A REPORT ON

EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE

AT

BHAGAT Automobiles Ltd.

PROJECT REPORT

SUBMITTED TO

UNIVERSITY

In Partial Fulfillment of Requirement For The Award Of The

Business Administration"
By

DECLARATION

2
 I hereby declare that this project entitle EMPLOYEES SATISFACTION

AND QUALITY OF WORK LIFE submitted by me to the Department of

Business Management, , is a bonafide work undertaken by me and it is not

submitted to any other university or institution for the award of any degree

diploma certificate or published any time before.

ACKNOWLEDGEMENT

3
I cordially thank University for giving me the opportunity to undergo my
project work.

I thank the principal for his full fledged support for having given me the
opportunity to study in this Institution.

I thank, Head of the Department of Management Studies for his inspiration and
providing me all the facilities to do my project work.

I would also like to thank our faculty guide who guided me through out the
project.

I would also like to thank (Manager- Recruitments) for permitting me to pursue

the project in their esteemed concern and also to all the employees of Bhagat
Automobiles Pvt Ltd.

TABLE OF CONTENTS

4
CHAPTER CONTENTS PG. NO.

5
 ABSTRACT

CHAPTER 1 INTRODUCTION 10-11

1.1 OBJECTIVES OF THE STUDY 12

1.2 SCOPE OF THE STUDY 13

1.3 RESEARCH METHODOLOGY 14

1.4 LIMITATIONS OF THE STUDY 15-16

CHAPTER 2 REVIEW OF LITERATURE 17-40

CHAPTER 3 COMPANY PROFILE

CHAPTER 4 DATA ANALYSIS & INTERPRETATIONS 54-71

CHAPTER 5 FINDINGS, SUGGESTIONS 72-75

5.1 FINDINGS 73

5.2 SUGGESTIONS 74

CHAPTER 6 CONCLUSION 75

BIBLIOGRAPHY 77

ANNEXURE 78-81

ABSTRACT

This is a Project based on EMPLOYEE SATISFACTION AND QUALITY OF

LIFE. The need for studying this project is gathering information and
theoretical knowledge about employees.

6
The purpose of this study was to determine whether there is a relation between
job satisfaction and quality of life (QOL). Job satisfaction was measured by
means of the Short Form Minnesota Questionnaire and QOL by means of
WHOQOL-BRIEE. The results demonstrated a positive correlation between job
satisfaction and QOL. It was also found that job satisfaction and QOL scores
showed a significant difference according to their age, economic level, marital
status, duration of working life, and position at work.

The main objective is to gain an overall idea about the organization, to get
practical knowledge in the area of Personnel management and Industrial
relations.

Through analysis I found that employees are very much satisfied and if the
employees give his/her best effort to the company then, the next responsibility
of the Company is to provide a better quality of Life.

The employees are highly motivated in BHAGAT. Patiala division increases its
production this year. Employees feel very lucky and BHAGAT provide better
Quality of work life.

INTRODUCTION

The human resource of an organization constitutes its entire workforce. Human

resource management(HRM) is responsible for selecting and inducting competent people,
training them, facilitating and motivating them to perform at high levels of efficiency,
and providing mechanisms to ensure that they maintain their affiliation with the
organization.

7
The objective of this project is to find out how much the employees are satisfied and what is
their quality of life. How the BHAGAT applies the human resource functions in the
organization and out the organization. In this project I make the survey on the employees of
various departments of BHAGAT.

The project report is divided in various sections like introduction of the company, topic introduction,
survey report and conclusion

Human resources are on major factors of production. It is human asset, which convert
the various resources in to the production resources. It has immense potentialities and it only
human resources, which appreciate with time whereas all other resources undergo the process
of depreciation. Success of an organization mainly depends on the quality of manpower and
its performance.

In early days human resource was not taken as an important factor of production.
Human begin was simple treated as log in the movement increasing emphasis has been given
to the worker as a whole man. The need of vast manpower and their importance was realized
by some of the progressive entrepreneurs. The emergence of Trade Union and their gradual
collective power forced some entrepreneurs to give some district feature of human side by
production. The first among the entrepreneurs who had contributed in the development of
human side of production was Robert Owen, and English Humanist. He took a genuine
interest in the welfare of the workers. But this magnetite was not supported by a major chunk
of entrepreneurs.

A number of social scientist advocated their valuable theories towards the

beginning of the 20th century. Abraham Maslow gave his Hierarchy of needs theory. Mc
Clellands Afflation- Achievement theory is well accepted too. Christ Argyris theory of four
system of Management is also a milestone in the development of human factor in the
production process.

But the most important in this field was that of Elton Mayos Human Relation
Approach. The great Hawthorne Study by Elton Mayos and colleagues, revealed that the
effectiveness of any organization depends upon the quality of the relationship among the
personnel and social needs of employees are very important and that concentration by

8
management exclusively on productivity, material and environmental issue will to be a self-
defecting aim.

Hence the management must give more emphasis on the human side and their proper
utilization. This then remains the cardinal objective of the human relations function to
discover newer ways of understanding man and to motive him to higher standard of
workmanship. Many new experiments such as study of his state university of Michigan etc
have developed the branch of Management beyond margin.

Today an organization having a good inventory of human resources and a dynamic

personnel department is prospective one. So the technique and functions of personnel
management have now come closely integrated with the overall organization strategies n
search of excellence.

OBJECTIVES OF THE STUDY

This study program has got the following objectives:

To gain an overall idea about the organization.

To get practical knowledge in the areas of personnel management and Industrial

relations.

To study the composition of employer and employee relation existing in the

organization.

To know the facilities provided to the employees as well as the public by the
organization.

To study the statutory and non-statutory welfare practices adopted by organization.

The study of the HRD practices training and development performance appraisal
schemes adopted by the organization.

To study organizational culture and style.

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 SCOPE OF THE STUDY
Gathering information and theoretical knowledge is a part of study. It become
complete when added with practical knowledge as the noted truth comes to sight. Hence one
becomes more efficient and effective when a flavor of practical out look is added to the bosky
mind. As the study has got wide relevance is formulating valid information about the
organization, it helps in getting a critical look in to the personnel practices of the
organization. Organizational behavior employer employee relationship and the working
environment of the organization in relation to theoretical knowledge. It gives a previous idea
about the job and working environment to the future decision- making how to perform by
assigned job successfully and tact fully.

As there is saying, practice makes a man perfect and the

knowledge. This does not deal with the practical application, is said to be unscientific and
unsystematic. More over the branch of management, which deals with the most critical and
important factor of production, requires not only theoretic background but also some practical
experience to have some knowledge on day-to-day problem solving.

RESEARCH METHODOLOGY

To conduct any research a scientific method must be followed. The universe of study is very

large in which it is difficult to correct information from all the employees. So, the sampling

method has been followed for the study. The analysis is based on primary as well as

secondary data.

Sample size : 50

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Data collection

Primary data : The data was collected using an appropriate questionnaire

and observing employees

Secondary data : Internet, books

Method of analysis : Pie charts

Period of study:

The present study has been done for the period of 45 days

11
LIMITATIONS OF THE STUDY

12
 REVIEW OF LITERATURE

INDUSTRIAL RELATION
Industrial Relations poses one of the most delicate and complex problems to modern
industrial society. With growing prosperity and rising wages, workers have achieved a higher

13
standard of living .They have acquired, Training, sophistication and greater, mobility career
patterns have changed., for larger section of the people have been hanged., for higher section
of people have been constrained to leave their firms to become wage earners and salary
earners in urban areas under trying conditions of work. Ignorant and drenched in poverty, vast
masses of men, women and children have migrated to few urban Areas. The organizations in
which they are employed have ceased to be individually owned and have become corporate
enterprises. At the same time however, progressive status dominated secondly group-oriented
aspirant and sophisticated class of workers has come in being, who have own trade unions
and who have thus gained a bargaining power which enables them to give a taught fight to
their employers to establish their rights in growing industrial society. As a result the
Government has stepped in and plays an important role in establishing harmonious industrial
relations, partly because it has itself become employer of millions of industrial worker but
mainly because it has enacted a vast body of legislation to ensure that the rights of industrial
workers in private enterprise are suitable safe guarded. Besides rapid changes have taken
place in techniques and method of production. Long established jobs have disappeared and
new employment opportunities have been created which call for different patterns of
experience and technical Training. Labour employer relations have therefore become more
complex than they were in past, and have been a sharp edge because of widespread labour
unrest.

It is obvious from these facts that industrial relations dont function in vacuum but are
multidimensional in nature; they are conditioned by two sets of determinants industrial
factors and economic factors. Under institutional factors ,matters as state policy, labor
legislation, laborers and employers organizations and social institution, attitudes to work,
systems of the power and status motivation and influence, the system of Industrial Relations
etc.

Under economic factors are included economic organizations, capital structure,

including technology, the nature and composition of the labour force and the sources of
supply and demand in the labour market

OBJECTIVES OF INDUSTRIAL RELATION

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 The primary objectives of bringing about good and healthy relations between
employers and employees, industrial relation are designed:

To safeguard the interests of labour and management by securing the highest level of
mutual understanding and goodwill among those sections in the industry which
participate in the process of production.

To avoid industrial conflict or strike and develop harmonious relations, which are
essential factor in the productivity of workers and the industrial progress of a country.

To raise productivity to a higher level in an area of full employment by lessening the

tendency to high turn over and frequent absenteeism.

To establish the growth of an industrial Democracy based on labour partnership in the

sharing of profits and of managerial decision.

To eliminate, as far as possible and practicable, strikes, lockouts and gheraos by

providing reasonable wages, improved living and working conditions.

To establish Government control of plants and units as are running at a loss or in

which production has to be regulated in the public interest.

In other words, the objectives of industrial relations are to facilitate production, to

safeguard the rights and interests of both labour and management by enlisting the co-
operation of both to achieve a sound, harmonious and mutually beneficial relationship
between employer and employees.

Technical Innovations

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BHAGAT Automobiles feels that self-reliance in technology is a pre-requisite for growth,
especially in the context of globalization and expanding operations. The Group's advanced
Research and Development centers are competent enough to meet emerging challenges and
ensure that the Company always stays ahead of all competition.

Over the years, BHAGAT Automobiles has placed a continuous emphasis on improving
processes, with a view to consistently enhancing efficiencies, improving quality and thereby
achieving better performance benchmarks in all areas of operations. The Research
Department established by BHAGAT Automobiles way back in 2008, was the first of its kind
in India, and stands as a testimony to the foresight of the early pioneers and the vision of the
founder of the Company. With globalization and an increasing scale of operations, the
Company feels that self-reliance in technology has become a virtual pre-requisite to
innovation and growth. To stay ahead of competitors, the group maintains its own research
centers; its strength in research and development helping it consistently to meet the
challenges of growth and changes over the years.

Anticipating the need to become self-reliant in technology, BHAGAT Automobiles took three
steps during 2000-2005 that would help establish it as a leader in chosen technologies. The
Company:

1. Formalized the continuous improvement and innovation process under the powerful
programme of ASPIRE.
2. Identified the key thrust areas of strategic technology development.

3. Established a sound mechanism for capturing new developments and filing them as
intellectual property.

Marketing Innovations

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Assurance, reliability and superior brand experience in every segment has always been the key
focus for BHAGAT Automobiles's brand building endeavours. In addition, the realigned
operating strategy takes into account current realities of the marketplace, enhancement of
customer satisfaction and relationships with existing clients. In the domain of brand building, the
BHAGAT name has always been able to stay ahead of competition and sustain its position of
supremacy even in the face of erratic market changes. Accomplishment of the BHAGAT Brands
is all the more significant as consumers have become more and more discerning over the years
and rival companies too have been alert to changing demands.

Human Resource Management

BHAGAT Automobiles recognizes that its people are the primary
source of its competitiveness and is committed to equal employment
opportunities for attracting the best available talent and ensuring a
cosmopolitan workforce.

BHAGAT aims to pursue management practices designed to enrich

the quality of life of its employees, develop their potentials and maximize
their productivity. It also aims at ensuring transparency , fairness and equity
in all its dealing with its employees.

BHAGAT has been in pioneer in its HR policy over the years with
the basic underlying principle of sharing and caring and a sense of
belonging amongst all employees who are considered to be a part of
BHAGAT family.

The company has been known as a leader in introducing various

HR practices and setting benchmarks in the global as well as Indian
industry .Some of these initiatives include.

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 Human resources are the most valuable and unique assets of an organization. The
successful management of an organization's human resources is an exciting, dynamic and
challenging task, especially at a time when the world has become a global village and
economies are in a state of flux. The scarcity of talented resources and the growing
expectations of the modern day worker have further increased the complexity of the human
resource function. Even though specific human resource functions/activities are the
responsibility of the human resource department, the actual management of human resources
is the responsibility of all the managers in an organization.

It is therefore necessary for all managers to understand and give due importance to the
different human resource policies and activities in the organization. Human Resource
Management outlines the importance of HRM and its different functions in an organization. It
examines the various HR processes that are concerned with attracting, managing, motivating
and developing employees for the benefit of the organization.

The book discusses the issues in human resource management in a changing environment and
suggests possible ways of leveraging and managing human resources. Changing trends in
human resource management have been explained using contemporary examples from Indian
companies

Definition and concept of Quality of Work Life, Methods to Improve QWL, Flextime,
Flexiplace, Alternative Work Schedules, Part-time Employment, Compressed Work Week,
Job Enrichment, Job Rotation, Job Enlargement, Autonomous Work Groups / Self-managed
Teams, Socio-Technical Systems, Benefits of QWL Programs, Challenges in Implementing
QWL Programs.

Quality of work life (QWL) is viewed as an alternative to the control approach of managing
people. The QWL approach considers people as an asset'to the organization rather than as
costs'. It believes that people perform better when they are allowed to participate in
managing their work and make decisions.

This approach motivates people by satisfying not only their economic needs but also their
social and psychological ones. To satisfy the new generation workforce, organizations need to
concentrate on job designs and organization of work. Further, today's workforce is realizing
the importance of relationships and is trying to strike a balance between career and personal
lives.

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Successful organizations support and provide facilities to their people to help them to balance
the scales. In this process, organizations are coming up with new and innovative ideas to
improve the quality of work and quality of work life of every individual in the organization.
Various programs like flex time, alternative work schedules, compressed work weeks,
telecommuting etc., are being adopted by these organizations.

Technological advances further help organizations to implement these programs successfully.

Organizations are enjoying the fruits of implementing QWL programs in the form of
increased productivity, and an efficient, satisfied, and committed workforce which aims to
achieve organizational objectives. The future work world will also have more women
entrepreneurs and they will encourage and adopt QWL programs.

Human resources are the most valuable and unique assets of an organization. The successful
management of an organization's human resources is an exciting, dynamic and challenging
task, especially at a time when the world has become a global village and economies are in a
state of flux. The scarcity of talented resources and the growing expectations of the modern
day worker have further increased the complexity of the human resource function. Even
though specific human resource functions/activities are the responsibility of the human
resource department, the actual management of human resources is the responsibility of all
the managers in an organization.

It is therefore necessary for all managers to understand and give due importance to the
different human resource policies and activities in the organization. Human Resource
Management outlines the importance of HRM and its different functions in an organization. It
examines the various HR processes that are concerned with attracting, managing, motivating
and developing employees for the benefit of the organization.

The book discusses the issues in human resource management in a changing environment and
suggests possible ways of leveraging and managing human resources. Changing trends in
human resource management have been explained using contemporary examples from Indian
companies.

Employees Counseling: Back in the early thirties, when Hawthorn experimented with
Western Electric Company, it was found that employees harbored irrational feelings that were

19
interfering with the rational operation of the factory. Therefore, counseling was used as
means of letting the employees unburden themselves by talking to someone about their
problems. Traditional techniques since then have improved tremendously and the prime
responsibility of direct supervisors rather than outside counselors, except when there are
major psychological problems that requires specialized professional expert help.

To conclude, Herzberg when conducting a research on job satisfaction and job

dissatisfaction on a sample of 1,685 employees, had found out that that their satisfaction is
derived from a job related factors that are directly influencing their feelings (81%) and only
(69%) of their job dissatisfaction is caused by job context factors such as the style of
management, policies and procedures, the workplace, and the members of the team.

Sub Department Human Resources Policy Recruitment:

Campus recruitment

BHAGAT Automobiles management trainee program

One year development program

Employee survey

Leadership Development:

Formal programs, coaching and on the job training.

Leadership appreciation process and subsequently conduct Development Centers.

L1,L2, L3

Training and Development:

e-learning facilities available on the companies internet which facilitated by

computer literacy training.

Computer based training packages and multimedia training materials.

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 Safety training received special attention based on the DuPont guidelines
identification of skill gaps ,there is a plan in place to introduce a technical
competency assessment system.

Faculty support.

Up skilling employees through process based ,on the job training and diploma
courses through premium engineering institutes.

Direct learning strengthening the leadership pipeline coupled with emerging

needs of growth projects across geographies.

Employee Satisfaction:

Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous benefit to
any company, as happy workers will be more likely to produce more, take fewer days off, and
stay loyal to the company. There are many factors in improving or maintaining high
employee satisfaction, which wise employers would do well to implement.

To measure employee satisfaction, many companies will have mandatory surveys or

face-to-face meetings with employees to gain information. Both of these tactics have pros and
con and should be chosen carefully. Surveys are often anonymous, allowing workers more
freedom to be honest without fear of repercussion. Interviews with company management can
feel intimidating, but if done correctly can let the worker know that their voice has been
heard and their concerns addressed by those in charge. Surveys and meetings can truly get to
the center of the data surrounding employee satisfaction, and can be great tools to identify
specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to
make workers feel like part of a family or team. Holding office events, such as parties or
group outings, can help build close bonds among workers. Many companies also participate
in team-building retreats that are designed to have found success. Strengthen the working
relationship of the employees in a non-work related setting. Camping trips, backpacking wars

21
and guide backpacking trips are versions of this type of team-building strategy, with which
many employers have found success.

Of course, few workers will not experience a boost in morale after receiving more
money. Raises and bonuses can seriously affect employee satisfaction, and should be given
when possible. Yet money cannot solve all morale issues, and if a company with widespread
problems for workers cannot improve their overall environment, a bonus may be quickly
forgotten as the daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they
have a comfortable, clean break room with basic necessities such as running water. Keep
facilities such as bathrooms clean and stocked with supplies. While an air of professionalism
is necessary for most businesses, allowing workers to keep family photos or small trinkets on
their desk can make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will feel well cared
for by their employers.

The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with courtesy
and interest. An easy avenue for employees to discuss problems with upper management
should be maintained and carefully monitored. Even if management cannot meet all the
demands of employees, showing workers that they are being heard and putting honest
dedication into compromising will often help to improve morale.

Employee satisfaction surveys help employers measure and understand their

employees' attitude, opinions, motivation, and satisfaction. Employee satisfaction is the
terminology used to describe whether employees are happy and contented and fulfilling their
desires and needs at work. Employee satisfaction is often measured by anonymous surveys
administered periodically that gauge employee satisfaction in areas such as management and
teamwork.
Human resources are on major factors of production. It is human asset,
which convert the various resources in to the production resources. It has
immense potentialities and it only human resources, which appreciate with time
whereas all other resources undergo the process of depreciation. Success of an
organization mainly depends on the quality of manpower and its performance. In

22
early days human resource was not taken as an important factor of production.
Human begin was simple treated as log in the movement increasing emphasis
has been given to the worker as a whole man. The need of vast manpower and
their importance was realized by some of the progressive entrepreneurs. +.

Marital status, age, income, Training, total tenure years of employment and tenure
with current employer correlate positively with QWL. In this sample, this indicates that as
age increases, so does the level of career achievement. Similarly with the increase of the total
tenure years of employment and tenure with the current employer also indicate the increase in
the level of QWL. Accordingly, the number of children correlates negatively with total tenure
years of employment, career satisfaction, career achievement, organizational climate and
QWL. This means that as age increases, together with the total tenure years of employment
and with the current employer, the number of children decreased. In turn, this will increase
the level of career satisfaction, career achievement and QWL. This is consistent with the
literature that age positively predicts success presumably because extrinsic outcomes accrue
over time. It also indicates that older respondents had been long in their career and had
achieved more promotions in their careers than had younger executives. Also, the respondents
who worked in MNCs were reported to have a slightly higher level of QWL as compared to
those in SMIs. The higher the income obtained by the respondents, the higher the level of
QWL.

However, the respondents did not express the level of satisfaction with their career
balance. This is in line with the literature standpoint and expressed in the conflict between
work and family life. The results show that the respondents are satisfied with their
achievement (63.8%) in their career progress but not in terms of career balance (36.6%).
Participation in the work (family) role is made more difficult by virtue of participation in the
family (work) role. Executives who value their career quite highly will find that it affects the
amount of time they can devote to the family [41

Quality of Life

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 What is "Quality of Life"? What does it denote? What parameters/attributes can be
used to measure QOL? QOL is increasingly referred to in evaluating urban and rural areas,
and in several other situations. Some definitions, models and more...

The best way of approaching quality of life measurement is to measure the extent to
which people's happiness requirements are met that is those requirements which are a
necessary (although not sufficient) condition of anyone's happiness - those 'without which no
member of the human race can be happy.'

What is QOL? QOL may be defined as subjective well-being. Recognizing the

subjectivity of QOL is a key to understanding this construct. QOL reflects the difference, the
gap, between the hopes and expectations of a person and their present experience. Human
adaptation is such that life expectations are usually adjusted so as to lie within the realm of
what the individual perceives to be possible. This enables people who have difficult life
circumstances to maintain a reasonable QOL.

Our definition of quality of life is: The degree to which a person enjoys the important
possibilities of his/her life. Possibilities result from the opportunities and limitations each
person has in his/her life and reflect the interaction of personal and environmental factors.
Enjoyment has two components: the experience of satisfaction and the possession or
achievement of some characteristic.

Meaningful and satisfying work is said to include: (1) an opportunity to exercise one's
talents and capacities, to face challenges and situations that require independent initiative and
self-direction (and which therefore is not boring and repetitive work); (2) in an activity
thought to be of worth by the individual involved; (3) in which one understands the role one's
activity plays in the achievement of some overall goal; and (4) take pride in what one is doing
and in doing it well. This issue of meaningful and satisfying work is often merged with
discussions of job satisfaction, however, the author believed this favorable estimate to QWL
instead.

There are three distinctive elements of QWL related interventions: (1) a concern about
the effect of work on people as well as organizational effectiveness, (2) the idea of worker
participation in organizational problem solving and decision making and (3) the creation of
reward structures in the workplace which consider innovative ways of rewarding employee
input into the work process such as gain sharing, etc [12]. In the 1980s, emphasis was

24
increasingly placed on employee-centered productivity programs. In the mid 1990s till today
faced with challenges of downsizing and corporate restructuring, QWL is reemerging where
employees are seeking out more meaning where rising Trainingal levels and occupational
aspirations in today's slow economic growth and reduced opportunities for advancement,
naturally, there are rising concerns for QWL and for career and personal life planning.

Most people want to improve their performance on the job, to receive constructive
suggestions regarding areas they need to work on and to be commended on their job well
done. Thus, employees during their career will like to experience growth and development, a
sense of where one is going in one's work life. QWL encompasses the career development
practices used within the organization such as placing clear expectations on employees on
their expectations and succession plans. QWL is linked to career development and career is
evolving from such interaction of individuals within the organizations.

Literature on QWL is limited and several studies commonly correlates with job
satisfaction but no study on QWL has associated with career related factors. This empirical
study was done to predict QWL in relation to career-related dimensions. The sample consists
of 475 managers from the free trade zones in Malaysia for both the multinational corporations
(MNCs) and the small-medium industries (SMIs). The result indicates that three exogenous
variables are significant: career satisfaction, career achievement and career balance, with
63% of the variance in QWL.

Key words: Quality of work life (QWL), career, organizational climate

Quality of Work Life (QWL) is a philosophy, a set of principles, which holds that
people are the most important resource in the organization as they are trustworthy,
responsible and capable of making valuable contribution and they should be treated with
dignity and respect. The elements that are relevant to an individual's quality of work life
include the task, the physical work environment, social environment within the organization,
administrative system and relationship between life on and off the job. QWL consists of
opportunities for active involvement in group working arrangements or problem solving that
are of mutual benefit to employees or employers, based on labor-management cooperation.
People also conceive of QWL as a set of methods, such as autonomous work groups, job
enrichment, high-involvement aimed at boosting the satisfaction and productivity of workers.
It requires employee commitment to the organization and an environment in which this

25
commitment can flourish. Thus, QWL is a comprehensive construct that includes an
individual's job related well-being and the extent to which work experiences are rewarding,
fulfilling and devoid of stress and other negative personal consequences .

Accordingly, the rising number of two-income households is heightening the concern

for employees' quality of work life. Given that female participation at work is increasing, it is
apparent that males and females independently will need to take care of both work and home.
Therefore, quality of work experience rather than work per se became the focus of attention
and workplace wellness is crucial in promoting healthier working environments

Indeed, it is difficult to best conceptualize the quality of work life elements Walton
proposed eight major conceptual categories relating to QWL as (1) adequate and fair
compensation, (2) safe and healthy working conditions, (3) immediate opportunity to use and
develop human capacities, (4) opportunity for continued growth and security, (5) social
integration in the work organization, (6) constitutionalism in the work organization, (7) work
and total life space and (8) social relevance of work life.

Quality of Life from the view point of BHAGAT

Improvement in QOL

1. Development of a model traditional rehabilitation colony in consultation with villagers.

2. Rehabilitation colony will have facilities for Training, health and hygiene, water,
electrification, playground and community centre.

3. Tree plantation in the rehabilitation colony.

4. Facilitation of construction of temporary shelter within the allowance.

Building a better Quality of life has always been the purpose of BHAGAT enterprise..
BHAGAT Automobiles will volunteer its resources, to the extent it can reasonably afford, to

26
sustain and improve a healthy and prosperous environment and to improve the quality of life
of the people in the areas in which it operates.

Relation between Employee Satisfaction and Motivation.

Satisfaction leads to motivation. This statement could easily

understand by the following theory of Abraham Maslow.

Maslow's Hierarchy of Needs

If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for

a manager to understand which needs are the more important for individual employees. In
this regard, Abraham Maslow developed a model in which basic, low-level needs such as
physiological requirements and safety must be satisfied before higher-level needs such as
self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no
longer motivates and the next higher need takes its place. Maslow's hierarchy of needs is
shown in the following diagram: Maslow's Hierarchy of Needs

Self-Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

Physiological Needs

Physiological needs are those required to sustain life, such as:

27
 air
water

nourishment

sleep

According to Maslow's theory, if such needs are not satisfied then one's motivation
will arise from the quest to satisfy them. Higher needs such as social needs and esteem are
not felt until one has met the needs basic to one's bodily functioning.

Safety

Once physiological needs are met, one's attention turns to safety and security in order to
be free from the threat of physical and emotional harm. Such needs might be fulfilled by:

Living in a safe area

Medical insurance

Job security

Financial reserves

According to Maslow's hierarchy, if a person feels that he or she is in harm's way,

higher needs will not receive much attention.

Social Needs

Once a person has met the lower level physiological and safety needs, higher level
needs become important, the first of which are social needs. Social needs are those related to
interaction with other people and may include:

Need for friends

Need for belonging

Need to give and receive love

28
Esteem

Once a person feels a sense of "belonging", the need to feel important arises. Esteem
needs may be classified as internal or external. Internal esteem needs are those related to self-
esteem such as self respect and achievement. External esteem needs are those such as social
status and recognition. Some esteem needs are:

Self-respect
Achievement

Attention

Recognition

Reputation

Maslow later refined his model to include a level between esteem needs and self-
actualization: the need for knowledge and aesthetics.

Self-Actualization

Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of

reaching one's full potential as a person. Unlike lower level needs, this need is never fully
satisfied; as one grows psychologically there are always new opportunities to continue to
grow.

Self-actualized people tend to have needs such as:

Truth
Justice

Wisdom

Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are

energized moments of profound happiness and harmony. According to Maslow, only a small
percentage of the population reaches the level of self-actualization.

29
Implications for Management

If Maslow's theory holds, there are some important implications for management.
There are opportunities to motivate employees through management style, job design,
company events, and compensation packages, some examples of which follow:

Physiological needs: Provide lunch breaks, rest breaks, and wages that are sufficient
to purchase the essentials of life.
Safety Needs: Provide a safe working environment, retirement benefits, and job
security.

Social Needs: Create a sense of community via team-based projects and social events.

Esteem Needs: Recognize achievements to make employees feel appreciated and

valued. Offer job titles that convey the importance of the position.

Self-Actualization: Provide employees a challenge and the opportunity to reach their

full career potential.

However, not all people are driven by the same needs - at any time different people
may be motivated by entirely different factors. It is important to understand the needs being
pursued by each employee. To motivate an employee, the manager must be able to recognize
the needs level at which the employee is operating, and use those needs as levers of
motivation.

30
COMPANY PROFILE

31
 COMPANY PROFILE

HUMAN RESOURCE POLICY

BHAGAT Automobiles recognizes that its people are the primary source of its
competitiveness.

It is committed to equal employment opportunities for attracting the best available

talent and ensuring a cosmopolitan workforce.

It will pursue management practices designed to enrich the quality of life of its
employees, develop their potential and maximize their productivity.

It will aim at ensuring transparency, fairness and equity in all its dealing with its
employees.

BHAGAT Automobiles will strive continuously to foster a climate of openness,

mutual trust and teamwork.

SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY

BHAGAT Automobiless safety and occupational health responsibilities and driven by

our commitment to ensure zero harm to people we work with and society at large and integral
to the way we do business.

1. Our fundamentals belief is that all injuries can be prevented. This responsibility starts
with each one of us.

We will identify, assess and manage our S&O Hazard/risks.

32
 We will regularly monitor, review the progress and report.

We will ensure WILL and SKILL buildup among employees/ contractor partners to
demonstrate their involvement, responsibility and accountability to achieve sound S &
OH performance.

2. We are committed to continual improvement in our S & OH performance.

We will set objectives targets, develop, implement and maintain management

standards and systems, and go beyond compliance of the relevant industry standards,
legal and other requirements.

SAFETY PRINCIPLE

Safety is line management responsibility.

All injuries can be prevented.

Felt concern and care for the employee on 24 hours safety shall be
demonstrated by leaders.

Employees shall be trained to work safely.

33
 Working safely shall be condition of employment.

Every job shall be assessed for the risk involved and shall be carried
out as per authorized procedures/ checklist/ necessary work permit and using
necessary personal protective equipment.

ENVIRONMENTAL POLICY

1. BHAGAT Automobiles environmental responsibilities are driven by our commitment

to preservation the environment and are integral to the way we do business.

We are committed to the efficient use of natural resources and energy; reducing and
preventing pollution; promoting waste avoidance and recycling measures and product
stewardship.

We will identify, assess and mange our environmental impact...

34
 We will regularly monitor review and report publicity our environmental
performance.

We shall develop & rehabilitates abandoned sites through a forestation and

landscaping and shall protect & preserve the biodiversity in the areas of our
operations.

Well will enhance awareness, skill and competence of our employee and contactors so
as to enable them to demonstrate their involvement, responsibility and accountability
for sound environmental performance.

2. We are committed to continual improvement in our environmental performance.

We will set objectives targets, develop, implement and maintain management

standards and system, and go beyond compliance of the relevant industry standards
legal and other requirements.

3. We will truly succeed when we sustain our environmental achievement and are valued
by the communities in which we work.

CORPORATE SOCIAL RESPONSIBILITY POLICY

BHAGAT Automobiles believes that the primary purpose of the business is to improve
the quality of life of people.

BHAGAT Automobiles will volunteer its resources to the extent it can reasonable
afford, to sustain and improve healthy and prosperous environment and to improve the quality
of life of the people of the area in which it operates.

Before we discuss at length about the company, we would lie to throw some
light on the BHAGAT Group of companies in couple of years back.

35
1. Are you satisfied with the work facility, provided by the company ?

This is the first basic need of a human. Work should be situated in a good environment
and should be in a good area where one can survive easily. There are so many big concerns
that do not provide Work facility to their employees, but BHAGAT provides Work facility to
their employees. There employees has no problem for Work in BHAGAT, Patiala. This is the
first theory of motivation. The employees of BHAGAT, Patiala are satisfied with the Work
facility provided by the company.

36
2.Are you satisfied with the health care facility?

Health care is one of the important factor life. BHAGAT company provides Hospital
for the employees, with a good number of doctors for all diseases under ESI scheme.. Both
those hospitals are nearest to Patiala and some far has a long distance.

37
 4. Are you feeling secure about your job?

This is another factor of motivational theory. Feeling secure about the increases the
morale of the employee. BHAGAT employees are feeling secure about their jobs. The
officers of BHAGAT are experienced and permanent.

4.Are you satisfied with the training facilities available at company for you?

38
 Training is a most vital part of life now days. Everyone want that they should know
all the aspects that how to cope with the competitive world. BHAGAT provides facility for
the employees,

5.Does the company provides you the standard safety appliances?

39
 The first policy of BHAGAT is safety, and we could see the hoardings of safety
principle everywhere at BHAGAT, Patiala. Patiala is the mines division of BHAGAT. The
companys management focused its best in providing the safety appliances to the employees.
The employees of Patiala, BHAGAT are very much satisfied with the safety appliances
provided by the company.

6. Are you feeling safe at your work place with the safety standards maintained at
present ?

The company provides safety appliances as well as maintains the safety standards at
the work place for all employees. In the company at every where we could find safety
instruction for employees as well as for out side people, and employees always suggests
outside people to follow the safety standards. BHAGAT provides positional training, it means,
on the job training Standard Operating Procedure (SOP) for safety purposes. There is a Toxic
Detected Machine, if the machine gives a positive isolation, then employee should be
implemented. Last but not the list, safety is a man made function.

40
7.Are you satisfied with your team members at your work place ?

The team work exaggerates the morale of the employees and they put their best effort.
The employees of BHAGAT, Patiala are very much satisfied with there team members, all the
employees are co-operative with each other. All the employees at here shares there
information relating their work, divides there work properly. They give respect to each other
and they make fun with each other also. All the employees are very much co-operative with
the outside people also.

41
8.Are you satisfied with the training and development programs which are
provided by the company ?

Training and development program this is one of the factor which every employee
needs at the very first time in an organization and this is a continuous process. The employees
of BHAGAT are not fully not satisfied with this factor. There are 20% employees are satisfied
and 80% are not. The unsatisfied employees says that, this is not a continuous process at
BHAGAT, Patiala. Some of them complain that the training and development programs
which are provided by the company are not enough for them.

42
9. Are you satisfied with the welfare facilities which are provided to you at the
working area ? (eg. Canteen, ACS ,Etc.)

The employees of Patiala are satisfied with the welfare facilities which are provided
to them. Every rooms of the office are AC(air condition) fitted, well furnished rooms with
good lighting facility, the cost of the foods in the canteen are very low, such as,

Lunch (veg)=Rs.30
Breakfast or evening food items =10 Rs(Samosa, Patty etc)

Tea=Free two times

There is no charges for Work, electricity and water for employees.

BHAGAT, Patiala employees are satisfied with the welfare facilities.

43
10. Are you satisfied with your salary package?

This is the question on which no one will give true answer. Because every person
wants more and more money than he/she gets and thats why everyone mustn't satisfied with
their salary packages. But when I ask the employees of BHAGAT about their salary package
according to their performance, and performance wise they are satisfied with the salary
package. But there are a few young employees are working there, who are not satisfied with
the salary package which they are getting. When I ask about those unsatisfied employees to
employees who spends their long period of time in BHAGAT said that, if they (unsatisfied
employees) are not satisfied, then why do they working at here. They must work at there
where they gets the right salary according to there performance and should leave BHAGAT.

44
11. Does the company co-operates and helps you at any emergency time ?

BHAGAT co-operates with their employees in an emergency time. All the employees
are very much satisfied with the emergency helping facility. The facilities are like, if one of
the employees family member or the employee itself suddenly suffers from a measure
disease; company helps them by providing sufficient money.

45
12. Do you get recognition for your individual/group performance?

Near about 85% BHAGAT employees of the survey gets recognition for their
individual/group performance. The rest employees dont get any recognition because they are
new. This is another motivational factor which motivates the employees to give their best
again and again towards the company.

46
13. Are you associated with any social activity ?If yes then, what is that ?

There are a less number of employees who are associated with any social activity, near
about 30% of employees are associated. Some are associated with temple committee, and
organizes festivals. Some are associated with the community centre and organizes occasional
festivals (New Year parties, Diwali, Holi, Independence Day, Christmas etc.

47
14. Are you maintaining your family comfortably with the salary you have ?

All the employees of survey said yes on this question, because company fulfills all the
needs of employees, starting from well facilitate Work, provides grocery items through store
with less price than market, medicines from companys hospital, etc. On for the rest items the
employees have to spent as per the need.

48
15. Which one you possess in life style?

This question reflects the quality of life of the employees of BHAGAT, Patiala. Above
90% of employees has their own house, own car, own ACs, own computer/laptop, and all
those necessary items which are needed in todays life style. The rest of employees have their
own house.

49
16. How much you spent and how much you save in a month?

All the employees spent above Rs.5000 and saves according to their capacity starting
from Rs1000 to Rs10,000.

50
17. Are you happy with the followings?

Social climate

Political climate

Economical climate

Industrial climate

Most of the employees are happy with the above factors.

The following statistical analysis shows how much the employees are satisfied with
the company according to questionnaire survey.

BHAGAT, Patiala . provides some other facilities to employees and local people. Those
are

Gym-for local people and separated one for BHAGAT employees under heavy
discount.

Shabashi bonanza

51
TPM circle competition in division level, state level, national level (individual
performance, group performance).

There is a suggestion giving facility also available. In this procedure any employee
could give suggestion related to their work. There are three stage of process of that
suggestion, reject, on hold, accept. If the suggestion is accepted and implemented, then
the suggestion giver will be rewarded from Rs.500-1000 The suggestion could be given
by a group of 4 people or by individual.

52
FINDINGS & SUGGESTIONS

53
 FINDINGS AND SUGGESTIONS

BHAGATs management fulfills the needs and wants of the employees, company
provides a standard quality of life to all employees. But there are some places where the
company should have to make a few rectifications.

1. The repair and maintenance work of the houses which are provided to the
BHAGAT, Patiala employees.

2. Company should provide a better schooling facility for Patiala division . And
school bus for school going children. English medium and minimum upto 10th or
12th class , just like, DPS (Delhi Public School), DAV, etc. This is an off the job
facility.

3. The health care facility could be more standardized.

4. The training and development program is not good at Patiala, the company should
work more on that and should make it a continues process. Company should
provide higher studies facilities for interested employees.

5. BHAGAT could provide more better quality of life at Patiala division. BHAGAT
Automobiles should provide city living life for employees of Patiala, which are
provided at Jamshedpur, BBSR branch, and others. The working environment is
good, but it could be better by renovating the internal infrastructure of the offices
of Patiala.

54
CONCLUSION

55
 CONCLUSION

BHAGAT Automobiles limited is one of the best company of India as well as of world.

BHAGAT knows for its best TQM and HR policies in the world. The employees are very

much satisfied, who are working for BHAGAT. All the employees are motivated and work

together to achieve companys goal. Because of high motivated employees BHAGAT, Patiala

division increases its production this year from the employees are very lucky, who are

working and who will work for BHAGAT. The company should provide all those facilities,

which it provides at other offices in India excluding Patiala division. Earning of more and

more money is not enough for live the life, if an employee wouldnt able to give time to

his/her family, then he/she must be disturbed at the working duration. If the employee gives

his/her best effort to the company, then the next responsibility is of the company to provide a

better quality of life in return.

56
BIBLIOGRAPHY

57
 BIBLIOGRAPHY

Fordham, M. L. (2003). Putting first things first: The quality learning organization. SSM,
9(3), 19-21.

Frost, P. (2003, February 5). Environmental issues that affect workplace. globeandmail.com.
Available: http://globeandmail.com.

Ingersoll, G. L., Olsan, T., Drew-Cates, J., DeVinney, B. C., & Davies, J. (2002). Job
Satisfaction, Organizational Commitment and Career Intent. JONA, 32(5), 250-261.

^ a b Gregory, Derek; Johnston, Ron; Pratt, Geraldine et al., eds (June 2009). "Quality of
Life". Dictionary of Human Geography (5th ed.). Oxford: Wiley-Blackwell. ISBN 978-1-
4051-3287-9.

^ Costanza, R. et. al. (2008) An Integrative Approach to Quality of Life Measurement,

Research, and Policy. S.A.P.I.EN.S. 1 (1)

^ Happiness: Lessons from a New Science. London: Penguin. 6 April 2006. ISBN 978-
0141016900.

^ Morris, Morris David (January 1980), "The Physical Quality of Life Index (PQLI)",
Development Digest 1: 95109

^ "Quality of Life: How Good is Life for You?". University of Toronto Quality of Life
Research Unit. http://www.utoronto.ca/qol/. Retrieved October 14, 2009.

www.BHAGATAutomobiles.com

www.docstoc.com Training MBA

www.BHAGATcommunications.com

www.BHAGATAutomobiles.co.in

www.google.co.in

http://globeandmail.com

58
 ANNEXURE

QUESTIONNAIRE

1. Employee are satisfied with the Work facility, provided by the company?

Ans: This is the first basic need of a human. Work should be situated in a good environment
and should be in a good area where one can survive easily. The employees of BHAGAT,
Patiala are satisfied with the Work facility provided by the company.

2. Employees are satisfied with the health care facility?

Ans: Health care is one of the important factor life. BHAGAT has its own township, so the
company provides Hospital for the employees, with a good number of doctors for all diseases.

59
The employees are satisfied for a certain limit, they has a complain also and that is, the health
care facility is only for small and normal diseases.

3. Are you satisfied with your team members at your work place ?

The team work exaggerates the morale of the employees and they puts heir best effort.
The employees of BHAGAT, Patiala are very much satisfied with there team members, all the
employees are co-operative with each other.

4. Which you prefer most in your lifestyle?

On this question the employees has a mixed reaction. Some gives much attention to
value, in case of doctors and some higher post employees. Some gives much attention to
money. But the number of employees is more, who prefers to both money and value.

5. Are you satisfied with your salary package?

This is the question on which no one will give true answer. Because every person
wants more and more money than he/she gets and thats why everyone mustn't satisfied with
their salary packages. But when I ask the employees of BHAGAT about their salary package
according to their performance, and performance wise they are satisfied with the salary
package.

6. How much you spent and how much you save in a month?

Ans: All the employees spent above Rs.5000 and saves according to their capacity starting
from Rs1000 to Rs10, 000.

7. Do you get recognition for your individual/group performance? [ b ]

a) 90% b) 85%
c) 50% d) 100%

60
8. Does the company co-operates and helps you at any emergency time?

BHAGAT co-operates with there employees in an emergency time. BHAGAT provides

facilities are like, if one of the employees family member or the employee itself suddenly
suffers from a measure disease, company helps them by providing sufficient money.

9. Are you feeling safe at your work place with the safety standards maintained at
present ?

In BHAGAT company at every where we could find safety instruction for employees
as well as for out side people, and employees always suggests outside people to follow the
safety standards. BHAGAT provides positional training, it means, on the job training Standard
Operating Procedure (SOP) for safety purposes. There is a Toxic Detected Machine, if the
machine gives a positive isolation, then employee should be implemented. Last but not the
list, safety is a man made function.

10. Are you satisfied with the training and development programs which are
provided by the company ?

There are 20% employees are satisfied and 80% are not. The unsatisfied employees
says that, this is not a continuous process at BHAGAT, Patiala. Some of them complains that
the training and development programs which are provided by the company are not enough
for them.

6667711. Are you satisfied with the welfare facilities which are provided to you at
the working area ? (eg. Canteen, ACS ,Etc.)

The employees of Patiala are satisfied with the welfare facilities which are provided to them.
Every rooms of the office are AC(air condition) fitted, well furnished rooms with good
lighting facility, the cost of the foods in the canteen are very low.

12 Are you associated with any social activity ?

61
There are a less number of employees who are associated with any social activity, near about
30% of employees are associated. Some are associated with temple committee, and organizes
festivals

13. Which one you possess in life style?

This question reflects the quality of life of the employees of BHAGAT, Patiala. Above 90% of
employees has their own house, own car, own ACs, own computer/laptop, and all those
necessary items which are needed in todays life style

14. Most of the employees are happy with which factors in the company?
Employees are happy with these factors those are Social climate,

Political climate ,Economical climate Industrial climate.

15. Do you get recognition for your individual/group performance?

Near about 85% BHAGAT employees of the survey gets recognition for their individual/group
performance. The rest employees dont get any recognition because they are new

62