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METZELER AUTOMOTIVE PROFILESINDIA PRIVATE LIMITED

COMPARATIVE STUDY OF

JOBSATISFACTIONLEVEL IN MAPS BETWEEN

THE YEAR 2008-2010

A Project Report submitted in partial fulfillment

of the requirement for the award of the degree


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K

ACKNOWLEDEGEMENT

Winners dont do different things, they do things differently

I have come a long way from conceptualizing this project to going it a decent finish. This was

possible with the guidance and support of all the people of MAPS-India.

I would specially like to express my heartful gratitude to Mr. P K Shrivastava ( Head- HR) and

Mr. Nitin Bisht (Senior Executive- HR) of METZELER AUTOMOTIVE PROFILE INDIA

PVT. LTD.

I want to give my sincere thanks for their kind advice and guidance. I have really appreciated andimbibed many of their sound advices and it is largely due to their patience that I was able to

achieve my goal successfully.

I also owe my sincere thanks to Dr. S.B. Sengupta who helped me out to complete the

project.

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SUBMITTED BY:

Neha Mishra

Post Graduate Diploma in Business

Administration


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I appreciate all my friends and acquaintance that provided me important information regarding

the literature of this project. The helping hand extended by them was undoubtedly invaluable.

Lot of thanks to everyone at personal division of MAPS and other employees without whose

guidance and support this project would not have seen the light of the day.

INDEX

S.N

O.

CONTENT PAGE

NO.

1 EXECUTIVE SUMMARY 4

2 INTRODUCTION 5

3 PURPOSE OF THE STUDY 18

4 OBJECTIVE OF THE STUDY 18

5 METHODOLOGY 19

6 REVIEW OF LITERATURE 20

7 DATA ANALYSIS 27

11 RESULT IN TABULAR FORM 90

12 COMPARATIVE ANALYSIS 92

13 CONCLUSION & RECOMMENDATIONS 99

14 ANNEXURE 100

15 BIBLIOGRAPHY 108

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EXECUTIVE SUMMARY

Where the vision is one year, cultivate flowers

Where the vision is ten years, cultivate trees

Where the vision is eternity, cultivate people

Human resource is an integral part of any organization. There are lots of department in an

organization that makes use of human resource to setup strategic planning and means to process

officials assignment. No organization can step ahead if its employees are not satisfied. Job

satisfaction is the degree to which people like their jobs. Some people enjoy work and find it to

be a central part of life. Others hate to work and do so only because they must. The study of the

causes and consequences of these important employee attitudes is one of the major domains of

industrial-organization psychology and organizational behavior. More studies have been done to

understand job satisfaction than for any other variable in organization. So it is the duty of every

HR Manager to ensure Job Satisfaction in the organization. So we will focus the limelight on

the topic Job Satisfaction.

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The survey was done for62 managers, 110 staff members (excluding managers) and 30% of total

workers i.e., 104.

The questionnaire is based on Likerts 5 point Scale. The questionnaire is also translated in

Hindi for workers. Sampling technique that I have used is stratified sampling which is a type of

probability sampling. Here the whole population was divided into 3 levels.

Managers

Staff and, Workers.

All the Data is analyzed and interpreted through MS-Excel. Data is represented through pie

charts and bar graph for better understanding.

INTRODUCTION

The Automobile industry inIndia is the seventh largest in the world with an annual production

of over 2.6 million units in 2009. This sector involves huge workforce and human resource is

require to maintain that work force. Many research studies showed that unless a person is

satisfied from his/her job, he cannot work with his full passion and energy. So knowing Job

satisfaction level in this sector is very important these days.

The company, Metzeler Automotive Profile India Private Ltd (formerly BTR Wadco Automotive

Pvt. Ltd), started its sealing systems operations in November, 1993 as a joint venture between

Schlegel Corporation, U.S.A. and Wadhwas group, who were holding 60% equity of the

company at that time. The company was initially set up to supply sealing systems to Maruti

Udyog Ltd, a joint venture between Suzuki of Japan and Government of India.

Schlegel corporation, doing business in the name and style Metzeler Automotive Profile

Systems (hereinafter referred to as MAPS) progressively increased its share in the equity of the

company from 40% in 1993 to 100% in 1999. The sealing system business of MAPS was

brought over by CVC capital partners in March 2000. In July, 2001, MAPS sold 26% of the

equity stake in the company to Toyota Gosei co ltd, another company of global repute. Currently

MAPS is holding its part of equity in the company of 74% through Automotive Sealing Systems

S.A.

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http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/Automotive_industryhttp://en.wikipedia.org/wiki/India


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The Company has been acquired by cooper standard automotive Inc., headquartered in Novi,

Mich, U.S.A., a global leader in each of its product lines, specializes in the manufacture and

marketing of systems and components for the global automotive industry. Cooper standard

automotive Inc employs more than 16000 across 62 facilities in 15 countries. Cooper Standard

principle share holders are GOLMAN SACHS CAPITAL PARTNERS and THE CYPRESS

GROUP.

The company is a manufacturer of high performance automotive body seals and glass runs. The

plant is located on the outskirts of Delhi at Sahibabad. We have the coveted ISO 9001 and QS

9000 quality systems certifications and used world class ERP systems. We have also recently

been bestowed with the ISO 14001 and OHSAS 18001 certification on the field of environmental

management and occupational health and safety management system. We have the ability to

design, prototype and manufacture world class sealing systems for the automotive industry.

The company has the latest CAD facility to undertake design & development of static and

dynamic sales for the automotive applications. It uses top aim CATIA stations to design seals for

car manufacturers.

The company is a Tier I vendor for most of the car makers. The product range of the company is

as under:

Single Durometer dense Weather strips like windshields and back window seals.

Single Durometer Sponge door seals like sponge doors and dust seals.

Dual Durometer Stamped metal / wire carrier flang mounted boot seals and door seals.

Single / Dual Durometer Flocked / Low Friction Coated Glass runs.

Rigid metal flocked inner and outer waste belts.

Architectural EPDM Gas kits.

Market Shares

2010

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ASP, 1%

HSCI, 20%

NER, 4%

Pulser, 3%

Gold Seal /

Saargumi, 3%MAPS, 50

ANCO, 19%


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2009

Sales Trend

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ASP, 3

MAPS, 43%ANCO, 22 Gold Seal /

Saargumi, 4

Pulser, 2NER, 5

HSCI, 21

0

500000

1000000

1500000

2000000

2500000

Sale 599502 648481 830000 1060000 1216182 1700000 2100000 2438600

2004 2005 2006 2007 2008 2009 2010 2011


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Actual Plan

METZELER INDIA

Products and technologies

As a full service supplier of complete sealing systems to international OEMs , metzeler

Automotive profile systems is in control of complete development and production process. From

the development of materials prototyping,tooling, testing and simulation mixing , extrusion and

finishing all these process steps are conducted directly at CSA. This ensures consistent and

failure free processes and the end , a safety functioning product.

SEALING SYSTEMS

Flexible connection between the doors and passenger compartment and between the trunk lid and

body protect the interior of the vehicle against the effect of weather and dust. Sealing systems

guide the door window panes precisely and the low friction. They ensure sealing efficiency even

at max speed. Sealing systems contribute towards a reduction of the drag coefficient and towards

mine wind noise. They meet exact design requirement of specific car types with regard to shape

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and surface of materials. Our sealing systems can be mounted quickly and easily and they

provide smooth functioning of doors, windows hoods, tailgate and sliding doors. The product

group rubber sheeting and compounds is also past of the sealing systems unit of Metzeler.

WIRE CARRIER

This special product is used as a metal carrier in a number of applications such as door seals,

crash helmets, car seats and motor bike shields. Used in car seals, wire carriers are designed to

provide optimum seal quality and flexibility as well as weight reduction.

STAMPED METALS

The use of this product is similar to wire carrier with similar application. This product is toprovide the optimum strength and flexibility and helps to retain the seal of the body profile.

MANUFACTURING FACILITY

Two intermix of 45.6 Ltr. Capacity.

One Banbury mixer with 86 ltr capacity with auto loading of cartan, Caco3 and process

oil and semi auto chemical weighing.

4 Dual Durometre extersion lines , well equipped with flocked / coating.

4 Single Durometre extrusion lines.

Wire carrier units.

90 Pneumatic transfer presses.

110 Hydraulic transfer presses (15 25 tons capacity).

7 injection modeling presses.

Power lack up of 3450 kva.

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MTD station.

Effluent treatment plan.

Utilities like chiller compressor cooling tower etc.

Mfg. Pro / ERP, lotus , notes , internet facilities.

Compund testing and product test lab well equipped with rheometre (02), viscometer,

UTM and microscope.

VISION 2012 AD

To be the largest preferred supplier in Indian automotive sealing systems and ensure stakeholders

satisfaction , by providing quality products in a safe and green environment.

MISSION

Provide quality and value added products using upgraded technologies and skills to meet our

customers expectation

Provide development opportunities to our people and encourage team work for superior

performance.

CORE VALUES

Committed to customers.

Openness.

Adaptibility.

Integrity.

Mutual Trust, Respect and Care.

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Strive for continuous improvement.

Policy and Objectives

Policy

MAP India pvt Ltd designs and develops, manufactures and supplies rubber sealings to

automotive OEM car manufacturing industry. Company is committed to implement maintain

and continually improve

Quality management system to achieve customers satisfaction both in quality and value

Environmental management system to ensure prevention of pollution by adopting and

upgrading the operation s that have minimal environmental impact

Occupation health and safety management system to reduce occupational health andsafety risk and hazards related with to its employees and interested parties.

To comply or exceed applicable legal requirements and other requirements to which the

organization is subscribed which relates to its environmental aspects

Objectives

Continuous reduction in cost of quality by improving operational efficiency

To promote cross functional tem approach through out the organization for continuous

improvement

Enhance employee awareness, involvement and motivation through necessary

information, instruction and training

Identification and control of improvement points related to employees, management

processes, occupational health and safety through regular assessment

Minimum hazardous material reduction in industrial waste and potential risk of illness

and accidents to its employees

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Ongoing upgradation of QSHE management systems by adhering to customers, social

expectations , applicable legislations and other requirements that company subscribes.

Business strategy

Corporate Strategy Focus

1. Growth

2. Profitability

3. Market Development

4. Corporate image

Manufacturing Strategy

Manufacturing

1. Operation cost

2. MTS

3. Productivity

4. Lean Manufacturing

5. Material handling

6. GMPS

Quality

1. Scrap

2. Rejection

3. Confirm to QS system requirements

Process innovation

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1. New manufacturing process

2. Improvement in process capabilities

R& D

1. New product development at competitive cost

2. Substitute products

Customer

1. Presence with all major car manufactures in india

2. Product development/Continuous improvement

3. Increase customer base

4. Replacement market

5. Exports

6. Existing market

Customer

1. Industrial relations

2. Training and development

3. Employee involvement

4. Right sizing

5. Enhancing leadership abilities

ACHIEVEMENTS

Quality certification: ISO/TS- 16949, ISO-14001 AND OHSAS-18001

2001 BEST HR PRACTICE NATIONAL AWARD( SECOND BEST IN INDIA)

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2002 MERIT AWARD OF QUALIT Y CIRCLE AT QC INTERNATIONAL

CONVENTION IN INDIA

2003 AWARD FOR SUPERIOR PERFORMANCE THROUG KAIZEN

2004 AWARD OF HONOUR FOR PROMOTOING QA\UALITY CIRCLE FROM

QCFI

2005 EXCELLENT AWARD FOR QUALITY CIRCLE NATIONAL CONVENTION

2005 MARUTI SUZUKI KAIZEN AWARD

2006 QUALITY AWARD FOR TKM BEST SUUPLIER

2006 DELPHI AWARDED FOR TOP FOUR SUUPLIERS

2006 ALLAINCE SUUPLIER EVALUATION SYSTEM BGRADE

CERTIFICATION FROM RENAULT NISSAN

2007 EXCELLENT AWRAD FOR QC NATIONAL CONVENTION

2007 AUTO MONITOR AWARD FOR BEST HUMAN RESOURCE INITATIVE

OF THE YEAR (PARTNERS IN PROGRESS)

2008 FORD Q1 CERTIFICATE

2008 INSAAN FIRST PRIZE FOR BEST PRACTICES IN EMPLOYEES

INVOLVEMENT (PARTNERS IN PROGRESS)

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HR POLICIES

Salary components

Basic Salary

HRA

Conveyance allowance

Special allowance

Children education allowance

Medical reimbursement

LTA Reimbursement

Company performance awards

GRADES DESIGNATION

M AGM

M1 SENIOR MANAGER

M2 Manager

M3 Assistant manager

O Senior officer / Sr. engineer

O1 Officer / Engineer

O2 Assistant officer / Assistant engineer

E Sr team Leader

E1 Sr Associate / team leader

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E2 Associate / Associate team leader

T Trainees

Wages components

Basic Wage

Variable dearness allowance

HRA

Conveyance allowance

Washing allowance

Productivity Allowance

Multi machine operation allowance

Employee Engagement

OUR BELIEF

Today metzeler requires a steady flow of ideas and solutions from those who are closest to the

process and customers

OUR PHILOSPHY

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The only way we can beat the competition is with the people. Thats the only thing anybody

has. Your culture and how you motivate and empower ad educate your people is what makes the

difference

-Robert Eaton CEO Chrysler Group

MAPS INDIA EMPLOYEE ENGAGEMENT PRACTICES THROUGH EMPLOYEE

INVOLVEMENT

FACE IN THE CROWD

OUTSTANDING INNOVATION AWARD

FAMILY NIGHT OUT

FOREIGN TRIP

5S COMPETITION

IN HOUSE MAGAZINE

HIGH TEA WITH MD

SUGGESTION SCHEME

KAIZEN AND STAR PERORMER SCHEME

QUIZ AND COMPETETITON

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COMMUNICATION MEET

SPORTS CLUB

INTER UNIT COMPETITION

ANNUAL FUNCTION

HOLI MILAN

DEEPAWLI CELEBRATION

SAFET Y WEEK

QUALIT YMONTH

IN HOUSE DOCUMENTARY FILM

DEPARTMENTAL COMPETITIONS ( SLASH, BEST OF EXTRUSION ETC..)

QUALITY CIRCLES

CFTs / TASK FORCE

PURPOSE OF THE STUDY

To study the entire Job Satisfaction process in detail.

To benchmark Metzelers Job Satisfaction level other Automobiles companies.

To create awareness in society and hence serving the society.

This study will be beneficial to all those people who are about to get in this field and who

are already in this field.

OBJECTIVE OF THE STUDY

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To carry out an in depth study of the level of job satisfaction in all the 4 units of MAPS-

India.

To ascertain factors those are positively and negatively affecting the job satisfaction

levels of the employees.

To ascertain measures that need to be adopted to improve the job satisfaction levels of theemployees at MAPS-India.

Methodology

Our 1st step was the literature review. We were asked to study theory and have in depth

knowledge of the topic and the topics related to the main topic.

After having literature review we prepared a Questionnaire which was based on Likerts 5

point Scale.

The questionnaire is also translated in Hindi for workers.

In the survey, sampling is done on the basis of Stratified Sampling (type of Probability

sampling) as the company has its employees working at 3 levels i.e., Managers, Staff and

Workers.

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We also went to its 3 other units (Dharuhera, Manesar and Gurgaon) apart from Sahibabad unit

for getting our questionnaire filled.

The Data is analyzed and interpreted through MS-Excel. Data is represented through pie charts

and bar graph for better understanding.

Sample size which we collected was 276 which include,

Staff & Manager: 172 (110+62)

Workers: 104

As a Primary source of data,

Personal involvement in questionnaire filling was conducted to all the managers, staff and

workers with regards to the Job Satisfaction.

Extensive discussions and one to one interaction with the managers and staff was also

involved in the process.

As a secondary source of data,

Information was collected from various websites like citehr related to Job satisfaction and

various journals, magazines and books related to the subject.

Limitations

The primary data is based on the filling questionnaire and may affect by persons mood at

that particular time and can be influenced by personal bias.

Some of the inappropriate respondents may have been included in the sample.

Time dimension.

Before going to the data analysis part, lets go to the literature

review which has helped in designing questionnaire and knowing the topic

in depth.

REVIEW OF LITERATURE

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Human Resource Management is a process of bringing people in organization together so that the

goals of each are met. It tries to secure the best from people by winning their whole hearted

corporation. In short it may be defined as the art of procuring, developing and maintaining

competent workforce to achieve the goal of an organization in an effective and efficient manner.

Human Resource is increasingly receiving attention as a critical strategic partner, assuming

stunningly different, far reaching transformational roles and responsibility. Taking the strategic

approach to human resource management involves making the function of managing human

assets the most important priority in the organizations and integrating all human resource policies

and programs the framework of the companys strategy.

HRM represents a broad based understanding of the problems of people and their management in

view of the development of behavioral science knowledge.

Increasing organizational size and its complexity, transitional from traditional to professional

management, changing social and cultural norms, globalization of industries and availability of

IT are constantly changing the profile of HRM functions. Today HRM manager cannot survive

in the security of past. He has to play a more dynamic role in not only performing the

maintenance function but should think of more creative ways to satisfy human aspiration to

provide the competitive edge to organization on a sustainable basis.

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OB

IR &

PM


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Fig: Human Resource Management function

People can move mountains..

If the skills and the will are properly applied wonderful things can happen:

Human Resource help in transforming the lifeless factors of production into useful

products.

They are capable of giving the synergetic results i.e., capable of producing an output that

is greater than the sum of inputs. Once they get inspired, Even ordinary people can

deliver extra ordinary results

They can help an organization to achieve results quickly, effectively and efficiently.

To extract the best out of people, therefore, the organization must provide a healthy work climate

where they can exploit their talents fully while releasing goals assigned to them. They must have

requisite skills to handle their job in a competent way. Above all, to get the best out of people,they must b managed well and this requires leadership. That is where human resource managers

play a critical role in bridging gaps between employee expectation and organizational needs by

adopting appropriate human resource strategies and practices.

The Human Resources Management (HRM) function includes a variety of activities, and key

among them is deciding what staffing needs you have and whether to use independent

contractors or hire employees to fill these needs, recruiting and training the best employees,

ensuring they are high performers, dealing with performance issues, and ensuring your personneland management practices conform to various regulations. Activities also include managing your

approach to employee benefits and compensation, employee records and personnel policies.

Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves

because they can't yet afford part- or full-time help. However, they should always ensure that

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employees have -- and are aware of -- personnel policies which conform to current regulations.

These policies are often in the form of employee manuals, which all employees have.

Conventional human resources theories, developed by Maslow and Herzberg, suggest that

satisfied employees tend to be more productive, creative and committed to their employers.

People are essential to productivity. The success of productivity improvement strategy is

dependent on employee commitment, job satisfaction, skills, and motivation.

JOB SATISFACTION

The term Job Satisfaction was brought to limelight by Hoppock in 1935. He reviewed 32 studies

on job satisfaction conducted prior to 1933 and observes that job satisfaction is a combination of

psychological,physiological and environment circumstances that cause a person to say, "I am

satisfied with my job." Such a description indicates the variety of variables that influence thesatisfaction of the individual but tell us nothing about the nature of job satisfaction.

Job satisfaction is a positive feeling about ones job resulting from an evaluation based on various

factors. Job satisfaction describes how content an individual is with his or her job. The happier

the people are within their job, the more satisfied they are said to be. Job satisfaction is not the

same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and

performance; methods include job rotation, job enlargement and job enrichment. Other

influences on satisfaction include the management style and culture, employee involvement,

empowerment and autonomous work groups. Job satisfaction is a very important attribute which

is frequently measured by organizations. The most common way of measurement is the use of

rating scales where employees report their reactions to their jobs. Questions relate to rate of pay,

work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers.

Some questioners ask yes or no questions while others ask to rate satisfaction on 1-5 scale (where

1 represents "not at all satisfied" and 5 represents "extremely satisfied").

The two most widely used approaches for measuring job satisfaction are: Single Global Rating

and Summation Score.

In Single Global Rating method is nothing more than a response to one question how satisfied

are you with your job. Respondent circle a number between 1and 5 that corresponds to answer

from highly dissatisfied to highly satisfied.

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Summation score method is more sophisticated. It identifies key element in a job and ask for the

employees feelings about each. Typical elements here are nature of work, supervision, present

pay, promotion opportunity, relation with coworkers etc.

In an organization all employees have attitude or feeling of satisfaction, indifference or

dissatisfaction towards a specific subject situation, object and to their work in general. Workers

decisions about whether to work or not what kind of job to accept or stay in and how hard to

work are all likely to depend in part upon the workers subjective evaluation of their work. In

other words on their job satisfaction (Clark 1998)

Job satisfaction can be defined as an overall feeling about ones job resulting from evaluation of

its characteristics. Perhaps, one way to define job satisfaction is that it is the net result of various

positive and negative attitudes towards their work held by individual employees during the

specific period of time.

A person with high level of job satisfaction holds positive feeling about the job while a person

who is dissatisfied with his or her job holds negative feeling about the job. Job satisfaction is a

result of employees perception of how well their job provides those things which are viewed by

them as important. It is often determined by how well outcomes meet or exceed expectations. For

example, if organizational members feel that they are working harder than others in the

department but receiving fewer rewards, they will probably have a negative attitude towards the

work, the boss and coworkers. They will be dissatisfied. On the other hand, if they feel they are

being treated well and being paid well they are likely to have a positive attitude towards the job.

They will be satisfied.

Job satisfaction is defined as the emotional state resulting from the appraisal of ones job. It is an

overall appraisal of ones job and can be broken down in several different facets, such as

achievements, working conditions, advancement, opportunities etc

There are two dimensions of job satisfaction according to Fredrick Herzberg

Intrinsic Satisfaction (Motivators): It involves achievement, recognition and other

features associated with work itself. These factors can only enhance job satisfaction.

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Extrinsic Satisfaction (Hygiene Factors): it involves working condition, supervision

and other components of the environmental context in which the work is performed.

These factors only operate to reduce or eliminate job dissatisfaction.

Job satisfaction can be measured. This can be done through: -

1. Questionnaires

2. Job Description Index where satisfaction id assessed along with work, pay,

promotion, co-workers and supervision

FEWDEFINITIONS

Job satisfaction is a combination of psychological, physiological and environmental

circumstances that cause a person to say I am satisfied with my job. (Hoppock; 1935)

Job satisfaction is the re-integration of effects produced by individuals perception of

fulfillment of his needs in relation to his work and the situation surrounding it

(Sinha: 1974).

Job satisfaction is a pleasurable or emotional state resulting from the appraisal of ones

job and experience (Locke : 1976).

Job satisfaction can be defined as workers emotional orientation towards their current job

roles (Vroom; 1982).

Job satisfaction is an individuals positive affective reaction of the target environment

as a result of the individual appraisal to the extent to which his or her needs are fulfilled

by the environment (Lofquist & Davis: 1991)

FACTORS INFLUENCING JOB SATISFACTION

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FIVE WAYS EMPLOYERS CAN CREATE A SATISFYING WORK ENVIRONMENT

1. Build employees competence and self-confidence through training, feedback and

recognition. "There is a very close relationship between high job satisfaction and feelings of

effectiveness on the job.

2. Communicate the value of the organizations products and services, and the role the

organization plays in the marketplaces where it operates. "People with high job satisfaction also

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JOB SATISFACTION

WORK

SUPERVISIONEMPLOYEE

WELFARE

PROGRAMS

COWORKERS

WORKENVIRONMENT

CAREER GROWTHCOMPENSATION

PACKAGE


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report an extraordinarily high sense of mission, vision and passion for their work,"

3. Encourage and reward thoughtful risk-taking. People with high job satisfaction also score

high on the desire to try novel approaches, face challenges and perform problem-solving both

individually and in group.

4. Encourage positive workplace relations. People who are highly satisfied in their jobs report

good feelings about their bosses, peers and coworkers.

5. Encourage meaningful rest breaks and light diversion. "High job satisfaction correlates

strongly with the feeling of having fun at work,"

This all information is collected from the books given below:

Human Resource Managementby Mirza S Saiyadain (Tata McGraw-Hill Publishing

Company Limited), 2003 Organizational Behaviorby Stephens P. Robbins (By Prentice Hall of India), 2002

Human resource Management by Gary Dessler (Eastern Economy edition),2005

Human Resource Managementby VSP Rao

We were also asked to visit British library for literature review and clearing our

concepts.

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DATA

ANALYSIS

Quest: What is the overall Satisfaction Level at MAPS-India?

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When coming to overall Satisfaction level of MAPS-India, the research findings

says that,

Satisfied Employees are 95% in the company while

Dissatisfied Employees are 5% which has risen as compared to 2008 data.

The major Key findings over all of MAPS-INDIA

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Positives:

1. Opportunity to utilize skill and talent

In 2008 the percentage of extremely satisfied was 20.5% where as in the year2010 it has

increased to 30.79%, a increase of 10.29% means the management is really

giving space to utilize every ones talent and skills for best result.

2. To learn new skill

A double increase in extremely satisfaction. In 2008 the percentage of extremely satisfied

was 14.2% where as in the year 2010 it has increase to 28.6%. This increase shows that

employees are getting an opportunity to learn new skills in MAPS.

3. Involvement in Decision Making

An increase of 7%in extremely satisfaction as to 2008 from 17.24% to 24.27% shows that

employees are involved in decision making to give their valuable inputs.

4. Team Work

As compare to 4.5% extremely dissatisfied employees and 2.8% dissatisfied category of

employees in 2008, 2010 has shown 0% extremely dissatisfied employees which shows

thatteam work is appreciated among employees for a fruitful result.

5. Fair distribution of work

The percentage of extremely satisfied employee category has increased from 9.7% in

2008 to 20.28% in 2010 overall an increase of 11% which shows that the distribution

of work is fair among the employees.

Negatives:

1. Salary offered and the amount of bonus

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In the year 2008 the extremely dissatisfied employee was 4.5% which increased to 10.5%

in the year 2010.

In the year 2008 the extremely dissatisfied employee was 5.7% which has increased to

11.95 and dissatisfaction was 15.4% in 2008 which has increased to 20.65%.

This shows that the amount of salary and bonus that the employees aregetting are not at all Satisfactory.

2. Training program and seminars

As compare to 13.7% extremely satisfied employees, 46.2% satisfied employees and

20.5% dissatisfied employees in the year 2008, this year the percentage has increased to

20.65% an increase of 7% in extremely satisfied category and 50.36% increased in

satisfied category of employees and 10.5% decrease in dissatisfaction in 2010, shows

that employees are more satisfied with the training and seminars but to

bring the dissatisfaction level zero management should provide frequent

training to every employees.

3. Access to relevant tools, materials and information

In 2008 the percentage of satisfied employees was 70.2% and dissatisfied employees was

6.8% and in 2010 the percentage of satisfied employees fall to 50.36% and increase in

dissatisfied employees up to 14.92%, this shows that with the expansion of the

business management should provide required tools and material at

right quantity for getting best result.

4. Basic facility

In 2008 the percentage of extremely satisfied employees was 0.5% and extremely

dissatisfied employees were 29%, in 2010 a huge increase in extremely satisfied

employees is seen, it has increased to 11.23% and the decrease in dissatisfaction is

13.76%. This shows that most of the employees are satisfied though there is

13% dissatisfaction to make it nil; management should provide good

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Job Satisfaction

facility as compare to now for the employees.

5. Welfare program

This year the percentage of dissatisfied employees and extremely dissatisfied employeeshas increased as compare to 2008.

In 2008 dissatisfied employees were 1.7% and extremely dissatisfied employees was0.5%

In 2010 dissatisfied employees is 14.13% and extremely dissatisfied employees is 7.6%

this shows that the employees are very dissatisfied with the welfare

program and management should take care of this.

UNITWISE OVERALL SATISFACTION AT

EACH UNIT.

Quest: What is the overall Satisfaction level at the unit Sahibabad?

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Job Satisfaction

At Sahibabad unit, research says that,

Satisfied Employees- 96% and

Dissatisfied Employees- 4%

2008 2010

Ext Satisfied- 3% Ext Satisfied- 16%

Satisfied- 46% Satisfied- 56%

Neutral- 49% Neutral- 24%

Dissatisfied-2% Dissatisfied- 3%

Ext Dissatisfied- 0% Ext Dissatisfied- 1%

Quest: What is the overall satisfaction level at Dharuhera?

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Job Satisfaction

At Dharuhera unit, research says that,

Satisfied Employees are- 93%

Dissatisfied Employees are- 7%

2008 2010






Quest: What is the overall satisfaction at Gurgaon unit?

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Job Satisfaction

At Gurgaon unit, research says that,



2008 2010






Quest: What is the overall satisfaction level at Manesar?

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Job Satisfaction

At Manesar unit, research says that,



2010

Ext Satisfied- 33%

Satisfied- 45%

Neutral- 22%

Dissatisfied- 0%

Ext Dissatisfied- 0%

Note: This is the new unit set up by MAPS-India. So we dont have past data for this unit.

MANAGERS SATISFACTION LEVEL:

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Job Satisfaction

Quest: What is the overall satisfaction level of Managers at MAPS-India?

At Managerial level considering all the 4 units, research says that,

Satisfied Managers are- 97%Dissatisfied Managers are- 3%

2008 2010






EACH QUESTION INTERPRETATION OF MANAGERS:

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Job Satisfaction

Quest: How many managers lie in the given age groups?

The no. of Managers covered at all the units were:

Age group 26-35 Years: 21 Managers

Age group 36-45 Years: 27 ManagersAge group Above 45 years: 13 Managers

Quest: How long have you been working for this organization?

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Job Satisfaction

The data which we have gathered is from the managers mainly consist of managers who are

having more than 6 years of work experience.

Work Exp 0-2 Years: 11

Work Exp 2-4 Years: 10Work Exp 4-6 Years: 7

Work Exp More than 6 Years: 33

I have opportunities to utilize my skills and talent.

41 | P a g e

Satisfied: 96%

Dissatisfied:Satisfied:96%


42/113

Job Satisfaction

I have opportunities to learn new skills.

I am happy with the degree of independence associated with my work.

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Job Satisfaction

I am happy with the recognition of work I accomplish.

I have frequent interaction with my supervisor.

43 | P a g e

Satisfied: 95%

Dissatisfied:

Satisfied: 92%

Dissatisfied:


44/113

Job Satisfaction

The feedbacks I get on my work and performance by supervisor positively affect

my work.

Degree of appreciation received from supervisor for good work.

44 | P a g e

Satisfied:

98%

Satisfied: 98%

Dissatisfied:


45/113

Job Satisfaction

My supervisor constantly involves me in decision making.

Team Work among employees is appreciated in the company.

45 | P a g e

Satisfied:

92%

Satisfied:

95%


46/113

Job Satisfaction

There is understanding between co workers.

There is information exchange between co workers.

46 | P a g e

Satisfied: 97%

Dissatisfied:

Satisfied: 98%

Dissatisfied:


47/113

Job Satisfaction

The distribution of work is fair.

The salary offered is in accordance with my responsibility and experience.

47 | P a g e

Satisfied: 88%

Dissatisfied:

Satisfied: 91%

Dissatisfied:


48/113

Job Satisfaction

I receive handsome amount of bonus yearly.

Benefits (health insurance, life insurance) and allowances offered are fair and

reasonable

48 | P a g e

Satisfied:

92%

Satisfied: 65%

Dissatisfied:


49/113

Job Satisfaction

I am receiving fairly judged salary.

There are sufficient opportunities for promotion in this organization.

49 | P a g e

Satisfied:

93%

Satisfied: 79%

Dissatisfied:


50/113

Job Satisfaction

Promotion is based on my performance.

50 | P a g e

Satisfied:

82%

Satisfied: 83%

Dissatisfied:


51/113

Job Satisfaction

The way training is provided helps to enhance my skills.

I am satisfied by training program and seminars.

51 | P a g e

Satisfaction:

80%

Satisfied: 79%

Dissatisfied:


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Job Satisfaction

The required tools, materials and information are easily accessible.

The amount of paid vacation time/ sick leave offered.

52 | P a g e

Satisfied: 92%

Dissatisfied: 8%

Satisfied: 93%

Dissatisfied:


53/113

Job Satisfaction

I am satisfied with the physical working conditions (space, ventilation,

cleanliness etc.)

I am satisfied with the basic facilities (canteen, food, sanitary etc) provided.

53 | P a g e

Satisfied: 80%

Dissatisfied:

Satisfied: 74%

Dissatisfied:


54/113

Job Satisfaction

I am satisfied with the companys employee welfare programs.(health checkups,

staff communication)

Recreational activities provided by the company (Sports, Cultural programs,

Family Visit etc).

54 | P a g e

Satisfied: 88%

Dissatisfied:

Satisfied: 85%

Dissatisfied:


55/113

Job Satisfaction

I am satisfied with companys people programs (Star performer, Best

Suggestion, Kaizen, Quality circle etc.).

I am satisfied with the employee involvement programs.

55 | P a g e

Satisfied: 98%

Dissatisfied:

Satisfied: 93%

Dissatisfied: 7%


56/113

Job Satisfaction

Key Findings:

POSITIVES:

1. Involvement in Decision making: Let the noble thoughts come from all the directions..They should involve managers in decision making. 95% managers feel that, employees in the

organization are involved in decision making and its a good sign for the company as in order to

bring the positive change in the decision making of the company the management shouldwelcome the noble thoughts from all the levels.

2. Companys People Program:98% managers are satisfied with the company people program and

they feel that the company organises these programs frequently which is a good sign for the

company as more and more people will get involve in these kind of activities.

3. Frequent interaction with Supervisor:

98% managers feel that there is a frequent interaction with the

Supervisor which is good sign for the company as frequent interaction in a company is keyelement for smooth working of an organization.

4. Encouraging Team Work:

People like to work in team now. Earlier this was one of the weakarea and 21.1% managers were dissatisfied with the team work but now there is appreciation of

team work and dissatisfaction level has come down to 3%.

5. Understanding between Co workers:Now there is good understanding between co workers and

there is friendly environment within the company. Only 2% managers are dissatisfied with this.

6. Fair distribution of work:Most of the mangers feel that there is fair distribution of work.

Earlier 23.7% of managers were dissatisfied by this but now dissatisfaction level has come down

to 9%.

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Job Satisfaction

NEGATIVES:

1. Salary and bonus offered:Most of the mangers think that the salary benefits and allowance

offered to them is fair but they are not happy with the salary and bonus given to them, as 35% of

managers are dissatisfied with bonus scheme.

2. Opportunities for promotion:18% managers are dissatisfied with the promotion scheme. They

feel that there are less chances of promotion and also promotion is not given on the basis ofperformance.

3. Training and Seminars:Managers are not satisfied with training programs. Though

dissatisfaction level has decreased. Earlier it was 35.5% and now it has come down to 21%.

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Job Satisfaction

STAFF SATISFACTION LEVEL:

At Staff level considering all the 4 units, research says that,

Satisfied - 97%Dissatisfied - 3%

2008 2010






I have opportunities to utilize my skills and talent.

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Job Satisfaction



59 | P a g e

Satisfied:

96%

Satisfied:

96%


60/113

Job Satisfaction



60 | P a g e

Satisfied:

97%

Satisfied: 96%

Dissatisfied:


61/113

Job Satisfaction


my work.

Degree of appreciation received from supervisor for good work.

61 | P a g e

Satisfied: 99%

Dissatisfied:

Satisfied: 95%

Dissatisfied:


62/113

Job Satisfaction


62 | P a g e

Satisfied: 92%

Dissatisfied:

Satisfied: 95%

Dissatisfied:


63/113

Job Satisfaction




63 | P a g e

Satisfied:

100%

Satisfied:100%


64/113

Job Satisfaction



64 | P a g e

Satisfied:

98%

Satisfied:

93%


65/113

Job Satisfaction



reasonable.

65 | P a g e

Satisfied: 77%

Dissatisfied:

Satisfied: 71%

Dissatisfied: 29%


66/113

Job Satisfaction



66 | P a g e

Satisfied: 89%

Dissatisfied:

Satisfied: 77%

Dissatisfied:


67/113

Job Satisfaction



67 | P a g e

Satisfied: 85%

Dissatisfied:

Satisfied: 89%

Dissatisfied:

11%


68/113

Job Satisfaction



68 | P a g e

Satisfied: 91%

Dissatisfied:

Satisfied: 90%

Dissatisfied:


69/113

Job Satisfaction


69 | P a g e

Satisfied: 83%

Dissatisfied:

Satisfied: 90%

Dissatisfied:

10%


70/113

Job Satisfaction


cleanliness etc.)


70 | P a g e

Satisfied: 87%

Dissatisfied:

Satisfied: 77%

Dissatisfied:

23%


71/113

Job Satisfaction


staff communication )


Family Visit etc).

71 | P a g e

Satisfied: 84%

Dissatisfied:

Satisfied: 83%

Dissatisfied:

17%


72/113

Job Satisfaction




72 | P a g e

Satisfied: 98%

Dissatisfied: 2%

Satisfied: 93%

Dissatisfied:


73/113

Job Satisfaction

Key Findings:

The overall dissatisfaction level of the staff has increased to 3% from 1%. However, thepercentage of neutral area has decreased. Earlier it was 56% and now it has come down to 26%.

The other side of the coin says that the percentage of the satisfied and extremely satisfied

employees has increased drastically. This shows that, the overall satisfaction of staff level hasincreased.

Positives:

1. Opportunity to learn new skills:96% of the staff feels that in MAPS-India, they get opportunities to

uncover their hidden talent and also they have opportunities to learn new skills.

2. Degree of Independence:As MAPS trust its employees, that if they are not bounded in the

iron chains, they will give their best. So here employees enjoy degree of independence. 97% of

the workers feel that they are satisfied with the degree of independence associated with their

work.

3. Communication with supervisors:

The sound communication itself is the key to solve many of theproblems. No organisation can proceed until its communication system is sound. 99% of the

employees think that there is a smooth one to one interaction with the supervisors. The

management has efficiently filled the gap from 87.8% to 99%. And it is expected that it will

cover up the remaining 1% in the near future.

4. Team work:As the team work gives synergetic results, so all the staff

member encourages the team work. Research shows that 100% employees are engaged in team

work. The understanding between the co workers is also worth appraising as none of the staff isdissatisfied with this. Employees also appreciate the exchange of information among their co

worker.

Negatives:

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Job Satisfaction

1. Salary and Bonus:The salary doesnt match the expectation of the staff. As 22% of

the employees are not satisfied with the salary provide. Employees think that the salary offered to

them is not according to the responsibility and experience.

2. Training and Seminars:

Training is an important factor which helps to reduce the scrapsand also gives confidence to employees to perform their job well. So, the company should impart

proper training to its employee in order to bring the efficiency as 10% of the people are notsatisfied with the training provided.

3. Accessibility to tools, materials and information:17% of the staff is not satisfied with the tools, materials and

information provided. So the company should take necessary steps in this sphere.

4. Recreational activities:

In order to reduce the stress, the company should encourage the

recreational activities. As 17% of the employees at staff level are not satisfied with therecreational activities organised by the company.

5. Companys Welfare Program:

Earlier 89% of the employees were satisfied and it was under thestrength area but now the satisfaction level has come down to 84%. This shows that, at equal

interval health checkups, welfare programs are not being organised.

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Job Satisfaction

WORKERS SATISFACTION LEVEL:

At Staff level considering all the 4 units, research says that,

Satisfied - 91%Dissatisfied - 9%

2008 2010






I have opportunities to utilize my skills and talent.75 | P a g e


76/113

Job Satisfaction



76 | P a g e

Satisfied: 89%

Dissatisfied:

Satisfied: 85%

Dissatisfied:


77/113

Job Satisfaction



77 | P a g e

Satisfied: 89%

Dissatisfied:

Satisfied: 89%

Dissatisfied:


78/113

Job Satisfaction


my work.


78 | P a g e

Satisfied: 94%

Dissatisfied: 6%

Satisfied: 90%

Dissatisfied:


79/113

Job Satisfaction



79 | P a g e

Satisfied: 82%

Dissatisfied:

Satisfied: 97%

Dissatisfied:


80/113

Job Satisfaction



80 | P a g e

Satisfied:

95%

Satisfied:

94%


81/113

Job Satisfaction



81 | P a g e

Satisfied: 91%

Dissatisfied:

Satisfied: 67%

Dissatisfied:


82/113

Job Satisfaction


reasonable.


82 | P a g e

Satisfied: 66%

Dissatisfied:

Satisfied:

69%


83/113

Job Satisfaction



83 | P a g e

Satisfied: 67%

Dissatisfied:

Satisfied: 81%

Dissatisfied:


84/113

Job Satisfaction



84 | P a g e

Satisfied: 86%

Dissatisfied:

Satisfied: 95%

Dissatisfied: 5%


85/113

Job Satisfaction



85 | P a g e

Satisfied: 91%

Dissatisfied:

Satisfied: 83%

Dissatisfied:


86/113

Job Satisfaction


cleanliness etc.)


86 | P a g e

Satisfied: 77%

Dissatisfied:

Satisfied: 77%

Dissatisfied:


87/113

Job Satisfaction


staff communication)


Family Visit etc).

87 | P a g e

Satisfied: 53%

Dissatisfied:

Satisfied: 66%

Dissatisfied:


88/113

Job Satisfaction




88 | P a g e

Satisfied: 86%

Dissatisfied:

Satisfied: 78%

Dissatisfied:

Satisfied: 93%

Dissatisfied:


89/113

Job Satisfaction

Key Findings:

The overall dissatisfaction level has increased to 9% for workers. Earlier it was 1.82%. But good

thing is that the percentage of neutral (grey area) has decreased to 31% from 54.55% and alsopercentage of extremely satisfied has increased to 17% from 1.82%. This means, earlier those

who were in neutral category has shifted more towards satisfaction than dissatisfaction.

Positives:

1. Frequent Interaction with Supervisor:94% of the workers think that they have frequent interaction with

the supervisor which is good for the company as communication is the mode through which one

can convey his message.2. Existence of Team work:

Research says that, now workers love to work in team. Earlier

7.3% of workers were dissatisfied and now it has decreased to 3% and also there is an

understanding between co-workers.

3. Fair distribution of work:91% of the workers feel that there is fair distribution of work in

the company. That is the work is assigned according to the capability and fairly.

4. Training and Seminars:91% of the workers are satisfied with the training program

organised for them and this good for the company as, unless and until they get training well, they

wont be able to show excellence in their field.

89 | P a g e

Satisfied: 93%

Dissatisfied:


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Job Satisfaction

5. Better working condition:There is improvement in working condition. Earlier dissatisfaction

level was 56.4% and now it has come down to 23%. This shows that management is showing the

concern to their workers and making them feel that they are part of the family.

6. Better basic facilities:Dissatisfaction level has come down to 47% from 74.5% for basic

facilities what workers are getting. This shows that management considered the last yearsrecommendation and worked upon it.

7. Employee Involvement Program:Workers are really happy with the employee involve program

organised in the company. 93% of the workers are satisfied with this which in itself is a good

percentage.

Negatives:

1. Involvement in decision making:

18% of the workers think that there is lack of involvement of the

workers in decisions which management takes.

2. Salary offered:33% of workers are dissatisfied with the salary which they get.

They think that the salary which they are getting is not in accordance with responsibilities andexperience.

3. Bonus offered:34% of the workers are dissatisfied with the bonus scheme. This is

a point of concern because this is the way to boost the employees in the organisation.

4. Lack of accessibility to tools and materials:

17% of the workers are dissatisfied with the tools and materialsavailable to them. They think that they are not getting enough tools to do their job well.

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Job Satisfaction

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Job Satisfaction

From the above shown data it is clearly seen that employees

Below 25 Years: 26-35 Years: 36-45 Years: Above 46 Years:

Satisfied: 96% Satisfied: 94% Satisfied:95% Satisfied:100%Dissatisfied: 4% Disatisfied:6% Dissatisfied:5% Dissatisfied:0%

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Key Findings:

1. Below 25 Years:

From the study, we can conclude that, in the age group of less than 25 years of age,

4% are dissatisfied. Though the satisfaction level has improved as compared to lastyear, but in order to milk up the opportunities, the management should adopt the new

techniques with the help of which the young blood can uncover their hidden talent.

2. 25-35 Years:

In the age group of 25-35 years of age, the satisfaction level has increased to 18%

which is a positive sign for the company to retain its employees. Many of the

employees are now out of the grey zone, as they have started taking a stand which

again shows the brighter side of the management as 27% of the employees haveshifted from neutral to satisfied level.

3. 36-45 Years:

Employees who belong to the age group of 36-45 years of age showed the mixed

results. The satisfaction level have improved from 57% to 72%, at the same time 5%

of the employees are dissatisfied. So in order to shift the employees from

dissatisfaction level to satisfaction level, management should take the necessary steps.

4. Above 45 Years:

The elder employees in MAPS are now more satisfied and also they are more clear in

their thinking. Very few of them are adopting the mid way(neutral) and none of the

employee is dissatisfied which shows that employees are gaining job satisfaction

along with the experience.

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Total Employees 504

Sample size 276

Workers 105

Staff 110Managers 62

1 Work

ES S N DS EDS

1.1 Oppurtunity to utilize your skills and talents30.7

957.2

4 5.795.07 1.08

1.2 Oppurtunity to learn new skills28.2

655.0

7 9.056.52 1.08

1.3

Degree of Independence associated with

your work

31.1

5

49.6

3

12.6

8

5.4

3 1.08

1.4 Recognition for work accomplition25.7

251.8

115.2

16.52 0.72

2 Supervision

ES S N DS EDS

2.1 Communication with your supervisor33.6

951.8

111.5

92.17 0.72

2.2Feedback on your work and performance bysuperior 25

58.69 10.5

5.43 0.36

2.3Recognition received from supervisor forgood work

20.28

54.34

15.21

9.05 1.08

2.4 Involvement in decision making24.2

751.4

414.8

56.88 2.53

3 Co-Workers

ES S N DS EDS

3.1 Teamwork in the company32.9

752.8

912.3

11.81 0

3.2 Understanding between Co-Workers

25.3

6

56.8

8

15.5

7

1.8

1 3.26

3.3 Information exchange between co-workers20.2

856.8

817.3

94.71 0.72

3.4 Fair distribution of work20.2

851.8

119.9

25.79 2.17

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Job Satisfaction

4 Compensation Package

ES S N DS EDS

4.1Salary offered in accordance with resp andexp

10.14

38.76

23.55

17.02 10.5

4.2 Amount of bonus 11.59 29.34 26.44 20.65 11.95

4.3 Benefits(health insurance, life insurance)17.0

246.0

120.2

8 10.5 6.15

4.4 Fairly judged salary as per industry11.2

338.0

424.2

720.2

8 6.15

5 Career Growth

ES S N DS EDS

5.1 Opportunities for promotion

17.3

9

46.0

1

19.9

2

11.9

5 4.71

5.2Connection between promotion andperformance

18.84 44.2

23.55 9.78 0.72

5.3The way training provided helps to enhanceyour skills

19.56

50.36

19.92 9.05 1.08

5.4I am satisfied with Training program andseminars

20.65

50.36

16.66 10.5 1.81

6 Work Environment

ES S N DS EDS

6.1 Access to relevant tools, materials andinformation 15.21 52.89 16.3 14.49 1.08

6.2Amount of paid vacation time/sick leaveoffered

17.39

44.92

23.19 5.79 7.97

6.3 Physical working conditions14.4

950.3

617.0

211.9

5 6.15

6.4 I am satisfied with basic facilities11.2

334.4

221.3

7 19.213.7

6

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7 Employee Benefit Programs

ES S N DS EDS

7.1I am satisfied with the company's empwelfre prog

17.75

45.65

14.85

14.13 7.6

7.2

Recreational activities provided by the

company

15.9

4

48.5

5

19.5

6 10.5 5.43

7.3 Company's people involvement programs25.7

251.4

4 13.4 4.71 4.71

7.4I am satisfied with the company'sinvolvement prog

19.92

59.78

15.21 4.34 0.72

COMPARATIVEANALYSIS

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COMPARING OVERALL MAPS-INDIA 2008-2010

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Job Satisfaction

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Job Satisfaction

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Job Satisfaction

100 | P a g e


101/113

Job Satisfaction

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Job Satisfaction

OBSERVATION

The overall Job Satisfaction level in the company is high. Nevertheless there are certain areas

which when worked upon shall go a long way in enhancing the satisfaction of the employees.

1. Provide employees with responsibility-and then let them use it:Most surveys show that the greatest source of employee pride and satisfaction isthe feeling of accomplishment that comes from having-and exercising-

responsibility.

2. Encourage Discussion:Research studies show that employee wants themselves to get involved in

decision making. For this, what management can do is, involve them in

discussions related to companys interest and share with them company relatedissues. By seeing this, employees can feel system as more transparent and open,

hence leading to feeling of belongingness: This is my company.

3. Issues related to Salary and Bonus:Research study says that employee feels that salary and bonuses are not given to

them in accordance with the responsibility and experience and that, some of themare underpaid. Electing right person at the right job is the best option for this.

Bonuses can be given to efficient and hard working employees after establishing

an effective performance evaluation.

4. Encourage Training Programs:Though employees are satisfied with the training program but they want more

frequent training to perform their job well. For this, management can organize

training programs frequently so as to polish their employees skill and this mayresult in better performance.

5. Providing healthy and safe environment:

According to research study, employee feels that their working environment is notmuch airy and ventilated. To increase employees satisfaction level management

can install coolers and water dispensers at shop floor where they have to work forhours at high temperature.

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6. Encouraging Recreational Activities:Research says that employees are not happy with the recreational activities in the

company. Company must understand that family involvement in recreation can

reinforce the loyalty of employees to the company and to its success. By

providing the venue for social interaction of the employees and their families, acompany can became more central to the lives of its employees.

CONCLUSION

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Job Satisfaction

Though the dissatisfaction level has increased to 5% but at the same time, satisfaction has also

increased from 48% to 66% i.e., 18% increase in the satisfaction level is seen. This means thatthe level of neutral area is decreased as compared to 2008. Majority of people have shifted from

neutral towards satisfaction level and less towards dissatisfaction level, which is good for the

company as employees now are taking a stand and shifting from neutral(grey area) to one of thetwo area (Satisfaction or dissatisfaction). This shows that fear factor is decreasing and people are

now taking a stand.

2008 2010Note:

Neutral: Grey Colored circle

Satisfaction: Green colored circle

Dissatisfaction: Yellow colored circle

The bottom line is this: Trends toward increasing job dissatisfaction can bereversed, and even employees with low morale can become motivated and

enthusiastic again. But it takes work and creativity on the employers part.

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Job Satisfaction

ANNEXURE

QUESTIONNAIRE

Dear Sir/Madam

We would be grateful if you spare some of your time to respond to the following

Questions. Your response would be treated as confidential and will be used only for the purpose

of study. Please feel free to answer as accurately as possible.

1. How long have you been working for this organization?(Tick one)

a. ______0-2 years

b. ______2-4 years

c. ______4-6 years

d. ______More than 6 years

Note: Please tick any one option in each question. (Question No. 2- 47)

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Using the scale shown below, rate your level of satisfaction with the following aspects of your

job at METZELER

E.S S N DS E.D

Extremely

Satisfied/

Strongly Agree

Satisfied/

Agree

Neutra

l

Dissatisfied/

Disagree

Extremely

Dissatisfied/

Strongly Disagree

2. I have opportunities to utilize my skills and talent. E.S

S N DS

E.D

3. I have opportunities to learn new skills. E.S

S N DS

E.D

4. I am happy with the degree of independenceassociated with my work.

E.S

S N DS

E.D

5. I am happy with the recognition of work Iaccomplish.

E.S

S N DS

E.D

6. I have frequent interaction with my supervisor. E.S

S N DS

E.D

7. The feedbacks I get on my work and performanceby supervisor positively affect my work.

E.S

S N DS

E.D

8. Degree of appreciation received from supervisorfor good work.

E.S

S N DS

E.D

9. My supervisor constantly involves me in decision

making.

E.

S

S N D

S

E.D

10. Team Work among employees is appreciated inthe company.

E.S

S N DS

E.D

11. There is understanding between co workers. E.S

S N DS

E.D

12. There is information exchange between coworkers.

E.S

S N DS

E.D

13. The distribution of work is fair. E.S

S N DS

E.D

1

4.

The salary offered is in accordance with my responsibility

and experience.

E.

S

S N D

S

E.

D15.

I receive handsome amount of bonus yearly. E.S

S N DS

E.D

16.

Benefits (health insurance, life insurance) and allowances

offered are fair and reasonable.

E.S

S N DS

E.D

17.

I am receiving fairly judged salary. E.S

S N DS

E.D

1 There are sufficient opportunities for promotion in this E. S N D E.

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Job Satisfaction

8. organization. S S D

19.

Promotion is based on my performance. E.S

S N DS

E.D

20.

The way training is provided helps to enhance my skills. E.S

S N DS

E.D

21. I am satisfied by training program and seminars. E.S S N DS E.D22.

The required tools, materials and information are easilyaccessible

E.S

S N DS

E.D

23.

The amount of paid vacation time/ sick leave offered E.S

S N DS

E.D

24.

I am satisfied with the physical working conditions (space,ventilation, cleanliness etc.)

E.S

S N DS

E.D

25.

I am satisfied with the basic facilities (canteen, food,sanitary etc) provided.

E.S

S N DS

E.D

2

6.

I am satisfied with the companys employee welfare

programs.(health checkups, staff communication )

E.

S

S N D

S

E.

D27.

Recreational activities provided by the company (Sports,Cultural programs, Family Visit etc).

E.S

S N DS

E.D

28.

I am satisfied with companys people programs (Starperformer, Best Suggestion, Kaizen, Quality circle etc.).

E.S

S N DS

E.D

29.

I am satisfied with the employee involvement programs. E.S

S N DS

E.D

30. In your opinion, how can MAPS India ensure no. 1 position?

Ans: _________________________________________________________________________

_________________________________________________________________________

31. What can this organization do to increase your satisfaction and productivity as an employee?

Ans: _________________________________________________________________________

__________________________________________________________________________

32. In your opinion what satisfies you most at MAPS?

Ans: _________________________________________________________________________

_________________________________________________________________________

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Job Satisfaction

Personal Details:

a. Name (optional): ________________________

b. Age:

a. Less than 25 years:_______

b. 26-35 years:_______

c. 36-45 years:_______

d. More than 46 years:_______

c. Department: _______________

d. Designation: _________________

Signature: ___________ Date: ___________

______________________________________________________________________________

_______

Thank You for your input.

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Job Satisfaction

kaya- saMtuYTI AaMkLna

kRPyaa Apnao ]


110/113

Job Satisfaction

7 maoro Wara ikyao gayao kaya-p`dSa-na pr sauprvaa[-ja,r kIp`itik`yaa imalatI hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

8 AcCo kaya- ko ilayao mauJao Apnaosauprvaa[-ja,r Wara p`ao%saahna

imalata hO.

A0sa

M0

sa

M0

naasaM0,na

aA0

A0

A0A0

9 maoro sauprvaa[-ja,r inaNa-yalaonao maoM mauJao ApnaaBaagaIdar maanato hOM.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

10 kmpnaI maoM imalajaula kr krnaokao baZavaa idyaa jaata hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

11 sahkima-yaaoM ko baIca AapsaI

samaJa hO.

A0

saM0

s

aM0

naasa

M0,naaA0

A

0

A0

A0

12 sahkaima-yaaoM ko baIcasaUcanaaAaoM ka Aadana p`danahaota hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

13 kaya- ka ivatrNa samaana $p saohaota hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

14 AnauBava va ijammaodarI koihsaaba sao vaotna imalata hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A

15 sahI maa~a maoM saalaanaabaaonasa idyaa jaata hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

16. maOM kmpnaI Wara dI ga[-Cui+yaaoM sao saMtuYT hU^M.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

17. mauJao kaya- ko Anau$p vaotnaimalata hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

18 mauJao T/oinaMga kaya-k`maaoM A0 s naasa A A0

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Job Satisfaction

Wara kaya-kuSalata baZanao kaAvasar imalata hO.

saM0

aM0

M0,naaA0

0 A0

19 mauJao tr@kI panao ko samaanaAvasar imalato hOM.

A0saM0

saM

0

naasaM0,naaA0

A0

A0A0

20 T/OinaMga kaya-k`maaoM Waramaoro manaaobala kao baZavaaimalata hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

21 maorI tr@kI maoro kaya- p`dSa-nasao sambainQat hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

22 ja$rt ko Tulsa, caIjaoM va jaanakarIAasaanaI sao ]plabQa hOM.

A0sa

M0

sa

M0

naasaM0,na

aA0

A0

A0A0

23 saMsqaana maoM saurxaa vabaImaa sauivaQaa ]plabQa krayaIjaatI hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

24 maora kaya- vaatavarNa, maorokayao hotu AnaukUla hO.

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

25 maOM kmpnaI Wara dI ga[- sqaa[-sauivaQaaAaoM sao saMtuYT hU^M(jaOsao kOnTIna, Kanaa, panaIAaid)

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

26 maOM ApnaI kmpnaI Wara p`danaikyao gayao Avasar kalaIna kayaao-sao saMtuYT hU^M (Kolap`ityaaoigataeoM, saaMskRitk kaya-k`maaoM ka Aayaaojana Aaid).

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

27 maOM kmpnaI Wara samayasamaya pr Aayaaoijat ikyao jaanao

vaalao kma-caarI BaagaIdarI kaya-k`maaoM sao saMtuYT hU^M(@vaailaTI saik-la, sauJaavayaaojanaa Aaid)

A0sa

M0

sa

M0

naasaM0,na

aA0

A0

A0A0

28 maOM kmpnaI Wara Aayaaoijatkma-caarI klyaaNa kaya-k`maaoMsao saMtuYT hU^M (hOlqa caOkApAaid).

A0saM0

saM0

naasaM0,naaA0

A0

A0A0

29 maOM kma-caarI BaagaIdarI kaya- A0 s naasa A A0

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Job Satisfaction

k`maaoM sao saMtuYT hU^M. saM0

aM0

M0,naaA0

0 A0

30. dI ga[- sauivaQaaAaoM ko Alaavaa Aap Anya ikna sauivaQaaAaoM kalaaBa ]zanaa caahoMgao ?(vaotna ko Aitir@t)

]0: _________________________________________________________________________

_________________________________________________________________________

31. Aapko Anausaar maOPsa maoM Aapkao sabasao jyaada @yaa saMtuYTkrta hO ?

]0: __________________________________________________________________________

___________________________________________________________________________

32. yah saMsqaana AapkI saMtuYTI evaM ]%paidta baZanao ko ilayao @yaakr saktI hO?

]0: _________________________________________________________________________

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_________________________________________________________________________

33. AapkI Aayau

25 saala 25 sao 35 saala

35 sao 45 saala 45 saala sao AiQak

34. ivaBaaga ______________________________

BIBLIOGRAPHY

Human Resource Managementby Mirza S Saiyadain (Tata McGraw-Hill Publishing

Company Limited), 2003

Organizational Behaviorby Stephens P. Robbins (By Prentice Hall of India), 2002

Human resource Management by Gary Dessler (Eastern Economy edition),2005

Human Resource Managementby VSP Rao

satisfaction report

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