A

Project report
On
“A STUDY ON JOB SATISFACTION OF EMPLOYEE’’
In
“ BPCL Kochi refinery limited”
Submitted for partial fullfillment for the
Award degree of
Master of Business Adminstration
(2019-2021)

Rajasthan Technical university ,kota

Submitted by submitted to
Archana kumari Neetu Bansal
MBA (4th sem) Assistant professor
19MARXX604

Department of Business Administration (2019-21)

Arya college of Engineering and information technology
Sp-40 RIICO industrial area kukas (302028)
 Preface
The project “A study on job satisfaction of employees “bharat
petroleum corporation limited”has been prepared for the requirements
of the post graduate degree business management have tried my best
to present under the able co-operation with all the staff of bharat
petroleum corporation limited.

The field of human resources is developing very fast and every

department of human activity is realizing its important in the smooth
function of the organsiation various techniques are effective.
 ACKNOWLEDGEMENT

I express my warm thanks and deep sense of gratitude to the

individuals for their generous help discussing the project and giving
their valuable time in successful completion of this summer
training .Time to time I got constructive suggestions, guidance and
encouragement during the training period.

With much pride I would like to express my heartily thanks to Neetu

Bansal for her wonderful support and for giving me an opportunity to
present training report on “A Study on job satisfaction of employees
in Bharat petroleum corporation limited.

I also want to give my regards to Dr.Gurpreet kaur, Kritika singh

,S.K srivastava and Neetu bansal for their valuable support .without
their sustained interest and encouragement,this work could not have
been possible to reach the state of completion.

I am also thankful to all the supporting staff of Bharat petroleum

corporation limited for cooperation throughout the training.

I regret for any inadvertent omissions.

ARCHANA KUMARI
Roll no 19MARXX604
MBA 4TH SEM
 Declaration
I Archana kumara, hereby declare that the project work report
entitled “A study on job satisfaction of employees in bharat
petroleum corporation limited” submitted in partial fulfilment of the
unvisersity regulations for the award of degree of Master of
Business Administration(MBA) to Arya college of engineering
&I.T, affiliated to Rajasthan Techniques University,kota.

I futher declar that this project is based on the original study

undertaken by me and has not been submitted for the award of any
degree from any other unviserity.

Archana kumari
MBA 4TH SEM
SR. TOPIC PAGE
NO. NO.

1. Table
INTRODUCTION OF of contents
THE INDUSTRY 1-4

2. INTRODUCTION THE TOPIC 5-8

3. RESEARCH METHODOLOGY 9-12

3.1 OBJECTIVE OF STUDY 13-16
3.2 LIMITATION OF THE PROJECT
TABLE OF CONTENTS 17-18
4. LITERATURE REVIEW 19-20

5. THEORETICAL FRAMEWORK 21-22

5.1 FACTOR INFLUENCEING 23-24

6. RESULTS 25-26

7. FINDINGS 27-30

8. RECOMMEDATIONS 31-33

9. SUGGESTION 34-36

10. CONCULSION 37-38

11. REFERENCE 39-40

12. BIBLIOGRAPHY 41-45

13 QUESTIONARE 45-47
 ABSTRACT

study also attempts Job satisfaction is one of the important

factors which have drawn attention of managers in the
organization as well as academicians. Various studies have been
conducted to find out the factors which determine job satisfaction
and the way it influences productivity in the organization.
Though there is no conclusive evidence that job satisfaction
affects productivity directly since productivity depends on so
many variables, it is still a prime concern for managers. Job
satisfaction is the mental feeling of favorableness which an
individual has about his job. It is often said that “A happy
employee is a productive employee.” Job satisfaction is very
important because most of the people spend a major portion of
their life at their working place. Moreover, job satisfaction has its
impact on the general life of the employees also, because a
satisfied employee is a contented and happy human being. A
highly satisfied worker has better physical and mental well-being.
The study tries to evaluate how human resource factors affect the
satisfaction level of employees in BPCL – Kochi Refinery
Limited. It assesses how far welfare and financial factors
motivate the employees in the company. The to analyze the
opinion of employees towards the working life in the company.
 BHARAT PETROLEUM CORPORATION LTD. (BPCL) -
COMPANY HISTORY
Bharat Petroleum Corporation Ltd (BPCL) operates in the
petroleum industry in India. The company operates in a single
segment - Refinery and Marketing activities which includes
Downstream petroleum sector. They are also engaged in the
Exploration and Production of Hydrocarbons (E&P). BPCL on a
regular basis imports their LPG requirements mainly from the
Middle East. Occasional there are import requirements of Gasoil
Kerosene Gasoline and Base Oil. The company refineries consist of
Mumbai Refinery Kochi Refinery Numaligarh Refinery and Bina
Refinery. BPCL exports Fuel Oil and Naphtha and Base Oil (Group
II). BPCL is a public sector undertaking with the Government of
India holding 54.93% stake as on 30 September 2017. On 11
September 2017 Government of India conferred BPCL with
Maharatna status. Bharat Petroleum Corporation Ltd was
incorporated on November 3 1952 as a private limited company
with the name Burmah Shell Refineries Ltd. The company began
their work on the marshland of Trombay at Bombay. The refinery
on 454 acres of land at village Mahul went on-stream on 30th
January 1955 one year ahead of schedule. In January 24 1976
Burmah Shell Group of Companies was taken over by the
Government of India to form Bharat Refineries Ltd. In August 1
1977 the company was renamed as Bharat Petroleum Corporation
Ltd. The company was also the first refinery to process newly
found indigenous crude (Bombay High) in the country.During the
year 2001-02 the company commissioned the Gas Turbine and
Heat Recovery Steam Generator project at a cost of Rs.1750
million. Refinery Modernization Project was being implemented at
a cost of Rs 18310 million. This project besides improve distillate
yield and energy efficiency of the company.
 Bharat Petroleum
Bharat Petroleum Corporation
Limited

Ty Public
pe

Tra BSE: 500547
ded NSE: BPCL
as NSE NIFTY 50
Constituent

ISI INE029A01011
N

Ind Energy: Oil and

ust gas

ry

He Mumbai, Maha
adq rashtra, India

uar
ters

Ke K Padmakar
y (Chairman & MD)
peo [1]
ple

Pro Petroleum
duc Natural gas
LNG
ts
Lubricants
Petrochemicals

Rev  ₹874,415

enu crore (US$120 
billion)[2] (2021)
e

Op  ₹131,480
era crore (US$18 b
ting
illion)[2] (2021)
inc
om
e

Net  ₹43,785
inc crore (US$6.1 b
om
illion)[2] (2021)
e

Tot  ₹960,992

al crore (US$130 
billion)[3] (2021)
ass
ets

Tot  ₹511,462

al crore (US$72 b
illion)[3] (2021)
equ
ity

Ow Government of
ner India (54.93%)

Nu 81,233 (Q3
mb 2020) [4]

er
of
em
plo
yee
 s

Par Ministry of
ent Petroleum and
Natural
Gas, Governme
nt of India

Sub  Bharat Oman Refinery

sidi Limited

arie  Bharat Petroresources

Limited
s
 Bharat Gas Resources
Limited
 Bharat Renewable Energy
Limited

We www.bharatpetr
bsit oleum.com

Bharat Petroleum Corporation Limited (BPCL) is an Indian government-

owned oil and gas corporation. It is under the ownership of Ministry of Petroleum
and Natural Gas, Government of India, headquartered in Mumbai, Maharashtra.
It operates two large refineries in Kochi and Mumbai.[5] India's second-largest
downstream oil company, it was ranked 309th on the 2020 Fortune list of the
world's biggest corporations,[6] and 792nd on Forbes's 2021 "Global 2000" list.[7]
 History
1891 to 1976
The company today known as BPCL started off as Rangoon Oil
and Exploration company set up to explore the new discoveries off
Assam and Burma during the British colonial rule of India. In
1889 during vast industrial development, an important player in the
South Asian market was the Burmah Oil Company. Though
incorporated in Scotland in 1886, the company grew out of the
enterprises of the Chef Rohit Oil Company, which had been formed
in 1871 to refine crude oil produced from primitive hand dug wells
in Upper Burma.
In 1928, Asiatic Petroleum Company (India) started cooperation
with Burma oil company. Asiatic Petroleum was a joint venture of
Royal Dutch, Shell and Rothschilds formed to address the
monopoly of John D Rockefeller's Standard Oil, which also
operated in India as Esso. This alliance led to the formation of
Burmah-Shell Oil Storage and Distributing Company of India
Limited. Burmah Shell began its operations with import and
marketing of Kerosene. [8]

In the mid 1950s, the company began to sell LPG cylinders to

homes in India and further expanded its delivery network. It also
marketed kerosene, diesel and petrol in cans in order to reach
remote parts of India. In 1951, the Burmah shell began to build
a refinery in Trombay (Mahul, Maharashtra) under an agreement
with the Government of India

INTRODUCTION chapter1
The world has open spun into the new millennium and along
with, it has ushered a new era of intense competition and ever
changing value equations. The fact that organisation has been
transformed from a structured assembly line production
orientation to a focus a knowledge creation by each and every
personnel of the organisation. In a competitive global business
scenario, no organisation will survive unless it is able to match
the duality and the cost of its competitors. Realities are focusing
us to concentrate more upon changing the attitude of employees,
enabling them to take up independent responsibilities and
empowering to execute them by using their knowledge and skills
in latest technologies and thus motivating them to use their
capabilities in their respective areas of excellence. Emerging
business environment is forcing business houses to find new
ways to remain competitive. Organisations face an environment
characterised by a number of challenges and key issues that have
increased the importance of Human Resource Management
considerations in business decision-making. These include
increased level of competition, human resources diversity,
changing value systems and above all the rapid technological
advances. In the globally competitive and challenging business
scenario, our success will be, to a great extent, influenced by how
we manage our human resources – the people who make things
happen. The traditional role of man managers has undergone
drastic changes to meet the challenges of the next millennium and
achieve excellence, responsible trade unionism, productivity –
oriented work practices and aggressive professional management
would be essential. Foreign investment and technologies have
started flowing into India. The new scenario has thrown new
challenges in the area of human resource management as well.
Human beings are the most precious part of an organisation. The
success or failure of an enterprise largely depends on the people
who man the organisation. In the words of Alfred Marshall “ the
most valuable of all capital is that invested in human beings ”.
From social point of view, an enterprise combines two sorts of
resources: a group of human beings and a group of physical
assets. The latter in isolation of the former is useless. Job
satisfaction is one of the important factors which have drawn
attention of managers in the organisation as well as academicians.
Various studies have been conducted to find out the factors which
determine job satisfaction and the way it influences productivity
in the organisation. Though there is no conclusive evidence that
job satisfaction affects productivity directly because productivity
depends on so many variables, it is still a prime concern for
managers. Job satisfaction is the mental feeling of favourableness
which an individual has about his job. In literature on Industrial
Psychology, the term Job Satisfaction is quite frequently used for
individual’s attitude towards the specific aspects of the total work
situation. The word job refers to a specific task where as the term
job satisfaction is of higher orders where it is essentially related
to human needs and their fulfillment through work. It is generated
by the individual’s perception of how well his job satisfies his
various needs. It is often said that “A happy employee is a
productive employee.” Job satisfaction is very important because
most of the people spend a major portion of their life at their
working place. Moreover, job satisfaction has its impact on the
general life of the employees also, because a satisfied employee
is a contented and happy human being. A highly satisfied worker
has better physical and mental well-being. Though it is debatable
point as to which one is the cause and which one is the effect, but
there are correlated to each other.
MEANING AND DEFINITION
Job satisfaction refers to a person’s feeling of satisfaction on the
job which act as a motivation to work. It is not the self-
satisfaction, happiness or self-contentment but the satisfaction on
the job. Satisfaction does mean the simple feeling state
accompanying the attainment by an impulse of its objective.
Research workers differently described the factors contributing
the job satisfaction and the job dissatisfaction. “Job satisfaction is
a pleasurable or positive emotional state resulting from the
appraisal or one’s job or job experience” - E.A.Locke “Job
satisfaction is the amount of pleasure or contentment associated
with a job. If you like job intensely, you will experience high job
satisfaction. If you dislike your job intensely, you will experience
job-dissatisfaction” - Andrew.J.DuBrins “Job satisfaction will be
defined as the amount of overall positive effect or feelings that
individuals have towards their jobs” - Fieldman and Arnold “Job
satisfaction is the set of favourable or unfavourable feelings with
which employees view their work” - Keith Davis and Newstrom
Job satisfaction is a result of employees’ perception of how well
their job provides those things that are viewed as important. It is
generally recognized in the organisational behaviour field that job
satisfaction is the most important and frequently studied attitude.
 RESEARCH METHODOLOGY chapter2

Both primary and secondary data are used for the study. The primary data
are collected by using questionnaire method. Secondary data are collected
from books, journals, company manuals, company website, company
magazines and informal talk with the officers and the employees .

TOOLS AND TECHNIQUES

Tools and techniques involves various accounting techniques and statistical

tools like percentages and ratios, which is used as a device to analyse and
interpret the cost and value of human resources of the company as it is one
of the most powerful tool of financial analysis. Graphs, tables, figures and
bar diagrams are used, as it helps in presenting quantitative facts in simple,
clear and effective pictures and are also attractive and create lasting
impression.

POPULATION

The survey was conducted in three departments of BPCL - Kochi Refinery

Limited, namely, Human Resource Development & Industrial Relations
(HRD & IR) Department, Personnel Department and Finance & Accounts
(F & A) Department. The total number of employees in 3 departments are
148.
! HRD & IR – 38
! Personnel – 28
! F & A – 82

SAMPLE
 Convenience sampling was used for the survey. Out of the total 148
employees, 50 employees were selected as sample. The questionnaires
were distributed to the respondents in the selected sample.

LIMITATIONS OF THE STUDY

1.Due to the busy work schedule of the employee chances are there that
response to the questionnaires may be with lack of full concentration

2. Insufficient time lead .

3.For the study on “job satisfaction of employees in BPCL – Kochi

Refinery Limited, Ambalamugal”, a sample survey has been conducted
and data has been collected from 50 employees. The data collected are
analysed on the basis of the following factors :

Population and Sample size

The purpose of the study is to study the relationship between working

environment and job satisfaction. The data is gathered randomly from the
employees of banks, telecommunication sector and universities in the city
of hyderabad, through survey questionnaire. From each sector, 70
respondents were chosen that allow us to get 210 responses from
employees working in different institutions through the use of self-
administered questionnaires. As evidence suggest that self-administered
questionnaire, distributed by hand and via emails, is most suitable in many
researches (Werner & Eleanor, 1993). The main aim of selecting
employees from various fields is to get opinion from a diverse group of
people so that the results can be generalized on the vast group of
population.
Sample Size:
 Out of Sample 80 respondents were interviewed. Source of Data In this
Study both Primary and secondary data were used.
i. Primary Data Employees were interviewed with help of questionnaires.
ii. ii. Secondary Data Various information’s collected from company records.

Data Instrument and Data Analysis Technique

The 33 items questionnaire adapted from State Statistical Office (SSO,

2009) comprised of questions regarding esteem needs, job safety and
security, working hour, trust, relationship with co-workers and Supervisor,
and Nature of work to find the impact of overall working environment on
employee job satisfaction. . A 5-point Likert scale isused to evaluate
answer ranging from not at all satisfied, dissatisfied, neither, somewhat
satisfied and completely satisfied. Many scholars believe that statistical
packages are the most suitable and most consistent instruments for
comprehensively analyzing large set of data (Buglear, 2005). So, all
statistical analysis is performed through the help of software “Statistical
Package for Social Sciences” (SPSS). Factor analysis is also performed as
it can be used for the data consisting of sample size n≥5 (Hair et al.,
2010).The hypothesis of the study was work environment impacts job
satisfaction, so regression analysis was suitable for this research. When we
want to study that how does a variable related to another variable? We use
simple regression .

Data Collection Instrument

Personal interview based on the questionnaire. The questionnaire was

prepared based on the parameters that have to be measured.

Tools used for analysis

 Information obtained from the respondents was analyzed and interpreted
with the help of Microsoft word 2013. Performed descriptive statistics and
regression analysis with the information gathered from primary and
secondary sources.
 LITERATURE REVIEW chapter3

Paul E. Spector (1997) summarizes the findings concerning how people

feel towards work, including: cultural and gender differences in job
satisfaction and personal and organizational causes; and potential
consequences of job satisfaction and dissatisfaction. He provides with a
pithy overview of the application, assessment, causes and consequences of
job satisfaction. Sophie Rowan (2008) reveals how to create a happier
work life, without changing career. She provides practical and realistic
guidance on how one can achieve optimal job satisfaction and overcome
the obstacles that make so many of us unhappy at work. Robert M.
Hochheiser (1998) reassessed the meaning of the workplace and proposed
a simple formula for success- Forget the idea that hard work alone leads to
success and instead focus on building good relationships. He asserts that
the best way to win at work is to understand what is needed to support the
egos of bosses, peers, and subordinates. Accurate assessment of those
needs can then be indirectly associated with one's own personal goals and
exploited to make substantive workplace gains. Methods of determining
needs are given for a variety of situations, and strategies are offered to help
make some of the worst work situations at least marginally better through
networking and personal development. C. J. Cranny, Patricia Cain Smith,
Eugène F. Stone (1992) reveals perceiving future opportunity can actually
be more motivating than actually receiving a raise, getting promoted, or
being given additional responsibilities. Jane Boucher (2004) offers
practical advice for improving both your attitude about your job and the
job itself. She shows workers how to cope with keeping their jobs in this
difficult economy. Chris Stride, Toby D. Wall, Nick Catley (2008)
presented widely used measurement scales of Job Satisfaction, Mental
Health, Job-related Well-being and Organizational Commitment, along
with benchmarking data for comparison. The benchmarking data is based
on a sample of almost 60,000 respondents from 115 different organizations
across a wide spectrum of industries and occupations. Information is given
by occupational group, and is further broken down by age and gender.
Joanna Penn (2008) teaches how to improve your position in your current
employment, gaining more from your job, discovering more about yourself
and what it is you would be happy doing, stress management and people
management . Evren Esen (2007) examined in terms of industry and staff
size as well as employee age and gender more than 20 indicators of job
satisfaction including career-advancement opportunities, benefits, the
flexibility to balance life and work, and compensation. Elwood Chapman
(1993) helps to determine employee level of satisfaction and then assists in
making positive changes to increase both satisfaction level and quality of
work. Patricia Buhler, Jason Scott (2009) present an academic argument
for building an employeecentered culture. They also examined a real-world
case study of a company that has experienced the economic benefits of this
practice, making it abundantly clear that modern businesses can't afford
not to make employee satisfaction a top priority.

THEORETICAL FRAMEWORK chapter4

The term job satisfaction was brought to limelight by Hoppock (1935).
According to him job satisfaction is a combination of psychological,
physiological and environmental factors that makes a person to admit, “I
am happy at my job”. It has also been defined as the ‘end state of feeling’.
It is an important dimension of morale and not morale itself
the development activities including expansion of the operations of the
undertaking.

TYPES OF HUMAN RESOURCES

The human resources of an organisation can be broadly classified into two
types. They are:

External Human Resources

These types of human resources stay outside the structure of the
organisation and they are of prime strength to. The examples for such
human resources are customers, shareholders etc

Internal Human resources

These types of human resources stay inside the structure of the
organisation, i.e, the human beings at the disposal of the undertaking or
otherwise it is the productive capacity of the human organisation of the
firm. The human resources at the disposal of the organisation, i.e., the
internal human resources can be broadly divided into three categories.
They are:
(a) Lower Level Workers
(b) Middle Management
(c) Top Management

MAJOR THEORIES OF JOB SATISFACTION

1.Motivation – Hygiene theory.
2. Need-Fulfilment theory
3. Equity theory
4. Discrepancy theory
5. Equity - Discrepancy theory

2. DIMENSIONS TO JOB SATISFACTION

1. Job satisfaction is an emotional response to a job situation. As such, it
cannot be seen, it can only be inferred. It relates to one’s feeling towards
one’s job.
2. Job satisfaction is often determined by how will outcomes meet the
expectations or exceed the expectations.
3. Job satisfaction and job attitudes are typically used interchangeably.

FACTORS INFLUENCING JOB SATISFACTION

A. Organisational Factors
1. Salaries and wages
2. Promotion chances
3. Company Policies
B. Work Environmental Factors
1. Supervision.
2. Work Group.
3. Working Conditions.
C. Work Itself
1. Job Scope
2. Variety
3. Lack of autonomy and freedom
4. Role ambiguity and role conflict
5. Interesting Work
D. Personal Factors
1. Age and seniority
2. Tenure
3. Personality
4. Level of Education
STATEMENT OF THE PROBLEM
Employees are the central forces of an industry and only with their
efficiency, an organisation can move into success. Only with a group of
satisfied employees the company can lead into success. For employees
satisfaction the company must provide adequate welfare measures. By
conducting a job satisfaction survey we can analyse whether the employees
are satisfied or not and also whether they are motivated by the general,
welfare, financial and other related factors.
 OBJECTIVES OF THE STUDY

The study aims to achieve the following objectives:-

1. To evaluate how human resource factors (general factors) affect the
satisfaction level of employees in BPCL - Kochi Refinery Limited.
2. To assess how far welfare and financial factors motivate the employees
in BPCL - Kochi Refinery Limited.
3. To determine the various facilities provided by BPCL - Kochi Refinery
Limited. 4. To determine the opinion of employees towards the working
life in BPCL - Kochi Refinery Limited.
5. To conduct a brief study to analyse the various functions performed by
these sections.
 HUMAN RESOURCE FACTORS

The first objective is to analyse human resource factors. Human resource is

of paramount importance for the success of any organisation. It is a source
of strength and aid. Human resources are the wealth of an organisation
which can help it in achieving its goals. Human resources management is
concerned with human beings in the organisation. The value ethics, beliefs
of individuals working in an organisation also form a part of human
resource. The resourcefulness of various categories of people and other
people available to the organisation can be treated as human resources. In
the present complex environment no business or organisation can exist and
grow without appropriate human resource. Thus, for the development of an
organisation the prerequisite is to develop the human resource.

Table 1.1

JOB SECURITY

Employees should feel motivated in the jobs they are performing at the
workplace. The degree of motivation is achieved through many ways, that
is, interaction with others, job security, personal growth and other factors.
The analysis of our survey shows that 27.5% of the employees are not
happy in performing their tasks and only 15% showed that they enjoy their
work. The majority of the employees do not have any say about it

JOB SECURITY
Excellent Good Average Source : Primary data through questionnaire The
table shows that 94 % of the employees are satisfied. 48 % have excellent
opinion about job security. When adequate job security is provided to the
employees it will motivate them to do their work and increase productivity.
 FAMILY SECURITY 1
2
3
4
56

The table presents that out of 98 % satisfied employees, 50 % have good

opinion regarding family security. When there is family security the minds
of employees are free from various tensions and they can devote more time
for their work and hence productivity can be increased.7
8
9
10
 11
12
13
14
15

BPCL - Kochi Refinery Limited provides various types of training such as

apprenticeship training, refresher training etc which improves the
performance of the employees and thus results in better production. The
above table reflects that 60 % of the employees are satisfied of which 54 %
have good opinion too. But rest 40% of them are dissatisfied with the
training.
 RESULTS chapter5
The valuable opinion of employees is displayed below through various
statistical tables and graphs that show their responses on the topic about
importance of work environment for employee job satisfaction. The
Cronbach’s Alpha shows the reliability of the data used in the
questionnaire. The Tables show that for 6 questions of the questionnaire
about working environment, the consistency was 77.1 % whereas for Job
satisfaction the value was 81.6%. It makes the responses collected more
valuable as the data is proper to analyze the impact of work environment
on job satisfaction.
 FINDINGS

The following are the major findings of the study:-

1. BPCL - Kochi Refinery Limited provides adequate job security to the
employees which motivate them to do their work.
2. The employees are free from various tensions regarding their family
security and thus they devote more time for their work.
3. BPCL - Kochi Refinery Limited should give more emphasis on training
and development programmes.
4. Inter personal relationships among employees existing in the
organisation needs more encouragement.
5. There is free flow of communication between subordinates, superiors
and peer groups.
6. Inter departmental relationships in BPCL - Kochi Refinery Limited is
excellent.
7. Majority of the employees are of the view that the promotion policies
adopted by the company should be revised.
8. The grievance handling system is favoured and unfavoured by the
employees equally.
9. Job rotation system should be improved with a view to develop multiple
skills in employees and create greater job interest and career options.
10. Career development in the company is limited only to ambitious and
achievement oriented employees for improving their skills.
11. The employees do not have greater involvement in decision-making.
12. The employees are highly satisfied with the medical benefits provided
by the company.
13. Majority of the employees feels that the transportation facilities should
be improved.
14. The employees are satisfied with the sick, casual, maternity and
personal leave provided to them.
15. The canteen facility of BPCL - Kochi Refinery Limited is excellent.
16. The leave travel facilities provided by BPCL - Kochi Refinery Limited
are satisfactory.
17. The employees are satisfied housing facilities.
18. BPCL - Kochi Refinery Limited has excellent club facilities in the
form of music, sports, games and theatre.
19. BPCL - Kochi Refinery Limited provides good salary package to
employees, which energises them to work more and reduce labour
turnover.
20. The employees are satisfied with the incentives earned.
21. The company gives adequate importance to its retired employees
through its medical benefit scheme and pension package.
22. BPCL - Kochi Refinery Limited’s housing, vehicle and educational
loans at concessional rate of interest are satisfactory.
23 It is found that the way organisation communicate with employees
about goals and objectives is somewhat satisfactory to the workers.
24It is found from the study that majority (53%) of the respondent revealed
the reason for the happiness of the place of posting as the good
interpersonal relationship with colleagues.
25 It is observed from the analysis of the study that majority (70%) of the
respondent revealed that they are satisfied and are valued for the work they
have done.
26 It is learned from the study that (85%) of the respondents are having
satisfaction and the remaining are not having the fullest satisfaction in the
degree of motivation obtained from their higher authorities.
27 It is learned that most of the employees(60%) are satisfied in the job
because of the career opportunities provided by the organisation .
28 Employees are stressed out more often and work load on the employees
have diverted them to job dissatisfaction and from above we can see that
50% of employees feel pressurized because of provision of less fun
elements and rewards to the employees.
 RECOMMEDATIONS

Based on the above findings, the following recommendations are made for
improving job satisfaction among employees in BPCL - Kochi Refinery
Limited.
1. Training programmes has to be provided based on the job content. It
should be job related and knowledge based.
2. More and more opportunities should be provided to employees to
promote inter personal relationships.
3. Incentives may be provided to employees who successfully complete
courses under company’s education assistance scheme.
4. The company should re-introduce the transportation facility to its
officers which will reduce cost over-run and savings in income.
5. Job rotation is to be made atleast once in three years.
6. The promotion policy should be time bound and uniform inorder to
keep the morale of the employees high.
7. The grievance handling system should be made more efficient and the
company should see that complaints are solved quickly.
8. The employees should be given an opportunity to participate in
decision-making. So that the decisions can be smoothly implemented.
 SUGGESTIONS

 The top management decision shall be highly rational and should be in

the interest of the organization and also communicate the needs and goals
of the employee. Then every decision should be explained to every
employee in the corporation
 To main good relation in the organisation, management should conduct
fun activities and make sure all the employees from each and every
department should actively be indulged in the activities or events.
 Every organisation should encourage corporate entrepreneurship for the
employee to feel motivate in where they can put forth the innovative ideas
for career development as well as organisation development.
 The top management must motivate employees who are lagging in any
area of their work but conducting frequent training and giving analysis
report on the work they have done, such that they can enhance more in
their work.
 Performance appraisal like rewards, bonus, awards etc., should be held
often in an organisation so that employees could feel that their work is
being valued and supported by the organisation.
 Organisations must give high preference to employees and should
consider their health and safety, such a way that they should take measures
in providing good environment to the employees.
 CONCLUSION

An employee’s assessment of how satisfied or dissatisfied he or she is with

his or her job is a complex summation of a number of discrete job
elements. This job satisfaction study was a procedure by which employees
report their feelings towards their job and work environment. It helped to a
powerful diagnostic instrument for assessing employee problems.
Improved communication is another benefit of the study. Particularly
beneficial to the company is the upward communication when employees
are encouraged to comment about what they really have in their minds.
This job satisfaction study revealed that grievance handling system,
promotion policy, job rotation, participation in decision making has to be
improved. It helped management, both to get a better handle on why
employees are lagging and to plan better solutions to problems and to
assess training needs. This study proves that the employees are satisfied
with the medical facilities, pension packages, club facilities and canteen
facilities provided by the BPCL – Kochi Refinery Limited. Certain
recommendations are given which may be considered by management to
satisfy their employees. Thus, the priceless value of human resources is
revealed and there lies the need to satisfy them. Working environment has
a positive impact on the Job satisfaction of employees. Bad working
conditions restrict employees to portray their capabilities and attain full
potential, so it is imperative that the businesses realize the importance of
good working environment. This research paper contributes towards the
welfare of society as the results create awareness about the importance of
good working environment for employee job satisfaction. The study
impacts upon the future performance of businesses by taking working
environment more seriously within their organizations to increase the
motivation and commitment level of their employees. This way their work
force can achieve better results. It also ensures that the employees of the
organization will have the ease of working in a relaxed and free
environment without burden or pressure that would cause their
performance to decline. The progress that will be achieved in the business
will directly help the economy of a country as developmental efforts will
increase. In such conditions, the country will be able to handle the minor
problems prevailing as it will be in a strong state to deal with them. The
benefits of providing a good working environment to the employees are
tremendous for both the organization and its employees. During the
research certain limitations were there, such as the availability of time to
conduct research for obtaining the required data. Time was one of the
limitations faced which has restricted us to add more information about the
importance of this topic. Another limitation was the access to data that was
to be collected from various organizations. The information gathered was
difficult to acquire since the employees of some organizations were
hesitant to share their true opinions. We took special care of the ethical
aspect related to the research by ensuring the respondents that their
responses will be anonymous and confidential to which no one will have
access. The issue has not been considered previously therefore, now firms
have an opportunity to utilize the information from this research paper to
design their future line of action that can help them ensure their long-term
success. Such working environments where employees are made a part of
the overall decision making process, being given flexible working hours,
less work load, a team work approach and a supportive top management
have positive impact on the performance of employees. This leads to high
level of employee job satisfaction thus making the employees more
committed towards their business, more motivated to work hard and more
inclined to get high productivity for their firms benefiting their respective
businesses in the long run
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QUESTIONNAIRES
A. Recruitment and Selection
1. Are you satisfied with the external recruitment sources performed in
your organization.
1. Agree 2. Disagree
2. Are you satisfied with the monetary reward given on bringing a
candidate on board?
1. Agree 2. Disagree
3. Are you satisfied with the background checks conduct for employees.
1. Agree 2. Disagree
4. Are you satisfied with the monetary limits given to you for the
expenses?
1. Agree 2. Disagree
B. Induction
1. The induction programme of your organization is informal type.
1. Agree 2. Disagree
The induction of your organization covers organizational structure and
policies
. 1. Agree 2. Disagree
C. Training and Development
1. For Employee performance is the training need analyzed in your
organization.
1. Agree 2. Disagree.
2. Are you satisfied with the Classroom method adopted by tour
organization to train the employees?
1. Agree 2. Disagree
3. Effectiveness of training program in your Organization is evaluated by
observing the post training performance of employees.
1. Agree 2. Disagree
D. Performance Appraisal
1. Are you satisfied with the Balanced Scorecard method?
1. Agree 2. Disagree
Are you satisfied with the feedback given to you by organization?
1. Agree 2. Disagree
E. Career Progression
1. Are you satisfied with the mentor system followed for career
progression?
1. Agree 2. Disagree
2. Are you satisfied with the competence analysis and feedback from
manager?
1. Agree 2. Disagree
F. Leave Policy
. Are you satisfied with the privilege leave provided to you?
1. Agree 2. Disagree
G. Communication and Decision making process
1. Are you satisfied with the informal communication pattern?
1. Agree 2. Disagree
2. Are you satisfied with the opinion survey and Department meeting?
1. Agree 2. Disagree
H. Rewards and Recognition
1. Are you satisfied with the monetary rewards?
1. Agree 2. Disagree
I. Personal Accident Insurance Policy
1. Are you satisfied contingencies cover under this policy?
1. Agree 2. Disagree
J. Mediclaim Policy
1. Are you satisfied with the services covered under this policy?
1. Agree 2. Disagree