Employee Job Satisfaction

11/1/2011
kCMAL SPAP | LM8A 8 70

BERGER
PAINTS
INDIA
LTD
EMPLOYEE JOB SATISFACTION

INDEX

Sr no. Topic Page #
1
ACKNOWLEDGEMENT
3
2
SYNOPSIS
4
3
COMPANY PROFILE
5
4
OBJECTIVES
6
5
METHODOLOGY
7
6
COLLECTION OF DATA
8
7
SAMPLE QUESTIONNAIRE
9
8
TABULATION,GRAPHICAL REPRESENTATION
AND INTERPRETATION
11
9
FINDINGS
24
10
RECOMMENDATIONS
25
11
CONCLUSION
26
12
BIBLIOGRAPHY
27
13
ANNEXURES
28

ACKNOWLEDGEMENT
I am very thankIul to everyone who all supported me, Ior I have completed
my project eIIectively and moreover on time.
I am equally grateIul to Mr. D. I. Cabral he gave me moral support and guided me
in diIIerent matters regarding the topic he had been very kind and patient while
suggesting me the outlines oI this project and correcting my doubts . I thank him
Ior her overall supports.
Last but not the least, I would like to thank Mr. MOHAMMAD RAFIQ oI Berger
Paints India Ltd who helped me a lot in gathering diIIerent
inIormation, collecting data and guiding me Irom time to time in making this
project .despite oI his busy schedule ,he gave me diIIerent ideas in making this
project unique.

Thanking you,

Komal Shah
E-MBA - B - 70

SYNOPSIS

The relationship between man and work has always attracted the attention oI
philosophers, scientists and novelists. A major part oI man's liIe is spent at work.
Work is a social reality and social expectation to which men seem to conIirm. It
not only provides status to the individual but also binds him to the society.

Studies in the area oI fob satisfaction as an important and popular research topic
started decades ago. In research designs it has been used variously as dependent,
independent and moderating variables. In 1935, the concept oI fob
satisfaction gained currency through the publication oI a monograph by Hop pock
on "Job Satisfaction". Hop pock in his monograph deIined fob satisfaction as "any
combination oI psychological, physiological and environmental circumstances that
cause a person truthIully to say I am satisIied with my fob.

"The term fob satisfaction reIers to an individual`s general attitude towards his or
her fob. A person with high level oI fob satisfaction holds positive attitude towards
the fob, while a person who is dissatisIied with his or her work holds negative
attitude about the fob".

COMPANY PROFILE
Berger Paints India Limited (BPIL) is one oI India's Ioremost paint companies, currently
ranked as second largest on the basis oI consolidated sales turnover in Indian paint
industry.
Established in 17th December, 1923, the company then known as HadIield`s (India)
Limited; was a small paint company based in Kolkata having its only manuIacturing
Iacility at Howrah, West Bengal to produce ready mixed stiII paints, varnishes and
distempers. Post independence, towards the end oI 1947, British Paints (Holdings)
Limited, U.K acquired HadIield's (India) Limited and thus British Paints (India) Limited
was incorporated. From a production capacity oI 150 tonnes and sales turnover oI around
Rs. 25 lakhs in 1947, the company has come a long way to become at one point oI time; a
part oI the worldwide BERGER group in 1983 and thereby acquiring its present name
Berger Paints India Limited to having subsequently gone through Iurther ups & downs as
well as ownership changes to gain its present status wherein the majority stake is with
Delhi based Dhingra brothers and business revenue close to Rs.2000 crs.
Today Berger Paints India Limited, having solely used and developed the name and
trademark BERGER and all its variants in India, is a household name in paint. With Head
OIIice in Kolkata the company manuIactures and markets a range oI decorative &
industrial paint products under various product brands and has it operations spread
throughout the length & breath oI the country; with seven manuIacturing Iacilities in
India and more than 82 depots, several regional & area oIIices, besides Iour Iacilities
overseas. It has a workIorce oI over 2300 employees and a countrywide distribution
network oI 12000 plus dealers.
Berger Paints has clearly demonstrated its commitment to Indian consumers Ior over 85
years, by oIIering its varied range oI high perIorming quality products backed by highest
level oI customer service. Company's high ethical standards in business dealings and its
on-going eIIorts in community welIare make Berger Paints India Limited a responsible
corporate citizen. While the company's decorative and Industrial paints continue to gain
an increasing market share, Berger as an organization has managed to achieve sustainable
competitive advantage through innovations in all spear oI business, desire to excel and by
creating a winning culture & abiding Iaith in its values & philosophy among all its
stakeholders.
With Berger Paints you can now see your imagination oI color unIurl in Iront oI your
eyes and watch your home come alive telling a thousand tales.
TransIorm you home with the POWER OF IMACIAA1IOA.

A STUDY ON EMPLOYEE 1OB SATISFACTION:

Employee satisIaction and retention have always been important issues Ior
physicians. AIter all, high levels oI absenteeism and staII turnover can aIIect your
bottom line, as temps, recruitment and retraining take their toll. But Iew practices
(in Iact, Iew organizations) have made job satisIaction a top priority, perhaps
because they have Iailed to understand the signiIicant opportunity that lies in Iront
oI them. SatisIied employees tend to be more productive, creative and committed
to their employers, and recent studies have shown a direct correlation between staII
satisIaction and patient SatisIaction. Family physicians who can create work
environments that attract, motivate
and retain hard-working individuals will be better positioned to succeed in a
competitive health care environment that demands quality and cost-eIIiciency.
What's more, physicians may even discover that by creating a positive workplace
Ior their employees,
They`ve increased their own job satisIaction as well.

OB1ECTIVES:

1. To know the satisIaction level towards the behaviors oI peers and superiors.
2. To study the level oI satisIaction towards his salary and also other beneIits
which are provided by the company?
3. To suggest the company about the measures to be taken Ior more employee
satisIaction

METHODOLOGY
1he meLhod for collecLlng daLa can be classlfled ln Lo Lwo Lypes le rlmary uaLa
collecLlon and Secondary uaLa CollecLlon An lndepLh analysls of Lhe Lheory was
underLaken Lo undersLand Lhe lssues why Lhe Lmployee !ob SaLlsfacLlon ln cerLaln
areas was mlsslng among Lhe employees and Lhe posslble soluLlons LhaL can be
lmplemenLed Lo deal wlLh Lhe same 1he meLhod adopLed ln collecLlng and
preparlng Lhe pro[ecL has been Lhe CuesLlonnalre meLhod whlch comes under
prlmary daLa collecLlon A sample of 12 employees was obLalned from Lhe
organlzaLlon 1he quesLlons were arranged ln proper order ln accordance Lo Lhelr
relevance 1he response Lo varlous elemenLs under each quesLlons were
aggregaLed for Lhe purpose of varlous sLaLlsLlcal LesLlng and represenLed Lhrough
charLs and Lables lollowed by concludlng Lhe case sLudy and suggesLlng polnLs
whlch could be looked upon by Lhe company managemenL and lmplemenLed
accordlngly!
1o prepare Lhe pro[ecL and Lo be able Lo explaln Lhe case sLudy and varlous
aspecLs of Lmployee !ob SaLlsfacLlon l Look a sample of a group of 12 employees
worklng ln dlfferenL deparLmenLs and poslLlons ln Lhe organlzaLlon l was Lold Lo
slL ln Lhe conference room and Lhe employees fllled up Lhe quesLlonnalre one aL a
Llme l lnformed Lhem noL Lo dlsclose Lhelr names Lo safeguard Lhelr lnLeresL
Cnce l recelved Lhe daLa from all Lhe 12 employees l segregaLed Lhe daLa on Lhe
basls of common answers answered for Lhe same quesLlon and also correlaLe
dlfferenL answers glven for Lhe same quesLlon
1hls sLudy ls baslcally done Lo compare and analyze how Lhe company can
lmprove lLs employees' saLlsfacLlon level by provldlng beneflLs ln varlous ways
1he process comprlses of a course of acLlon concluslon and recommendaLlons
whlch Lhe company can adopL lL ln Lhelr ManagemenL pollcles

CCLLLC1ICN CI DA1A

A quesLlonnalre comprlslng of 14 quesLlons was prepared and presenLed Lo 12
employees from varlous deparLmenLs of Lhe organlzaLlon
1he quesLlons were ln Lhe form of selecLlng Lhe rlghL opLlons from cholces ln
addlLlon Lo Lhls l also asked general quesLlons abouL Lhe employee le age sex
marrled/unmarrled eLc

SAMPLE QUESTIONNAIRE
EMPLOYEE 1OB SATISFACTION

1) AGE :

2) GENDER:

(a) Male (b) Female

3) MARITAL STATUS:

(a) Married (b) Unmarried

4) Do you feel that your job suits your educational qualification?

(a) YES (b) NO

5) Are you paid with a performance linked salary?

(a) YES (b) NO

6) Are you satisfied with your pay package?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

7) Do you face any stress in your job?

(a) YES (b) NO

8) Are the benefits that your company is extending to you is sufficient?

(a) FULLY SUFFICIENT (b) SUFFICIENT

(c) INSUFFICIENT

) How do you view this job?

(a) CHALLENGING (b) RESPONSIBLE

(c) MOTIVATING (d) SECURED

10) Are you satisfied with the present position in your company?



11) Is there any opportunity for you to use new technology?

(a) YES (b) NO

12) How satisfied are you with your team-spirit in your work environment?



13) How satisfied are you with your overall job security?



14) How do you evaluate the overall satisfaction with your job?



TABULATION,GRAPHICAL REPRESENTATION AND
INTERPRETATION

Q1. AGE:

Response No. Of Respondents
40+ 4
Below 40 8
Total 12

ACL 40+ ACL 40
0
1
2
3
4
3
6
7
8
9
IN1LkkL1A1ICN We lnfer from
here LhaL ma[orlLy ls young blood and
are full of energy

Q2. GENDER
Male
Female 3
Totalj 12

MALL 9
lLMALL 3
0
1
2
3
4
3
6
7
8
9
10
MALL lLMALL
IN1LkkL1A1ICN Pere we see LhaL
ma[orlLy of Lhe organlzaLlon ls male
domlnanL

Q3. MARITAL STATUS:
Married 11
Unmarried 1
Total 12

11
1
0
2
4
6
8
10
12
MA88lLu unMA88lLu
IN1LkkL1A1ICN MosL of Lhem are marrled
and have a huge amounL of famlly
responslblllLy on Lhem

Q4. JOB SUITING EDUCATIONAL QUALIFICATION
Yes 7
No 5
Total 12

7
3
0
1
2
3
4
3
6
7
8
?LS nC
IN1LkkL1A1ICN ApproxlmaLely
equal number of people Lhlnks LhaL
Lhey are ln Lhe rlghL [ob and vlce
versa

Q5. PERFORMANCE LINKED SALARY

Yes 7
No 5
Total 12

7
3
0
1
2
3
4
3
6
7
8
?LS nC
IN1LkkL1A1ICN ApproxlmaLely equal
number of people Lhlnks LhaL Lhey llnked
properly wlLh Lhelr salary and vlce versa

Q6. SATISFACTION WITH PAY PACKAGE
Highly Satisfied 0
Satisfied 4
Dissatisfied 7
Highly Dissatisfied 1
Total 12

4
7
1
0
1
2
3
4
3
6
7
8
PlCPL?
SA1lSllLu
SA1lSllLu ulSSA1lSllLu PlCPL?
ulSSA1lSllLu
IN1LkkL1A1ICN Lmployees of Lhls
company are noL saLlsfled wlLh Lhe
pay package of Lhe company and
hence Lhey have become Lhe dead
wood of Lhe company as Lhey are no
more moLlvaLed

Q7. STRESS IN JOB
Yes 7
No 5
Total 12

7
3
?LS nC
0
1
2
3
4
3
6
7
8
IN1LkkL1A1ICN ApproxlmaLely
equal number of people feels Lhe
sLress ln [ob and vlce versa

Q8. BENEFITS OF THE COMPANY

Fully Sufficient 0
Sufficient 3
Insufficient
Total 12

0
1
2
3
4
3
6
7
8
9
10
luLL? SulllClLn1 SulllClLn1 lnSulllClLn1
IN1LkkL1A1ICN 1here are no
enough beneflLs provlded by Lhe
company Lo Lhe employees and hence
employees are noL happy wlLh lL

Q9. PERCEPTION OF JOB
Challenging 4
Responsible 4
Motivating 1
Secured 3
Total 12

0
03
1
13
2
23
3
33
4
43
CPALLLnClnC 8LSCnSl8LL MC1lvA1lnC SLCu8Lu
IN1LkkL1A1ICN 1here all Lypes of
people who feel Lhe [ob dlfferenLly

Q10. SATISFACTION WITH PRESENT POSITION
Highly Satisfied 0
Satisfied 6
Dissatisfied 5
Total 12

0
1
2
3
4
3
6
7
PlCPL?
SA1lSllLu
ulSSA1lSllLu
IN1LkkL1A1ICN noL many people
are saLlsfy wlLh Lhe poslLlon Lhey hold
ln Lhe company whlle Lhere are a
number of people who are saLlsfled
whlch means company ls dolng good
wlLh Lhem

Q11. NEW TECHNOLOGY
Yes 7
No 5
Total 12

7
3
0
1
2
3
4
3
6
7
8
?LS nC
IN1LkkL1A1ICN Company ls
exposlng lLs people Lo new
Lechnology ls good as lL wlll reduce
Lhe man power and manual errors

Q12. TEAM SPIRIT
Highly Satisfied 0
Satisfied
Dissatisfied 2
Total 12

0
1
2
3
4
3
6
7
8
9
10
PlCPL?
SA1lSllLu
ulSSA1lSllLu
IN1LkkL1A1ICN eople
here are worklng ln Lhe
frlendly envlronmenL LhaL
lncreases Lhelr producLlvlLy

Q13. JOB SECURITY
Highly Satisfied 0
Satisfied
Dissatisfied 2
Total 12

0
1
2
3
4
3
6
7
8
9
10
PlCPL?
SA1lSllLu
ulSSA1lSllLu
IN1LkkL1A1ICN eople here are
secured wlLh Lhe [ob Lhey are havlng
as a resulL Lhey are aLLached Lo Lhe
company

Q14. JOB SATISFACTION
Highly Satisfied 0
Satisfied
Dissatisfied 2
Total 12

0
1
2
3
4
3
6
7
8
9
10
PlCPL?
SA1lSllLu
ulSSA1lSllLu
IN1LkkL1A1ICN Lmployees are
havlng overall [ob saLlsfacLlon wlLh
Lhe company LhaL ls very good for Lhe
company

FINDINGS
Majority oI the employees are satisIied with their present job.
Majority oI the employees are dissatisIied with their pay package.
Majority oI the employees are satisIied as they got the job suiting
to their educational qualiIication.
Majority oI the employees are as they are getting salary according
to their perIormance.
Majority oI the employees are Iacing stress in their job.
Majority oI the employees are not satisIied with the beneIits
provided by the company to them.
Employees here have diIIerent perception oI job.
Not many employees are satisIied with the present job position in
the company.
Company is exploring majority oI their employees to new
technology.
Majority oI the employees are working in a team i.e they have
good team spirit.The environment is Iriendly.
Majority oI the employees are satisIied as their job is secured in
the company.

RECOMMENDATIONS
O As company has a young workIorce it should invest in value addition oI the
employee.
O Give some kind oI recreation.
O Bonus to be given on good perIormance.
O Promotion on basis oI perIormance strictly.
O Installation oI new technology like Wi-Fi or some good accounting
programme which reduces the labour and increases the eIIiciency oI the
employee.
O Regular perIormance appraisals.
O Making work Iriendly environment as people are not highly satisIied with it.
O To motivate employees by giving them new oIIers not necessarily in cash as
people have plateau in their positions and don`t have any encouragement to
move upward.
O To place people in the right position as they think that they haven`t been
placed accordingly to their educational qualiIication.

All these recommendations are based on the experience on my visit to the
company. The company employees are not dissatisIied completely however, there
are Iew places where the company can work on and try to implement/adapt the
points oI recommendations mentioned above.

CONCLUSION
Findings and recommendation are based on the survey conducted and these points
are to be looked into and steps are to be taken in this regard Ior higher growth.
From the analysis I conclude that the job does not provide

BIBLIOGRAPHY
http://www.bergerpaints.com/about-berger/proIile.php
http://en.oboulo.com/an-overview-oI-job-satisIaction-theories-64747.html
Questionnaire
http://www.scribd.com/doc/11342308/
Organizational Behavior Stephen P. Robbins.

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11/1/2011

kCMAL SPAP | LM8A 8 70

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