CAPSTONE iPROJECT i

FINAL iREPORT i

ON

“Study ion iemployee isatisfaction iof iILP iOverseas”

SUBMITTED iIN iPARTIAL iFULFILLMENT iOF iTHE iREQUIREMENTS iFOR iTHE

MASTER’S iDEGREE iIN iBUSINESS iADMINISTRATION

OF

CHANDIGARH iUNIVERSITY, iGHARUAN, iMOHALI

SUBMITTED iTO

iSupervised iby: i i Submitted iby:

iiiiiiiiii

Name: iSIMMI iDHYANI i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i i iName: iVARSHA iSINGH

iiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiii

Designation: iASSISTANT iPROFESSOR i i iUID: i21MBA1873

iiii

CHANDIGARH iUNIVERSITY, iGHARUAN, iMOHALI

BATCH i2021-2023
Content

Acknowledgment……………………………………………………………………………1
Certification…………………………………………………………………………………2
Executive Summary…………………………………………………………………………3
Introduction…………………………………………………………………………………4
Objective…………………………………………………………………………………….5
Literature Review…………………………………………………………………………6
Research Methodology…………………………………………………………………….7
Findings……………………………………………………………………………………..8
Analysis…………………………………………………………………………………….9
Limitations…………………………………………………………………………………10
Conclusion…………………………………………………………………………………11
Bibliography……………………………………………………………………………….12
Questionnaire………………………………………………………………………………13
Plagrism……………………………………………………………………………………14
Acknowledgment
I hereby do solemnly acknowledge that I have taken my sincerest efforts in this project.
However, it would not have been possible without the support and help of many individuals
and organizations indulged along the way. I would like to extend my sincere thanks to all of
them.
I am highly indebted to Simmi Dhyani for his guidance and the constant supervision as well as
for providing all the necessary information to me regarding the project and also for the support
in completing the project.
I would like to express my sincere gratitude towards my parents, friends & members of ILP
OVERSEAS for their kind co-operation and encouragement which help me in completion of
this project.
I would also like to express my special gratitude and thanks to the industry persons for giving
me such kind attention and time. My thanks and appreciations also go to all of my colleague
who formed a part in developing the project and the people who have willingly helped me out
with their special abilities.
 CERTIFICATE (by the Supervisor/ Guide)
I have the pleasure in certifying that (Varsha Singh) is a bonafide student of 4th Semester of
the Master’s Degree in Business Administration (Batch 2021-2023), of Chandigarh University,
Gharuan, Mohali, Punjab with UID No. 21MBA1873
She has completed his/her Capstone project work “(Study on Employee satisfaction)” under
my guidance.
I certify that this is his/her original effort & has not been copied from any other source. This
project has also not been submitted in any other institute / University for the purpose of award
of any Degree.
This Project fulfils the requirement of the curriculum prescribed by this university for the said
course. I recommend this project work for evaluation & consideration for the award of Degree
to the student.

Signature

Name of the Guide: Simmi Dhyani

Designation : Assistant Professor

Date : ___________
EXECUTIVE SUMMARY

A Study on “Employee Satisfaction of Employees” was carried out in ILP OVERSEAS. The
main objective of the research was to find the satisfaction level of employees in the
organization.

Employee satisfaction is essential to the success of any business. The important factors that are
to be considered in the employee satisfaction of employees are salary, promotion, working
condition, and so on...

The study was done as part of Descriptive Research. Convenience sampling technique was
employed for selecting the sample. The primary data was collected by means of questionnaire.
The secondary data was collected from the company records and websites. A structured
questionnaire was given to fifty employees and the data was collected based on the same. The
data was analyzed using percentage method and Likert scale method. Utmost care has been
taken from the beginning of the preparation of the questionnaire till the analysis, findings and
suggestions. The analysis leads over to the conclusion that majority of the employees are
satisfied. Dissatisfaction with reference to some of the factors was also reported.It was found
that dissatisfaction among employees will affect the work performance and productivity of the
organization. Valuable suggestions and recommendations are also given to the company for
the better prospects.

RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization
achieves its objectives. It is very important from the organization point of view to keep them
satisfied. The purpose of study is to understand the level of satisfaction among the employees
to ILP OVERSEAS and suggest the area for improvement if any.
 Chapter:-1

INTRODUCTION
INTRODUCTION

Employee satisfaction is a measure of how happy workers are with their employee and working
environment. Keeping morale high among workers can be tremendous benefit to any
organization, as happy workers will be likely to benefit to any company. There are many factors
for maintaining high employee satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face to face
meeting either employees to gather information. Both of these tactics have pros and cons and
should be chose carefully. Surveys are often annoying allowing workers more freedom to be
honest without fear. Interview with company management can feel intimating but if done
carefully can let to workers know their voice has been heard and their concern addressed by
those in changes. Surveys and meetings can truly got the center of data surrounding employee
satisfaction and can be great tools to identify specific problems leading to lowering morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel they are part of the family or team. Holding Office Events such as parties and
group outings can help close bonds among workers. Many companies also participate in team
building retreats that are designed strengthen the working relationship of the employers in the
non-working related settings. Company trips, pain ball wars and guided back parking trips are
versions of this type of team building strategy, with which many employees have founded
success.

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

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

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

• Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.

• Mission and vision of organization.

• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

 Wages and Salary

 Benefits
 Reward and Penalties

ABOUT COMPANY
ILP Overseas founded in 2007
About ILP Overseas Education Growing from one main purpose; to provide
comprehensive study abroad opportunities for Indian students, ILP Overseas has
become a pioneer in the overseas education industry. Founded in 2007, ILP
Overseas has over 14 years of experience in University of Arizona, Tucson.
International Learning Planners play a vital role in providing quality education to
students who are interested to study in foreign universities. ILP Overseas focuses
on providing a meaningful semester and abroad experience for college-age
volunteers which makes a difference by helping children in foreign countries.
At ILP Overseas we guide every student through the entire exam syllabus.
Moreover, we also provide them the sample paper to make sure that they are
confident enough before appearing for an actual examination.
We provide unique teaching methodology makes them one of the best coaching
institute
The International Learning Planners team has more than 14 years of experience in
overseas education counseling, admission counseling, visa counseling, scholarship
counseling well as coaching classes. They have successfully placed more than 10,000
students in the world’s best colleges as well as universities around the world.
Achievements of ILP Overseas:

1) We successfully placed more than 10,000+ students abroad in the last 14

years with good quality of education.
2) We provide a 100% Admission success rate.
3) We provide 100% VISA facilities.
4) High IELTS and TOEFL exam scores for our students.
5) ILP Overseas helps in Independent Recognition from various industry
bodies.
6) ILP overseas provides students to experience new countries and lifestyles.
7) Organized a host of education fairs that have resulted in catering to thousands
of students being placed in universities worldwide.
Implementation of ILP Overseas :
 ILP Overseas has various meetings with University delegates from
foreign countries over 200+ universities for direct interviews, application
fee waivers, spot admission offers, and scholarships.
 ILP Overseas has a 100% success rate with an admission of students to
colleges/universities in the USA, UK, Canada, Australia, New
Zealand, Singapore, France, Switzerland, and Italy, etc.
 ILP Overseas has a 100% success rate with expert Visa Guidance through
personalized tailor that benefits students to improve their knowledge by
made consulting services.

Focus on Scholarships, bursaries, and application fee waivers to help

reduce your financial burden. Small batch size coaching was provided for IELTS,
TOEFL & PTE results.
 Personal guidance by experts for course, university, and country selection
based on your, career goals, budget, and other preferences, etc.
 Assistance with university/college application forms, scholarship
procurement forms, document preparation, and editing of documents like
essays, recommendation letters, resumes, etc.
 Constant follow-up with the university admission officers for admission
offer letters, flyers, and scholarships, etc.
PRODUCT AND SERVICES

 Service on Counseling on Admission:

ILP Overseas is the most popular and one of the largest and most well-known
foreign education consultants in India. It makes a student encouraged for
counseling. Now, ILP is renowned throughout the world for its admission
counseling because it helps young teenagers to overcome their studies abroad.
 Service on Counselling on VISA facilities
International Learning Planners has a team of the best visa counselors in India. In
the history of ILP Overseas there have always been trained professional who help
students achieve their aspirations and full-potential. There are International
Learning Planners has a team of the best visa counselors in entire India. There
are very well trained and have more than 14 years of experience in the visa
counseling process. So a student can grasp the opportunity.
 ·Service related to support of students:
Even though they have a team of experts as they became the friend of students.
They understand that studying abroad for the first time can be a huge challenge
for most of us. So, ILP provides for a host of support services.
 Service on coaching classes:
International Learning Planners provide in-depth knowledge for all the
examinations such as GRE, GMAT, IELTS, and many more. They provide the
best coaching classes for all English entrance exams.
 Additional Value-adding Services:
The International Learning Planners team has more than 14 years of experience
in overseas education counseling, admission counseling, visa counseling,
scholarship counseling as well as coaching classes.
They have successfully placed more than 10,000 students in the world’s best
colleges.

SCOPE
ILP Overseas study in the UK:
ILP Overseas, United Kingdom is also known as the UK, is the second
most popular destination for students in the world.
ILP Overseas UK has the best quality of education in the entire world since
it is assessed by official bodies such as the Quality Assurance Agency.
They guarantee that institutes in the UK maintain the long-
standing tradition of excellence in education.
ILP Overseas study in Canada:
ILP Overseas Canada is considered to have one of the best education
systems in the world with a diverse multi-cultural landscape.
ILP Overseas study in Singapore:
ILP Overseas Singapore is very popular if a student wants to study
Agriculture, Business, or a related field overseas.
ILP Overseas Singapore has a reputation for academic excellence all over
the world. Singapore has been named the best-performing location for the
 program for International Student Assessment (PISA) test conducted by
the Organization for Economic Co-operation and Development.
ILP Overseas study in New Zealand:
New Zealand is a very peaceful country in the entire world.
ILP Overseas New Zealand provides plenty of opportunities to international
students in terms of full-time employment and PR on completion of
education but the private, public and vocational institutions offer sterling
facilities.
ILP Overseas qualifications are highly reputable and valued
throughout the world.
ILP Overseas study in Switzerland:
ILP Overseas is a great place to receive higher education in the entire
country.
Six universities in Switzerland received awards for international student
satisfaction.
Since ILP Overseas makes most of the universities of Switzerland are
highly reputable all around the world most of the students are confident
enough to pursue their graduation in Switzerland.
ILP Overseas study in Australia:
Currently, Australia is considered to be the third most popular
destination for international education among Indian students.
In addition to that, some countries consider Australia to be the first
choice of study destination.
ILP Overseas Russia is a popular choice of interest for international
students because they provide numerous courses ranging from literature
to art, history, and Russian language studies.
In Russia, international students are likely to receive a quality
education in a culturally diverse environment.
Russia is known worldwide for its excellence in literature, ballet,
painting, and classical music.
ILP Overseas study in Europe
Many international students opt for European countries for their graduation
because of their friendly nature.
ILP Overseas makes most of the European countries effort to
convince their foreign graduates to stay and work after graduation to students.
OBJECTIVES:

Primary objective
 The primary objective of the research is to find employees satisfaction level of
the organization.
Secondary objective
 To access the general attitude of the employees towards ILP overseas.
 To understand the problem of the employees in the working condition.
 To know how employee opinion about workplace, pay and benefits.
 To study and analyses the various factors affecting the employee satisfaction
level.
 Chapter:-2
Literature Review
And
Research Methodology
LITERATURE REVIEW

According to Moyes, Shao & Newsome (2008) the employee satisfaction may be
describedas how pleased an employee is with his or her position of employment.
As Spector (1997) defined job satisfaction as all the feelings that a given
individual has about his/her job and its various aspects. Employee satisfaction is a
comprehensive term that comprises job satisfaction of employees and their
satisfaction overall with company’s policies, company environment etc.
According to Nancy C. Morse (1997) “Satisfaction refers to the level of
fulfillment of one’s needs, wants and desire. Satisfaction depends basically upon
what an individual wants from the world, and what he gets.” Employee
satisfaction is a measure of how happy workers are with their job and working
environment. It is certain that there may be many factors affecting the
organizational effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction,
Bhatti & Qureshi, (2007).

According to Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction

(composed of four dimensions: general satisfaction with work; employee
relationships; remuneration, benefits and organizational culture; and employee
loyalty). The model's underlying hypotheses were conceptually developed and
empirically tested. The findings support the hypothesized relationships between
employee satisfaction, intrapreneurship and growth.

According to José Varela González, Teresa García Garazo, (2006) "Structural

relationships between organizational service orientation, contact employee
satisfaction and citizenship behavior is to contribute to the knowledge of how
organization service orientation (OSO) influences job satisfaction and
organizational citizenship behavior (OCB) of customer‐contact employees. The
empirical results enable one to identify the dimensions of OSO on which the
managers of hotel firms should place greater emphasis in order to stimulate
employee job satisfaction and OCB.
In general, most definitions cover the affective feeling an employee has towards their
profession. This could be the job in general or their outlooks towards specific
aspects ofit, such as: their colleagues, pay or working conditions (Luthans, 1992.). In
addition, the scope to which job outcomes meet or go beyond expectations may decide
the level of job contentment (Taber, 1995) . However, job satisfaction is not only
about how much an employee take pleasure in doing work. Taber and Alliger
(Maslow, 1995.) Found other measures (such as, level of concentration required for
the job, level of supervision, and task importance) all had no impact on satisfaction.
This study demonstrates that the accumulating pleasure of work responsibilities
added up to overall job satisfaction.

RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through
questionnaire. Analysis and interpretation has been done by using the statistical tools
and data presented through tables and charts.

RESEARCH DESIGN

The study was based on survey method. The aim of the study is to find satisfaction
levels of employees.

SAMPLE DESIGN

A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

PERIOD OF STUDY
This study on employee satisfaction was conducted during the Period of 21 days.

SAMPLE SIZE

The sample size of this study is 50 respondents.

DATA COLLECTION

The data collected for the study consists of both primary and secondary data.

PRIMARY DATA
In this study primary data were collected through personnel interview using
questionnaire. The questionnaire was administered to fifty employees of ILP
OVERSEAS.
SECONDARY DATA
Secondary data for this study was collected from.
 Previously published records, statistics, research reports and documents.
 Books, Periodical and websites.

QUESTIONNAIRE
In this study the researcher have used a questionnaire consisting of twenty multiple
choice based questions.

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical
tools forthe analysis.
GRAPHICAL REPRESENTATION OF DATA
Graphical Representation tool such as Bar Graphs and Pie Charts have been used
for the data analysis.
OBJECTIVES:

Primary objective
 The primary objective of the research is to find employees satisfaction level of
the organization.
Secondary objective
 To access the general attitude of the employees towards ILP overseas.
 To understand the problem of the employees in the working condition.
 To know how employee opinion about workplace, pay and benefits.
 To study and analyses the various factors affecting the employee satisfaction
level.
 Chapter:-3
Data interpretations
And
Analysis
Data interpretation and analysis

TABLE NO.6.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below .2 years 10 20%
2-5 years 14 28%
Above .10 years 26 82%
Total 50 100

INTERPRETATION

From the above table, 20% of employees have the working experience below 2
years and 28% in between 2-5 years, at the time 82% employees’ work above 10
years in this institution.

TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNINGAND

PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%

Satisfied 20 40%
 Dissatisfied 12 24%

Total 50 100

INTERPRETATION

From the above table 36% of employees are highly satisfied in training programs,
40%of employees satisfied and 24% dissatisfied.

TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURESOF

INSTITUTION

OPINION NO OF PERCENTAGE
RESPONDENTS
Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100
 PERCENTAGE

INTERPRETATION

Form the above table 72% of employees had good opinion about the safety
measure and 16% had bad opinion, same time 12% employees had average safety
measure only provided.

TABLE NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVEPROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100
 NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employee highly satisfied in their leave provided, 44% are

satisfied and 16% dissatisfied.

TABLE NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO REALISE

EMPLOYEES APPLICATIONAND AMBITION

Opinion No. Respondents Percentage

Yes 12 24%

No 8 16%

Can’t Say 30 60%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 60% of employees get chance to be involved in decision
making 12% should not get chance and 28% of employees are not answered

the question.

TABLE NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

Opinion No. Respondents Percentage

Yes 14 28%

No 6 12%

Can’t Say 30 60%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 8% of employees to get chance to be involved and identified with

goal and image. 12% should not get chance and 60% of employees are not answered the

question.

TABLE NO.6.7: SHOWING WHETHER EMPLOYEES TO GET A CHANCE IN PART OF

DECISION MAKING.

Opinion No. Respondents Percentage

Yes 30 60%

No 6 12%

Can’t Say 14 28%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 60% of employees get chance to be involved in decision

making 12% should not get chance and 28% of employees are not answered the

question.

TABLE NO.6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD TEAM

SPIRIT EXIST IN YOUR WORK ENVIRONMENT.

Opinion No. Respondents Percentage

Yes 20 40%

No 10 20%

Can’t Say 20 40%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employees feels the good team spirit, 20% should not
feeland 40% of employees are not answered the question.

TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET PROPER PROMOTION

AND GROWTH OPPORTUNITES.

Opinion No. Respondents Percentage

Yes 36 68%

No 6 12%

Can’t Say 10 20%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 6% employees to get proper promotion and growth
opportunities, 12% of employees should not get, 20% employees are not answered
the question.

TABLE NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TOTHE

OPINION AND SUGGESTIONS

Opinion No. Respondents Percentage

Yes 28 56%

No 8 16%

Can’t Say 14 28%

Total 50 100%
 NO OF RESPONDENTS

INTERPRETATION

From the above table 56% of employees are agreed that supervisor listen to their
opinions and suggestions, but 10% employees are disagree and 28% employees

are not answered the question.

TABLE NO.6.11: SATISFACTION LEVEL OF EMPLOYYES INOVERALL ALLOWANCES

Opinion No. Respondents Percentage

Yes 24 48%

No 16 32%

Can’t Say 10 20%

Total 50 100%
 Chart Title

50
40
30
20
10
0
good bad average total

no. of respondent percentage

INTERPRETATION

From above table 48% of employees satisfied the overall allowances, 32% should
not satisfied and 20% of employees are not answered the question.

TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING BEHAVIOUR AND SUPPORT

OF MANAGEMENT

Opinion No. of respondent percentage

Good 30 76%

Bad 4 8%

Average 8 36%

Total 50 100%

Chart Title
100%

99%

98%

97%

96%

95%
good bad average total

no. of respondent percentage

INTERPRETATION

From above table 76% of employees are shared a good experience and 8% in a Bad
level, 16% in average level.

TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

Opinion No. of respondent percentage

Highly satisfied 18 36%
Satisfied 20 40%
Dissatisfied 12 24%
Total 50 100%

Chart Title

60

40

20

0
good
bad
average
total

no. of respondent percentage

INTERPRETATION:
From the above table 36% of employees are highly satisfied and the work
facilities provided by the company. 20% are satisfied and 24% of employeesare
not satisfied.
 TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES INWORKING
RELATIONSHIP WITH THEIR SUPERVISOR
Opinion No. of respondent percentage
Highly satisfied 10 16%
Satisfied 28 74%
Dissatisfied 02 4%
Total 50 100%

Chart Title

60

40

20

0
good
bad
average
total

no. of respondent percentage

INTERPRETATION

From the above table 16% of employees are highly satisfied the working relationship
withtheir supervisor and 76% satisfied and 4% is dissatisfied.

TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE PROVIDED

Opinion No. of respondent percentage
Highly satisfied 44 88%
Satisfied 2 4%
Dissatisfied 04 8%
Total 50 100%
 Chart Title
50
40
30
20
10
0
good
bad
average
total

no. of respondent percentage

INTERPRETATION

From the above table 88% is highly satisfied on companies’ motivational programs
and4% satisfied and 8% dissatisfied.

CHART NO.6.16: SHOWING WHETHER THE EMPLOYEES SATISFIED WITH THE

TIME OF THE EMPLOYEE

Opinion No. of respondent percentage

Highly satisfied 36 72%
Satisfied 04 08%
Dissatisfied 10 20%
Total 50 100%

no. of respondent

good bad average total

INTERPRETATION

From the above 72% of employees highly satisfied with the working time 8%
satisfied and20% dissatisfied.

TABLE NO.6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES
Opinion No. of respondent Percentage
Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100%

no. of respondent

good bad average total

INTERPRETATION

From the above table 80% of employees have good opinion about refreshment
andrecreation facilities and 8% have bad opinion and 12% have average opinion.
TABLE iNO.6.8: SHOWING iWHETHER iEMPLOYEES iFEELS iGOOD iTEAM iSPIRIT
EXIST iIN iYOUR iWORK iENVIRONMENT
i

OPINION NO iOF iRESPONDENTS PERCENTAGE

Yes 20 40%

No 10 20%

Can’t isay 20 40%

Total 50 100

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY

THEMANAGEMENT IN EMPOLYEE NEEDS AND WANTS

Opinion No. of respondent percentage

Good 6 12%

Bad 4 12%
 Average 38 76%

Total 50 100%

50

40

30

20

10

0
good
bad
average
total

no. of respondent percentage

INTERPRETATION

From the above table 12% of employees have good opinion regarding management
understanding of employees need and wants. 12% have bad opinion and 70% having
an average opinion.

TABLE NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

Opinion No. of respondent percentage

Good 36 72%

Bad 6 12%

Average 8 16%
 Total 50 100%

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 72% of employees satisfied with the work environment and
12% ofthem having bad and 16% having an average satisfaction regarding our
statement.
HYPOTHESIS TESTING

CHI-SQUARE TEST

H0: There is no significant relationship between employees’ satisfaction inwork

facilities and working relationship with supervisor.

H1: There is significant relationship between employees’ satisfaction in work

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

Observed frequencies Highly Satisfied dissatisfied Total

satisfied
Employees work 18 20 12 50
facilities
 Employee work 10 38 2 50
relationship with
supervisor
Total 28 58 14 100
CHI-SQUARE= ∑ (0-E) 2/E

O= Observed

Frequency

E=Expected

Frequency

Expected Frequency= Row Total/Column Total * Grand Total

O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142

20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom= (c-1) (r-1)

5% level of significance=2

Total value=5.991
 COMMENT

As the calculated value is more than table value. Therefore null

hypothesis is rejected and it concluded that there is significant
relationship between employees’ satisfaction in work facilities and
working relationship with supervisor.

FINDINGS

 Majority of the employees know the overall goals of the company.

 Most of employees are highly satisfied (88%)with motivational programmes provided
by the company.
 Only 16% of employees are dissatisfied with the leave and other conditions provided
by the company.
 Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
 Majority of employees are satisfied with the allowances provided by the company.
 Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
 Most of the employees always get a chance a part of decision making (60%).
 Majority of employees satisfied (40%)with the good team exist in the organization.
 Majority of employee’s opinion are the superior listen to their opinion and suggestion.
 Only 16% of employees are not to get enough time to spend with your family on leave
occasion.
 Most of employees satisfied (72%)the time of the employee.
 24% employees dissatisfied the training programmes conducted by the company.
 Majority of employees have a good opinion about safety measures provided by
institution (72%).
LIMITATIONS OF THE STUDY

 This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
 The research was carried out in a short span of time, where in the research could not
widen the study.
 The period of study was too short. So it was not possible to collect the relevant
information with in that period.
 The findings are based on the answers given by the employees, so any error or bias may
be affect the validity of the finding
ANALYSIS
 Management have to make effective communication channels in the firm.
 Management should take remedial measures to improve general working condition of
the firm there by employees will be satisfied in their employee.
 Management should take proper care to maintain employee-employer relationship.
 Proper guidance and counseling should be provided to the employees so that their
mental satisfaction can be improved.
 Management should provide proper safety measures in the organization, so the
employees will be secured in the employee.
 Management should provide promotional facilities to the employees then only they will
be motivated in the employee.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet industry standards.
 Management should provide more opportunities to employees in order to participate in
decision making.
CONCLUSION

As a part of our project work, I got an opportunity to spend a period of thirty five days in ILP
OVERSEAS. It helped me to analyze the working of the organization which helped as to
convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in ILP

OVERSEAS. It is indeed necessary for any organization to understand the need of their
employees and fulfill them before they leave the organization. If nothing is done by the
organization then there are chances to loose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.
From the study it was identified that the most of the employees Are satisfied with the employee
majority of the employees are satisfied with the salary structure, promotional programs.
Working conditions, allowances provided by the organization. They also satisfied with the
employer- employee relationship and communication channel in the organization. But still only
40% of the employees get opportunities to participate in decision making. Also majority of the
employees are not provided with the welfare measures. If the firm concentrates of the findings
and suggestions of their surveys, we hopefully believe that the organizations can further bring
out their labor with full satisfaction and obtain good results.
BIBLIOGRAPHY
 Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction,
intrapreneurship and firm growth: a model", Industrial Management & Data Systems,
Vol. 111 Issue: 4, pp.589-607, https://doi.org/10.1108/02635571111133560
 José Varela González, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
 Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
 Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model:
state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

 Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature
review’, International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans, F.,
Organisational Behaviour (6th Edition). New York, McGraw-Hill, 1992.

 WWW.ILPOVERSEAS.COM

 GOOGLE
 QUESTIONNAIRE

I,varsha ,IIIrd Semester MBA Students of chandigarh universities College. This is a survey
conducted as part of my minor project in partial fulfillment of the masters.The Information
given by you will be used purely for Academic purpose and will be kept confident. I will be
very much obliged if you spare some time for answering the following questions.

Name : Sex: Position:

PERSONAL INFORMATION

Age:

20-30 30-40 41-50 51 &Above

Education Qualification:

10TH 12TH Degree Other

Monthly Income:

Below 10000 10000-20000 20000-45000

• Whether Company Give more concern for production or people?

People Production

• Whether the company give reward to the employee?

Yes No
• Are iyou isatisfied iwith icurrent ihome iwork ipolicies?

Yes i

NO
• have iyou iever iheard iabout iILP iOverseas?

Yes i
 No
• where ido iyou ilive?

• what iare ithree imost icommon itopics iof iconversation iamongst iyour ifriend?

a.
b.
c.