A

Summer Training Project Report

On

“Study On employee job satisfaction with Special reference to Non-

Executive of CCL”

Submitted for partial fulfillment of requirement for the award of degree of

Master of Business Administration

Of

Session 2017-19

Supervision By:- Submitted by:-

Prof- Manbhajan Sahu Anand vickey Barla

Enrolment no.-MB/17/37

MBA IV SEMESTER
 DECLARATION

“I Anand vickey Barla do hereby declare that the project report submitted to the
Jharkhand Rai University.

In partial fulfillment for the degree in Master of Business Administration entitled

Training activities in CCL with special Reference to CCL headquarters.

Is the piece of research work carried out by me under the guidance of Mr. S Bakshi
and in supervision of Prof. ManbhajanSahu.

I further declare that the information has been collected from genuine & authentic
sources and I have not submitted this project report to this or any other
degree/diploma/certificate university or any other University.”

(Signature of the Candidate)

Anand vickey Barla

Enrolment no.- MB/17/37

 ACKNOWLEDGEMENT

The present work is an effort to throw some light on " Study On employee job
satisfaction with Special reference to Non-Executive of CCL With deep sense
of gratitude i acknowledged the encouragement and guidance received by my
project guide "MR. S. Bakshi ",SeniorManager,HRD, his valuable guidance. He
has been a constant guiding force and source of illumination for me. He was very
generous in giving me this opportunity to work under shape. I would like to thank
him for his valuable advice and guidance.

I would also like to thanks "MR. ManbhajanSahu, Assistant Manager (Pers.)

without his guidance, supervision, assistance, inspiration and cooperation the work
would not have been possible to come to the present shape. I would like to thanks
“ ” Asst. Professor, HOD- Management Jharkhand Rai University,
Ranchi.

Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.

I am also thankful to all the respondents who spared their valuable time for filling
up the questionnaire and helped me out with this project.

I convey my affection to all those people who helped and supported me during
course, for completion for my report project.

Anand Vickey Barla

 CERTIFICATE BY SUPERVISOR

This to certify that the report of the project submitted is the outcome of the project
work entitled JOB SATISFACTION carried out by Anand vickey Barla bearing
Enrollment No. : MB/17/37 Carried by under my guidance and supervision for the
award of Degree in Master of Business Administration of Jharkhand Rai
University, Ranchi, Jharkhand.

To the best of the my knowledge the report

i) Embodies the work of the candidate him/herself,

ii) Has duly been completed,
iii) Fulfils the requirement of the ordinance relating to the MBA degree of
the University and
iv) Is up to the desired standard for the purpose of which is submitted.

_______________________

(Signature of the Supervisor)

MR. S. Bakshi

Senior Manager, HRD

Central Coalfields Limited

Corporate Office

Darbhanga House, Kutchery Road,

Ranchi, Jharkhand 834029

 CERTIFICATE BY GUIDE (INTERNAL FACULTY OF
UNIVERSITY)

This to certify that the report of the project submitted is the outcome of the project
work entitled < Study On employee job satisfaction with Special reference to
Non-Executive of CCL > carried out by Anand vickey Barla bearing Roll
Enrolment No.: MB/17/37 Carried by under my guidance and supervision for the
award of Degree in Master of Business Administration of Jharkhand Rai
University, Ranchi, Jharkhand.
To the best of the my knowledge the report
i) Embodies the work of the candidate him/herself,
ii) Has duly been completed,
iii) Fulfils the requirement of the ordinance relating to the MBA degree of the
University and
iv) Is up to the desired standard for the purpose of which is submitted.

_______________________
(Signature of the Guide)
 Table of Contents

Chapter Title

I Introduction

II Review of literature 1

II Research Methodology
Objective of the Study
Need of the Study
Research Plan
Data Collection
Sample Plan
Implication of the Study
Limitation of the Study

IV Data Analysis & Interpretation

V Finding, Suggestion & Conclusion

BIBLOGRAPHY
ANNEXURE
CHAPTER – I
INTRODUCTION
Brief history of coal in India
Coal mining in India began in 1774 when John Sumner and Suetonius Grant
Heatly of the EastIndia Company commenced commercial exploitation in
the Raniganj Coalfield along the Western bank of Damodar river. Growth
remained slow for nearly a century due to low demand. The introduction of steam
locomotives in 1853 boosted demand, and coal production rose to an annual
average of 1 million metric tons (1.1 million short tons). India produced
6.12 million metric tons (6.75 million short tons) of coal per year by 1900 and
18 million metric tons (20 million short tons) per year by 1920. Coal production
rose steadily over the next few decades, and was boosted by demand caused
by World War I. Production slumped in the interwar period, but rose to 30 million
metric tons (33 million short tons) by 1946 largely as a result of World War II.

In the regions of British India known as Bengal, Bihar and Odisha, the Kutch
Gurjar Kshatriyas pioneered Indian involvement in coal mining from 1894. They
broke the previous monopolies held by British and other Europeans, establishing
many collieries. Seth Khora Ramji Chawda of Sinugra was the first Indian to break
the British monopoly in the Jharia Coalfields. Other Indian communities followed
the example of the Kshatriyas in the Dhanbad-Jharia-Bokaro fields after the 1930s.

The Indira Gandhi administration nationalized coal mining in phases - coking coal
mines in 1971-72 and non-coking coal mines in 1973. With the enactment of
the Coal Mines (Nationalization) Act, 1973, all coal mines in India were
nationalized on 1 May 1973. This policy was reversed by the Narendra Modi
administration four decades later. In March 2015, the government permitted
private companies to mine coal for use in their own cement, steel, power or
aluminum plants. The Coking Coal Mines (Nationalization) Act, 1972 and the Coal
Mines (Nationalization) Act, 1973 were repealed on 8 January 2018. In the final
step toward denationalization, on 20 February 2018, the government permitted
private firms to enter the commercial coal mining industry. Under the new policy,
mines will be auctioned to the firm offering the highest per tonne price. The move
broke the monopoly over commercial mining that state-owned Coal India has
enjoyed since nationalization in 1973.

India has the fifth largest coal reserves in the world, and is the fourth largest
producer of coal in the world, producing 662.79 million metric tons
(730.60 million short tons) in 2016-17. As on 31 March 2017, India had
315.14 billion metric tons (347.38 billion short tons) of the resource. The estimated
total reserves of lignite coal as on 31 March 2017 was 44.70 billion metric tons
(49.27 billion short tons). Due to high demand and poor average quality, India is
forced to import high quality coal to meet the requirements of steel plants. India's
coal imports have risen from 49.79 million metric tons (0.05488 billion short tons)
in 2007-08 to 190.95 million metric tons (0.21049 billion short tons) in 2016-17.
India's coal exports rose from 1.63 million metric tons (1.80 million short tons) in
2007-08 to 2.44 million metric tons (2.69 million short tons) in 2012-13, but
subsequently declined to 1.77 million metric tons (1.95 million short tons) in 2016-
17. Dhanbad city is the largest coal producing city.

History and Formation of Coal India Limited

With dawn of the Indian independence a greater need for coal production was felt
in the First Five Year Plan. In 1951 the Working Party for the coal Industry was set
up which included representatives of coal industry, labor unions and government
which suggested the amalgamation of small and fragmented producing units. Thus
the idea for a nationalized unified coal sector was born. Integrated overall planning
in coal mining is a post-independence phenomenon. National Coal Development
Corporation was formed with 11 collieries with the task of exploring new
coalfields and expediting development of new coal mines.

With the Government's national energy policy the near total national control of
coal mines in India took place in two stages in 1970s. The Coking Coal Mines
(Emergency Provisions) Act 1971 was promulgated by Government on 16 October
1971 under which except the captive mines of IISCO, TISCO, and DVC, the
Government of India took over the management of all 226 coking coal mines and
nationalized them on 1 May, 1972. Bharat Coking Coal Limited was thus born.
Further by promulgation of Coal Mines (Taking over of Management) Ordinance
1973 on 31 January 1973 the Central Government took over the management of all
711 non-coking coal mines. In the next phase of nationalization these mines were
nationalized with effect from 1 May 1973 and a public sector company named
Coal Mines Authority Limited (CMAL) was formed to manage these non coking
mines.
A formal holding company in the form of Coal India Limited was formed in
November 1975 to manage both the companies
Factors which led up to Nationalization of Coal Industry in India
Nationalization of coal industry in India in the early seventies was a fall out of two
related events. In the first instance it was the oil price shock, which led the country
to take up a close scrutiny of its energy options. A Fuel Policy Committee set up
for this purpose identified coal as the primary source of commercial energy.
Secondly, the much needed investment needed for growth of this sector was not
forthcoming with coal mining largely in the hands of private sector. The objectives
of Nationalization as conceived by late Mohan Kumaramangalam were;
Conservation of the scarce coal resource, particularly coking coal, of the country
by

 Halting wasteful, selective and slaughter mining.

 Planned development of available coal resources.
 Improvement in safety standards.Ensuring adequate investment for optimal
utilization consistent with growth needs.
 Improving the quality of life of the work force.
Moreover the coal mining which hitherto was with private miners suffered with
their lack of interest in scientific methods, unhealthy mining practices etc. The
living conditions of miners under private owners were sub-standard.

About Coal India Limited

Coal India Limited owned enterprise (public company)whichhasheadquarter in
Kolkata, west Bengal & the largest coal producing company in the world & the
largest coal producing company in the world & also a Maharatan company which
come into existence in November 1975, with production of 79 million tonnes
(MTS) at the year of its establishment.
  In 1973-74 Nationalization of coal mines, in order to provide for a higher
growth in coal sector to meet the growing energy needs of the country.
Incorporation of our Company as 'Coal Mines Authority Limited'.
 In 1975-76 Changed name of Company to 'Coal India Limited'.
Incorporation of CMPDIL, ECL and WCL, and formation of BCCL, CCL,
CMPDIL, ECL and WCL, as our Subsidiaries.
Today, it’s the single largest coal producer in the world. CIL operates 82 mining
areas; It has 7 wholly owned coal producing subsidiaries & 1 mine planning and
consultancy company which is spread over 8 provincial states of India. It also
owns 26 technical & management training Industries & 102 vocational training
institution.
On 17 August 2011, Coal India emerged as the Most Valued Company in the
country in terms of Market Capitalization - the pinnacle of success every business
entity dreams of and aspires for. The company's value stood at a whopping
Rs.2,51,296 Crores. What made the achievement all the more significant was that a
public sector company could attain such lofty heights.
Production & growth
CIL produced 554.14 million tons (MTS) of coal during 2016-17 & hike of 15.39
MTS over last year. Coal production has changed from 100 MTS in last 5 year
from the level of 452.21 MT in 2012-13 to the present level.2011-12

Subsidiary Company of Coal India Limited.

 Eastern Coalfields Ltd. (ECL)
 Bharat coking coal Ltd. (BCCL)
 Central Coalfields Ltd. (CCL)
 Western Coalfield Ltd. (WCL)
 South Eastern Coalfields Ltd. (SECL)
 Northern Coalfields Ltd. (NCL)
 Mahanadi Coalfields Ltd. (MCL)
From 84% of coal production around 57% of primary commercial energy is
dependent on coal, It alone meets the requirement of 40% of primary
commercial energy requirement & 76% of total thermal power generating
capacity of the utility sector.
Organizational structure of Coal India Limited
CHAPTER – II
REVIEW OF LITERATURE
REVIEW OF LITERATURE
DEFINITIONS OF JOB SATISFACTION
Different authors give various definitions of job satisfaction. Some of them are
taken from the book of D.M. Pestonjee ³Motivation and Job Satisfaction´ which
are given below:

Job satisfaction is defined as a pleasurable, emotional, state resulting from

appraisal of one’s job.An effective reaction to one’s job.
-Weiss
Job satisfaction is general attitude, which is the result of many specific attitudes in
three areasnamely:Specific job factorsIndividual characteristicsGroup relationship
outside the job
-Blum and Naylor
Job satisfaction is defined, as it is result of various attitudes the person hold
towards the job,towards the related factors and towards the life in general.
- Glimmer
Job satisfaction is defined as ³any contribution, psychological, physical, and
environmentalcircumstances that cause a person truthfully say, µI am satisfied with
my job.´Job satisfaction is defined, as employee’s judgment of how well his job on
a whole is satisfying is various needs
-Mr. Smith
Job satisfaction is defined as a pleasurable or positive state of mind resulting from
appraisal of one’s job or job experiences.
-Locke
 HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hoppock (1935). He revived
35 studies on job satisfaction conducted prior to 1933 and observes that Job
satisfaction is combination of psychological, physiological and environmental
circumstances. That causes a person to say. ³I’msatisfied with my job´. Such a
description indicate the variety of variables that influence thesatisfaction of the
individual but tell us nothing about the nature of Job satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job,
management, personaladjustment & social requirement. Morse (1953) considers
Job satisfaction as dependent upon jobcontent, identification with the co., financial
& job status & priding group cohesivenessOne of the biggest preludes to the study
of job satisfaction was the Hawthorne study.
Thesestudies (1924-1933), primarily credited to Elton Mayo of the Harvard
Business School, sought tofind the effects of various conditions (most notably
illumination) on worker’s productivity.These studies ultimately showed that novel
changes in work conditions temporarily increase productivity (called the
Hawthorne Effect). It was later found that this increase resulted, not fromthe new
conditions, but from the knowledge of being observed.This finding provided strong
evidence that people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study
of jobsatisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific
Management,argued that there was a single best way to perform any given work
task. This book contributed toa change in industrial production philosophies,
causing a shift from skilled labor and piecework towards the more modern
approach of assembly lines and hourly wages.The initial use of scientific
management by industries greatly increased productivity becauseworkers were
forced to work at a faster pace. However, workers became exhausted
anddissatisfied, thus leaving researchers with new questions to answer regarding
job satisfaction.
 It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterbergset the tone for Taylor’s work.Some argue that Maslow’s hierarchy of
needs theory, a motivation theory, laid the foundation for job satisfaction theory.
This theory explains that people seek to satisfy five specific needs in life ±
physiological needs, safety needs, social needs, self-esteem needs, and self-
actualization. Thismodel served as a good basis from which early researchers could
develop job satisfaction theories.

Fig: Organization Hierarchy Of Needs By Maslow

 Abraham Maslow Hierarchy of Needs a theory of human motivation

Needs Ways to satisfy Needs

Physiological Pay, Facilities, Working Environment

Safety & Security Pay, Pension, Company Benefits Plan

Social Needs Club Memberships, Sports, Social Events

Esteem Independence, Responsibility, Prestige

Self-Actualization Full Potential, Wisdom

MASLOW’S THEORY OF NEED THEORY / MOTIVATION THEORY
IMPORTANCE OF JOB SATISFACTION

satisfaction is an important indicator of how employees feel about their job

and predictor of work behavior such as organizational, citizenship, Absenteeism,
Turnover.

satisfaction can partially mediate the relationship of personality variables and

deviantwork behavior.

research finding is that job satisfaction is correlated with life style.This

correlation is reciprocal meaning the people who are satisfied with the life tends
to be satisfied with their jobs and the people who are satisfied their jobs tends to
satisfiedwith their life.

is vital piece of information that is job satisfaction and job performance is

directlyrelated to one another. Thus it can be said that, ³A happy worker is a
productive worker.´

gives clear evidence that dissatisfied employees skip work more often and
more like toresign and satisfied worker likely to work longer with the organization.

IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction,
self-respect,self-esteem, and self-development.
To the worker- job satisfaction brings a pleasurable emotionalstate that can often
leads to a positive work attitude. A satisfied worker is more likely to becreative,
flexible, innovative, and loyal.

For the organization- job satisfaction of its workers means a work force that is
motivatedand committed to high quality performance. Increased productivitythe
quantity and quality of output per hour worked- seems to be a byproduct of
improved quality of working life.

It isimportant to note that the literature on the relationship between jobsatisfaction

and productivityis neither conclusive nor consistent.However, studies dating back
to Herzberg’s (1957) have shown at least low correlation between high morale and
high productivity and it does seem logical that more satisfied workerswill tend to
add more value to an organization.Unhappy employees, who are motivated by fear
of loss of job, will not give 100 percentof their effort for very long.Though fear is a
powerful motivator, it is also a temporary one, andalso as soon as the threat is
lifted performance will decline.Job satisfaction benefits the organization includes
reduction in complaints andgrievances, absenteeism, turnover, and termination; as
well as improved punctuality and worker morale. Job satisfaction is also linked
with a healthier work force and has been found to be agood indicator of longevity.
Although only little correlation has been found between job satisfaction and
productivity,Brown (1996) notes that some employers have found that satisfying or
delighting employees is a prerequisite to satisfying or delighting customers, thus
protecting the ³bottom line´.

WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute
to his or her own satisfaction and well being on the job.
The following suggestions can help a worker find personal job satisfaction:

 Seek opportunities to demonstrate skills and talents this often leads to more
challenging work and greater responsibilities, with attendant increases in
pay and other recognition.

 Develop excellent communication skills, Employer’s value and rewards

excellent reading, listening, writing and speaking skills.

 Acquire new job related knowledge,this helps employee to perform tasks

more efficiently and effectively. This will relive boredom and often gets one
noticed .Demonstrate creativity and initiative.

 Develop teamwork and people skills, a large part of job success is the
ability to work well with others to get the job done.
  Accept the diversity in people, Accept people with their differences and
their imperfections and learn how to give and receive criticism
constructively.

 See the value in your work.

 Appreciating the significance of what one does can lead to satisfaction with
the work itself.
Qualities like these are valued by most organizations and often results in
recognition as well as in increased responsibilities and rewards.
This help to give meaning to one’s existence, thus playing avital role in
job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy
stress management techniques.

FACTORS OF JOB SATISFACTION

Hop pock, the earliest investigator in this field, in 1935 suggested that there are six
major components of job satisfaction. These are as under:
 The way the individual reacts to unpleasant situations.
 The facility with which he adjusted himself with other person.
 The relative status in the social and economic group with which he identifies
himself.
 The nature of work in relation to abilities, interest and preparation of worker
Security
Loyalty Herzberg, mousier, Peterson and cap well in 1957 reviewed more than 150
studies and listed various job factors of job satisfaction. These are briefly defined
one by one as follows:

1.Intrinsic aspect of job

It includes all of the many aspects of the work, which would tend to be constant for
the work regardless of where the work was performed.
2. Supervision
This aspect of job satisfaction pertains to relationship of worker with his
immediatesuperiors. Supervision, as a factor, generally influences job satisfaction.
3.Working conditions
This includes those physical aspects of environment which are not necessary a part
of thework. Hours are included this factor because it is primarily a function of
organization,affecting the individuals comfort and convenience in much the same
way as other physicalworking conditions.

4.Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for
work done.
5.Opportunities for advancement
It includes all aspect of job which individual sees as potential sources of
betterment of economic position, organizational status or professional experience

REASONS OF LOW JOB SATISFACTION

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

1.Conflict between co-workers.

2.Conflict between supervisors.

3.Not being opportunity paid for what they do.

4.Have little or no say in decision making that affect employees.

5.Fear of losing their job

EFFECTS OF LOW JOB SATISFACTION
1. High Absenteeism -Absenteeism means it is a habitual pattern of absence from
duty or obligation.If there will be low job satisfaction among the employees the
rate of absenteeism willdefinitely increase and it also affects on productivity of
organization.
2.High turnover In human resource refers to characteristics of a given company or
industry relative to the rate atwhich an employer gains and losses the staff.If the
employer is said to be have a high turnover of employees of that company
haveshorter tenure than those of other companies.
3. Training cost increases As employees leaves organization due to lack of job
satisfaction. Then Human resource manager has to recruit new employees. So that
the training expenditure will increases.

METHOD OF MEASURING JOB SATISFACTION

In this method of measuring job satisfaction the comparison between various
organizational termsand conditions at managerial level and also the organization at
a large.
Most used approaches to measuring job satisfaction of the employees are;
1. The single, global rating method- is nothing more than asking individuals
to respond to one question such as “All things considered, how satisfied are
you with your job?
2. Summation Score-It identifies key elements in a job and asks for the
employee’s feelings about each.Typical factors that would be included are
the nature of the work, supervision, present pay, promotion opportunities,
and relation with co-workers. Beside this, in summation score, many
researchers used so many ways of measuring job satisfaction
a. Job Descriptive Index (JDI)-In 1969, this was originally developed by
Smith, Kendall, and Hulin. There are 72 items in this index which assess
five facets of job satisfaction which includes: the work, pay, promotions,
supervision, and coworkers. Through the combination of ratings of
satisfaction with the faces, a composite measure of job satisfaction is
determined.
b. Global Job Satisfaction-In 1979, War, Cook, and Wall developed this
measure which includes 15 items to determine overall job
satisfaction.Two subscales are used for extrinsic and intrinsic aspects of
the job. The extrinsic section has eight items and the intrinsic has seven
items.Job Satisfaction Relative to ExpectationsBacharach, Bamberger,
and Conley developed this measure.It assesses the degree of agreement
between the perceived quality of broad aspects of a job and employee
expectations.It is most effective to determine how job stresses,’role
conflicts, or role ambiguities can hinder an employee from meeting job
expectations.
c. Minnesota Satisfaction Questionnaire-The long form of this survey is
made up of 100 questions based on 20 subscales which measure
satisfaction with ability, utilization, achievement, activity, advancement,
authority, company policies and practices, compensation, co-workers,
creativity, independence, moral values, recognition, responsibility,
security, social service, social status, supervision- human relations,
supervision-technical variety, and working conditions.
d. Job Satisfaction Survey-This was developed by Spector and contains 36
items based on nine job facets. The job facets include pay, promotion,
supervision, benefits, contingent rewards Operating procedures, co-
workers, nature of work and communication.When it was initially
developed, it was specific to job satisfaction in human service, nonprofit
and public organizations.
e. Job Satisfaction Index-Shires chain and True developed this measure. It
consists of six items that form an index which determines overall job
satisfaction. The items are the work, supervision, co-workers, pay,
promotion opportunities, and the job in general.

f. Job Diagnostic Survey-Hackman and Oldham developed this survey

which measures both overall and specific facets of job satisfaction.There
are three dimensions of overall job satisfaction which includes general
satisfaction, internal work motivation, and growth satisfaction, which are
Combined into a single measure.The facets which are measured on the
survey include security, compensation, co-workers, and supervision.
CHAPTER III

Research Methodology
 Research Methodology

Research may be very broadly defined as systematic gathering of data and

information and its analysis for advancement of knowledge in any subject.
Research attempts to find answer intellectual and practical questions through
application of systematic methods.

Research methodology is a way to systematically solve a research problem it is a

science which explain how the research is done. There are various steps which are
adopted by researcher in the study of research process along with logic behind.
Steps involved in the research process. Are as follow:-
1) Formulating the research problem: There are two steps involved in formulating
the research problem, understanding the thoroughly and rephrasing into
meaningful terms from an analytical point of view.
2) Extensive literature survey: This is done to diagnose the problem. For this
purpose books, company brochures and reports were concerned from past several
years as well as for present year depending on the nature of the job.
3) Preparing the research design: The preparation of research design facilitates
research to be as efficient as possible yielding maximum information. A general
survey was conducted among the employees and employers of various departments
and basic factor was concluded from survey the industrial relations. The design in
such that helps in studying the rigid but not the flexible and has to focus attention
on the following.
a. What is the study about?
b. Why is the study made?
 c. Where will be the study be carried out?
d. What type of data is required?
e. Where can be the required data is found?
f. What period of time the study will include?
g. What will be the sample design?
h. What technique of data collection will be used?
i. How will the data be analyzed?
j. In what way the report will prepare?
4) Determining the sample size:- Once the basic factor was diagnosed next step
was to defined sample size and diagnose the questionnaire.
For this sample size and of 30 (employees was taken from different
departments).
5) Collection of data: The data collection is an extremely important feature in any
research study. In dealing with any real life problem, it is often found that data of
hand it becomes necessary to collect data that are appropriate mainly data are of
two types:-
PRIMARY DATA: Primary data are those data which are collected fresh and for
the first time and thus happen to be original in nature
In CCL, Primary data are those data which are collected through questionnaire. A
set of questionnaire was prepared with well structured questions.
SECONDARY DATA: Secondary data on other hand are those which have
already been collected by someone else and which have already been passed
through statistical process. For example Books, magazines, newspaper, internet,
publications and report etc. They were available through circulars, journals,
manuals, annual, reports and official records of the personnel department of CCL
Ranchi.

6) Analysis and interpretation: After the data had been collected we analyze
them with the help of various statistical measures. The different techniques are
adopted to analyze the data. All the data and material is arranged through internal
resources and the last part of the project consist of the conclusions drawn from the
report, a brief summery and recommendation are giving the final tough to the
report by setting a conclusion.

Objective of the research

Primarily it is the part of the curriculum that the students of MBA are required to
undergo Summer Training. CCL being the jewel in the crown of Jharkhand so far
earning of revenue is concerned it provoked the trainee to know the reason of
achieving the target & attaining profit by Central Coalfield Limited in the last 5-6
years.
 The main reason of the research is to know employee level of satisfaction in
CCL.
 To know the employee relation with the top management.
 To know level of satisfaction of employee regarding their working
environment
 To know the reason of the retention in CCL.

Need of the research

To know that at what extent the workforce of CCL is satisfied.

RESEARCH PLAN

Time of research design: Descriptive

Sample size: 30
Sample unit: Executive and non-executive
Sample area: head office, Darbhanga house, CCL
Data collection
Primary data- In CCL, Primary data & information have been collected through
questionnaire. A set of questionnaire was prepared with well structured questions.
Secondary data- Secondary data were collected from books, website and annual
reports and official records of the CCL.
DATA COLLECTION SOURCE
THERE ARE TWO MAIN SOURCES OF DATA:
1) PRIMARY DATA: It consists of the original information collected for specific
research. So in this research the data is collected from responds through
QUESTIONNAIRE.

PRIMARY SOURCES:

THE DATA REQUIRED FOR THE STUDY HAS BEEN COLLECTED

FROM:
QUESTIONARE survey among the officials and employees of C.C.L
2) SECONDARY DATA: It refers to the information gathered by someone other
than the researcher conducting the current study. Study can be internal or external
to the organization. Secondary data provide a lot of information for research and
problem solving. Such data are mostly qualitative in nature.
SECONADARY SOURCES:

The secondary data has been collected from:

Internet, websites
Organizational report
Books
Business magazines

SAMPLE PLAN
SAMPLING METHOD:
Survey was done by QUESTIONNARE method.
SAMPLE AREA:
RANCHI
SAMPLE UNIT:
Officials and Employees of C.C.L
SAMPLE SIZE:
50
LIMITATION OF THE STUDY:
• As the sample size was small hence conclusion cannot be generalized.
• Unwillingness and inability of respondents to provide information.
• As the strength of the company is big it was not possible to draw sample from
each and every department.
Chapter iv
Data Analysis & Data Interpretation
 INTERPRETATION OF THE SURVEY
GENDER WISE ANALYSIS OF THE RESPONDENTS

CONCLUSION: The number of percentage of male employees among the

respondents is greater than the number of percentage of female employees ie. 14%.
I AM PROUD TO WORK WITH CCL
CONCLUSION: From the above analysis, it can be said that 37% of the
employees are strongly satisfied, 21% of the respondents are satisfied, 18 % of
respondents are neutral, 11% of respondents are dissatisfied and 13% of
respondents are strongly dissatisfied with this statement.

DOING MY JOB WELL GIVES ME A SENSE OF PERSONAL

SATISFACTION
CONCLUSION: From the above analysis, it can be concluded that major part of
the respondents i.e. 62% are getting sense of personal satisfaction by doing their
job well and strongly satisfied with this statement. 16% of respondents are
satisfied, 10% of respondents are neutral, 2% of respondents are satisfied and 10%
of respondents are strongly dissatisfied with this statement.
I HAVE THE RESOURCES AND INFRASTRUCTURE THAT I NEED TO
DO MY JOB WELL
CONCLUSION : From the above analysis, it can be analyzed that 12% of the
employees are strongly satisfied, 34% of the respondents are satisfied, 28 % of
respondents are neutral, 6% of respondents are dissatisfied and 20% of respondents
are strongly dissatisfied with this statement.
MY WORKPLACE IS A PHYSICALLY COMFORTABLE AND SAFE
PLACE TO WORK
CONCLUSION: From the above analysis, it can be said that 30% of the
respondents are strongly satisfied, 24% of the respondents are satisfied, 18 % of
respondents are neutral, 12% of respondents are dissatisfied and 16% of
respondents are strongly dissatisfied with this statement.
I FEEL COMFORTABLE EXPRESSING MY VIEWS AND RAISING
CONCERNS AT WORK
CONCLUSION: From the above analysis, it can be analyzed that 36% of the
employees are strongly satisfied, 26% of the respondents are satisfied, 12 % of
respondents are neutral, 8% of respondents are dissatisfied and 18% of respondents
are strongly dissatisfied respectively towards expressing their views and raising
concerns at work.
I CAN APPROACH MANAGEMENT IN THE COMPANY, IF I FEEL THE
NEED TO DO SO
CONCLUSION : From the above analysis, it can be analyzed that 26% of the
employees are strongly satisfied, 36% of the respondents are satisfied, 14 % of
respondents are neutral, 2% of respondents are dissatisfied and 22% of respondents
are strongly dissatisfied respectively towards approaching management in the
company if they feel need to do so.
THE ENVIRONMENT AT CCL SUPPORTS A BALANCE BETWEEN
WORK AND PERSONAL LIFE
CONCLUSION: From the above analysis, it can be analyzed that 24% of the
employees are strongly satisfied, 38% of the respondents are satisfied, 20 % of
respondents are neutral, 4% of respondents are dissatisfied and 14% of respondents
are strongly dissatisfied respectively towards the environment at CCL.
I AM SATISFIED WITH MY SALARY AND BENEFITS PACKAGE
CONCLUSION: From the above analysis, it can be analyzed that 42% of the
employees are strongly satisfied, 18% of the respondents are satisfied, 24% of
respondents are neutral, 6% of respondents are dissatisfied and 10% of respondents
are strongly dissatisfied respectively towards the salary and benefit package
provided by CCL.
TRAINING FACILITIES PROVIDED IN CCL ARE IN LINE WITH
WORK ASSIGNED TO ME
CONCLUSION: From the above analysis, it can be analyzed that 18% of the
respondents are strongly satisfied, 28% of the respondents are satisfied, 30% of
respondents are neutral, 2% of respondents are dissatisfied and 22% of respondents
are strongly dissatisfied respectively towards the training facilities provided to
them.
I AM SATISFIED WITH WORKING HOURS OF MY JOB
CONCLUSION : From the above analysis, it can be analyzed that a major part of
respondents are strongly satisfied with their working hours i.e. 44%, 26% of the
respondents are satisfied, 10% of respondents are neutral, 4% of respondents are
dissatisfied and 16% of respondents are strongly dissatisfied respectively towards
the working hours.
EVERYBODY IS TREATED FAIRLY IN THIS ORGANIZATION
CONCLUSION: From the above analysis, it can be analyzed that 14% of the
respondents are strongly satisfied, 38% of the respondents are satisfied, 12% of
respondents are neutral, 4% of respondents are dissatisfied and 32% of respondents
are strongly dissatisfied respectively towards the way they are treated in the
organization.
I HAVE ADEQUATE OPPORTUNITIES FOR PROFESSIONAL GROWTH
IN CCL
CONCLUSION: From the above analysis, it can be analyzed that 24% of the
respondents are strongly satisfied, 28% of the respondents are satisfied, 18% of
respondents are neutral, 2% of respondents are dissatisfied and 28% of respondents
are strongly dissatisfied respectively towards the opportunities given for their
professional growth.
THERE IS A STRONG FEELI NG OF TEAMWORK AND
COOPERATION AT CCL
CONCLUSION: From the above analysis, it can be analyzed that 22% of the
respondents are strongly satisfied, 32% of the respondents are satisfied, 20% of
respondents are neutral, 0% of respondents are dissatisfied and 26% of respondents
are strongly dissatisfied with this statement.
INFORMATION AND KNOWLEDGE ARE SHARED OPENLY WITHIN
CCL
CONCLUSION: From the above analysis, it can be analyzed that 26% of the
respondents are strongly satisfied, 26% of the respondents are satisfied, 32% of
respondents are neutral, 2% of respondents are dissatisfied and 14% of respondents
are strongly dissatisfied respectively towards sharing their knowledge and
information openly within the company.
 I HAVE AN OPPORTUNITY TO PARTICIPATE IN THE GOAL
SETTING PROCESS
CONCLUSION: From the above analysis, it can be analyzed that 22% of the
respondents are strongly satisfied, 30% of the respondents are satisfied, 22% of
respondents are neutral, 6% of respondents are dissatisfied and 20% of respondents
are strongly dissatisfied with this statement.
EMPLOYEE PERFORMANCE EVALUATIONS ARE FAIR AND
APPROPRIATE
CONCLUSION: From the above analysis, it can be analyzed that 16% of the
respondents are strongly satisfied, 38% of the respondents are satisfied, 22% of
respondents are neutral, 4% of respondents are dissatisfied and 20% of respondents
are strongly dissatisfied respectively towards the performance evaluation methods.
THE CANTEEN FACILITIES PROVIDED IS GOOD
CONCLUSION: From the above analysis, it can be analyzed that 8% of the
respondents are strongly satisfied, 38% of the respondents are satisfied, 24% of
respondents are neutral, 16% of respondents are dissatisfied and 14% of
respondents are strongly dissatisfied respectively towards the canteen facilities
provided to them is good.
MY PERFORMANCE IS IN LINE WITH MY ROLES AND
RESPONSIBILITIES
CONCLUSION: From the above analysis, it can be analyzed that 36% of the
respondents are strongly satisfied, 32% of the respondents are satisfied, 16% of
respondents are neutral, 6% of respondents are dissatisfied and 10% of respondents
are strongly dissatisfied respectively towards that their performance is in line with
their roles and responsibilities.
WORKPLACE POLITICS AFFECTS MY PERFORMANCE
CONCLUSION: From the above analysis, it can be analyzed that 14% of the
respondents are strongly satisfied, 10% of the respondents are satisfied, 34% of
respondents are neutral, 26% of respondents are dissatisfied and 16% of
respondents are strongly dissatisfied with this statement.
RELATIONSHIP WITH PEERS PLAYS AN IMPORTANT ROLE IN
INCREASING MY WORK PERFORMANCE
CONCLUSION: From the above analysis, it can be analyzed that 38% of the
respondents are strongly satisfied, 32% of the respondents are satisfied, 6% of
respondents are neutral, 2% of respondents are dissatisfied and 22% of respondents
are strongly dissatisfied respectively towards the relationship with peers plays an
important role to increase their performance.
LIMITATIONS OF THE STUDY
These were certain limitations of my project if these limitations would have been
taken care of project would have been catered to its need in a better way.
pect to the executive’s employees of CCL only.

due to which we could not decipher the exact opinion of the Employees for most of
the questions.

time given to the project..

Chapter V
Finding, Suggestion & Conclusion
 FINDINGS

The success of every organization depends on the employee is satisfied the most;
the performance will be up to the satisfactory level. Here the most of the
employees having satisfaction of their work.
After being a part of entire survey i.e. from preparation of questionnaire to the
preparation of final report, I was able to identify the benefits from the survey
conducted and also recognized some of the areas where Employees showed
dissatisfaction, which are as follows:

to them.

s feel that they are unable to balance their professional and

personal life.

get from their respective teams.

things relating to work and personal life with others.

ith the training provided to them in improving

their performance.

accomplishment of mission of CCL.

le and safe
to work while 28% feel not.

with the performance in line with roles and responsibilities and (32%) of the
employees are just satisfied.
ound that 76% of the employees have a good rapport with
their peers and friends inside the organization. But 24% of the employees fail to
have good relationship with their peers. This had an impact on team spirit.
 RECOMMENDATION

After conducting a study on job satisfaction among the employees at CCL. I have
identified some facts based on questionnaire and interaction with them. This may
help the company to increase the satisfaction level of employees.

growth. This includes comprehensive training needs assessment and improve

training facilities.

treatment to all.

view to increase team spirit.

an important factor for job satisfaction.

nformation should be circulated among the employees regarding PRP
(how it is calculated).
These are the top expectations from the employees of CCL

mely promotion.

b satisfaction

be taken care of by CSR wing of

CCL.
Fair work culture.

-retirement benefits.

rocess.

Maintenance of residential accommodation.

 Areas of the company that needs to be improved as
suggested by the employees of CCL-

nce of quarters.

Recognition of merit.
 Employees views regarding Job Satisfaction –

Counselling.

cultural activities along

with regular work.

OBSERVATION DURING THIS SURVEY

is policy.

English language.

action level among employees is average.

 BIBILIOGRAPHY

- Human Resource Management

Tata Mc Graw Hill Publications
 ANNEXURE

EMPLOYEE SATISFACTION SURVEY

A : Personal Information:-
Name (optional) : _________________________
Age : Below 25 [ ] 25-35 [ ] 35-45 [ ] 45-55 [ ] Above 55[ ]
Gender : Male [ ] Female [ ]
Qualification : _________________________
Designation : _________________________
Working since : __________________________
Official address : Department -_____________, CCL, Ranchi
Contact no. (Optional):__________________________

B : This section is related to your perception about CCL.

(Please rate from 1-5 where, 1: strongly satisfied; 2: satisfied; 3: neutral; 4:
disagree; 5: strongly disagree)

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accomplishing the mission of CCL.

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I have the resources and infrastructure I need to do my job well.

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.

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views and raising concerns at work.

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.

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The environment at CCL supports a balance between work and personal life.

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my salary and benefits package.

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is organization.

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I have adequate opportunities for professional growth in CCL.

12345[]

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d with the performance in line with your roles and
responsibilities?

12345[]
12345[]

performance.

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Open-ended Questions:
What do you like best about working for this company?

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___

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what areas of the company do you feel need improvement?

__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
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___
is there anything else that you would like to share on the employee
satisfaction?

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__________________________________________________________________
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___