1. No category

International Journal of Applied Engineering Research
ISSN 0973-4562 Volume 9, Number 14 (2014) pp. 2351-2366
© Research India Publications
http://www.ripublication.com
A Case Study Analysis on Job Satisfaction with Reference to
BHEL, Ranipet
Dr. S. Poongavanam
Assistant Professor, AMET Business School, AMET University, Chennai
ABSTRACT
Job satisfaction is a general attitude towards job, it is the difference between
the quantum of reward workers receive and the amount they believe they
should receive. Employee is a back bone of every organization, without
employee no work can be done. So employee’s satisfaction is very important.
Employees will be more satisfied if they get what they expected, job
satisfaction relates to inner feelings of workers. The main aim of this study is
to analyze the satisfaction level of the employees. Chi-Square test and
percentage analysis have been used in this study to analyze the job
satisfaction.
Key words: Job satisfaction, Rewards & Performance
INTRODUCTION
The organization may give importance to certain factors such as Canteen, rest room
facilities, rewards, recognition and promotion policy so that satisfaction of the
employees may be improved further. Job satisfaction is one of the cherished goals a
worker wants to achieve in his work environment. it is yet another colorful feature
that adorns his cap of glory.
Employee’s satisfaction and retention have always been the vital issues for
management. Dissatisfaction results in high level of absenteeism and labor turn out.
satisfaction employee’s tend to be more productive, creative and committed to their
employer. Dynamic performance has a direct proportionate relationship with job
satisfaction .job satisfaction is closely associated with the employee’s ability in
discharging the duties that are assignment to him .since job is an important part of
one’s life, job satisfaction has it’s impart on one’s general life also.
According to f Herzberg job satisfaction arises from two sets of issues. Namely
hygiene issues have been addressed the motivators create satisfaction among the
employees. Hygiene issues are.
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Dr. S. Poongavanam
Company’s administrative policies
Supervision
Salary
Interpersonal relation and
Working condition motivators include:
Work itself
Achievement
Recognition
Responsibility
Advancement
OBJECTIVE OF THE STUDY
 To study the degree of overall job satisfaction in the organization.
 To study the impact of different factors such as organizational climate, job
security, promotion policy on the overall job satisfaction.
 To study the satisfaction level of employees non monetary rewards.
 To suggest ways and means to enhance job performance of the employees in the
organization.
SCOPE OF THE STUDY
 A job satisfaction will be defined as the amount of overall positive affect that
individuals have towards their job.
 Job satisfaction as a pleasurable or positive emotional state resulting from the
appraisal of one’s job or job experience.
 Job satisfaction is a set of favorable or unfavorable feelings with which
employees view their work.
 Job satisfaction being an emotional response to a job cannot be seen as such it
can only be inferred.
 Job satisfaction if often determined by how satisfactorily outcome meet or
exceed one’s expectations.
NEED FOR THE STUDY
Various theories like Maslow's Need Hierarchy Theory, Herzberg's MotivationHygiene Theory, and Vroom's Expectancy Model have been extended to describe the
factors responsible for the Job Satisfaction of the employees in the organization.
Broadly we can say that an employee’s 'Job Satisfaction' is related to a number of
variables such as age, occupational level, size of the organization, organizational
climate, educational qualifications, educational and economic background, size of the
family, gender of the employee, etc. In this context this study is undertaken to crave
intellectual challenges of the employees on their jobs. This study helps to find out the
effective pay system and promotion policies. Quality or supportive Supervision
establishes cordial and supportive personal relationship with subordinates and takes
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2353
interest on subordinate well being. Experience shows that employees get more out of
work than only money, employees are more concerned with their work environment
for both personal comport and facilitations doing a job.
LIMITATION OF THE STUDY
 Only the executive in the level of E1 to E4 are taken for the study.
 The information collected through questionnaires are biased, on the employees
may not feel to express them freely.
 The study considers only the situation in BAP/BHEL RANIPET.
 Some of the response could not tally with statement and do not express out of
fear.
 The study undertaken may not applicable to all employees.
RESEARCH DESIGN
A pilot study was conducted on a sample size of 10. The researcher made a number of
changes in the questionnaire, to aid proper survey
The tool used for collecting data was questionnaire is. A questionnaire is a
simply formalized schedule to obtain and record specified and relevant information,
with tolerable accuracy and completeness?
Non probability random sampling – convenience sampling is used to collect the
data. The data were collected through a specially designed questionnaire for the
present study. The four point’s liker scaling was used in order to elicit frank opinion
of the respondents with regard to work value in BHEL at RANIPET. For this purpose
the researcher interviewed the executives at different levels and from various
departments, selects at random stratified sampling.
Sources of data
Both the primary data and the secondary data are taken into account for the purpose of
the study.
Primary data:
Primary data and secondary data have been used in this research. Primary data have
been collect from among the target group (sampling) by administrating the
questionnaire consisted the liker scale responses.
The questionnaire is carefully constructed and properly setup.
b) Secondary data:
Secondary data are extracted from the file, records obtained from personnel
department of the BHEL in RANIPET.
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Dr. S. Poongavanam
DATA ANALYSIS AND INTERPRETATION
CAREER OPPORTUNITY AND JOB SATISFACTION
Job satisfaction not merely depends on the present working environmental or job
security. A part from job security and wage future opportunity for promotion and
development are playing vital role in worker satisfaction.
If the current job has no scope for future progress workers dissatisfied. If the job
has multi-dimensional promotion and growth job satisfaction will be high. After
certain years of service the worker will dejected with the present job and develop
monotonous. This will develop negative attitude among workers. To know scopes of
the present job the following question was asked.
Table 1 Opportunity and Job satisfaction
Data
No of respondents
Percentage
Highly satisfied
35
35%
Satisfied
35
35%
Natural satisfied
15
15%
Dissatisfied
15
15%
Total
100
100%
Table 5.3 reveal that 35% of the respondents are highly satisfied with the carrer
opportunity of them jobs. However 35% reacted that they are only satisfied and 15%
are some what satisfied. If is interesting that 15% of the respondents were dissatisfied
with the opportunity provided by the job.
JOB SECURITY AND SATISFACTION
Job security is one of the basis of job satisfaction. Human needs are not equal strength
but may in image some priority pattern. In particular as the primary needs reasonably
well satisfied a worker places more emphasis on the secondary need. First level needs
involve basis survival and include physiological needs for food air and water. The
next need level that tends to dominate is bodily safety and security. To know the
level of satisfaction about the job security the following questions was asked.
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2355
Table 2 Job security and satisfaction
Data
No of respondents
Percentage
Highly satisfied
30
30%
satisfied
45
45%
Natural satisfied
25
25%
Dissatisfied
-
-
Total
100
100%
Table 2 reveals that 30% of the respondents are highly satisfied with the job
security. However 45% of the respondents are only satisfied and 25%of the
respondents are somewhat satisfied .
STYLE OF SUPER VISION AND SATISFACTION
The success of every organization is depends upon the quality of the supervisor.
Supervisor is one who lifts the workers to higher rights beyond its normal limitation.
In is the ability of supervisor may be positive or negative. A negative supervisor
emphasis penalties and punishment . this will affect job satisfaction similarly
autocratic supervisors also affect job satisfaction. To know the opinion of the
respondents about the supervisor style the following question was asked.
Table 3 Style of supervisor
Data
No of respondents
Percentage
Highly satisfied
5
5%
Satisfied
45
45%
Natural satisfied
35
35%
Dissatisfied
15
15%
Total
100
100%
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Dr. S. Poongavanam
Table 3 reveals that 5% of the respondents are highly satisfied with style of
supervisor under he is working 45% of the respondents are only satisfied. However
35% are partially satisfied and 15% are dissatisfied about the style of supervisor
ORGANIZATION CHANGE AND INNOVATION JOB SATISFACTION
In the present scenario of globalization dynamic setting of the business is inevitable
an organization’s is ability to change itself is regarded as one of the important factor
of its effectiveness. The need for introducing change in an organization may be tow
types
A. To cope up the environmental change
B. To grow from one style to another
Before introducing change and innovation workers should be consulted.
Because it is the work force that is going to implement present the change and
innovation. If they are not properly consulted they may develop misunderstanding and
fear. This in turn affects job satisfaction. To know the impact of organizational and
innovation, opinion of the respondents are asked.
Table 4 Organizational change and innovation
Data
No of respondents
Percentage
Highly satisfied
15
15%
Satisfied
45
45%
Natural satisfied
25
25%
Dissatisfied
15
15%
Total
100
100%
Table 4 reveals that 15% of the respondents are satisfied with the relationship
with organization change. However 45% reacted that they are only partially satisfied.
EXIESTING ENVIRONMENT
Environmental may be understood has all those factor which have their bearing on
satisfaction of worker. There tow type of environmental internal and external. Internal
environment include culture, union, organization culture and conflicts. Internal
environment is useful for the workers in order to become proactive and not reactive to
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2357
the environment. If the environment is congenial workers develop satisfaction in order
to know the opinion if respondents over the environment the following question was
asked.
Table 5 Existing environment
Data
No of respondents
Percentage
Highly satisfied
25
25%
satisfied
15
15%
Natural satisfied
60
60%
dissatisfied
-
-
Total
100
100%
Table 5 reveals that 25% of the respondents are highly satisfied with the
relationship in the working environment 15% respondents are only satisfied. However
60% reacted that they are only partially satisfied. It is consulted that majority of the
respondents are not satisfied with existing environment.
CANTEEN FACILITIES AND SATISFACTION
Canteen facilities are another factors that has influence on job satisfaction. For
requiring energy and refreshing the mind and body refreshment is inevitable, in
addition to refreshment provision of the canteen facilities the work gets together with
his friends friendly consultation about the work may also facilitate. To find out the
satisfactory level of canteen facilities question was asked.
Table 6 Canteen facilities
Data
No of respondents
Percentage
Highly satisfied
35
35%
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Dr. S. Poongavanam
Satisfied
45
45%
Natural satisfied
15
15%
Dissatisfied
5
5%
Total
100
100%
If is clear from the table 5.9 is 35% of the respondents are higher satisfied with
the canteen facilities in the company, 45% of the respondents are satisfied 15% of the
respondents are partially satisfied and 5% of the respondents are dissatisfaction with
the canteen facilities in the company.
FLEXIBILITY AND FREEDOM THE WORK
Having assigned a job to a worker, the worker should be given full freedom to execute
the job. Frequent interruption from the work manger may affect the zeal and
enthusiasm of worker. If the worker has given full freedom he can give the best in the
performance the following question was asked.
Table 7 Flexibility and Freedom of the job
Data
No of respondents
Percentage
Highly satisfied
10
10%
satisfied
60
60%
Natural satisfied
30
30%
dissatisfied
-
-
Total
100
100%
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2359
Table 7 reveals that 10% of the respondents are highly satisfied with the
freedom given to them in the performance of the job assigned to them. However 60%
reacted that they are only partially satisfied.
ORGANIZATIONAL STRUCTURE AND JOB SATISFACTION
Organization is a frame work with in which people are working. Organizational
structure is the prescribed pattern of work related to behavior of workers which result
in the accomplishment of organization goal. Various functions which make up the
organization.
Specialization and co-ordination are the main issues in designing organizational
structure. The specialization includes the division of
lab our and the usage of
special machine tools and equipment. To ascertain the affect of organizational
structure and job satisfaction the following question was asked.
Table 8 Organizational structure and job satisfaction
Data
No of respondents
Percentage
Highly satisfied
10
10%
Satisfied
60
60%
Natural satisfied
30
30%
Dissatisfied
-
-
Total
100
100%
Table 8 reveals that 10% of the respondents are highly satisfied with the
organization structure 60% of the respondents are only satisfied. However 30%
reacted that only partially satisfied.
EXENT OF WORK AND JOB SATISFACTION
Job satisfaction is not only depends on monetary and non-monetary incentives
provide by the company. It is also depends on the extent of work assigned to a
worker. If the extent of the work assigned the following question was asked.
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Dr. S. Poongavanam
Table 9 Extent of work and job satisfaction
Data
No of respondents
Percentage
Highly satisfied
10
10%
Satisfied
50
50%
Natural satisfied
40
40%
Dissatisfied
Total
100
100%
It is observed from the table 9 reveals that 10% of the respondents are highly
satisfied with extent of work assigned to them 50% of the respondents are satisfied.
However 40% reacted that they are only partially satisfied
WORK CLIMATE AND JOB SATISFACTION
The internal working environment of every organization has certain commonly
perceived psychological characteristic or traits which are collectivly callecd its
climate. These trits vary from organization to therefore every organization has its own
unique work climate. Good work climate on the job satisfaction the following
question was asked.
Table 10 Work climate and job satisfaction
Data
No of respondents
Percentage
Highly satisfied
-
-
Satisfied
55
55%
Natural satisfied
45
45%
Dissatisfied
-
-
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
Total
100
2361
100%
It learned that table 10 revealed that 55% of the respondents are satisfied with
work climate is the working environment. However 45% reacted that are only
partially satisfied.
SATISFACTION OF PROMOTION POLICY
Promotion taken place when an employees moves to position to a position higher than
the one formerly occupied. His responsibility satus and pay also increase. When as a
result of promotion there is no increase in the employees pay it is called a
depromotion is usually made decorative by giving a new and a longer title to the
employees work will be satisfied only it the have provided promotion with monetary
incentives. To get the reviews of the worker on the promotion policy of workers the
following question was asked.
Table 11 Satisfaction of promotion policy
Data
No of respondents
Percentage
Highly satisfied
5
5%
Satisfied
35
35%
Natural satisfied
35
35%
Dissatisfied
25
25%
Total
100
100
It is clear from the table 11 that 5% of the respondents are satisfied with the
promotion policy of the organization 35% of the respondents are partially satisfied
and 35% of respondents are dissatisfied with the promotion policy.
QUALITY OF FOOD AND SATISFACTION CONCESSIONAL RATE
Efficiency and productivity of the workers is very much determined by the food they
take. If the workers allowed to take food with in the factory provided by the
employees at free of cost or as confessional rate it will enhance the satisfaction of
workers. Quality food provided by the company should be satisfactory. If the quality
is not good it will create unnecessary problem and ultimately result in dissatisfaction.
To ascertain the level of satisfaction on the food the following question was asked.
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Dr. S. Poongavanam
Table 12 Quality of food and concessional rate
Data
No of respondents
Percentage
Highly satisfied
-
-
satisfied
60
60%
Natural satisfied
25
25%
Dissatisfied
15
15%
Total
100
100%
It is observed from the table 12 that 60% of the respondents are satisfied with
the quality food provided. However 25% reacted that they are only partially satisfied
and 15% of the respondents dissatisfied with the food provided in the organization.
TRANSPORT FACTILITY AND SATISFACTION
Transport is one of factor that influences job satisfaction and absenteeism. If proper
transport facilities are not provided it will cause cense the work force in attending and
leaving and job. To know the satisfactory levels of transport facilities provided by the
company the following question was asked.
Table 13 Transport facilities and satisfaction
Data
No of respondents
percentage
Highly satisfied
15
15%
Satisfied
65
65%
Natural satisfied
15
15%
Dissatisfied
5
5%
Total
100
100%
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2363
It is clear from the table 13 that 65% of the respondents are satisfied with the
transport facilities provided by the company. However 15% of the reached they are
only partially satisfied and 5% of the respondents are dissatisfied about the transport
facilities provided by the company. It is interesting to not that 15% of the respondents
are highly satisfied with the transport facilities.
Calculation showing the chi-square test of homogeneity
HO=> All the factors are equally important for employee Absenteeism in
organization.
Factors
Highly Satisfied
Satisfied
Natural Satisfied
Dissatisfied
No of Respondents
25
50
15
10
ei =
Percentage (%)
25%
50%
15%
10%
25 + 50 + 15 + 10
= 25
4
(oi-ei)2
(oi-ei)2/ei
oi
Ei
25
25
0
0
50
25
625
25
15
25
100
4
10
25
25
6.25
35.25
=
(
−
)2
 cal = 35.25
0.05 with (4-1) 3df =7.815
 cal> table value
35.25>7.815
Hence we reject Ho
Hence we conclude that all the factors are not equally important for employee
housing facility in an organization.
FINDING AND SUGGESTION
There is a mutual understanding and good relationship among the worker in the
organization.
A majority of the respondent is satisfaction with the job assigned to them and
such they are happy with the job.
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Dr. S. Poongavanam
Recognition of the oneself in working group yet another factor that his impact
on job satisfaction. It is suggestion that step may be taken to another to alter the style
of supervision. It is interesting to note that no one is dissatisfaction with the security
of their jobs.
With regards to the introduction of the change and innovation is the job, more
than 50% of the respondents are satisfaction. However it is suggested that workers
consent may be obtained before introducing any change.
It is observed hat 68% of the respondents are partly satisfaction with the existing
work environment changes can be so as to enchase the level of satisfaction among
workers.
Its asserted that 38% of the respondent are partly satisfaction with worker
participation is decision-making process. I is suggested that periodical meeting of
worker at various levels of the organization may be arranged to discuss the problem of
the workers.
With regard to the freedom and flexibility in the performance of job 78% of the
respondents are satisfied and 22% are partly satisfied steps can be taken to assess the
performance of the workers only on the basic of request from the workers guidance
may be given to the worker.
Assignment of workers and its performance depends upon the ability and skill of
the workers. It is asserted that majority of the respondents are satisfied with the work
assigned to them.
It is asserted that a majority of the respondents are not satisfied with their cope
in a achieving their ambition and promotion it is suggested that department and
fragmentation of the organization may provide more scope for workers.
With regard to other facilities like medical housing transport and canteen it is
observed that a majority of the respondents are satisfied. However to retain the level
of satisfaction workers involvement in these field suggested
It is asserted that 54% of the respondents are dissatisfaction with motivation it is
advised to assess the reason for dissatisfaction whether the dissatisfaction is due to
lack of monitoring or non-monetary. Accordingly steps may be taken to enhance the
level of satisfaction on motivation.
SUGGESTION
In a competitive business market employee’s creative talents are tapped to meet the
business results and when such is the case the employees are not satisfied with system
on innovation in business BHEL may look in this matter for future improvement.
Through BHEL has a time- bound promotion policy for their employees more
than 20% employees are not satisfied with the present promotion policy which in turn
may affect not only their career growth but also the result of the organization? The
management may review the existing promotion policy for future improvement.
A Case Study Analysis on Job Satisfaction with Reference to BHEL, Ranipet
2365
As observed during the study BHEL has made enormous arrangements for the
housing requirement of its employees in sprite of these employees are not fully
satisfied. The BHEL management may try to meet their needs.
Motivation is a prime device for each and every employee one has to be
motivated in achieving ones goal. But the study reveals that more than half of the
employees expressed their view. They are of the view that they were not properly
motivate. The management may find out the possibilities for improvement.
CONCLUSION
It is obvious from the data obtained from the respondents that the workers of this
factory have high level of job satisfaction. They believe that their prospects &
survival is better in the factory. They have greater sense of belongingness; their
identity to the organization is remarkable and even if any one replay in negative that
reflects their feelings and attachment towards the organization only. If this is properly
utilized in a systematic way the promotion of this industry will go to the highest level.
Further investigators has pointed out various matters that are responsible for the
existing high level of jobs achievement and matters which are advantage to the
management to improve the organization . It is clear from the study that this
establishment has got a good working force which is an asset to the organization.
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