Each store gives you international
quality goods and prices hard to match. The cost benefits that is derived from the
large central purchase of goods and services is passed on to the consumer
INFRASTRUCTURE
Vishal Retail Ltd. has a factory in Gurgaon, Haryana. This factory has more than
700 imported machines that have a capacity to manufacturer 150000 pieces a
month. The factory occupies 80000 sq ft of covered space. The Vishal group
indirectly gives employment to more than a 1000 people. These people work in
ancillaries that supply finished goods to the company.
Vishal’s 10 warehouses cater to 183 showrooms in 24 states/110 cities across India.
It is covering about 29, 90, 146 sq. ft.
PRODUCTS
PRODUCT CATEGORIES
- HOME FURNISHING
Drawing Room BedroomDoor Mat Bed Sheet Carpet PillowsCurtains Pillow Cover Kitchen BathroomApron Bath Mats
111Kitchen Napkin Towel Gift Sets
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- SPORTS & FITNESS
INDOOR GAMES OUTDOOR GAMES Basket Ball Cricket Bat T.T. Bat FootballBoxing Kit Lawn Tennis Swimming Costumes
Tennis Racket
Water Ball Tennis Ball Fitness Equip. Personal Gym
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- FOOTWEAR
BOYS GIRLSShoes SlippersSandals SandalsLADIES MENSShoes Shoes
Slippers Slippers
- TELEMART
Communication Mobile Accessories Mobile Mobile Batteries
Mobile Charger Mobile Dori
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- MENS
Upper LowerShirt Casual Jeans(MP)Shirt Formal Cotton Trouser(MPC)Ethnic & Sports Winter Wear Night Suits Suit(WMC)T-Shirts Blazer(WMB)Dupatta Windcheater(WMW)Sherwani Jacket
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- LADIES ACCESSORIES
Upper LowerKurta Pants Jeans Skirt Top CapriEthnic Winter Wear Nighty JacketsLancha StawlSharara BlazerSalwar Suit Track Suit
INFANTS
Garments AccessoriesHot Pant Bed Sheet Frock Under Garments Baba Suit SocksWinter Wear Sweater
Pull Ove
- WOMEN
Sarees Personal Items Fancy(SRF) Cap(LCA)Synthetics Socks(Las)BanarsiJewellery CosmeticsNecklace LIp Gloss
Ring Nail Polish
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- KIDS BOYS
Lower Sets Winter Wear Jeans Night Suit SuitBermudas Baba Suit BlazerDungries JacketUpper EthnicShirt Formal Kurta- Pyjama
T-Shirt Sherwani
- KIDS GIRLS
Lower Sets Winter Wear Hot Pant Night Suit Hipster Set Skirt Capri Set BlazerDungries JacketUpper EthnicTops(GWT) Sharara
Frock(GFK) Lancha
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- TRAVEL ACCESSORIES
Luggages Portfolio Bags Suitcase Shoulder Bags
Executive Bag School Bags
Pouch & CasesWaist Pouch
Vanity Cases
- HOUSEHOLD
Acrylic Ware Copper SteelDinner Set Jug Cake Server
Home Aids Pressure Cooker
Non Stick
Floor Wiper Cooker Handi Sanitary Brush Pressure Pan Dosa Tawa General Plastic Goods
Electrical App.
Bone China
Coffee Mug Chopper Soup Set
BucketMicrowave Oven
Dessert Set
Glass Ware Thermo Ware PorcelainCup Tiffin Cup & SaucerLemon Set Container
- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - -
- LIFESTYLE
Time Zone OpticalsGifts & Novelties
Ladies Wrist Watch
Ladies Sun GlassFlower Vase
Mens Wrist Watch
Mens Sun Glass Key Chain
Mens Accessories
Electric & Electronics Items
Perfume/Deo
Belts Battery(ABT) Spray Wallets Calculator(EEC) Deo
- TOYS & GAMES
Soft Toys DollsCycles & Scooters
Musical Toys Barbie Doll CyclesNon-Musical Other Dolls ScootersBoard Games Infant Toys Video Games Wooden Blocks Teether T.V. Video GamePuzzles Swing Hand Video Game
- STATIONARY
School Office Paper Mart Exam Board Office File Diary
ClayPunching Machine
File
Party Stuff Balloons
Ribbons
SOME POPULAR BRANDS OF VISHAL MEGA MART
Zeppelin : Men Shirts & Trousers
Fizzy Babe :
Ladies & Kids Girls
Kitaan Studio :
Men Shirts & Trousers
Jasmine : Ladies & Kids Girls
Blues & Khakis :
Men TrousersZero Degree :
Kids Boys
Paranoia : Men Shirts & T-Shirts
Soil : Men Shirts
Chlorine : Men ShirtsMassa Bay :
Men Trousers & Bermudas
Fume : Men Shirts, T-Shirts, Undergarments.
QUALITY CONTROL
Vishal Mega Mart’s dedicated professional Quality Control team ensures the
quality of their products. Their quality checks start the basic cloth and
accessories and end with our doing a full inspection on the finished items.
They believe that Quality Control is the key to success. Our goal is to give the
customer with the best quality and value for his money.
We never make compromise with quality
Quality always scores
LOYALTY PROGRAMMES
Vishal’s loyalty programme gives the Indian consumer of being rewarded
every time he makes a purchase at any of the Vishal’s stores anywhere in the
country. Consumers can make purchases at any store and accumulate points at
a central level. These points are redeemable at any of Vishal’s stores.
Consumers can accumulate points even when they make a purchase while
traveling and redeem points at any store. So no matter where you are in India
you can participate in Vishal Mega Mart’s loyalty programme.
CAREER WITH VISHAL MEGA MART
Vishal Retail Limited offers multidisciplinary career opportunities. These
opportunities are a result of corporate growth, internal promotions or the opening
up of new markets or product lines. It also maintains a data bank to be used as and
when suitable opportunities arise. The interested candidates can leave their bio-
data on the online data form. All information is treated in strict confidence.
Regional CEO: The Candidate should be MBA/CA with work exp. of min 12
years. Responsible for Complete profit generation of the designated region,
Building, Grooming, etc.
Area Manager (Operations): MBA/CA with relevant work exp. of min 10 years.
Responsible for handling multiple stores, Control costs and expenses etc.
Retail Store Manager: Graduate/Post Graduate with work exp. min 8 years in
Retail/FMCG industry. Responsible for all the store operations etc.
VISHAL MEGA MART, BLY.
Vishal Mega Mart in Bareilly was established on 7 Nov, 2007. It is situated at
D/85, Civil Lines, near Ayub Khan X-ing Bareilly. It is headed by Store
Manager, Mr. Abhishek Mathuria. There are 75 employees at this store.
There are 21 divisions and three sections.
SECTIONS AT VISHAL MEGA MART,BAREILLY
1) EDP(Execution Data Processor) section for system update
2) DC(Distribution Centre) section for store-keeping
3) House-keeping section
A new division has been started in Vishal Mega Mart of Bareilly i.e., Vishal
Care++ which deals in sale of commodities. It offers following insurances:
1) DLF Pramerica Life Insurance
2) Reliance General Insurance
3) Royal Sunderam General Insurance
4) Max New York Health Insurance
5) ICICI Lombard
STORE DIRECTORY
GROUND FLOOR
Food Mart
Men’s Wear
Life Style
Electronics
Computers
FIRST FLOOR
Ladies Wear
Kids Wear
Footwear
Home ware
Sports & Fitness
Travel Accessories
Restaurant
Household Items
Stationary
Jewellery
Terms & Conditions
1) Exchange within 7 days from the days of purchase along with cash
memo & price tag.
2) Books, Body Care products, CD-ROM, cosmetics, Hair Accessories,
Fashion Jewellery, Food Items, Toiletries, & Undergarment cannot be
exchanged.
3) Inter Store Exchange is possible only for selected range of products.
4) Exchange Timing 11:30 am to 4 pm(except Saturday & Sunday)
5) After Sale Service of Home Appliances, Watches, Electronics will be
provided by authorized vendor only.
6) We request patrons to kindly bear us, as exchange will not be possible
on merchandise sold during Clearance sales, Bargain Bin Stock or
against any promotion scheme used or altered garments.
7) We reserve the right to determine whether the goods have been
damaged or used.
8) Garments with the tendency of fading does not carry colour guarantee. Goods
once purchased cannot be reimbursed for cash.
All Disputes are subject to Delhi Jurisdiction.
ORGANIZATION STRUCTURE OF VISHAL MEGA MART,
BAREILLY
STORE MANAGER(MR. ABHISHEK MATHURIA)
COMMERCIAL MANAGER(MR. CHANDRESH)
HEAD CASHIER(MR. SHYAM) CASHIERS (4)
LINE OF BUSINESS HEADS (5)(FLOOR MANAGER OF
DIVISION)
SALES EXECUTIVES(TEAM LEADERS &
MEMBERS
ASSISTANT STORE MANAGER
(MR. ANURAG PRADEEP)
LOSS PREVENTION HEAD(MR. ABHISHEK SAXENA)
EMPLOYEE SATISFACTION
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 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.
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.
VARIABLES CONTRIBUTING TO EMPLOYEE SATISFACTION
1. Overall Individual satisfaction: Employees should be satisfied with the
organization as a great place to work.
2. Work Environment: Employees have to feel satisfied with the environment
within which they work; it would result in high productivity.
3. Communication Methods: When administrative policies and all important
announcements are communicated to the employees, it boosts their morale. The
methods chosen for communication also play an integral role. Some of the
methods that could be used are intranet, monthly newsletters, weekly meetings
etc...
4. Compensation and benefits: This is the most important variable for employee
satisfaction. Employees should be provided with competitive salary packages and
they should be satisfied with it when comparing their pay packages with those of
the outsiders who are working in the same industry.
DETERMINANTS OF EMPLOYEE SATISFACTION
Supervision: It is one of the most important factors in Job Satisfaction.
Employee oriented or considerate supervisors who take personal interest in
their subordinates & display friendship, mutual trust, respect and warmth,
have been found to have subordinates who are relatively more satisfied with
their job.
The Work Group: People seek satisfaction of their social & psychological
needs in interaction with others in a group situation. Isolated workers
dislike their jobs.
Job Content: HERZBERG hold the view that job content factors such as
achievement, recognition, advancement, responsibility & the work itself
tend to provide satisfaction but there absences doesn’t tend to create
dissatisfaction.
Occupational Level: A large number of research studies have shown that
there is a positive relationship between the level or hierarchical status of a
person and his job satisfaction.
Specialization: Specialization has no doubt resulted in greater efficiency,
but it has also contributed to dissatisfaction, repetitiveness of the task is
found to be boring and monotonous by workers. ‘Workers who carried out
a number of operations expressed satisfaction with their job’ – said
WALKER & GUEST.
Age: Workers in the advanced age group tend to feel more satisfied with
their job because they have adjusted with their job condition but younger
workers; tend to feel dissatisfaction with their job conditions because they
have high ambitions about their carrier advancement.
EMPLOYEE SATISFACTION AND PRODUCTIVITY
It was believed for a long time, particularly by human relations experts, that
satisfied, workers were productive workers, but later researchers sounds it to be a
myth. No doubt some studies have reported positive correlation between
satisfaction & productivity but these are often not statistically significant.
BAYFIELD & CROCKETT concluded from a review of a number of research
studies that job satisfaction did not necessarily imply high performance and that
“production may be only peripherally related to many of the goals towards which
the industrial worker may be striving”.
Relationship between satisfaction & productivity is very complex. There
are four possible relationships:
o High Satisfaction & Low Productivity: Highly satisfied workers may turn
out to be low in productivity, if management is interested only in “keeping
the employees happy”, and not demanding of high productivity.
o High Satisfaction & High Productivity: It exists when supervisor is both
employee oriented as well as task oriented. He tries his best to help his
employees in the fulfillment of their social & psychological needs.
o Low Satisfaction & Low Productivity: It occurs when the supervisor is
‘laissez faire’ type. He neither takes care of employees needs not of
production.
o Low Satisfaction & High Productivity: It may be found to exists together
where a highly task oriented and coercive supervisor uses scientific
management techniques to push up production without any regard to
employee needs and feelings.
MEASURING EMPLOYEE SATISFACTION
1) Employee Satisfaction Surveys: Employee satisfaction surveys and focus
groups help the employer to identify the areas of employee satisfaction and
dissatisfaction. Employee satisfaction surveys help employers measure and
understand their employee’s attitude, opinions, motivation, and satisfaction.
2) Conduct Simple Training Needs Assessment: This training needs assessment
works best in small to mid-sized organizations. It gives a quick assessment of the
training needs of an employee group. This training need assessment helps find
common training programs for a group of employees.
3) Exit Interviews: Exit interviews are one of the best ways to get true and honest
feedback from employees. The downside is that it takes time to build up a
significant amount of data from exit interviews.
4) Employee Attitude Surveys: Excellent guide to employee satisfaction -
attitude surveys: tells what they are, how to conduct them, how to use them
effectively.
5) Job Satisfaction Survey: The Company compares employee satisfaction with
their national benchmarks.
INDICATORS OF EMPLOYEE DISSATISFACTION
There are various indicators which reflect that the employee is dissatisfied from
the job, and management or the superior must check these in order to recognize the
problem of that employee and try to solve it out in order to create satisfaction,
which is beneficial for both employee as well as the organization. Some of these
indicators are:-
Labour turnover
Absenteeism
Loitering & Idling
Seeking a transfer
Low Morale
Frustration
Higher error rate than anticipated
Low performance
Bad behaviour
Undue interest in complaints about salary & opportunity for career
development.
Try to avoid accepting new work
Bad communication with subordinates
IMPROVE EMPLOYEE’S SATISFACTION
Flexible work hours aren't the only way to increase employee satisfaction. Here
are some other steps you can take to boost your workers' loyalty and dedication
while reducing turnover:
Provide employees with responsibility-and then let them use it. Most
surveys show that the greatest source of employee pride and satisfaction is
the feeling of accomplishment that comes from having-and exercising-
responsibility. Yet many business owners, consumed by fears of a shrinking
bottom line, have turned micromanagement into an art form. Unfortunately,
few things employers do cause more employee dissatisfaction. Here's the
real bottom line: If you can't trust your employees to be able to think and
act on their own, you probably shouldn't have hired them in the first place.
Show respect. Frustrated by a faltering economy, diminishing markets and
meddling investors, many business owners look close to home for someone
to blame-all too often, that's their own employees. The result? A growing
number of employees feel like they're being viewed as the enemy, not as
loyal partners. Its little wonder so many employees seem ready to jump ship
at the first sign of opportunity. On the other hand, companies that truly
value their employees earn more than gratitude-they win enhanced
dedication and productivity as well. So be sure to show your employees
how much you respect and value them-tell them how much you appreciate
them, throw them a pizza party, recognize an employee of the month, do
anything you can to show them how much you care.
Recognize the whole person. Employees are more than 9-to-5 robots who
turn off at night and can't wait until the starting bell rings the next morning.
All workers have lives, interests, and friends and family outside the office-
and most are constantly struggling to balance increasingly hectic schedules.
While companies can't sacrifice unduly to the whims of a single individual,
making concessions where possible-allowing a long lunch break to attend a
child's school event, for instance, or permitting a sales executive to fly out
on Monday morning instead of Sunday night-can pay huge dividends in the
long run.
Mark out a clear path to growth. Some employees are content to remain
where they are in an organization, but most want to grow in their careers
over time. Business owners who wish to increase employee satisfaction
tend to look past formalities and establish genuine growth paths for all their
employees, not just their senior executives.
EMPLOYEE SATISFACTION MODEL FOR RETENTION
The fundamental reason that employees leave organisations is that they are not
satisfied. Their dissatisfaction could occur on many levels. Much published
research on turnover indicates that money is often NOT the most important
reason. Employees leave for other reasons such as career growth and
development, or a change in life circumstances, or factors like that.
It’s handy to think of the reasons for dissatisfaction in terms of push factors
(things that make employees more dissatisfied) and pull factors (things that make
employees more satisfied). These factors are showing the level of satisfaction as
well as dissatisfaction of employees working in an organization.
The factors that are going to make some MORE dissatisfied are things like:
poor pay
poor compensation
poor work conditions
lack of promotions
poor benefits offering
lack of job security
The factors that make an employee MORE satisfied are things like:
good leadership in the organisation
good relationship with their manager
recognition for their achievements (not necessarily monetary recognition)
advancement in their careers
personal growth and development
feedback and support (meaningful feedback, not just naked criticism)
clear direction and objectives
So there is a lot that can be done on the positive side to increase satisfaction.
Naturally, there are of course many opportunities on this side of the house where a
good talent management solution can help things along.
EmployeeDissatisfaction
EmployeeSatisfaction
FulfillmentCommitmentEngagement
Factors leading to Dissatisfaction
Factors leading to Satisfaction
Poor Pay
Poor Work conditions
Poor Compensation
Lack of promotion
Poor benefits offering
Lack of job security
Good leadership practices
Good manager relationship
Advancement
Personal growth
Feedback & support
Clear direction & objectives
EMPLOYEE SATISFACTION MODEL FOR RETENTION
EMPLOYEE MOTIVATION
The job of a manager in the workplace is to get things done through employees.
To do this manager should be able to motivate the employees. Basically, in order
to keep employees motivated there are 7 strategies that can be adopted, which
are as follows:
1) Providing positive reinforcements for the tasks accomplished and setting
higher goals to be achieved.
2) Setting down certain effective rules and regulations to be followed in the
office.
3) Seeing that fair rules are set in the office.
4) Looking into employee needs and seeing that they are comfortable in their
work environment.
5) There should be work related goals set from time to time.
6) There should be regular appraisals and platforms where employees can
share their on the job experiences
7) There should be consistent and constant on the job rewarding and
incentives
20 TACTICS TO INCREASE MOTIVATION IN EMPLOYEES
1. Consequences: Never use threats. They’ll turn people against you. But making
people aware of the negative consequences of not getting results (for everyone
involved) can have a big impact. This one is also big for self motivation.
2. Pleasure: This is the old carrot on a stick technique. Providing pleasurable
rewards creates eager and productive people.
3. Performance incentives: Appeal to people’s selfish nature. Give them the
opportunity to earn more for themselves by earning more for you.
4. Detailed instructions: If you want a specific result, give specific instructions.
People work better when they know exactly what’s expected.
5. Short and long term goals: Use both short and long term goals to guide the
action process and create an overall philosophy.
6. Kindness: Get people on your side and they’ll want to help you. Piss them off
and they’ll do everything they can to screw you over.
7. Deadlines: Many people are most productive right before a big deadline. They
also have a hard time focusing until that deadline is looming overhead. Use this to
your advantage by setting up a series of mini-deadlines building up to an end
result.
8. Team Spirit: People work more effectively when they feel like part of team —
they don’t want to let others down.
9. Recognize achievement: Make a point to recognize achievements one-on-one
and also in group settings. People like to see that their work isn’t being ignored.
10. Personal stake: Think about the personal stake of others. What do they need?
By understanding this you’ll be able to keep people happy and productive.
11. Concentrate on outcomes: No one likes to work with someone standing over
their shoulder. Focus on outcomes — make it clear what you want and cut people
loose to get it done on their own.
12. Trust and Respect: Give people the trust and respect they deserve and they’ll
respond to requests much more favorably.
13. Create challenges: People are happy when they’re progressing towards a
goal. Give them the opportunity to face new and difficult problems and they’ll be
more enthusiastic.
14. Let people be creative: Don’t expect everyone to do things your way.
Allowing people to be creative creates a more optimistic environment and can lead
to awesome new ideas.
15. Constructive criticism: Often people don’t realize what they’re doing wrong.
Let them know. Most people want to improve and will make an effort once they
know how to do it.
16. Demand improvement: Don’t let people stagnate. Each time someone
advances raise the bar a little higher (especially for yourself).
17. Make it fun: Work is most enjoyable when it doesn’t feel like work at all. Let
people have fun and the positive environment will lead to better results.
18. Create opportunities: Give people the opportunity to advance. Let them
know that hard work will pay off.
19. Communication: Keep the communication channels open. By being aware of
potential problems you can fix them before a serious dispute arises.
20. Make it stimulating: Mix it up. Don’t ask people to do the same boring tasks
all the time. A stimulating environment creates enthusiasm and the opportunity for
“big picture” thinking.
EMPLOYEE SATISFACTON AND MOTIVATION IN VISHAL
MEGA MART, BLY.
Employee Satisfaction means a lot for the management of Vishal Mega mart, Bly.
They deal with each & every aspect which can satisfy their employees. According
to them Human Resource is the most important part of any organization, and it is
very necessary for the organization to keep their employees happy in order to
achieve the organizational success & goal.
Employee satisfaction being a very important part of their ideology, the group is
sensitive to the requirements of its greatest asset and committed to ensure utmost
satisfaction and value for their hard work and dedication. This is the reason that
Vishal Mega Mart, Bly. enjoys faithful and good employees forever.
Employee satisfaction and motivation is really very important and thatswhy Vishal
Mega Mart provides different benefits, good working conditions, suitable time,
initiative and responsibility etc. to their employees in order to attain maximum
Satisfaction of employees.
BENEFITS PROVIDED BY VISHAL MEGA MART TO ITS
EMPLOYEES
INCENTIVE ON SALES : This incentive is given on the basis of target
achievement. A particular target is assigned to each of the employees. And
according to the fulfillment of the target, incentive is provided to them. For
Ex, if they achieve 90% of the target- 5% of their salary is provided to
them extra as incentive. Similarly for 100%- 10% and 110%- 15% is
given.
OVERALL GROOMING : This program is run to motivate the employees
so that they are more productive and can easily achieve their targets.
BEST EMPLOYEE OF THE MONTH : An employee of the store is
awarded as Best Employee of the month each month. On the basis of
Target Achievement, Behaviour at Store, Interaction with Customer,
Overall Grooming.
BIRTHDAY CELEBRATION : In the starting of each month, Birthdays
of all those employees are celebrated whose birthday falls in that particular
month.
MEASUREMENT OF EMPLOYEE SATISFACTION IN VISHAL
MEGA MART
There are two ways of analyzing whether the employees are satisfied and
motivated or not. Theses two ways are the only and according to Vishal Mega
Mart, are the best ways of checking the level of satisfaction and motivation
amongst employees. The two ways are:-
Measurement of Achievement of Target : This means that in Vishal Mega
Mart, target achievement plays an important role in analyzing the level of
employee’s satisfaction. If the target has been achieved during the period,
employers feel that the employees are satisfied that’s why they are doing as
expected. This is their assumption that if employees achieve their target
then they are satisfied.
Performance Appraisal : It is the technique of analyzing the performance
of the employees during the particular period. If the performances is
satisfactory or say good then they think that the people are satisfied with
their jobs otherwise there is some problem with them regarding job or
personal.
The major basis of analyzing the level of satisfaction is TARGET
ACHIEVEMENT only.
OBJECTIVES OF THE STUDY
To find out the different motivational techniques used in Vishal Mega Mart.
To identify the facilities/benefits provided at Vishal Mega Mart to its
employees in order to increase their satisfaction level.
To find out the satisfaction levels of employees in Vishal Mega Mart.
To find out the relationship between employee satisfaction and productivity
of employees.
To find out the reasons for their dissatisfaction and provide suitable
suggestions to resolve them.
SCOPE AND IMPORTANCE OF STUDY
The research study has immense scope for me as a researcher as I can apply
this practical knowledge and experience in my future career and managerial
decision making.
Vishal Mega Mart can also take benefit of this study to improve their employee
satisfaction and motivational levels, which directly have an impact on
productivity and goodwill of the organization.
This research work can be used as a secondary data for further research work.
Motivation and job satisfaction in one government research and
development environment
Engineering Management Journal, Dec 2000 by Leach, Frederick J,
Westbrook, Jerry D
ABSTRACT
Many factors affect motivation and job satisfaction in a research and development
environment. This study was conducted at a U.S. government research laboratory
to determine the factors that are important to motivation and to job satisfaction.
Data from researchers and managers were collected and compared. The framework
used for this study is Frederick Hertzberg’s motivation hygiene factor theory. The
results demonstrate that with small differences, Hertzberg’s theory generally
applies to this environment. Researchers and managers agreed on the importance
of various factors in motivating performance. But they did not agree on the
importance of various factors in job satisfaction. More researchers reported lower
job satisfaction than managers.
Benefits Of High Internal Work Motivation Comparing Retail Sector
To Manufacturing
Journal of Diversity Management – Third Quarter 2008 Volume 3 by
Rickey Casey, University of the Ozarks, USA
Jay Robbins, Ouachita Baptist University, USA
ABSTRACT
The Hackman and Oldhman Model have been tested in several areas with
additional testing needed in the service sector. This study tested the model within a
manufacturing company and evaluated several of the dimensions of the model.
This paper evaluates two of these dimensions; high internal work motivation and
task significance. The plan that was surveyed has a population of 1,000 with 200
sampled. The company examined is a larger manufacturer of electric motors and
the sample was taken from one plant with all three shifts samples. The plant has a
population of 1,000 with 200 sampled. A comparison study was done in a major
retail company. From the survey sample of 534 employees of the retail company,
330 responses were returned, indicating a 62 percent response rate. The average
age of those responding to the survey was 37.9 years. Males accounted for 22.7
percent of the respondents’ while 72.7 percent were female.
Work motivation and job satisfaction in the Nordic countries
Journal of Employee Relations, 2004 Volume 26 by
Jacob K. Eskildsen, Center for Corporate Performance, The Aarhus
School of Business, Aarhus, Denmark
ABSTRACT
This paper studies differences in job satisfaction and intrinsic work motivation
between employees with different characteristics. Based on a study of the
literature assumptions regarding these differences are developed and tested on data
from a survey in the Nordic countries. In this survey 9,623 employees from
randomly selected households in the Nordic countries participated. Among the
findings are that Danish workers were found to be the most satisfied and that there
is no difference between the genders with respect to job satisfaction in the Nordic
countries.
RESEARCH METHODOLOGY
Type of Research: Descriptive research
Type of Data:
1) Primary Data : Unstructured interview of the concerned authorities
& questionnaire
2) Secondary Data : Reports and website of the organization.
Research Method: Survey Method
Research Instrument : Questionnaire & Observation
Contact Method : Direct unstructured Interview
Sampling Plan :
1) Sample Size : 35
2) Sample Unit: Employees of Vishal mega Mart
3) Sample Area Vishal Mega Mart, Bareilly
Q1) Are you satisfied with your job?
Response No. of Response % of Response
Satisfied 12 34.29
Partly Satisfied 23 65.71
Unsatisfied - -
Interpretation: Most of the people are partially satisfied with their job, which
shows they are not fully satisfied with their job.
Q2) Are you satisfied with the salary provided to you?
Response No. of Response % of Response
Satisfied 5 14.29
Partly Satisfied 13 37.14
Unsatisfied 17 48.57
Interpretation: This shows that the employees are not happy with the salary
provided to them in Vishal Mega Mart; this also reflects
that some of them are partially satisfied with the salary. Only
14.29% people are satisfied with their salary and
they are top level people.
Q3) Are you aware of various benefits which Vishal Mega Mart is providing to its
employees?
Response No. of Response % of Response
Yes 33 94.29
No 2 5.71
Interpretation: 94.29% of the employees are aware of the different benefits
provided by Vishal Mega Mart to the employees, whereas
5.71% are unaware of those benefits. This shows that those
5.71% employees are not aware of all the policies,
benefits, rules etc. in Vishal Mega Mart.
Q4) Are you satisfied with the working environment and conditions of Vishal
Mega Mart?
Response No. of Response % of Response
Satisfied 27 77.14
Partly Satisfied 5 14.29
Unsatisfied 3 8.57
Interpretation: Most of the people i.e., 77.14% people are fully satisfied and
14.29% of people are partly satisfied with the working
conditions and environment, 8.57% of the
employees are not at all satisfied with the working
conditions & environment of KVS.
Q5) Is Job Security provided to you in Vishal Mega Mart?
Response No. of Response % of Response
Yes 7 20
No 28 80
Interpretation: It shows Job Security is not provided to employees, but it should
be provided because it is one of the important source of
satisfaction of employees.
Q6) Are you satisfied with the work culture of Vishal Mega Mart?
Response No. of Response % of Response
Satisfied 30 85.72
Partly Satisfied 3 8.57
Unsatisfied 2 5.71
Interpretation: This analysis shows that most of the employees are satisfied with
the work culture of Vishal Mega Mart. This shows that
work culture of Vishal is acceptable and suitable to almost all of
the employees, those who are not satisfied must adjust
themselves with that culture.
Q7) Are you comfortable with the timings of your job?
Response No. of Response % of Response
Yes 30 85.71
No 5 14.29
Interpretation: 85.71% of the employees are comfortable with the timings of the
job; this shows that there is mutual understanding between
the employees and the management. This also shows that
timings of job in Vishal Mega Mart is suitable to all, that it is
set after considering the regular normal daily routine
of the people and comfortability to reach work place from their
residence.
Q8) Does management has trust in employees?
Response No. of Response % of Response
Yes 25 71.43
No 4 11.43
To Some Extent 6 17.14
Interpretation: Employees of Vishal Mega Mart are very happy and enjoying full
trust of their employers. This is one of the main reasons of
employee’s job satisfaction in Vishal Mega Mart. Faith of
employers is one of the important things to
motivate employees to work hard in the interest of the
organization.
Q9) Are your ideas welcomed and appreciated by the management for the growth
of business?
Response No. of Response % of Response
Yes 23 65.71
No 4 11.43
To Some Extent 8 22.86
Interpretation: It shows that employees are also given chance to participate in
the management and feel a part of the organization.
Q10) Are your personal problems taken care of?
Response No. of Response % of Response
Yes 25 71.43
No 6 17.14
To Some Extent 4 11.43
Interpretation: It shows that the personal problems of the employees are also
considered by the management to a great extent.
Q11) Is there any kind of appreciation for your good performance?
Response No. of Response % of Response
Yes 22 62.86
No 4 11.43
To Some Extent 9 25.71
Interpretation: Appreciation is very necessary for motivating the employees and
according to the response of employees; this need is fulfilled by
Vishal Mega Mart.
Q12) Is there proper promotion and growth for you in the organization?
Response No. of Response % of Response
Yes 9 25.71
No 21 60
To Some Extent 5 14.29
Interpretation: 60% of the employees feel that there is no proper promotion and
growth for them in the organization, which is one of the
reasons of dissatisfaction. Even if they work hard and
according to the employers, they do not get success, in terms
of promotion.
Q13) Is management focused towards employee’s needs and demands?
Response No. of Response % of Response
Yes 14 40
No 16 45.71
To Some Extent 5 14.29
Interpretation: There is no clear response in this case because 40% of the
employees are in favour of management in terms of
listening to employee’s needs and demands. They are satisfied
with the behavior and concern of management. While
45.71% employees feel that management is not too much concerned
about employee’s needs and demands. Therefore no
proper conclusion could be drawn.
Q14) Is any recognition given to you at Vishal Mega Mart?
Response No. of Response % of Response
Yes 26 74.29
No 5 14.28
To Some Extent 4 11.43
Interpretation: Recognition is a need of a deserving and hard working
employee. If he/she will not get recognition in return of
his hard and efficient work, he/she shall be dissatisfied. In
Vishal Mega Mart, 74.29% of the employees are satisfied with
the behavior and appraisal of employers. If an employee is hard
working he/she is getting recognition as well.
Q15) Do you think job satisfaction increases the productivity of employees?
Response No. of Response % of Response
Yes 34 97.14
No - -
To Some Extent 1 2.86
Interpretation: 97.14% people agree with the fact that job satisfaction increases
the productivity of employees.
Q16) Is you job stressful?
Response No. of Response % of Response
Yes 12 34.29
No 20 57.14
To Some Extent 3 8.57
Interpretation: 57.14% respondents responded that their job is not stressful at
all while for others their job is stressful to some extent
Q17) Is your job affecting your personal life?
Response No. of Response % of Response
Yes 4 11.43
No 29 82.86
To Some Extent 2 5.71
Interpretation: According to 82.86% respondents, their job is not affecting their
personal life in any manner.
Q18) Does your job motivate you?
Response No. of Response % of Response
Yes 17 48.57
No 12 34.29
To Some Extent 6 17.14
Interpretation: This shows that their job motivates them. The target
achievement method used by the management is really a
motivating factor for employees.
CONCLUSION
Job satisfaction has its own definition for every employee. On the whole job
satisfaction broadly involves five aspects and they are- salary, supervision,
Promotions, relations with coworkers and most importantly their work which
they perform for the organization. But according to the analysis, conclusion
may be summarized as follows:
Only 34.29% of the employees working in Vishal Mega Mart are satisfied
from their job.
The remaining 65.71% of the employees are partly satisfied that means
they are somewhat dissatisfied from the job. They should not be left
ignored because their dissatisfaction could be proved fatal for the
organization. As satisfied employees contribute their best efforts towards
the growth and success of the organization.
48.57% of the employees are not fully satisfied from the salary, this is a
clear indicator that employees feel that they are getting less than what
they deserve.
Almost all the employees are fully aware of different benefits available to
them.
As far as job security is concerned, it is low in Vishal Mega Mart and
hence employees are not free of this fear.
Timings are well set and suitable to employees.
Employees in Vishal Mega Mart enjoy proper recognition & full faith of
their employers.
In Vishal Mega Mart ideas of employees are welcomed, by which
employees feel themselves as a part of Vishal Mega Mart and not just an
employee.
Another good step to attain high level of job satisfaction of employees is
maintaining peaceful, good, satisfactory, faithful human relations with
their employees. Vishal Mega Mart is also providing good working
conditions as well as good working environment to their employees.
Satisfactory work culture is there in Vishal Mega Mart which is
acceptable by all the employees.
After performance appraisal, if the employer finds that performance of an
employee is outstanding, he provides reward to that employee as a symbol
of appreciation and motivation. Employees are satisfied due to this reason
also.
LIMITATATIONS
One major limitation of this study is that time is limited, as this report is to
be completed within 1 months, so more detailed analysis is not possible to
be done.
Some of the information might not be given correct up to an extent, due to
confidentially of data by the employees.
We can’t believe on the responses given by the employees.
Inability & unwillingness of the respondents to provide information.
RECOMMENDATIONS
On the basis of this study, suggestions to the Vishal Mega Mart are:-
As it is observed that the policy of Vishal Mega Mart to measure the employee’s
satisfaction is on the basis of target achievement. But Vishal Mega Mart should
not focus on turnover as a measurement of level of job satisfaction of employees
because achieving the target does not mean that the employees are happy with
the policies, rules, etc. of the organization. It may be due to some pressure or
further hope of improvement they are performing their tasks efficiently.
Turnover is not the appropriate basis; Vishal Mega Mart should rather focus on
more effective measurement techniques.
Vishal Mega Mart should provide incentives to their employees for the
achievement of target for full satisfaction of employees.
Vishal Mega Mart should provide job security to it performing employees.. This
will motivate them to work hard.
There should be proper availability of promotion and growth for the employees
in the organization.
Another important thing is that there must be good amount of increment in their
salary every year. This is the biggest tool in the hands of employers to gain
confidence, faith and satisfaction of their employees.
BIBLIOGRAPHY
BOOKS CONSIDERED ARE:
1) ASWATHAPPA K- Human Resource and Personnel Management, TATA
MCGRAW- HILL PUBLISHING COMPANY LIMITED, New Delhi,2005,4th
Edition
2) GARY DESSLER- Human Resource Management, PHI Publications, New Delhi,
1999, 9th Edition
3) KOTHARI.C.R- Research Methodology Methods & Techniques, WISHWA
PRAKASHAN, New Delhi,2001,3rd Edition
4) MONDY NOE- Human Resource Management, THI Publications, 2007, 9th
Edition.
5) RAO V.S.P- Human Resource Management, Excel Publication, 2000, 2nd Edition.
6) BHATTACHARYA D.K. - Human Resource Management, TMH Publications,
Delhi, 2002, 2nd edition.
7) MAMORIA C.B. - Personnel Management, Himalaya Publications, New Delhi,
1997, 12th edition.
REFERENCES:
Engineering Management Journal, Dec 2000
Journal of Diversity Management – Third Quarter 2008 Volume 3
Journal of Employee Relations, 2004 Volume 26
WEBSITES USED:
www.citehr.com
www.managementparadise.com
www.hrtools.com
QUESTIONNAIRE
Q1. Are you satisfied with your job?a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied
Q2. Are you satisfied with the salary provided to you?a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied
Q3. Are you aware of various benefits which Vishal Mega Mart is providing to its employees?
a) Yesb) No
Q4. Are you satisfied with the working environment and conditions of Vishal Mega Mart?
a) Fully Satisfiedb) Partially Satisfiedc) Not Satisfied
Q5. Is Job Security provided to you in Vishal mega Mart?a) Yes b) No
Q6. Are you satisfied with the work culture of Vishal Mega mart?a) Yes b) No
Q7. Are you comfortable with the timings of your job?a) Yes b) No
Q8. Does management has trust in employees?a) Yesb) No
Q9. Are your ideas welcomed and appreciated by the management for the growth of business?
a) Yes b) No
Q10. Are your personal problems taken care of?a) Yes b) No
Q11. Is there any kind of appreciation for your good performance?a) Yesb) No
Q12. Is there proper promotion and growth for you in the organization?a) Yesb) No
Q13.Is management focused towards employee’s needs and demands?a) Yesb) No
Q14. Is any recognition given to you at Vishal Mega Mart?a) Yesb) No
Q15. Do you think job satisfaction increases the productivity of employees?a) Yesb) No
Q16. Is your job stressful?a) Yesb) No
Q17. Is your job affecting your personal life?a) Yesb) No
Q18. Does your job motivate you?a) Yesb) No
Personal Information
Name: ……………………………………………..Age: ……………………………………………….Gender: 1) Male 2) FemaleDesignation: ……………………………………………….Salary: ………………………………………………………