DEPARTMENT

OF
MANAGEMENT STUDIES,
IIT ROORKEE
Study on
Improvement of Job Satisfaction Levels
in Meenu Textile

Under the Guidance of

Mr. M. K. Rao
Department of Management Studies,
IIT Roorkee

Submitted by
Vishisht Veer
Enrollment No.: 14810085
Department Of Management Studies
IIT Roorkee, Roorkee

Letter of Authorization
I, Vishisht Veer, a student of Indian Institute of Technology, Roorkee, hereby declare that I
have worked on a project titled Study on Improvement of Job Satisfaction Levels in
Meenu Textile for my Major project in partial fulfilment of the requirement for the
Master of Business Administration program.
I guarantee my research work to be authentic and original to the best of my
knowledge in all respects of the process carried out during the project tenure.
My learning while working on this project under the guidance of Mr. M K Rao, DOMS
and has been truly enriching.

Date:

Vishisht Veer

ACKNOWLEDGEMENT
I would like to express my sincere gratitude to Mr. M K Rao, Department of
Management Studies, IIT Roorkee, for guiding me throughout the tenure of my project
"Study on Improvement of Job Satisfaction Levels in Meenu Textile".
I am extremely thankful and I pay my gratitude to my mentor for his valuable guidance
and support on completion of this project.
I am thankful to fellow classmates for extending their cooperation and providing their
valuable time towards the successful completion of my project. The valuable opinions
provided by them have been very useful to me in reaching the objectives of this project.
Special thanks must be extended to our friends across in the particular organization that
helped us with the secondary data collection. Without their cooperation, it would have been
very difficult in gathering the data required for the project.
In the end, I would like to express my sincere gratitude to my parents and my family for
inspiring and supporting me during the tenure of my project.

(Vishisht Veer)

TABLE OF CONTENTS
Particulars

1.
2.
3.
4.
5.
6.
7.
8.
9.

Page No.

LETTER OF AUTHORIZATION 2
ACKNOWLEDGEMENT . 3
LAYOUT OF THE REPORT ....5
INTRODUCTION ...6
THEORETICAL PERSPECTIVE ....8
OBJECTIVE AND SCOPE ..14
METHODOLOGY ... 16
DATA COLLECTED ... 21
DATA ANALYSIS ........ 25
FINDINGS ..32
RECOMMENDATIONS ...... 34
CONCLUSION ...36
APPENDICES 38
REFERENCES ...41

LAYOUT OF THE REPORT

4

The Project report has been presented in nine parts as per the following details:
a. CHAPTER 1: INTRODUCTION

Introduces the subject of the project, identification of the problem and any reasons of
choosing it
b. CHAPTER 2: THEORETICAL PERSPECTIVE

Provides the theoretical perspective and the determinants of employee satisfaction

c. CHAPTER 3: OBJECTIVE AND SCOPE

Gives the objective of the project and lays down its scope
d. CHAPTER 4: METHODOLOGY

Provides the methodology for conduct of the study, the research tools used, sampling
details and the manner of collecting primary and secondary data
e. CHAPTER 5: DATA COLLECTED

Records the empirical data obtained from the responses to the questionnaire and the
structured interviews
f. CHAPTER 6: DATA ANALYSIS

Analyses the empirical data if chapter 5 and other inputs to the project research to
bring out logical deductions
g. CHAPTER 7: FINDINGS

Records the findings arrived at due to analysis in Chapter 6

h. CHAPTER 8: RECOMMENDATIONS

Based on the finding obtained, this chapter recommends specific actions for
improving employee satisfaction and overall operational efficiency of Meenu
Exports, Noida for consideration of their top management
i. CHAPTER 9: CONCLUSION

This concludes the project report and takes stock of achievements with reference to
the objective of the project

CHAPTER 1
INTRODUCTION
[Introduces the subject of the project, identification
of the problem and any reasons of choosing it]

INTRODUCTION
6

Job satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace. Employee satisfaction, while generally a
positive in your organization, can also be a downer if mediocre employees stay because
they are satisfied with your work environment.

Meenu Exports
Meenu Textile M/S Meenu Export House is one of the most distinguished and growing
export house in Delhi and NCR Region. It started with exporting garments and over the
period of time specializes in ladies garments and has been expanding in various
horizontals. It has an annual turnover of around 35 crore and has manpower of around 300
people
The company has been facing the problem of increasing dissatisfaction level at the
employees end and a dip in the business prospects in recent times. Interaction with the
employees has been reduced, as a result they are not able to understand the clients
perspective Quality of services and their exact requirements and expectations
Meenu Exports is also not able to judge employees expectations as a result employees are
not satisfied and are looking for a change
I have been observing the decline in employee satisfaction and also a major decline in turn
over. Internal politics appears to have permeated in all areas of organizational activities, I
am deeply concerned with the well being of my old organizational would therefore, like to
scientifically analyze the reasons and suggest remedial measures to the management
Results of my survey and analysis would provide a very useful input to the management of
Meenu Exports, who are already ceased with the problem. They have welcomed my efforts
and are looking forward to collecting all available data in this respect for examining the
problem in totality

CHAPTER 2
THEORETICAL PERSPECTIVE
[Provides the theoretical perspective and the
determinants of employee satisfaction]

THEORETICAL PERSPECTIVE

Job satisfaction describes how content an individual is with his or her job. The happier
people are within their job, the more satisfied they are said to be
A person who is hired to provide services to a company on a regular basis in
exchange for compensation and who does not provide these services as part of an
independent business.
In todays world employee play a very important role in business

Job Satisfaction Defined

Job satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.
Job satisfaction, while generally a positive in your organization, can also be a downer if
mediocre employees stay because they are satisfied with your work environment.
The employees positive attitudes play a major role in generating positive customer
experiences and driving the overall brand loyalty for a company. The front line staff is your
primary interface between you and your customer. Their attitude can leave a mark of your
brand experience on the minds of customers
Maintenance of employee/employer relationships that contribute to satisfactory
productivity, motivate employees and ensure healthy employee morale. Among many ways
to successfully manage employee relations, performance management and open
communication are key.

Determinants of Job Satifaction

Job satisfaction is a multi-variable and indescribable concept. There are number of factors
that influence job satisfaction of employees. These factors can be classified into two
categories. They are
a) Organizational and
b) Personal variables.
a) The organizational determinants of job satisfaction plays a very important role.
9

The employees spend major part of their time in organisation so there are number of
organisational factors that determine job satisfaction of the employees. The job satisfaction
in the organizations can be increased by organising and managing the organisational
factors. The organisation determinants of job satisfaction are as follows:i) Wages: Wage can be described as the amount of reward that a worker expects from
the job. Wages are an instrument of fulfilling the needs as every worker expects to
get an appropriate reward. The wages are supposed to be fair, reasonable and
equitable. A feeling of job satisfaction is felt by attaining fair and equitable rewards.
ii) Nature of Work: The nature of work has significant impact on the job satisfaction.
iii) Job satisfaction is highly influenced by the nature of work. Employees are satisfied
with job that involves intelligence, skills, abilities, challenges and scope for greater
freedom. Job dissatisfaction arises with a feeling of boredom, poor variety of tasks,
frustration and failures.
iv) Working Conditions: Employees are highly motivated with good working conditions
as they provide a feeling of safety, comfort and motivation. On contrary, poor
working conditions brings out a fear of bad health in employees.
v) Job Content: Factors like recognition, responsibility, advancement, achievement etc
can be referred to as job content. A job that involves variety of tasks and less
monotonous results delivers greater job satisfaction. A job that involves poor content
produces job dissatisfaction.
vi) Organisational Level: The jobs that are at higher levels are viewed as prestigious,
esteemed and opportunity for self-control. The employees that are working at higher
level jobs express greater job satisfaction than the ones working at lower level jobs.
vii)
Opportunities for Promotion: Promotion can be reciprocated as a significant
achievement in the life. It promises and delivers more pay, responsibility, authority,
independence and status. So, the opportunities for promotion determine the degree
of satisfaction to the employees.
viii)
Work Group: There is a natural desire of human beings to interact with others
and so existence of groups in organisations is a common observable fact. This
characteristic results in formation of work groups at the work place. Isolated workers
dislike their jobs. The work groups make use of a remarkable influence on the
satisfaction of employees. The satisfaction of an individual is dependent on largely
on the relationship with the group members, group dynamics, group cohesiveness
and his own need for affiliation.
10

ix) Leadership Styles: The satisfaction level on the job can be determined by the
leadership styles. Job satisfaction is greatly enhanced by democratic style of
leadership. It is because democratic leaders promote friendship, respect and warmth
relationships among the employees. On contrary, employees working under
authoritarian and dictatorial leaders express low level of job satisfaction.
b) The personal determinants also help a lot in maintaining the motivation and personal
factors of the employees to work effectively and efficiently. Job satisfaction can be related
to psychological factors and so numbers of personal factors determine the job satisfaction
of the employees. They are as follows:i) Personality: The personality of an individual can be determined by observing his
individual psychological conditions. The factors that determine the satisfaction of
individuals and his psychological conditions is perception, attitudes and learning.
ii) Age: Age can be described as a noteworthy determinant of job satisfaction. It is
because younger age employees possessing higher energy levels are likely to be
having more job satisfaction. In older age, the aspiration levels in employees
increase. They feel completely dissatisfied in a state where they are unable to find
their aspiration fulfilled,
iii) Education: Education plays a significant determinant of job satisfaction as it
provides an opportunity for developing ones personality. Education develops and
improvises individual wisdom and evaluation process. The highly educated
employees can understand the situation and asses it positively as they possess
persistence, rationality and thinking power.
iv) Gender Differences: The gender and race of the employees plays important
determinants of Job satisfaction. Women, the fairer sex, are more likely to be
satisfied than their male counterpart even if they are employed in small jobs.
v) The job satisfaction can also be determined by other factors like learning, skill
autonomy, job characteristics, unbiased attitude of management, social status etc. It
is important for managers to consider all these factors in assessing the satisfaction of
the employees and increasing their level of job satisfaction.

Job satisfaction is by many related factors that could be directly or indirectly related to the
work or the environments or the incentives that the person achieves in professional life.
Personal factors also contribute to employee satisfaction
11

Job Satisfaction is often measured by employee satisfaction surveys administered

periodically that gauge employee satisfaction in areas such
a. management,
b. understanding of Mission and vision,
c. empowerment,
d. teamwork,
e. communication, and

Outcomes of Job Satisfaction

Satisfaction and productivity: Happy workers are not necessarily productive workers
the evidence suggests that productivity is likely to lead to satisfaction. At the organization
level, there is renewed support for the original satisfaction-performance relationship. It
seems organizations with more satisfied workers as a whole are more productive
organizations.
Satisfaction and absenteeism: We find a consistent negative relationship between
satisfaction and absenteeism. The more satisfied you are, the less likely you are to miss
work.
It makes sense that dissatisfied employees are more likely to miss work, but other factors
have an impact on the relationship and reduce the correlation coefficient. For example, you
might be a satisfied worker, yet still take a mental health day to head for the beach now
and again.
Satisfaction and turnover: Satisfaction is also negatively related to turnover, but the
correlation is stronger than what we found for absenteeism. Other factors such as labour
market conditions, expectations about alternative job opportunities, and length of tenure
with the organization are important constraints on the actual decision to leave ones current
job.
Evidence indicates that an important moderator of the satisfaction-turnover relationship is
the employees level of performance.
Organizational citizenship Behaviour: Discretionary behaviour that is not part of an
employees formal job requirements and is not usually rewarded, but that nevertheless
promotes the effective functioning of the organization. Individuals who are high in OCB
will go beyond their usual job duties, providing performance that is beyond expectations.
More recently OCB has been associated with the following workplace behaviours:
altruism, conscientiousness, loyalty, civic virtue, voice, functional participation,
sportsmanship, courtesy, and advocacy participation.

12

Recent work by York University professors Sabrina Salmon and Yuval Deutsch suggest
that OCB may be a way for individuals to signal to managers and co-workers abilities that
might not be immediately observable.
Some evidence, however, suggests that satisfaction does influence OCB, but through
perceptions of fairness.
Recent research suggests that OCB can be applied cross-culturally, although the exact form
of OCB might be different in nonNorth American countries.
Increased sales: If the employee is satisfied then there would be more productivity and
thus sales will also increase. Also satisfied employee will give more input and would be
reality retained and trust and goodwill on the company will also benefit
Repeat orders : Research has shown that a satisfied employee generates good quality
good and service and thus increase in the sales of the company
Greater Satisfaction: Employee satisfaction will result in job satisfaction and more
productivity. Employee dissatisfaction will causes a decrease in performance.
Boost in morale: Employee morale will boost and as a result they will contribute more
toward the company and also help the company group. This could increase the
performance of the company and cause more profitability in the long and short run.
Therefore employee satisfaction in of utmost essence n the company

13

CHAPTER 3
OBJECTIVE AND SCOPE
[Gives the objective of the project
and lays down its scope]

14

OBJECTIVE AND SCOPE

Backdrop
After interacting with many employees of Meenu Exports it become known and
established that most of the employees were facing a problem of dissatisfaction with their
job.
Some of the major points which emerged were
i) General feeling of unhappiness among employees
ii) Low Productivity
iii) Lack of new Ideas among employees
iv) High rate of absenteeism
v) Decreasing turnover
vi) Declining orders and low sales from customers
With this back drop it was decided to scientifically further research the problem of
Employee satisfaction in Meenu Exports

Objectives
The objective of this project is To evaluate the Job satisfaction levels employees Meenu
Exports , Noida and to suggest remedial measures

Scope
This study has been confined to
i) Present employees of Meenu Exports
ii) Some past employees of Meenu Exports
iii) Some customers of Meenu Exports

15

CHAPTER 4
METHODOLOGY
[Provides the methodology for conduct of the study,
the research tools used, sampling details
and the manner of collecting primary and secondary data]

16

METHODOLOGY
The methodology this study consists of both primary and secondary data. These dates
collected from the respondents were through questionnaires. The primary data were
collected from the respondents; the secondary data were collected from the books.
It became clear that three categories of people need to be interacted with These were
a. Present Employees of Meenu Exports
b. Some Past Employees of Meenu Exports
c. Some Customers of Meenu Exports
It was therefore, planned to conduct my project work for collection of data(both primary
and secondary) as discussed in following paragraph

Primary Data
I have planned to use two tools of research namely questionnaire and the structured
interviews
Questionnaire: Questions are framed in such a way that the answers reflect the ideas and
thoughts of the respondents with regard to level of satisfaction of various factors of
employee satisfaction. An evenly balanced sample was selected at random for the
responses. Detail of the sample areas under
a. Questionnaire
a) Sample Size
b) Sample Composition
i. Staff
ii. Senior Staff
iii. Supervisors / Workers
iv. Past Employees

50

:
:
:
:

15
20
10
5

17

b. Structured Interviews
a) Sample Size
:
10
b) Sample Composition
a. Staff
:
2
b. Senior Staff
:
2
c. Supervisors / Workers
:
2
d. Past Employees
:
2
e. Customers
:
2
c) A separate set of short Questionnaire (schedule) was developed for conducting
structured interviews. These are attached as Appendices B and C

Secondary data
Internal Sources of Data
If available, internal secondary data may be obtained with less time, effort and money than
the external secondary data. In addition, they may also be more pertinent to the situation at
hand since they are from within the organization. The internal sources include
Accounting resources- This gives so much information which can be used by the marketing
researcher. They give information about internal factors.
Sales Force Report- It gives information about the sale of a product. The information
provided is of outside the organization.
Internal Experts- These are people who are heading the various departments. They can give
an idea of how a particular thing is working
Miscellaneous Reports- These are what information you are getting from operational
reports.
If the data available within the organization are unsuitable or inadequate, the marketer
should extend the search to external secondary data sources.
External Sources of Data
External Sources are sources which are outside the company in a larger environment.
Collection of external data is more difficult because the data have much greater variety and
the sources are much more numerous.
External data can be divided into following classes.

18

Government Publications- Government sources provide an extremely rich pool of data for
the researchers. In addition, many of these data are available free of cost on internet
websites. There are number of government agencies generating data. These are:
Registrar General of India- It is an office which generates demographic data. It includes
details of gender, age, occupation etc.
Central Statistical Organization- This organization publishes the national accounts
statistics. It contains estimates of national income for several years, growth rate, and rate of
major economic activities. Annual survey of Industries is also published by the CSO. It
gives information about the total number of workers employed, production units, material
used and value added by the manufacturer.
Director General of Commercial Intelligence- This office operates from Kolkata. It gives
information about foreign trade i.e. import and export. These figures are provided regionwise and country-wise.
Ministry of Commerce and Industries- This ministry through the office of economic
advisor provides information on wholesale price index. These indices may be related to a
number of sectors like food, fuel, power, food grains etc. It also generates All India
Consumer Price Index numbers for industrial workers, urban, non manual employees and
cultural labourers.
Planning Commission- It provides the basic statistics of Indian Economy.
Reserve Bank of India- This provides information on Banking Savings and investment.
RBI also prepares currency and finance reports.
Labour Bureau- It provides information on skilled, unskilled, white collared jobs etc.
National Sample Survey- This is done by the Ministry of Planning and it provides social,
economic, demographic, industrial and agricultural statistics.
Department of Economic Affairs- It conducts economic survey and it also generates
information on income, consumption, expenditure, investment, savings and foreign trade.
State Statistical Abstract- This gives information on various types of activities related to
the state like - commercial activities, education, occupation etc.
Non Government Publications- These includes publications of various industrial and trade
associations, such as
The Indian Cotton Mill Association
Various chambers of commerce
The Bombay Stock Exchange (it publishes a directory containing financial accounts, key
profitability and other relevant matter)
Various Associations of Press Media.
Export Promotion Council.
Confederation of Indian Industries (CII)
19

Small Industries Development Board of India

Different Mills like - Woollen mills, Textile mills etc
The only disadvantage of the above sources is that the data may be biased. They are likely
to colour their negative points.
Syndicate Services- These services are provided by certain organizations which collect and
tabulate the marketing information on a regular basis for a number of clients who are the
subscribers to these services. So the services are designed in such a way that the
information suits the subscriber. These services are useful in television viewing, movement
of consumer goods etc. These syndicate services provide information data from both
household as well as institution.
In collecting data from household they use three approaches
Survey- They conduct surveys regarding - lifestyle, sociographic, general topics.
Mail Diary Panel- It may be related to 2 fields - Purchase and Media.
Electronic Scanner Services- These are used to generate data on volume.
They collect data for Institutions from
Whole sellers
Retailers, and
Industrial Firms
Various syndicate services are Operations Research Group (ORG) and The Indian
Marketing Research Bureau (IMRB).
Importance of Syndicate Services
Syndicate services are becoming popular since the constraints of decision making are
changing and we need more of specific decision-making in the light of changing
environment. Also Syndicate services are able to provide information to the industries at a
low unit cost.
Disadvantages of Syndicate Services
The information provided is not exclusive. A number of research agencies provide
customized services which suits the requirement of each individual organization.
International Organization- These includes
The International Labour Organization (ILO) - It publishes data on the total and active
population, employment, unemployment, wages and consumer prices
The Organization for Economic Co-operation and development (OECD)- It publishes data
on foreign trade, industry, food, transport, and science and technology.
The International Monetary Fund (IMA) - It publishes reports on national and international
foreign exchange regulations.
a) No earlier study on the subject could be obtained from Meenu Exports. There much not
much of content that was related to employee satisfaction at Meenu Exports
20

b) I was able to study considerable amount of already published material(books, article in

magazines) on the subject and this served as a useful input in conduct of my project
c) Information gained during the exploratory research while doing interaction with the
employees, past employees , customers and my own past experience was also valuable

CHAPTER 5
DATA COLLECTED
[Records the empirical data obtained from the responses
to the questionnaire and the structured interviews]

21

DATA COLLECTED
Q 1 Age Profile of respondents (in respect to questionnaire)
TABLE 5.1
No.
1
2
3
4

Categories
Export Employees
Garment
Employees
Service
Employees
Past Employees
Total

20 - 30
2
1

(AGE IN YEARS)
31 - 40
41 - 50
1
2
1

TOTAL
51 - 60
1
3

5
5

2
8

1
5

2
6

1
6

6
25

Q 2 Position / Designation Profile of respondents

TABLE 5.2
No.
1
2
3
4

Categories

(AGE IN YEARS)
Managers Supervisor
Staff
Export Employees
1
2
1
Garment
2
2
Employees
Service
3
2
2
Employees
Past Employees
2
5
3
Total
6
11
8

TOTAL
4
4
7
10
25

22

Q 3 Work Experience profile of respondents

TABLE 5.3
No.
1
2
3
4

Categories
Less than
5
Export Employees
2
Garment
3
Employees
Service
1
Employees
Past Employees
1
Total
7

(AGE IN YEARS)
5 - 10
11 - 20

TOTAL
Over 20

2
1

1
1

1
1

6
6

2
6

1
5

1
7

5
25

Q 4 Work Experience in organization profile of respondents

TABLE 5.4
No.
1
2
3
4

Categories
Less than
5
Export Employees
2
Garment
2
Employees
Service
1
Employees
Past Employees
1
Total
6

(AGE IN YEARS)
5 - 10
11 - 20

TOTAL
Over 20

1
2

2
1

3
2

8
7

1
5

1
6

1
8

4
25

QUESTIONNAIRE RESPONSES
TABLE 5.5
AT - Almost always true
23

MT - Mostly True
ST - Sometimes True
RT - Rarely True
NT - Not at all True

Sr
Question Statement
.
N
o
1 Is your job is very time consuming?
2 Your job is very interesting.

AT

MT

S
T

RT

NT Total

2
5

5
5

15
15

25
25

3
4

Are you confident of your work?

You have the capability to achieve the targets
in time.

2
2

5
2

7
10

5
11

25
25

Management builds and maintains work

relationship.

25

Do you find your work difficult?

10

25

Facilities available in the company are

satisfactory.

10

25

You have enough time to spend with your

family.

25

4
3

4
5

12
10

5
7

25
25

25

9 Are you happy with the salary offered?

10 Do you feel company takes proper care of its
employees?
11 You maintain a good relationship with your
colleagues.

10

12 Your complaints are settled quickly resolved

by the management.

10

25

13 You feel your growth through in this company

10

25

14 Your job description is clear.

12

25
24

15 You feel that your job is secured one

10

11

25

CHAPTER 6
DATA ANALYSIS
[Analyses the empirical data if chapter 5 and
other inputs to the project research to
bring out logical deductions]

25

DATA ANALYSIS
Q 1 TABLE 5.1

Age Profile of respondents (in respect to questionnaire)

1. From a total of 25 respondents, 6(24%) were from the age group above 50 , 6(24%)
were from the age group 41 50 , from the age group of 31 40 there were 5(20%)
and 8(32%) respondents were from the age group 20 30, this indicating an evenly
spread out age profile of respondents
2. Even from with the age groups the respondents were from different categories. Out
of total 6 respondents from the age group above 50, 1 belonged to Export
Employee,3 belonged to Garment Employee , 1 to Service Customers and 1 to Past
Employee
3. In the age group above 41 -50,total respondent were 6,where 2 belonged to Export
Employee,1 belonged to Garment Employee , 1 to Service Employee and 2 to Past
Employee
4. Like wise out of 5 respondent in 31 40, 1 belonged to Export Employee, 3 to
Service Employee and 1 to Past Employee
5. Finally, out of 8 respondent in age group 20-30, 2 belonged to Export Employee,1
belonged to Garment Employee , 3 to Service Employee and 2 to Past Employee
6. Thus, age wise it was an evenly distributed sample
Q 2 TABLE 5.2

Position / Designation Profile of respondents

1. From a total of 25 respondents, 8(32%) were from Staff , 11(44%) were from
Supervisor ,and from the Managers 6(24%) were accounted
2. Out of total 8 respondents from the group Staff, 1 belonged to Export Employees,2
belonged to Garment employees , 2 to Service employees and 3 to Past employees

26

3. In the Supervisor, total respondent were 11,where 2 belonged to Export employees,2

belonged to Garment employees , 2 to Service employees and 5 to Past employees
4. Finally, out of 6 respondent in Managers, 1 belonged to Export employees, 3 to
Service employees and 2 to Past employees
5. Thus, Designation wise it was an evenly distributed sample
Q 3 TABLE 5.3

Work Experience profile of respondents

1. From a total of 25 respondents, 7(28%) were from the work experience above 20 ,
5(20%) were from the work experience 11 20 , from the work experience of 5
10 there were 6(24%)and 7(28%) respondents were from the work experience less
than 5
2. Out of total 7 respondents from the work experience over 20, 1 belonged to Export
employee,1 belonged to Garment employee , 4 to Service employee and 1 to Past
employee
3. In the work experience 11 -20,total respondent were 5,where 1 belonged to Export
employee,1 belonged to Garment employee , 2 to Service employee and 1 to Past
employee
4. Like wise out of 6 respondent in 5 11, 2 belonged to Export employee, 1 to
Garment employee, 1 from Service employee and 2 to Past employee
5. Finally, out of 7 respondent in less than 5 work experience, 2 belonged to Export
employee,3 belonged to Garment employee , 1 to Service employee and 1 to Past
employee
6. Thus, Work Experience profile wise, it was an evenly distributed sample
Q 4 TABLE 5.4

Work Experience in organization profile of respondents

1.
a. From a total of 25 respondents, 8(32%) were from the work experience above
20 , 6(24%) were from the work experience 11 20 , from the work
experience of 5 10 there were 5(20%)and
6(24%)
respondents were from the work experience less than 5
27

b. Out of total 8 respondents from the work experience over 20, 3 belonged to
Export
employees,2 belonged to Garment employees , 2 to Service
employees and 1 to Past employee
2. In the work experience 11 -20,total respondent were 6,where 2 belonged to Export
employee,1 belonged to Garment employee , 2 to Service employee and 1 to Past
employee
3. Like wise out of 5 respondent in 5 10, 2 belonged to Export employee, 1 to Service
employee, 1 from Service employee and 1 to Past employee
4. Finally, out of 7 respondent in Less than 6 work experience, 2 belonged to Export
employee,2 belonged to Garment employee , 1 to Service employee and 1 to Past
employees
5. Thus, Work Experience in organization profile wise, it was an evenly distributed
sample
Q 5 TABLE 5.5
Sr No. 1: From a total of 25 respondents, 1(4%) feel satisfied from the job, 2(8%) are
mostly satisfied. Another 2(8%) are sometimes satisfied with the job; while 5(20%)
rarely feel satisfied while 15(60%) are not satisfied with the job. This shows that
employees are not satisfied with the current job with Meenu Exports
Sr No. 2: 5(20%) informed that they sometimes find the job interesting. 5(20%) rarely
find their job interesting while 15(60%) do not find their job interesting. This indicated
that employees are not finding they job interesting that could be causing employee
dissatisfaction
Sr No. 3: 2(8%) informed that do not make many mistakes in their job.5 (20%) feel
most of the times do not make mistakes on the job. 6(24%) feel sometimes make
mistakes. 7(32%) feel mostly make mistakes, while 5(20%) feel do make mistakes in
their job. This is an evenly spread answer and some employees make mistakes and most
d no generally make mistakes.
Sr No. 4: 2(8%) informed that they do achieve target in times, 2(8%) feel that they most
of the times achieve the target in time.10(40%) feel they rarely believe achieve targets
28

in time, while 11(44%) feel that they do not achieve targets in time. This indicates that
most of the employees are not achieve their targets in time
Sr No. 5: 4(16%) Management always try to build and maintain relationship.4 (16%)
feel management mostly tries to build and maintain relationship.2 (8%) feel it
sometimes to build and maintain relationship.6 (24%) feel that informed management
rarely tries to build and maintain relationship while 9(36%) feel that management does
not try to build and maintain relationship. This shows that he management needs to try
hard to build and maintain n relationships.
Sr No. 6: 2(8%) told their work is mostly challenging. 5(20%) feel they sometimes feel
the work is challenging, while 10(40%) feel they mostly their work is not challenging.
8(32%) feel they the work is not challenging. This clearly shows that employees feel
that the work is not challenging
Sr No. 7: 5(20%) told Facilities available in the company are satisfactory, 10(40%)
sometimes feel the Facilities available in the company are satisfactory, whereas 5(20%)
feel sometime the facilities are satisfactiory.2(8%) feel that the facilities are rarely
satisfactory while 3(12%) feel that the facilities are not satisfactory.

Sr No. 8: 5(20%) feel they have enough time to spend with your family. 2(8%) feel
mostly they have enough time with family. 3(12%) feel they sometimes have enough
time to spend with your family, while 8(32%) feel they rarely have enough time and
7(28%) feel they do not have enough time to spend with your family This indicates the
employee are not able to spend enough time with the family and may be too much busy
with work.
Sr No. 9: 4(16%) feel that mostly working hours are convenient, 4(16%) feel the
sometimes working hours are convenient, where 12(48%) feel that working hours are
mostly not convenient and 5(20%) feel that working hours are not at all convenient.
This shown that employees are not happy with the working hours
Sr No. 10: 3(12%) feel that mostly personal problem get affected in between the job,
5(20%) feel that sometime it get affected, where as 10(40%) feel it is rarely affected
and 7(28%) feel it is not affected.
29

Sr No. 11: 10(40%) feel they always maintain a good relationship with colleagues,
5(20%) feel that they are mostly maintain a good relationship with colleagues, whereas
4(16%) feel they rarely maintain a good relationship with colleagues and 6(24%) feel
they do not maintain a good relationship with colleagues This indicates that the
employees are closely bonded to each other
Sr No. 12: 8(22%) feel complaints are mostly settled quickly resolved by the
management., 2(8%) feel that sometimes complaints are resolved quickly, whereas
5(20%) feel complaints are rarely resolved in time and 10(40%) feel complaints are not
settled quickly by the management.. This indicates that the employees are not satisfied
by the resolution and timeliness for solution of complaints
Sr No. 13: 3(12%) feel they probably will grow with company, 10(40%) feel that they
may or may not grow through in this company, whereas 7(28%) feel may not grow
through in this company and 5(20%) feel that will not grow through in this company.
This indicates that the employees are not sure if they will grow with the company.
Sr No. 14: 10(40%) feel that organisation is better than other similar organization,
8(32%) feel that some of the organizations are better than this organization, whereas
6(24%) feel most of the organization are better than this organization and 1(4%) feel
that mostly all of the organization are better than the current organization. This shows
that the employee feel that the current organization is better than the other organizations
in the industry
Sr No. 15: 12(48%) feel that the job description is clear, 8(32%) feel that the job
description is mostly clear, whereas 4(16%) feel that the job description is sometimes
clear and 1(4%) feel that the job description is most of the times not clear. This shows
that the employees are happy and clear with the job description.
STRUCTURED INTERVIEW
1. I had planned to interview 10(sample size) employees/customer.
My composition of sample was
a. Staff
b. Senior Staff
c. Supervisors / Workers

2
:

2
2
30

d. Past Employees
e. Customers

2
:

2. Respondents were quite helpful and the names and personal details were not revealed
and were taken care of.
3. Questions for the customer and implies where slightly modified and tactfully presented
keeping in mind they sensitivity
AGGREGATED RESPONSE OF EMPLOYEES/EX EMPLOYEES TO
STRUCTURED INTERVIEWS (EIGHT INTERVIEWS)
The response of the employees/ex employees revealed the following shortcomings
a.
b.
c.
d.
e.
f.

Employees are not happy with the job

Increments are not regular
Work culture is not well defined and hap hazard
Difficult work timings
Very strict timelines for targets
The Chain of command is not clear

AGGREGATED RESPONSE OF CUSTOMERS TO STRUCTURED INTERVIEWS

(TWO INTERVIEWS)
The response of the customers revealed the following shortcomings
a.
b.
c.
d.

Schedules and time for sample is not followings correctly

Organized is not well formed and rules are not clearly stated
Quality does not meet the expectations
Work culture and ethos not as per the expectations

31

CHAPTER 7
FINDINGS
[Records the findings arrived
at due to analysis in Chapter 6]

32

FINDINGS
Based on the data analysis of 25 response to the questionnaire and 10 responses to the
structured interviews it clearly shows that there is a problem of employee satisfaction in
Meenu Exports. This should cause serious concern to the Top management of Meenu
Exports and immediate corrective measures should be taken
The major finding of this study are given below in the formal paragraph
a. Employees feel that the salary is not satisfying and they need a raise (Refers to Sr
No 1 TABLE 5.5,Chapter 6)
b. Most of the employees feel that timelines are strict and they are not able to meet the
deadlines as a result the quality is getting affected (Refers to Sr No 4 TABLE
5.5,Chapter 6)
c. Work Experience in organization profile of respondents is quite evenly distributed
,which is encouraging(Refers to Sr No 7 , Q 4 TABLE 5.3,Chapter 6)
d. Adequate Staff and Supervisors are present that shows that the organization
employee strength is good enough(Refers to Sr No 1 , Q 4 TABLE 5.1,Chapter 6)
e. Majority of employees that facilities are satisfactory which is a positive sign (Refers
to Sr No 7 , TABLE 5.5,Chapter 6)
f. Most employees feel they do not have enough time to spend with the family and get
too busy with work (Refers to Sr No 8 , TABLE 5.5,Chapter 6)
g. Employees are neutral on growth with the company so management should try to
give confidence in employees that they will grow with the company (Refers to Sr No
13 , TABLE 5.5,Chapter 6)
h. Majority of employees maintain a good relationship with your colleagues, which is a
very positive sign(Refers to Sr No 11 , TABLE 5.5,Chapter 6)
33

i. Majority of employees are not secured with their job, which should be a major
concern with the management(Refers to Sr No 15 , TABLE 5.5,Chapter 6)

CHAPTER 8
RECOMMENDATIONS
[Based on the finding obtained, this chapter recommends
specific actions for improving employee satisfaction
and overall operational efficiency of Meenu Exports,
Noida for consideration of their top management]

34

RECOMMENDATIONS
The study has clearly shown that employees are not satisfying and their job satisfaction
level is very low in Meenu Exports. Thus management needs to address this area in order
to improve the performance and make the employees more satisfied with their job
The major recommendations are
a. Meenu Exports should try to relax the deadlines and make the targets more rationale
and use criteria to select the timeframe to achieve the targets(Refers to 2 b ,Chapter
7)
b. Meenu Exports should try hire more staff so that the work load on employees is
reduced(Refers to 2 d ,Chapter 7)
c. Management need to implement policies like work form home so that employees can
spend more time with their families. (Refers to 2 f ,Chapter 7)
d. Meenu Exports needs have employee growth taken care by giving incentive and
appreciation so that they feel they are growing with the company. (Refers to 2 g
,Chapter 7)
e. Meenu Exports should give incentives, quarterly appraisal so that employees are
satisfied with the salary. (Refers to 2 a ,Chapter 7)
f. Management should try to bring job security among employees by giving them
assurance so that they feel secured(Refers to 2 i ,Chapter 7)

35

CHAPTER 9
CONCLUSION
[This concludes the project report and
takes stock of achievements with
reference to the objective of the project]

36

CONCLUSION
The study on job satisfaction at Meenu Exports is cased out with full co-operation of the
employees and management. As far as possible with in the given limits the study is
completed with the satisfaction of many peoples. The data collected are analyzed
scientifically and the results obtained are free to nearly 80%. It is assured that the company
may got high boosted moral in the organization provided some of the suggestions made in
the report in carried out
Having observed the working on Meenu Exports, I experienced that the employee
satisfaction was a major concern with management. While doing my MBA with Amity
University (ASODL), I have chosen Project work as a subject and therefore, got an
opportunity to give formal share to my concerns in Meenu Exports. I had discussed this
with the management of Meenu Exports who allowed me to undertake the project on
Employee Satisfaction in Meenu Exports
I had therefore decided to conduct my project work on Improve job satisfaction and
agreed to suggest remedial measured for improvement., I tried to obtain some previous
studies, standing orders and policy letters from the organization for my secondary data. I
conducted an exploratory research and interviewed a number of managers, staff and
employees in Meenu Exports. This really helped me in my project and help me in finding
reasons for employee dissatisfaction
Getting the responses was very difficult and some employees were not clear and some
were very concerned. However on a later stage they became frank and responses were very
good. At last, I was able to get the desired responses.
I have accordingly kept the management in light and have made my point for addressing
these areas promptly.

37

APPENDICES
APPENDIX A

QUESTIONNAIRE
1.
2.
3.
4.

Age ?
Position / designation
Total work experience
Work experience in USTS

..Years
:
..
:
..
:
..

Please tick mark the responses in one of the columns only

Sr.
No
1
2
3
4
5
6
7
8
9
10
11
12
13
15

Question Statement

Almost
True

Mostly
True

Sometimes
True

Rarely
True

Not at all
True

Is your job is very time consuming?

Is your job interesting?
Are you confident of your work?
Do you have the capability to
achieve the targets on time?
Is management builds and maintains
work relationship?
Do you find your work difficult?
Are facilities available in the
company satisfactory?
Do you have enough time to spend
with your family?
Are you happy with the salary
offered?
Do you feel company takes proper
care of its employees?
Do you maintain a good relationship
with your colleagues?
Are your complaints quickly
resolved by the management?
Do you feel your growth in this
company?
Do you feel that your job is secured
38

one?

APPENDIX B

STRUCTURED INTERVIEW
EMPLOYEES/ EX-EMPLOYEES
(Questionnaire)

1. How was your experience with Meenu Exports?

2. What are the factors that need to be improved in Meenu Exports for more employee
satisfaction?
3. What are some of the positive of Meenu Exports?
4. What are some of the negatives of Meenu Exports?
5. What do you think are the major concern of employees?
6. What are the factors that you will consider if you want to leave (or have left) Meenu

Exports ?

39

APPENDIX C

STRUCTURED INTERVIEW
CUSTOMER/BUYERS
(Questionnaire)

1. How much has Meenu Exports fulfilled your expectable?

2. How good is the management in addressing you problems?
3. How would you rate the ability of the employees of Meenu Exports?
4. What are the factors that you like in the employees of Meenu Exports?
5. How do you think Meenu Exports is performing in the market and would you
recommend hiring employees from Meenu Exports?

40

REFERENCES
Measures of Job Satisfaction, Organisational and Job related Well-being
By Chris Stride
Job Satisfaction and Organisational Citizenship Behaviour
By Barbara Burke
Nine Steps to Improving Employee Satisfaction
By Paul Greenberg
Measuring Employee Satisfaction
By Ingrid Goovaerts
EMPLOYEE SATISFACTION: An article from: Do-It-Yourself Retailing
By Mark D. Parrott

41