A Project Report

On
A STUDY OF EMPLOYEE SATISFACTION
AT
SQTL INTEGRATED SOLUTION Pvt Ltd.

BY
Dhanvantari Prakash Pachankar

UNDER THE GUIDANCE OF

“Prof. Shilpa Bhingardive”

Project Report Submitted to

Savitribai Phule Pune University

In Partial fulfillment of Requirement for the Award of Degree of

MASTERS OF BUSNIESS ADMINISTRATION
THROUGH

Sinhgad Institute Of Management And Computer Application,

Narhe,Pune

1
 DECLARATION

I DHANVANTARI PRAKASH PACHANKAR hereby declare

that the project report entitled “ STUDY OF EMPLOYEE SATISFACTION
AT SQTL INTEGRATED SOLUTION PVT.LTD” written and submitted by
me to Savitribai Phule Pune University, in partial fulfilment of the requirement
of the award of degree of Master of Business Administration under the guidance
of PROF.SHILPA BHINGARDIVE is my original work and the conclusions
drawn therein are based on the material collected by myself.

Place: Pune Dhanvantari Pachankar

Date:

2
 ACKNOWLEDGEMENT

I take this opportunity to thank the Sinhgad Institute Of Management And

Computer Application, Narhe, PUNE for giving me a chance to do this project.

I express my sincere gratitude to the guide Prof.Shilpa Bhingardive Mam and

Avinash sir (HR, SQTL) and our Librarian and other teachers for this constant
support and helping for completing the project.

I am also grateful to my friends for giving support in my project. Lastly, I

would like to thank each and every person who helped me in completing the
project especially my Parents.

Signature

Dhanvantari Pachankar

3
 INDEX

Sr. No. Chapter Name Pg. no.

1 Executive Summary 5
2 Introduction 7
3 Conceptual background 10
4 Company profile 14
5 Objectives 19
6 Scope 21
7 Literature Review 23
8 Research Methodology 26
9 Data Analysis and Interpretation 30
10 Findings 50
11 Suggestion 52
12 Conclusion 54
13 Limitation 56
14 Annexure 59
15 Bibliography 65

4
 Executive Summary

Job satisfaction represents the constellations of person’s attitude towards or about

The job. In general, job satisfaction is the attitude towards the job as a whole.
Job satisfaction is a function of satisfaction with different aspects of job, i.e.
supervision, pay, works itself, co-workers, promotion, etc., and of the particular
weighting or importance one attaches to the respective components. Employee
job Satisfaction was a much popularized subject during the 1980’s and 1990’s,
where much of the literature (Stoner & Wankel, 1986; Brewster, Dowling,
Grobler, Holland &Warnich, 2000), focused on the link between Employee
Satisfaction and Employee Performance .Subsequent research has, however,
proven that this link is not particularly strong, (Kreitner &Kinicki, 2005;
Ivancevich & Matteson, 2002). What recent research has confirmed is that there
is a clear reciprocal relationship between Employee Satisfaction and Customer
Satisfaction (Kraut,1996). For example, one of the most detailed studies
undertaken was that carried out by Heskett, Sasser and Schlesinger (1995). The
authors point out that, “When companies put employees and customers first, their
employees are satisfied, their customers are loyal, their profits increase, and their
continued success is sustained” (as cited in Bailey & Dandrade, 1997).The
concept of Employee Satisfaction can be traced back to Edward Thorndike, who
in the early 1900’s published an article in the Journal of Applied Psychology
where he explored the relationship between work and satisfaction. The concept
of Employee Satisfaction has
certainly been researched very thoroughly over the years and has been linked to
many other issues likeemployee loyalty, employee commitment, employee
engagement and job satisfaction.

One of the most quoted theorists is Hertzberg who during the 1950’s

developed his theory which identified two dimensions of satisfaction, namely

motivation and hygiene. Hertzberg maintained that the hygiene factors could not
motivate employees but rather helped minimize dissatisfaction levels if
addressed. These hygiene factors include topics such as; company policies,
supervision, salary, interpersonal relationships and working conditions. The
motivating factors addressed topics such as: the work itself, achievement,

5
recognition, responsibility, and advancement. If continuously good levels are
maintained in respect of these topics, a motivated work force is created.

6
 INTRODUCTION

Human resource is considered to be the most valuable asset in any organization.

It is the sum-total of inherent abilities, acquired knowledge and skills represented
by the talents and aptitudes of the employed persons who comprise executives,
supervisors and the rank and file employees. It may be noted here that human
resource should be utilized to the maximum possible extent, in order to achieve
individual and organizational goals. It is thus the employee’s performance, which
ultimately decides, and attainment of goals.

Employee satisfaction is the terminology used to describe whether employees are

happy and contented and fulfilling their desires and needs at work. Many measure
purport that employee satisfaction is a factor in employee motivation, employee
goal achievement, and positive employee morale in the workplace.

The term relate to the relationship between an individual and the employer to
which he is paid. Satisfaction does mean the simple feeling state accompanying
the attainment by an impulse of its objective.

Employee satisfaction according to the Corporate Executive Board (2004) is the

“extent in which an employee commits to something or someone in the
organisation and how long they as a result of commitment”.

The main focus of this dissertation is an evaluation and measurement of

employee satisfaction. Employee satisfaction is defined by Kahn as “ the
harnessing of organisational members selves to their work roles in satisfaction,
people employee and express themselves physically, cognitively and emotionally
during role performances” (Kahn, W.A.1990). Within the literature review the
researcher reviewed academic as well as practitioner research relating to the
subject matter of employee satisfaction. The researcher, in completion of
dissertation, utilized peer review journals, as well as internet searches in order to
find up to date practitioner publications employee satisfaction.

Satisfaction:
Kahn(1990) was credited with conceptualizing the term satisfaction which he
defines as “ the harnessing of organisational members” selves to their work roles;
in satisfaction, people employee and express themselves physically, cognitively
and emotionally during role performances”.
7
 Satisfaction is the most closely associated with the existing construction
of job involvement (Brown 1996) and flow ( Csikszentmihalyi,1990). Job
involvement is defined as the degree to which the job situation is central to the
person and his or her identity (Lawler and Hall,1970). Kanungo(1982)
maintained that job involvement is a Congnitive or belief state of psychological
identification. Job involvement is thought to depend on both need saliency and
the potential of a job to satisfy these needs. Thus job involvement results from
cognitive judgment about the needs satisfying abilities of the job. Jobs in this
view are tied to one’s self image. Satisfaction differs from job in as it is concerned
more with how the individual employees his/her self during the performance of
his/ her job.

Aspects of Employee satisfaction:

Three basic aspect of employee satisfaction according to the global studies are:

 The employee and their own unique psychological makeup and experience
 The employers and their ability to create the conditions that promote
employee satisfaction
 Interaction between employees at all levels.

Thus it is largely the organisation’s responsibility to create an environment and

culture conducive to this partnership and a win-win equation.

Drivers of employee satisfaction:

 Work-life balance whether the organization is helping to maintain work-

life balance.
 Career opportunity –opportunities for individual growth.
 Leadership- Leaders are objective, Impartial and systematic in their
dealings besides empowering subordinates and providing timely feedback.
 Communication- Open and transparent communication channels,
horizontal as well as vertical.
 Co-workers-Adequate mutual trust and understanding among fellow
employees.
 Learning and development-Adequate facilities for training and overall
development.
 Learning organization-Organization pursues goal of continuous
improvement of its products ,processes and people.

8
  Pay-Perceived attractiveness of pay and allowances, not the absolute
quantum, but in relative value.
 Decision making-Empowerment and support down the line to take
decisions.
 Recognition- Practice of recognition and appreciation of employee who
comes up with creative ideas.
 HR alignment- HR function is aligned with the corporate plans and
business strategy.
 Stake holders-The extent to which organization is discharging its
responsibilities to its stake holders.
 Job content-Employees find job content intrinsically satisfying.
 Benefits-Monetary or non-monetary benefits over and above pay.

Conceptual Background

Categories of Employee Satisfaction:

9
 According to the organization there are different type of people:

Extremely satisfied: Fully satisfied with the statement.

Satisfied: Basically satisfied with the statement without obvious objection.

Neutral: Generally keep the neutral attitude with the statement.

Dissatisfied: Dissatisfied with the statement mostly.

Extremely Dissatisfied: Totally dissatisfied with the statement.

Importance of satisfaction:

Satisfaction is the important foe managers to cultivate given that dissatisfaction

or alienation is the central to the problem to workers lack of commitment and
motivation (Aktouf).Meaningless work is often associated with apathy and
detachment from ones works (Thomas and Velthouse). In such conditions,
individuals are thought to be estranged from their sleves (Seeman,1972). Other
research using different resource of satisfaction(involvement and enthusiasm) has
linked it to such variables as employee turnover, customer satisfaction- loyalty,
safety and to a lesser degree, productivity and profitability criteria (Harter,
Schndit and Hayes,2002).

An organization’s capacity to manage employee satisfaction is closely

related to its ability to achieve high performance levels and superior business
results. Some of the advantages of satisfied employees are:

 Satisfied employee will stay with the company, be an advocate of the

company and its product and services, and contribute to the bottom
line business success.
 They will normally perform better and are more motivated.
 There is significant link between employee satisfaction and
profitability.
 They form an emotional connection with the company. This impacts
their attitude towards the company’s clients, and thereby improves
customer satisfaction and service level.
 It build passion, commitment and alignment with organization’s
strategies and goals.
 Increases employee trust in the organization.
 Creates a sense of loyalty in a competitive environment.

10
  Provides high-energy working environment.
 Boosts business growth.
 Makes employee effective brand ambassadors for the company.

A highly satisfied employee will consistently deliver beyond expectations.

In the workplace research on employee satisfaction ( Harter, Schmidt and
Hayes,2002) have repeatedly asked employees’ whether they have the
opportunity to do what they do best everyday’ while one in five employees
strongly agree with this statement. Those work unit scoring higher on this
perception have substantially higher performance.

Thus employee satisfaction is critical to any organization that seeks to retain

valued employees. In SQTL integrated solution pvt. ltd. There is an intrinsic link
between employee satisfaction, customer loyalty, and profitability. An
organizations globalize and become more dependent on technology in a virtual
working environment, there is a greater need to connect and engage with
employees to provide them with an organizational identity.

Factors affecting the level of job satisfaction are;

1. Working Environment.
2. Fair Policies and Practice.
3. Caring Organization.
4. Appreciation.
5. Pay.
6. Age.
7. Promotion.
8. Feel of Belongings.
9. Initiation and Leadership.
10.Feel of Being Loved.
11.Safety and Security.
12.Challenges.
13.Responsibilities.
14.Creativity in Job.

11
15.Personal Interest and Hobbies.
16.Respect from Co-Workers.
17.Relationship with Supervisors.
18.Feedback.
19.Flexibility.
20.Nature of Work.

12
 Chapter 1
Company profile

COMPANY PROFILE

13
SQTL is one of the leading best IT Training Centre in Pune, India offering best
in class courses in IT, software testing and automation with strong assistance,
highly experienced industry trainers, live projects and customized courses to
enhance the career scope of both students and working professionals.

The Humans are distinguished from other species by their ability to work
miracles. They call these miracles “Technology”. SQTL is an organization
committed bring you closer to “Technology”.

SQTL believes that “The victory awaits him who has everything in order” which
traditionally is called Luck. SQTL is here to place the things in order for you by
bridging the gap between what our Education systems currently offers and what
the industry really wants.

SQTL brings in most advanced and today’s technology project live from the
industry for you to work on.

It is said that the “Success is never accidental”. SQTL aims to work with you
today to make your future better tomorrow. Get trained from industry
professionals to put your career on fast track.

SQTL established brand for IT education in India. We are providing IT programs

with a thrust on long term career qualification and high-end, short-term programs
in information technology. They have an expertise in delivering corporate, public
and execution of software testing projects and all types testing solutions. The
company also has a significant business presence in the institutional segment
where is offers total learning solutions to Individual, corporate, and government.
SQTL is India’s first software testing provider accredited by International
Software Testing Qualifications Board, Germany.

In SQTL there are 14000+ students and placed 8000+ professionals.

14
SQTL Integrated Solution Private Limited is a Private incorporated on 06 October
2005. It is classified as Non-govt company and is registered at Registrar of
Companies, Pune. Its authorized share capital is Rs.500,000 and its paid up
capital is Rs.150,000. It is involved in other computer related activities (for
example maintenance of websites of other firms/creation of multimedia
presentations for other firms etc).

15
SQTL Integrated Solutions Private Limited’s Annual General Meeting (AGM)
was last held on 21 september 2006 and as per records from Ministry of Corporate
Affairs (MCA),its balance sheet was last filed on 31 March 2006.

MISSION:
To bring about intrinsic transformation of individuals in order significantly
enhance their employability, productivity, and orientation to life at large.

VISION:
To be a pre-eminent organization that provides the best of employability
enhancing solutions, leveraging industry experience, catering to the
implicit/explicit need of the industry.

Objective of SQTL:

INTEGRITY
COMMITMENT

PASSION Quick
learning

INTEGRITY : Honesty in every Action

COMMITMENT : Deliver on the Promise

PASSION : Energized Action

QUICK LEARNING

Why SQTL:

16
 India’s first Software Testing provider accredited by International Software
Testing Qualifications Board, Germany.
 In technical collaboration with Computer Society of India
 In association with UK’s largest qualifications awarding body – Edexcel
 Recognized and Renowned No 1 Software Testing Institution in India.
 Trained 14000+ students and Placed 8000+ professionals
 185+ Strong team of highly skilled technocrats
 Second & Third party testing company
 Strong base of associated 250+ MNC’s & domestic IT Companies
 Strategic alliances with Institutions to train students
 ISTQB Certifications provided to 7100+ professionals
 CSI – SQTA Certification earned by 5820+ professionals
 Career Oriented and VALUED Qualifications
 Their Qualifications are practical oriented and designed in line with Market
demand and hence valued qualifications by both Students and Corporate

Their students get immediately placed after completion of the course as they
learn the courses practically. Their overall course structures is designed to meet
student’s objectives. Their systematically designed and expert approach to every
IT program enables each student to achieve their goals. The reason why
students rate them as the best IT centre in is simple, they provide every student
an opportunity to learn the IT courses practically and get on live projects.

17
 Chapter 2
Objectives of study

Objectives of the study :

Following are the objectives of the organization for employee satisfaction survey:

 To know employees job satisfaction

18
 To choose the level of satisfaction among of employees relating to the
nature of the job and other factors at SQTL Integrated Solution Pvt. Ltd.
 To evaluate the working environment in the SQTL Integrated Solution Pvt.
Ltd.
 To examine the satisfaction regarding the salary and other benefits of its
employees.

19
 Chapter 3
Scope of study

Scope of the study :

In the survey an attempt has been made to analyse the job satisfaction of
employees of SQTL Integrated solution Pvt. Ltd.

20
The study tries to understand the level of satisfaction among the employees of
SQTL.

 Salary and monetary benefits

 Job security
 Promotion policy
 Working environment
 Employees participation in management
 Freedom of expressions
 Nature of Job
 Interest taken by superiors
 Superiors and sub-ordinate relationship
 Medicare
 Loan’s
 Conveyance

21
 Chapter 4
Literature review

LITERATURE REVIEW
International Journal of Business and Management vol. 5, no.12;December
2010 published by Canadian Centre of Science and Education89

22
Employee Satisfaction: The key to Improving Performance

Solomon Markos (Corresponding author)

PhD Scholar, Department of Commerce and Management Studies, Andhra

University

Tel: 91-996-664-1683 E-mail: solomonmarkos5@yahoo.com

Pages-82-94

Employee satisfaction is a vast construct that touches almost all parts of

human resource management facts we know hitherto. If every part of human
resource is not addressed in appropriate manner, employees fail to fully satisfied
themselves in their job in the response to such kind of mismanagement. The
construct employee satisfaction is built on the foundation of earlier concepts
like job satisfaction , employee commitment and organizational citizenship
behaviour. Though it is related to and encompasses these concepts, employee
satisfaction is broader in scope. Employee satisfaction is stronger predictor of
positive organizational performance clearly showing the two-way relationship
between employer and employee compared to the three earlier constructs: job
satisfaction, employee commitment and organizational citizenship behaviour.
Satisfied employees are emotionally attached to their organization and highly
involved in their job with a great enthusiasm for the success of their employer,
going extra mile beyond the employment contractual agreement.

Employee Satisfaction and Organizational Performance:

Why should companies invest in employee satisfaction? The answer is

because employee satisfaction is interwoven significantly with important

23
business outcomes. In this part we will see how employee satisfaction impacts
organizational performance in the light of various research work done.

Studies have found positive relationship between employee satisfaction and

organizational performance outcomes; employee retention, productivity,
profitability, customer loyalty and safety. Researches also indicates that the
more satisfied employees are the more likely their employer is to exceed the
industry average in its revenue growth, Employee satisfaction is found to be
higher in double-digit growth companies. Research also indicates that
satisfaction is positively related to customer.

Satisfied employee consistently demonstrates three general behaviours

which improves organizational performance:

 Say-the employee advocates for the organization to co-workers, and

refers potential employees and customers
 Stay-the employee has an intense desire to be a member of the
organization despite opportunities to work elsewhere.
 Strive-the employee extra time, effort and initiative to contribute to the
success of the business

24
 Chapter 5
Research Methodology

25
Methodology :
Type of Research Quantitative Research

Method Survey

Sample Size 40

Type of sampling Random

Research Instrument Questionnaire

Type of Questions Close ended

Source of Information Primary and Secondary data

Research:
Research in simple term refer to search for knowledge. It is a scientific and
systematic search for information on particular topic or issue . It is also known
as the art of scientific investigation.

Research Design

Research Design is the plan, structure and strategy of investigation

conceived so as to obtain to research question and to control variance.
1. Exploratory
2. Descriptive
3. Casual
Out of the three available research design the researcher went for
the Descriptive research.

26
 Research Methodology:
Research methodology is the way in which research problems are solved
systematically. It is a science of studying how research is conducted
scientifically. Under it, the researcher acquaints himself/ herself with the
various steps generally adopted to study of research problem, along with the
underlying logic behind them. Hence it is not only important for researcher to
know the research technique or methods, but also the scientific approach called
methodology. This type of research is descriptive research.

Descriptive Research:
Descriptive research includes surveys and fact finding enquiries of different
kinds. In this method researcher has no control over the variables. He too can
only report what has happened and what is happening. In social research it is
also called as Ex-post facto research.

The date of this survey is collected with the help of structural questionnaire.
A questionnaire is a research instrument consisting of a series of questions and
other prompts for purpose of gathering formation from respondents.
Questionnaire is designed both for descriptive as well as analytical survey.

Primary data:
Firstly we tried to identify the factors that are critical and directly correlate
with the individual and organizational performance. And during this we found
those factors include clarity of role, correlation between managers and
colleagues , focus on career and development among other. In order to best
predict the levels of satisfaction of the employees with the organization we used
the questionnaire method and the employees were asked to give their responses
on the 5 rating scale. Regular reminders were need to the employee in order to
encourage them to participate in survey.

Secondary data:
The necessary data for this survey was collected from firstly takes from HR
department like the employee database, the satisfaction programs done
previously, their findings, etc.

27
 Then the data was also collected for this survey from the annual reports,
research papers, books, magazines but most of the data is collects from the
biggest source of the information.

DATA PROCESSING

Data, which is gathered by administering questionnaires, was processed in

simple manner to determine the level of satisfaction among employees. Every
response was assigned some score based on this overall satisfaction level was
determined.

28
 Chapter 6
Data analysis and Interpretation

29
 DATA ANALYSIS and INTERPRETATION

Q.1) How many years have you been with the company?

Options Responses %
Less than a year 10 20
1-3 year 12 15
4-6 year 15 30
More than 6years 13 35
TOTAL 50 100 %

Less than a year 1-3 year

4-6 year More than 6years

20%
35%

15%

30%

Interpretation:
In the above graph it is observed that 0-3 year’s 35% employees
working in the company and 4-6yrs 30% of employees are working
and 35% employees are working in the organization more than
6yrs.

30
Q.2) Are you happy to working at SQTL?

Options Responses %
Extremely satisfied 19 38%
Satisfied 15 30%
Neutral 5 10%
Dissatisfied 6 12%
Extremely dissatisfied 5 10%
Total 50 100%

Extremely satisfied Satisfied Neutral Dissatisfied Extremely satisfied

10%

12% 38%

10%

30%

Interpretation:

As per above graph it is observed that 68% employees satisfied to working at

SQTL, 22% employees dissatisfied to working at SQTL and remaining 10%
employees are neutral.

31
 Q.3) Recruitment and selection process are satisfactory?

Options Responses %
Strongly Agree 17 34%
Agree 12 24%
Neutral 3 6%
Disagree 8 16%
Strongly Disagree 10 20%
TOTAL 50 100%

Strongly Agree Agree Neutral Disagree Strongly Disagree

20%
34%

16%

6%
24%

Interpretation:

As per the above graph it is observed that 58% employees satisfied with the
recruitment and selection process and 36% are disagree with the company
process. 6% remain neutral.

32
Q.4) Are you given training for the job at hand?

Options Responses %
Strongly Disagree 7 14%
Disagree 5 10%
Neutral 10 20%
Agree 13 26%
Strongly Agree 15 30%
TOTAL 50 100%

Strongly Disagree Disagree Neutral Agree Strongly Agree

14%
30%
10%

20%

26%

Interpretation:

As per the above graph it is observed that 56% employees are satisfied with the
training session in their job, 20% employees felt neutral and 24% employees are
disagree with the statement.

33
Q.5) Is the management helpful and sympathetic to your problem in
workstation?

Options Responses %
Yes 35 70%
No 15 30%
TOTAL 50 100 %

35 15

30%

70%

Interpretation:

As per the above graph it is observed that 65% employees are says that the
management helpful and sympathetic in their problem at workstation and 35%
employees says NO that the management is not helpful and sympathetic to solve
their problem at workstation.

34
Q.6) Your immediate bosses encourage/appreciates your work?

Options Responses %
Not at all 7 14%
Usually Lot 10 20%
Neutral 5 10%
Somewhat Yes 10 20%
Always 18 36%
TOTAL 50 100

Not at all Usually Lot

Neutral Somewhat Yes
Always

14%
36%
20%

10%
20%

Interpretation:

As per the above graph it is observed that 40% of the employees say’s that their
bosses encourage/appreciate in their work, 15% of the employees say’s that
their bosses doesn’t encourage/appreciate them in their work, 10% employees
felt Neutral and left employees felt their bosses always encourage/appreciate
them in their work

35
Q.7) There is sufficient communication within Supervisor and other employees
to share ideas?

Options Responses %
Strongly Agree 16 31%
Agree 11 21%
Neutral 6 12%
Disagree 9 17%
Strongly Disagree 10 19%
TOTAL 50 100

Strongly Agree Agree Neutral Disagree Strongly Disagree

19%
31%

17%

12% 21%

Interpretation:

As per the above graph it is observed that 42% employees agreed that their
superiors communicate and shares their ideas with, 36% are disagree with the
above statement. 1% respondents remain neutral.

36
Q.8) Employees in this organization take initiatives to help other employees when
the need arises.

Options Responses %
Strongly Disagree 8 16%
Disagree 10 20%
Neutral 12 24%
Agree 9 18%
Strongly Agree 11 22%
TOTAL 50 100

Strongly Disagree Disagree Neutral Agree Strongly Agree

22% 16%

20%
18%

24%

Interpretation:

As per the above graph it is observed that 36% employees are disagree that the
organization doesn’t take initiatives to help other employees when the need
arises, 24% felt Neutral and 40% employees are agree with the statement.

37
 Q.9) Employees proactively identify future challenges and opportunities.
Options Responses %
Strongly Disagree 10 20%
Disagree 7 14%
Neutral 10 20%
Agree 10 20%
Strongly Agree 13 26%
TOTAL 50 100

Strongly Disagree Disagree Neutral Agree Strongly Agree

20%
26%

14%

20%

20%

Interpretation:

As per the above graph it is observed that 34% employees are disagree that the
employees proactively identified future challenges and opportunities need arises,
20% felt Neutral and 46% employees are agree with the statement

38
Q.10) Are you satisfied with the company welfare system?

Options Responses %
Strongly Disagree 7 14%
Disagree 9 18%
Neutral 12 24%
Agree 9 18%
Strongly Agree 13 26%
TOTAL 50 100

Strongly Disagree Disagree Neutral Agree Strongly Agree

14%
26%

18%

18%

24%

Interpretation:

As per the above graph 44% employees are satisfied with the welfare system in
the company and 32% employees are dissatisfied with the welfare system in the
company and 24% employees are Neutral satisfied from the welfare system.

39
Q.11) Does HR department provide performance appraisal on your Job
progression?

Options Responses %
Strongly Disagree 8 16%
Disagree 5 10%
Neutral 10 20%
Agree 11 23%
Strongly Agree 15 31%
TOTAL 50 100

Strongly Disagree Disagree Neutral Agree Strongly Agree

16%
31%
10%

20%
23%

Interpretation:

As per the above graph it is observed that 54% employees are satisfied with the
performance appraisal system in the organization , 20% employees felt neutral
and 26% employees are disagree with the statement.

40
Q.12) In comparison to reward or facilities, my work load is …….

Options Responses %
Extremely less 7 14%
Less 5 10%
Equal 10 20%
More 10 20%
Extremely More 18 36%
TOTAL 50 100%

Extremely Less Less Equal More Extremely more

14%
36%
10%

20%

20%

Interpretation:

As per the above graph it is observed that 56% employees are satisfied with the
rewards and bonus facilities in the organization , 20% employees felt neutral
and 24% employees are disagree with the statement.

41
Q.13) The Companies policies are satisfactory?

Options Responses %
Strongly Agree 17 38%
Agree 13 29%
Neutral 2 4%
Disagree 3 7%
Strongly Disagree 10 22%
TOTAL 50 100%

Strongly Agree Agree Neutral Disagree Strongly Disagree

22%
38%

7%

4%

29%

Interpretation:

As per the above graph it is observed that 67% employees satisfied with the
companies policies and 29% are disagree with the company policies. 4% remain
neutral about the above statement.

42
Q.14) Does HR department provide career counting on your Job progression?

Options Responses %
Strongly Disagree 3 6%
Disagree 12 22%
Neutral 10 18%
Agree 10 18%
Strongly Agree 20 36%
TOTAL 50 100%

Strongly Disagree Disagree Neutral Agree Strongly Agree

6%

36% 22%

18%

18%

Interpretation

As per the above graph it is observed that 28% employees are disagree with the
statement that HR department provide career counting on the Job progression,
18% felt Neutral and 54% are agreed with the above the statement.

43
Q.15) Salary matches with the responsibility and level of satisfaction.

Options Responses %
Strongly Disagree 8 16%
Disagree 7 14%
Neutral 11 22%
Agree 14 28%
Strongly Agree 10 20%
TOTAL 50 100

Strongly Disagree Disagree Neutral Agree Strongly Agree

20% 16%

14%

28%

22%

Interpretation:

As per the above graph it is observed that 30% employees are disagree that the
salary matches with the responsibility and level of satisfaction and remaining
48% agrees with the above statement. 22% remain neutral about the above
statement.

44
Q.16) How you ever observed or experienced any of the following forms of
discrimination or harassment at this company?

Options Responses %
Racial discrimination 5 10%
Sexual discrimination 7 14%
Gender discrimination 18 36%
Sexual orientation discrimination 8 16%
None observed 12 24%
TOTAL 50 100%

Racial discrimination Sexual discrimination

Gender discrimination Sexual orientation discrimination
None observed

10%
24%
14%

16%

36%

Interpretation

As per the above graph it is observed that 36% faced gender discrimination,16%
faced sexual orientation discrimination, 14% faced sexual discrimination, 10%
faced Racial decimation and 24% observed None in this.

45
Q.17) Is manager appreciate good work done by employee?

Options Responses %
Strongly agree 20 40%
Agree 17 34%
Neutral 4 8%
Disagree 6 12%
Strongly disagree 3 6%
Total 50 100%

Strongly agree Agree Neutral Disagree Stronlgy disagree

6%
12%
40%
8%

34%

Interpretation:

As per above graph it is observed that 74% employees agree to managers

appreciation for the work, 18% employees disagree and 8% remain are neutral.

46
Q.18) Overall, how satisfied are you working for the company?

Options Responses %
Strongly Disagree 8 16%
Disagree 12 24%
Neutral 8 16%
Agree 10 20%
Strongly Agree 12 24%
TOTAL 50 100 %

Strongly Disagree Disagree Neutral Agree Strongly Agree

24% 20%

16% 24%

16%

Interpretation
As per the analysis it is observed that 44% are satisfied working in the
company 40% are dissatisfied working in the company. 16% remain
neutral about the satisfaction level.

47
Q.19) Is SQTL has safe environment?

Options Responses %
Strongly agree 25 50%
Agree 21 42%
Neutral 2 4%
Disagree 1 2%
Strongly disagree 1 2%
Total 50 100

Strongly agree Agree Neutral Disagree Strongly agree

2% 2%
4%

50%

42%

Interpretation:
As per above graph it is observed that 92% employees agree that the
environment of SQTL is safe, 4% employees disagree that environment
of SQTL is safe and 4% remain are neutral.

48
Chapter 7
Findings

49
Findings :
 Almost all the employee is satisfied with the salary paid to them.
 80% of the employees feel that there should be an incentive scheme for
efficient work in the organization.
 60% of the employee feels that the management is sympathetic to some
extent in their problems faced at workstation; Management shares a very
good relation with the workers.
 75% of the employees were more than 6yr in the organization.
 95% employees were satisfied with the facilities provided to them and are
free to express their views freely to the management.
 The company following 0% tolerance policy.

50
Chapter 8
Suggestion

51
Suggestions :
 20%of the employee feels that the present management should be
changed.

 5% of the employees feel that the company policies are not able to protect
their interests and hence they should be changed.

 Majority of the employees feel that there should be an incentive scheme

for efficient work in the organization.

 The management should be more helpful and sympathetic towards the

problems faced by the workers at the workstation.

52
Chapter 9
Conclusion

53
Conclusion:

After studying the various dimension of Employee Satisfaction in the

survey, it has been found that the overall satisfaction level of the employees
at SQTL was good.

The Employee satisfaction survey was important for SQTL the level of
satisfaction among the employees. The survey helped SQTL to understand
the areas where the level of satisfaction is less and how be improved
significantly.

SQTL is very effective in following dimensions:

 Employee Engagement activities.
 Recruitment and Selection process.
 Facilities.
 Communication between management and employees.
 Career development Opportunities.

The following dimensions are at lower level satisfaction at SQTL:

 Work culture
 Work challenges

All the statutory and non-statutory measures are provided to employee as

per the standard measures, which improve employee’s satisfaction and
increase productivity.

Any organization success and growth depends on employees. The

company may have rich resources of capital, material, infrastructure,
machine and technology but if the quality of manpower is not good, the
organization cannot succeed. Employee welfare plays a vital role in every
organization.

Besides several other factors the economic development of a country

depends upon the effective functioning of employee. In order to achieve

54
this superiors and state should take necessary steps for the satisfaction of
employees in their respective jobs.

55
Chapter 10
Limitations

56
Limitations of the studying:
 This research study only considers the area of SQTL Integrated Solution
pvt.ltd.

 The same sample size is not representing the whole population due to
limited time period and cost related aspects.

 Biasness of respondents can be other constraints for researcher.

 The sampling technique, non probabilistic convenience sampling method

its own limitation

57
Chapter 11
Annexure

58
 ANNEXURE

1. How many years have you been with the company?

 Less than a year
 1-3 year
 4-6 year
 More than 6years

2 .Are you happy to working at SQTL?

 Extremely satisfied
 Satisfied
 Neutral
 Dissatisfied
 Extremely dissatisfied

3. Recruitment and selection process are satisfactory?

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

4.Are you given training for the job at hand?

 Strongly Disagree
 Disagree
 Neutral
 Agree
 Strongly Agree

5.Is the management helpful and sympathetic to your problem in

workstation?
59
  Yes
 No

6.Your immediate bosses encourage/appreciates your work?

 Not at all
 Usually Lot
 Neutral
 Somewhat Yes
 Always

7. There is sufficient communication within Supervisor and other employees

to share ideas?

 Strongly Disagree
 Disagree
 Neutral
 Agree
 Strongly Agree

8. Employees in this organization take initiatives to help other employees

when the need arises.
 Strongly disagree
 Disagree
 Neutral
 Agree
 Strongly agree

9. Employees proactively identify future challenges and opportunities.

 Strongly disagree
 Disagree
 Neutral
 Agree
 Strongly agree

60
10.Are you satisfied with the company welfare system?
 Strongly disagree
 Disagree
 Neutral
 Agree
 Strongly agree

11. HR department provide performance appraisal on your Job progression?

 Strongly Disagree
 Disagree
 Neutral
 Agree
 Strongly Agree

12. In comparison to reward or facilities, my work load is …….

 Extremely Less
 Less
 Equal
 More
 Extremely more

13.The Companies policies are satisfactory?

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree

14 .Does HR department provide career counting on your Job

progression?
 Strongly Disagree
 Disagree
 Neutral
 Agree

61
  Strongly Agree

15 .Salary matches with the responsibility and level of satisfaction.

 Strongly Disagree
 Disagree
 Neutral
 Agree
 Strongly Agree

16.Is manager appreciate for the good work done by employee?

 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly Disagree

17. How you ever observed or experienced any of the following forms of
discrimination or harassment at this company?
 Racial discrimination
 Sexual discrimination
 Gender discrimination
 Sexual orientation discrimination
 None observed

18. Is SQTL has a safe working environment?

 Strongly Agree
 Agree
 Neutral
 Disagree
 Strongly disagree

19. Overall, how satisfied are you working for the company?

62
 Strongly Disagree
 Disagree
 Neutral
 Agree
 Strongly Agree

63
Chapter 12
Bibliography

64
 Bibliography

 Books
Human Resource Management ( K. Ashwatthapa)

www.sciencedirect.com

 Magazine:

Business outlook

 Company website

www.sqtl.com

65