PROJECT REPORT

ON

Employee SATISFACTION
At

C&C CONSTRUCTIONS LTD.MOHALI

SUBMITTED IN THE PARTIAL FULLFILLMENT OF THE

DEGREE OF MASTER OF BUSINESS ADMINISTRATION

(2012-2014)

Under The Guidance Of:

Submitted By:
Asstt.Prof.Arundeep Kaur
Divya Kapoor

MBA IV E
Roll
No.:1922
 (AFFILATED TO PUNJABI UNIVERSITY, PATIALA)

GUIDES CERTIFICATE

This is to certify that the application report entitled EMPLOYEE SATISFACTION

submitted by Ms. Divya Kapoor (1922) is a bonafide piece of work conducted under my
guidance. No part of this has been submitted for any other degree of any other university. The
data sources have been acknowledged. It may be considered for evaluation in the partial
fulfillment of the requirement for the award of degree of Master of Business Administration.

Date: Mrs. Arundeep Kaur

(Assistant Professor)
 DECLARATION

I hereby declare that Major Project, entitled EMPLOYEE SATISFACTION at C & C

Constructions Ltd Mohali, submitted in partial fulfillment of the requirement for the degree of
Master of Business Administration of Punjabi University, Patiala is my original work & has not
been submitted for the award of any other degree at this university.

DIVYA KAPOOR

MBA - IV
 PREFACE

One can learn about a road by travelling it, than by consulting all the maps in the
world.

Efficient management of material, time and financial resources is very important for the
accomplishment of any objective. Above to this coordination is must, which determine the
degree of success. This is true both at micro level and at the macro level.

Keeping all this view, report of EMPLOYEE SATISFACTION level At C & C

Constructions Ltd is prepared by all rounded encouraging support by many persons
towards this report has created in me the confidence regarding the approval of the subject
matter. During this project, I have made the study of all departments and consulted heads, staff
members of respective departments.

This report is a result of an assignment to improve myself and gain confidence. In this I
have done my best to make it a genuine study. But as well all know a maxim To err is human.
Therefore there is a chance for some mistakes. Also a critical appraisal by anyone will be
heartily welcome.
 ACKNOWLEDGEMENT
First of all I am thankful to God. I extend gratitude to my training at Federal Mogul,
Patiala for providing me possible facilities at the company. I am also thankful to
Mrs.Arundeep Kaur(Assistant professor) for constant inspiration & timely help. I am
also thankful to non teaching staff of CGC Gharuan for their co-operation during my
work.

I wish to express my deep gratitude to Rajesh Sharma (H.R Manger in C & C

Constructions Ltd) for action as a guide and providing me with continuous support and
guidance. This report could not have been completed without the inputs and the words
of advice from him for which I shall always remain grateful to him.

I feel short of words and express my heartiest gratitude to my parents & all my family
whose blessing & affection have been a continuous source of inspiration.

I wish to express my appreciation to all those whom I worked with, interacted and their
thoughts & insights helped me in broadening my understanding & knowledge of working
in a corporate atmosphere.

The project work itself gave me a insight into working of an organization & application of
some important concepts that I have been studying as a student of M.B.A.

At last but not the least, I am grateful to all those who have directly or indirectly helped
me during my work.

Divya Kapoor
 TABLE OF CONTENTS

Chapte Contents Remarks

r
1. INDUSTRY AND COMPANY PROFILE

2. EMPLOYEE SATISFACTION

3. OBJECTIVES

4. RESEARCH METHODOLOGY

5. DATA ANALYSIS AND INTERPRETATION

6. FINDINGS, SUGGESTIONS,

CONCLUSION & LIMITATIONS

7. BIBLIOGRAPHY

8. ANNEXURE
 Chapter 1

Industry Profile
Introduction

C & C Constructions Ltd. is one of the fastest growing construction companies of

India, focusing on infrastructure construction segment including highways, airports,
telecom infrastructure, and power transmission. Incorporated in July 1996 by a group of
professionals, it has rapidly achieved a turnover of Rs. 7501 million in FY 2009. It has
completed 29 projects across India and Afghanistan, with aggregate contract value of
over Rs. 12,000 million, for clients like National Highways Authority of India, Airports
Authority of India, UNOPS, Republic of Afghanistan and Rites Limited.

CORPORATE OFFICE

Corporate Overview

C & C Constructions Ltd. has a unique

business model, with proven expertise in
innovative thinking, project and cost
management. We are focused on delivering
high quality work within budgeted time and
costs, as evident in the various accolades and
repeat business.

A key objective has also been to continuously

broad base the operating portfolio and
enhances the order book, thus opening new
avenues to growth and profitability. We have
also developed an appropriate blend of
entrepreneurs and hands on professionals,
 constantly thinking & executing innovative and cost effective solutions to clients'
requirements.

The company was incorporated in July 1996 by professionals having experience in

the field of infrastructure development. Since our incorporation, we have acquired
expertise in EPC contracts, and have also recently forayed into urban infrastructure
projects. We commenced our construction projects by undertaking two contracts of
Rs. 0.3 million each in 1996 and presently have a prequalification capacity to quote
for contracts over Rs. 18 billion.

Our major clients include :

National Highways Authority of India

Airports Authority of India
Public Works Department of various State Governments
Punjab Infrastructure Development Board
Public Works Department, Afghanistan
The Louis Berger Group, Inc
RITES Limited
UNOPS

History

Our Company was incorporated on July 16, 1996 under the Companies Act as a private
limited company by the name of C&C Constructions Private Limited. Subsequently, vide
a resolution passed by the shareholders of our Company in their meeting held on
August 4, 2006, we were granted approval to convert into a public limited company. Our
Company became a public limited company with effect from August 28, 2006 and the
name of our Company was changed to C&C Constructions Limited.

Changes in Registered Office

At the time of incorporation our registered office was situated at BD-62, Janak Puri,
New Delhi 110 058. However, on April 1, 1997, our registered office was shifted to 74,
Hemkunt Colony, Opposite Nehru Place, New Delhi 110048 and thereafter to our
present registered office at Flat No. G-11, Hemkunt Chambers, Nehru Place, New Delhi
110 019 on August 28, 2006.

Major Events:
Date Event

1996 * Incorporation of our Company; and

* First road construction project awarded by the Punjab

Public Works

Department for work at Muktsar, Punjab.

1997 * First airport project awarded for sub-contracting work (for Gayatri Projects
Limited) at the Calicut airport, Kerala.
1999 * First major contract for extension and strengthening of the Airport runway at
Port Blair, Andaman & Nicobar Islands awarded for subcontracting work (for BSCPL).
2000 * Entered into the first contract with the National Highways Authority for the road
maintenance project in Durgapur, West Bengal.
2001 * First joint venture agreement executed with BSCPL in relation to improvement
and widening of roads in Punjab (awarded by the Punjab Infrastructure Development
Board); and
* Awarded contract for construction of the Guwahati bypass with certain other
parties.
2003 * First oversees project awarded in Afghanistan.
2005 * Awarded three large contracts valued at over Rs.1, 000 million (through our
joint venture with BSCPL) in Bihar.
2006 * First urban transport project awarded (through our joint venture with BSCPL.)
to construct a road of approximately 15 kms for plying of high capacity buses in Delhi.
* Awarded the Kurali-Kiratpur BOT project (through our joint venture, BSC-C&C
JV) for the construction, operation and maintenance of the Kurali-Kiratpur Section of
NH 21 from 28.600 to km 73.200 in the State of Punjab.
* Preferential allotment for financing our Companys business activities to
Blackstone Asia Advisors L.L.C. A/c The India Fund Inc. Minivet Limited, Galleon
International Master Fund SPC Limited
and Cross Border Investments Private Limited.

2008

-C & C Constructions Ltd has announced that the Company has been awarded a
contract amounting to Rs 5.74 billion (Rs 574 crore) from Jaypee Associates Ltd for the
construction and development of a four
lane road from Zirakpur to Parwanoo, passing through the states of Himachal Pradesh,
Haryana and Punjab.

- C & C Constructions Ltd has informed the Company has received an order of Rs 781
crores for a Dedicated Freight Corridor from New Karwadiya to New Ganj Khwaja in
Bihar.

2010
 - C & C Constructions Ltd has informed that Mr. Arun Kumar Purwar has been
appointed as Additional Non-Executive Director of the Company w.e.f. July 15, 2010

ISO Certification Announcement

C&C Constructions Ltd. is proud to announce that the management system

operated by us is certified to ISO 9001:2008 Quality Management Systems (QMS)
and Guidelines.
ISO certification affirms that the companys QMS meets the strict qualifications for
the globally accepted ISO standard.

C&Cs quality system was assessed by ICMQ (Institute for Certification and
Quality Mark), a leading Italian certification body with the clear mission of
promoting quality, durability and sustainability in the realms of building products
and construction. The company, which is headquartered in Milan, works solely in the
field of construction.

This is a great accomplishment for our associates. The move to ISO 9001:2008
further demonstrates C&Cs emphasis on organizational quality and extending that
quality to our customers.

ISO 9001:2008 certification is not only critical in serving our customers but it will
also act as a competitive advantage in attracting future business.

C&C has been certified to the requirements of the following standard:

ISO 9001:2008 - The Certification Scope Statement:

Design, Engineering, and Construction of following Infrastructural work:

Retail, Commercial and Residential Buildings

(Based on BOT/EPC/O&M infrastructure contracts awarded through tendering
process).

C&C has worked diligently to achieve this quality milestone and it has been
accomplished through the enthusiastic support of its associates.

Again my congratulations to the entire C&C Team!

[G.S.Johar]

Chairman

Joint Ventures and Strategic Alliances

We have executed infrastructure projects in the past independently and in joint

ventures. Our joint venture partners include M/S BSCPL with whom we have been
working for over eight years. Recently we have entered another joint venture with
M/S Sukhmani Engineers to address the water sewerage and sanitation segment in
the infrastructure space.

This has enabled us to obtain larger projects that require resources beyond those
that we may have individually, such as financial strength, capital equipment, technical
expertise and local content resources.

In a project-specific joint venture, each member of the joint venture shares the risks
and revenues of the project according to a predetermined agreement. The profits and
losses of the joint venture are shared among the members according to a
predetermined ratio. The fixed assets that are acquired by the joint venture are
generally transferred to the respective joint venture members upon completion of the
joint venture project. The construction contracts that the joint ventures enter into,
typically impose joint and several liability on the members. Thus, should the other
member(s) of our joint ventures default on its or their duties to perform, we would
remain liable for the completion of the project. The project-specific joint venture
typically terminates at the completion of the defect liability period, at which point the
project-specific joint venture liquidates and dissolves.

Our Strategy
Our business target is to have a balanced portfolio of business with revenue
predictability, profitability and quality of contracts as the key determinants.

Our Strengths

Continuous growth in our bid capacity and pre qualification capability

 Our business and growth are dependent on our ability to bid for and secure larger
and more varied projects. Bidding for infrastructure projects is dependent on various
criteria, including, bid capacity and pre qualification capability. We have focused on
increasing both these parameters and have continuously increased our bid capacity
and the largest order that we can bid for, the same has been illustrated below:
(Rs. in million)
Bid Qualification in terms of single
Date Capacity largest order
July 1,
3144 798
2002
July 1,
4746 1302
2003
July 1,
9389 2303
2004
July 1,
10328 3296
2005
July 1,
11872 4474
2006
July 1, 18173 4793
2007

Ability to execute projects in difficult operating conditions in a timely

manner

We have been successfully operating in difficult operating terrains and in adverse

weather conditions. These conditions present challenges of trained personnel, timely
supply of material, efficient functioning of machinery and security concerns.
Our hands on entrepreneurial management and enterprise of our team ensures that
these challenges are met consistently to the satisfaction of our employers.

Acumen in sourcing and maintaining supply chain for raw material

and achieving benefits of backward integration

Our management places emphasis on the sourcing and logistics for raw material such
as aggregate, bitumen, etc. Our ability to source key raw materials close to our
operating sites has resulted in reducing our transportation costs. Procurement of
aggregate from our captive quarries have also enabled an assured supply on a timely
basis at reasonable prices. We have also setup mechanical lines for loading and
unloading and used railway siding at some of our sites for transportation of material.

Sustained growth of our Afghanistan operations which has built high

levels of credibility regarding our construction expertise

Historically, a portion of our operations and revenues have been from Afghanistan
where we have been operating since the year 2003. We have deployed substantial
resources in terms of management time, capital equipment, financial resources in this
country. Our Afghanistan operations cater to projects that are funded by agencies such
as USAID, World Bank, ADB and are executed through international contractors such
as Louis Berger Inc. These projects fall within the ambit of "Rebuilding Afghanistan"
program which would continue up to FY09. We have been able to execute our projects
within our contracted timelines with requisite quality standards and have as a result
been able to generate repeat business. We also have an edge over our competitors due
to presence of our machinery in Afghanistan which enables quick mobilization and also
have good local contacts enabling smooth execution. Our Afghanistan operations also
enable us to obtain premium pricing and assured payments.

Highly qualified management team and experienced employee base

We believe that a well-trained, motivated and satisfied employee base is fundamental

to our competitive advantage. We have more than 1100 employees including
Engineers, MBAs and CAs. The skill sets of our employees give us the flexibility to
adapt to the needs of our clients and the technical requirements of the various
projects that we undertake. We are committed to the development of the expertise
and know-how of our employees through regular technical seminars and training
sessions organized or sponsored by our Company.

The promoters have expertise and experience in the infrastructure sector and are
actively involved in day to day operations. The experience gathered over the years by
our management team enables taking quick decisions thereby ensuring that projects
are executed within the contracted timelines. This also enables us to meet required
standards of quality and efficiency.

Ownership of high end equipment

We have ownership of critical high end and modern construction equipment such as
crushers, excavators, cranes, batching plants, pavers, etc. Our asset base stands over
Rs. 2000 million. Ownership of such high end equipment enables quick mobilization
besides ensuring continuous availability of critical equipment. This model of owning
equipment gives us a cutting edge over competition.
 Contract
Value Date of
S.N. Project Name Name of the Employer
(Rs. in Completion
Million)
Runways

Build, Design
and
Rehabilitation Ministry of Public Works,
1 490.60 April,2008
of Taliqan to Afghanistan
Kishem Road,
Afghanistan
2 Reconstruction Ministry of Public Works, 1571.60 April, 2007
of Jalalabad- Afghanistan
Asmer Road,
 Afghanistan( F
rom Km 0 to
125 Km)
Kandahar To
Herat highway
Improvement
October,
3 project, Louis Berger Group, Inc 2410.00
2006
Afghanistan
(Km 456 to
557)
Construction of
Kandahar -
October ,
4 Trin Kot Road UNOPS 975.00
2005
Project,
Afghanistan
Design & Build
Contract for
Rehabilitation
of 85 Km.
stretch from
5 Louis Berger Group, Inc 2069.00 June, 2005
km 262 to km
347 of Kabul-
Kandahar
highway,
Afghanistan
6 Design & Build Ministry of Public Works, 1066.00 November
Contract for Afghanistan 2005
Rehabilitation
of Kandahar-
Spin Boldak
highway,
Afghanistanh
 ( Funded by
ADB)
Design build
and
Rehabilitation
of Lashkar
7 Gah Ring UNOPS 591.80 July, 2006
Road,
Afghanistan
from Km 00 to
43+00
Four Laning of
Km 146.00 to
National Highways Authority of
8 Km 156.00, 606.10 June, 2004
India
Guwahati
Bypass, NH-37
Runways

Resurfacing of
existing
runway, Taxi
track and
1 Extension & Airport Authority of India 271.00 3rd Nov 2003
Construction of
runway, Taxi
tract & Apron,
Amritsar
Extension &
Strengthening
2 Gayatri Projects Ltd. 68.80 March 2002
of Runway,
Calicut Airport.
3 Extension of B. Seenaiah & Co. (Project) Ltd. 407.30 10th Jan
Runway by 2002
 5000 feet
(1524.39
Meters), Port
Blair Airport.

Roads & Highways

Opportunity and Industry Overview:

Road development is recognized as essential for sustaining Indias economic growth

The Government is planning to increase spends on road development

substantially with funding already in place based on cess on fuel.
Annual Growth projected at 12-15 % for passenger traffic , and 15-18 % for cargo
traffic
Over $50-60 billion Investment is required over the next 5 Years to improve road
infrastructure.
India has an extensive road network of 3.3 million kms- the second largest in the
World
Roads carry about 61 % of the freight and 85 % of the passenger traffic
Highway/ Expressways constitute about 66,000 Kms ( 2 % of All Roads) and
carry 40 % of the road Traffic
The Government of India spends about Rs.18000 Crores(US $4 billion) annually
on road development.
The ambitious National highway development Project (NHDP) of the Government
is at an advanced stage of implementation. Key sub-projects under the NHDp
include:
o The Golden Quadrilateral (GQ-5846 Kms of 4 lane highways)
o North-South & East-West Corridors(NSEW-7300 Kms of 4 lane highways)
 o Program for 4-laning of about 14,000 km of National Highways is
underway.
o A Rs.41,200 crores ( US $ 5 billion) project plans to lay 6 lane roads over
6,500 Kms of National Highways on the Design Build Finance and
operate(DBFO) basis in Golden Quadrilateral and other high traffic
stretches

C & C Constructions Ltd. incorporated in 1996 is a fully integrated infrastructure

company and has executed major projects of Roads and highway spreads over India
and Overseas. With impregnable engineering expertise, sophisticated state-of the-Art
equipment, together with strong network across the country and global, C& C is partner
in nation building. The commitment of each of the member of our team has helped us to
reach the next level at an unprecedented pace.

Areas of Expertise

State & National Highway

City Roads
High Capacity Transport Corridors
Bridges & Culverts
Highway safety system
Operation & Maintenance

Water Sanitation and Sewerage

Opportunity and Industry Overview:

Under the Union Budget 2007-08, allocation for the Rajiv Gandhi Drinking Water
Mission has been enhanced from Rs. 4680 Crores in 2006-07 to Rs 5850 Crores
in 2007-08 and provision for total sanitation campaign has been increased from
Rs 720 Crores in Fy 2006-07 to Rs 940 Crores in FY 2007-08.
Jawaharlal Nehru National Urban Renewal Mission ( JNNURM) was launched in
December, 05. The mission would try to address the issues relating to urban
 renewal, water sanitation and sewerage, solid waste management, Urban
transport etc. A provision of Rs. 50,000 crores has been agreed to as central
assistance for this mission for a period of 7 years beginning from 2005-06

C & C Constructions Ltd. has ventured into water sanitation and sewerage sector with
its JV partner Sukhmani Engineers. We have made a small beginning with an order Rs
730 Million from Ramky Infrastructure Limited for " providing, laying, testing and Trunk
Sever and outfall Sewer" in Jabalpur.

Areas of Expertise

Water Sanitation Facilities

Providing and installing Sewerage System
Water Sewerage Treatment Plant
Irrigation Piping Network

Power \ Telecom Transmission Tower

Opportunity and Industry Overview:

Over 90,000 MV of new generation capacity is required in the next seven years.
Corresponding investments is required in transmission and distribution networks.
The implementation of key reforms is likely to foster growth in all segments
Unbundling of vertically integrated SEBs, - " Open Access" to transmission and
distribution network -distribution Circles to be privatized, - Tariff reforms by
regulatory authority
Opportunity in Transmission network ventures -additional 60,000 circuit km of
transmission network expected by 2012.
Opportunities in Distribution through bidding for the privatization of distribution in
thirteen states that have unbundled/corporatize their State Electricity Boards -
expected to take place over the next 2-3 years.
Total Investment opportunity of about US $ 200 billion over a seven year horizon.
In telecom and transmission we have executed over 10 orders from our clients Bharti
Infotel Limited and Tata Teleservices Ltd. for laying of Optical Fiber Cable. Our diverse
expertise and talent enable us to offer to our clients the complete range of Engineering,
Procurement and Construction services in this sector.

Areas of Expertise

Optical Fiber Cable ( OFC) backbone Projects

Tower Foundation and Erection
DG Foundation & Installation

Commercial Buildings

Opportunity and Industry Overview:

The Gross Domestic Product ( GDP) from construction activity at constant
( 1999-2000) prices has increased from Rs 1,052 billion in FY 2000 to Rs. 1,747
billion in Fy 2006. The GDP growth from construction has increased at a faster
rate than the overall growth in real GDP. As a result the share of construction in
real GDP has increased from 5.90 % in Fy 2000 to 6.80 % in FY 2006.
The construction sector is the second largest employer in India (after Agriculture)
with an estimated employment of around 32 million. Civil Construction is
considered as an engine for economic Growth. It supports core sectors industry
having a multiplier effect of 1.8 i.e., every one rupee invested in construction
adds an incremental eighty paisa to the economy.
With construction activities constituting more than 60% of the planned outlay, the
civil construction industry is destined to experience a reasonable growth and
flurry of activities across various sectors in medium terms.

With inherent skills and resources to develop and execute high value projects, C & C
Constructions Ltd. has ventured into the building sector and has completed 3 major
projects, C & C Corporate Office, Ware House in Hasanpur and a Transmission Tower
Plant in Kalamb, Himachal Pradesh.

Areas of Expertise
Integrated Township
Corporate Parks
IT Parks and Campus Development
List of
Projects In
Hand
 Name of the Value of C& C
S.N. Project Name Award Date
Employer Contract Share
Roads & Highways

1 Widening and strengtheningNational INR 3834.23 INR October, 2005

to 4-lane of existing Highways Million 1917.12
single/intermediate lane Authority of Million
carriageway of National India
Highway no. 57 Section
from Km 37.75 to Km 0.00
in the State of Bihar on East
West Corridor under NHDP,
Phase II, Package no. C-
II/BR-9
2 Widening and strengtheningNational INR 3352.99 INR October, 2005
to 4-lane of existing Highways Million 1676.49
single/intermediate lane Authority of Million
carriageway of National India
Highway no. 57 Section
from Km 69.80 to Km 37.75
in the State of Bihar on East
West Corridor under NHDP,
Phase II, Package no. C-
II/BR-8
3 Widening and strengtheningNational INR 3230.02 INR October, 2005
to 4-lane of existing Highways Million 1615.01
single/intermediate lane Authority of Million
carriageway of National India
Highway no. 57 Section
 from Km 155.00 to Km
110.00 in the State of Bihar
on East West Corridor
under NHDP, Phase II,
Package no. C-II/BR-6
4 Construction works related Rites Limited INR INR September
to Widening / Upgrading of 1290.70Million 60.35 2006
Roads to convert the Million
Existing Carriageway to
Multilane Facility for the
High Capacity Bus System
in Delhi including Street
Lighting and Drainage
Works. Section: Ambedkar
Nagar to Delhi Gate
5 Development of State CPWD , INR 821.10 INR November
Highways in the State of Govt. of India Million 411.00 2006
Bihar under Rashtriya Sam Million
Vikas Yojana (RSVY)
scheme. Pkg. No.17:
Nawada & Jamui Dist
(Nawada: Gaya-Nawada
Road SH-8, Nawada-
Pakribarawan Road SH-8,
Jamui: Pakribarawan-
Sikandra Road SH-8).
6 Development of State CPWD, Govt. INR 614.40 INR March, 2007
Highways in the State of of India Million 307.20
Bihar under Rashtriya Sam Million
Vikas Yojana (RSVY)
scheme SH-52 project pkg
ID(ii)
7 Construction of Kirtpur to National INR 4080 INR June 2007
Kurali Road ( BOT Project) Highways Million 1999.20
Authority of million
India
8 Upgradation of Tarn taran - Punjab, PWD INR 452.30 INR February,2007
Chabbal Attari Road Million 452.30
( Package No Million
PSRSP/WB/UG/3/NCB)
9 Rehablitation of Kapurthala Punjab State INR 547.20 INR September
- Tarn Taran Road ( From Road sector Million 547.20 2007
Km 0+00 to Km 47+200) Project Million
10 Upgradation of Kharar- Punjab State INR 1089.80 INR September
Landran-Banur-Tepla Road, Road sector Million 1089.80 2007
( from Km 0+00 to Km Project Million
39+530)
11 Construction of Integarted PWd, Bihar INR 150.00 INR February 2007
check post at (Rajauli) Million 150.00
Chiterkoli, Biharsharif Million
12 Barsar Bhotha -Jahu Road Himachal INR 1039.38 INR February 2008
From Km 45+ To Km Pradesh Million 1039.38
90+800 in the State of Road and Million
Himachal Pradesh Other
Infrastructure
Development
13 Una Bangana- Barsar Himachal INR 989.40 INR February 2008
Road from Km. 0+000 to Pradesh Million 989.40
Km 45+000 in the State of Road and Million
Himachal Pradesh Other
Infrastructure
Development
14 Construction of Four Jaiprakash INR 5737.42 INR April 2008
Lanning of Zirakpur- Associates Million 5737.42
Parwanoo section from Km Limited Million
 39.86 to Km 67.00
15 Supply, Installation, LBG B& V INR 3526 INR April 2008
Rehabilitation, Construction JV Million 1763
testing and Commissioning Million
of Gardez To Khost Road in
Afghanistan, Funded by
USAID
16 Improvement/Upgradatation Road INR 1595.71 INR 01/10/2008
of Jahanabad- Constructions Million 1595.70
Ghosi_Islampur- Department, Million
Rajgir_Giriyak-Parwatipur Govt. of Bihar
Road (SH-71) Length 85.00
KM (Package-4)
17 Improvement/Upgradatation Road INR 2254.22 INR 01/10/2008
of Hajipur-Lalgunj- Vaishali- Constructions Million 2254.20
Manikpur-Puru- Department, Million
Baradaud_Deoria- Govt. of Bihar
Sahebganj_Lalachhapra-
Road (SH-74) Length 85.00
KM (Package-6)
18 Improvement/Upgradatation Road INR 2997.60 INR 01/10/2008
of Araria-Ranigunj-Jadia- Constructions Million 1498.80
Trivenigunj Road (SH-76) Department, Million
Length 121.00 KM Govt. of Bihar
(Package-8)
19 Improvement/Upgradatation Road INR 2779.30 INR 01/10/2008
of Kursela-Pothia-Falka- Constructions Million 1389.65
meergunj-Sarsi Road (SH- Department, Million
77) Length 105.00 KM Govt. of Bihar
(Package-9)
20 Dedicated freight corridor Dedicated INR 7810.60 INR 01/12/2008
from New Karwadiya in Freight Million 3905.30
Bihar to New Ganj Khawaja Corridor Million
 on Mughulsarai-Sone Corporation
Nagar Section for a contractof India
value of Rs. 781 Crores. Limited
Buildings & Commercial
Structures
1 Construction of AFGHAN CPWD INR 6350.00 INR 01/11/2008
Parliament Building and Million 3175.00
Chancery Building at Kabul Million
1 Construction of M/L under Municipal INR 1192.53 INR 02/2009
ground Car parking in Corporation Million 1192.53
Green area at Hauz Khas, of Delhi Million
Muniraka market,
Gandhinagar and Model
town-II in Delhi
1 Development of Bus PIDB INR 3000.00 INR 02/2009
Terminal & Commercial Million 3000.00
Complex at Mohali Million
Water, Sanitation &
Sewerage
1 Providing & laying, Jointing, Ramky INR 730.00 INR October 2007
testing & commissioning of Infrastructure Million 401.15
truck sewers & outfall sewer Limited Million
for core area of Jabalpur

Vision

To deliver to the client the best solutions and broaden its activity base by diversifying
into other infrastructure disciplines to sustain a healthy growth rate.
Mission

To achieve our objectives in an environment of fairness and courtesy to our clients,

employees, vendors, investors and society.

Director

Mr. Rajendra Mohan Aggarwal, 64 years, is a Director in our Company. He holds a

bachelor's degree in civil engineering from Thapar Engineering College, Patiala and a
post graduate diploma for Management from the Indira Gandhi National Open
University. He has about four decades of experience in the construction sector, in India
and abroad and has worked for both the private as well as public sector. He has been
associated with the ONGC Limited, NPCC Limited, Central Public Works Department,
RITES Limited, Government of Libya and Oriental Structural Engineers Limited
previously. He joined our Company on June 1, 2001. He is in-charge of overseeing all
activities in relation to the tendering process and also handles technical support in our
Company
 Chapter 2
Introduction to
the
 EMPLOYEE
SATISFACTION

Employee satisfaction

Employee satisfaction is in regard to one's feeling or state of mind regarding the nature
of their work. It can be influenced by a variety of factors e.g.: quality of one's
relationships with their supervisor, quality of physical environment in which they work,
degree of fulfilment in their work etc.

Locke gives a comprehensive definition of job satisfaction as involving cognitive,

effective and evaluative reactions or attitudes and states it is "a pleasurable or positive
emotional state resulting from the appraisal of one's job or job experience." Job
satisfaction is a result of employees' perception of how well their job provides those
things that are viewed as important.

There are three generally accepted dimensions to job satisfaction.

First, job satisfaction is an emotional response to a job situation, as such it cannot be

seen; it can only be inferred.
Second, job satisfaction is often determined by how well outcomes meet or exceed
expectations. For example if organizational participants feel that they are working more
harder than others in the department but are receiving fewer rewards, they will probably
have a negative attitude toward the work, the boss or the co-workers. They will be
dissatisfied. On the other hand, if they feel they are being treated very well and are
being paid equitably, they are likely to have a positive attitude toward the job. They will
be job - satisfied.

Third, job satisfaction represents several related attitudes.

Factors determining employee satisfaction

Factors affecting jobs are the main factors of job satisfaction, which may be
challenging work, reward systems, working conditions, colleagues, learning and
personality. Skill variety autonomy and significance are challenging tasks, which provide
maximum satisfaction to employees. Many people feel bored if a job is too simple and
routine, but many employees also enjoy simple and routine jobs.

The job characteristics are important factors for providing satisfaction. Reward
systems, equitable rewards, equal pay for equal work, promotion avenues, etc are
satisfaction factors. Money is important to employees having unfulfilled basic needs, i.e.
they require more award and recognition.

Fairness in promotion, unbiased attitude of management, responsibilities and social

status are the factors that are said to be providing satisfaction to employees.

Working conditions influence employee's level of satisfaction. Under conducive

working condition, people prefer to work hard while in an adverse atmosphere people
avoid work. Working condition not only include physicals of the work but also the
working relationships in the organization. The physical conditions, for example, are the
light, temperature, willingness, etc. A clerk working under routine conditions likes to
work hard in an air - conditioned atmosphere with computer facilities. It increases the
working capacity of the employee.

The relationships between the employees and the managers have an important
bearing on job satisfaction.

Job satisfaction is greater in case the higher authority is sympathetic, friendly

and willing to help the employees. Employees feel satisfied when their views are
listened to and regarded by their higher authorities

Personal attitude and perceptions are the employees' angles of satisfaction,

which should be taken into consideration while motivating people to arrive at job
satisfaction

Feedback from the job itself and autonomy are two of the major job-related
motivational factors. A recent found that career development was most important to
both younger and older employees.

Supervision is another moderately important of job satisfaction. There seem to

be two dimensions of supervisory style that affect job satisfaction. One is employee -
centeredness, which is measured by the degree to which a supervisor takes a
personal interest and cares about the employee.

It commonly is manifested in ways such as checking to see how well the employee is
doing, providing advice and assistance to the individual, and communicating with the
associate on a personal as well as an official level . The other dimension is participation
or influence, as illustrated by managers who allow their people to participate in
decisions that affect their own jobs. In most case, this approach leads higher job
satisfaction.
 Friendly, cooperative co-workers or team members are a modest source
of job satisfaction to individual employees. The group, especially a "tight"
team, serves as a source of support, comfort, advice, and assistance to the
individual member.

Outcomes of employee satisfaction

To society as a whole as well as from an individual employee's standpoint, job

satisfaction in and of itself is a desirable outcome. It is important to know, if at all,
satisfaction relates to outcomes variable. For example, if job satisfaction is high, will the
employee perform better and the organization be more effective? I f job satisfaction is
low, will there be performance problems and ineffectiveness? The following sections
examine the most important of these.

Satisfaction and performance:

Most assume a positive relationship; the research to date indicates that there is no
strong linkage between satisfaction and performance. Conceptual, methodological, and
empirical analyses have questioned and argued against these results.

The best conclusion about satisfaction and performance is that there is, definitely a
relationship. The relationship may even be more complex than others in organization
behaviour. For example, there seem to be many possible-moderating variables, the
most important of which is reward. If people receive reward they feel are equitable, they
will be satisfied, and is likely to result in greater performance effort.
Satisfaction and turnover:

Unlike that between satisfaction and performance, research has uncovered a

moderately negatively relationship between satisfaction and turnover. High job
satisfaction will not, in and of itself, keep turnover low, but it does seem to help. On the
other hand, if there is considerable job dissatisfaction, there is likely to be high turnover.
Obviously, other variables enter into an Employees decision to quit besides job
satisfaction. For example, age tenure in the organization, and commitments to the
organization, may play a role. Some people cannot see themselves working anywhere
else, so they remain regardless of how dissatisfied they feel.

Another factor is the general economy, typically there will be an increase in turnover
because will being looking for better opportunities with other organization.

Satisfaction and absenteeism:

Research has only demonstrated a weak negative relationship between satisfaction and
absenteeism. As with turnover, many variables enter into the decision to stay home
besides satisfaction with the job. For example, there are moderating variables such as
the degree to which people that there job are important. For example, research among
state govt. Employees has found those who believed that there was important had lower
absenteeism than did who did not feel this way. Additionally, it is important to remember
that although job satisfaction will not necessarily result in absenteeism, low job
satisfaction more likely to bring about absenteeism
 Chapter 5
Objectives of the
study
OBJECTIVES OF THE STUDY

To study the job satisfaction levels among the employees of C & C Constructions
Ltd.

To study the various factors affecting employee satisfaction.

To analyse the current satisfaction level of the employees in the company.

To study the satisfaction level of employees regarding resources provided by the

manager.

To know whether organisation takes employees suggestions.

To study about sufficient opportunities to improve employees skills.

 To study the satisfaction level of employees regarding infrastructure of the
company.

To know about supportiveness of superiors.

To suggest measures for improvement

To examine the importance given by employees to their work & the level of their
satisfaction.
To find out whether the changes in technology in C & C Construction Ltd. have
been properly matched by training & development of its manpower.

To study the satisfaction level towards trainers.

To increase the overall satisfaction of an employee.

Chapter 6
 Research
Methodology

RESEARCH METHODOLOGY

SOURCE
Miss. Shallu my respected external guide, was the sole source of everything
which was important for my easier-said-than-done project to materialize. She guided my
footsteps whenever and wherever I stumbled on the way to my objective and not only
this she was also my torchbearer and gave me all the moral and material support.
Available with me was the employees database which was a reliable and
authentic source of employees address. And from those documents maintained by HR
department I used to distribute the questionnaire to the employees.
Primary data
It consisted of the first hand source of data collected through the questionnaires from
the respondents.

Secondary data
The theoretical foundation of the study is based on various secondary sources such as:
Internet & Booklet of C & C Constructions Ltd.

METHODS
SURVEY as we know jolly well, is the keyword around which the whole magic of my
project revolves hence, this calls for the urgency of following the below mentioned steps
which can be considered as the methods I have followed in doing the survey.
The first and foremost thing that I did was the task of formulating a well framed
Questionnaire which could aptly help me in eliciting the essential information from the
respondents.
The questionnaire was designed on a four point Likert scale where 1 represented low
extent and 4 represented very high extent.
Now I was equipped with the required weapon in the form of questionnaire and the
Next step was to circulate the questionnaire to the employees which I did.
A sample size of 50 respondents was chosen out of 100 workmen.
The sampling type was a probability sampling based on systematic random
sampling.

Altogether 50 questionnaires were distributed were usable.

The scores of individual items are summated to produce a total score for the
respondent. The higher the respondents score, the more favorable is the attitude.
After recollecting the questionnaire which was a very tough job to carry out I
Interpreted it and jotted down the queries and complaints welling up in my mind.

Chapter 7
 Data Analysis
And
Interpretation

1. Do you enjoy your work?

Responses Percentage No. of respondent

Highly satisfied 8% 4

Satisfied 40% 20

Neutral 30% 15

Dissatisfied 12% 6

Highly dissatisfied 10% 5

Total 100% 50
 Analysis: Out of 50 respondents 4 were highly satisfied or enjoy their work, 20 were
satisfied, 15 were neutral regarding their response, 6 were dissatisfied whereas 5 were
highly dissatisfied. Majority of respondents were satisfied with the nature of work
assigned to them.

2. Are you satisfied with the infrastructure provided by your company?

Responses Percentage No. of respondent

Highly satisfied 10% 5

Satisfied 30% 15

Neutral 50% 25

Dissatisfied 6% 3

Highly dissatisfied 4% 2

Total 100% 50
Analysis: Out of 50 respondents 5 were highly satisfied with the infrastructure, 15
satisfied, 25 gave neutral response, 3 were dissatisfied whereas 2 were highly
dissatisfied. Majority of respondents were neither satisfied nor dissatisfied.

3.Do you find your HOD/superiors as being helping and supportive?

Responses Percentage No. of respondent

Highly satisfied 4% 2

Satisfied 14% 7

Neutral 20% 10

Dissatisfied 58% 29

Highly dissatisfied 4% 2

Total 100% 50
Analysis: Out of 50 respondents 2 were highly satisfied with the supportiveness of their
HOD/superior, 7 were satisfied, 10 were neutral regarding their response, 29 were
dissatisfied whereas 2 were highly dissatisfied. Majority of respondents were neutral
with HOD/superior supportiveness.

4. Do you get sufficient opportunities to improve your skills?

Responses Percentage No. of respondent

Highly satisfied 10% 5

Satisfied 20% 10

Neutral 40% 20

Dissatisfied 18% 9

Highly dissatisfied 12% 6

Total 100% 100

Analysis: Out of 50 respondents 5 were highly satisfied by getting sufficient
opportunities to improve their skills, 10 were satisfied, 20 were neutral regarding their
response, 9 were dissatisfied whereas 6 were highly dissatisfied. Majority of
respondents were satisfied.

5. Do you get regular Feedback from your supervisor regarding

your performance?

Responses Percentage No. of respondent

Highly satisfied 30% 15

Satisfied 20% 10

Neutral 32% 16

Dissatisfied 12% 6

Highly dissatisfied 6% 3

Total 100% 0
Analysis: Out of 50 respondents 15 were highly satisfied by getting regular feedback
from their superiors, 10 were satisfied, 16 were neutral regarding their response, 6 were
dissatisfied whereas 3 were highly dissatisfied.
6. Whether your organization takes your suggestion seriously?

Responses Percentage No. of respondent

Frequently 6% 3

Rarely 30% 15

Occasionally 64% 32

Total 100%

Analysis: Out of 100 respondents 9 were highly satisfied by the nature of work, 40
satisfied, 29 were neutral regarding their response, 15 were dissatisfied whereas 7 were
highly dissatisfied. Majority of respondents were satisfied by the nature of work
assigned to them.
7. Does the mission and vision of the organization related to your individual
mission and goal?

Responses Percentage No. of respondent

Always 6% 3

Mostly 24% 12

Sometimes 40% 20

Rarely 30% 15

Not at all 0% 0

Total 100% 50

Analysis: Out of 50 respondents 3 said there mission & vision of organization is always
related to their individual mission and goal, 12 said mostly, 20 said sometimes, 15 said
rarely.
8. Does your manager promote innovation at job?

Responses Percentage No. of respondent

Highly satisfied 10% 5

Satisfied 40% 20

Neutral 30% 15

Dissatisfied 16% 8

Highly dissatisfied 4% 2

Total 100% 50

Analysis: Out of 50 respondents 5 were highly satisfied; they said their manager
promote innovation at job, 20 were satisfied, 15 were neutral regarding their response, 8
were dissatisfied whereas 2 were highly dissatisfied.
9. Do you agree the regular family programmes should be organized?

Responses Percentage No. of respondent

Highly agree 42% 21

Agree 34% 17

Neutral 12% 6

Disagree 16% 8

Highly disagree 8% 4

Total 100% 50

Analysis: Out of 50 respondents 9 were highly satisfied by the nature of work, 40

satisfied, 29 were neutral regarding their response, 15 were dissatisfied whereas 7 were
highly dissatisfied. Majority of respondents were satisfied by the nature of work
assigned to them.
10. Do you fatigue while performing your job?

Responses Percentage No. of respondent

Yes 42% 21

No 58% 29

Total 100% 50

Analysis: Out of 50 respondents 9 said yes they get fatigue while performing their job &
29 said no they dont get fatigue.
11. Have you ever undertaken any training module?

Responses Percentage No. of respondent

Yes 100% 50

No 0% 0

Total 100% 50

Analysis: Out of 50 respondents 50 said yes they have undertaken training module. It
means company provides training to everyone.
12. Rate the satisfaction level towards trainers of your organization?

Responses Percentage No. of respondent

Highly satisfied 8% 4

Satisfied 80% 40

Neutral 12% 6

Dissatisfied 0% 0

Highly dissatisfied 0% 0

Total 100% 50

Analysis: Out of 50 respondents 4 were highly satisfied regarding trainers, 40 were

satisfied, 6 were neutral regarding their response, no one is dissatisfied or highly
dissatisfied.
13. Are you satisfied with the level of trust the manager shows towards the team?

Responses Percentage No. of respondent

Highly satisfied 10% 5

Satisfied 46% 23

Neutral 26% 13

Dissatisfied 16% 8

Highly dissatisfied 2% 1

Total 100% 50

Analysis: Out of 50 respondents 5 were highly satisfied with the level of trust the
manager shows towards the team, 23 were satisfied, 13 were neutral regarding their
response, 8 were dissatisfied whereas 1 was highly dissatisfied.
14. Are you satisfied with the resources provided by your manager to complete
your work efficiently?

Responses Percentage No. of respondent

Highly satisfied 20% 10

Satisfied 40% 20

Neutral 20% 10

Dissatisfied 14% 7

Highly dissatisfied 6% 3

Total 100% 50

Analysis: Out of 50 respondents 10 were highly satisfied with the resources provided
by the manager to complete their work, 20 were satisfied, 10 were neutral regarding
their response, 7 were dissatisfied whereas 3 were highly dissatisfied.

15. In totality are you satisfied with your job?

Responses Percentage No. of respondent

Highly satisfied 22% 11

Satisfied 34% 17

Neutral 28% 14

Dissatisfied 16% 8

Highly dissatisfied 0% 0

Total 100% 50

Analysis: Out of 50 respondents 11 were highly satisfied by the nature of job, 17 were
satisfied, 14 were neutral regarding their response, 14 were dissatisfied whereas 0 were
highly dissatisfied.
 Chapter 8
Findings,
Suggestions
And
Conclusion

FINDINGS

1. 40% of the respondents are satisfied they enjoy their work.

2. 50% of the respondents are neither satisfied nor dissatisfied regarding infrastructure of
the organization.

3. 58% of the respondents are dissatisfied regarding supportiveness of their

HOD/superiors.

4. 40% employees gave neutral response of getting sufficient opportunities to improve

their skills.

5. 30% employees are highly satisfied with getting regular feedback from their superior
and 32% gave neutral response.

6. 64% of the respondents said organization takes their suggestion occasionally.

7. 40% employees said that mission & vision of organization is sometimes related
individual mission & goal.

8. 40% of the respondents they said there manager promote innovation at job.

9. 42% of the respondents are highly agree of having regular family programmes.

10. Majority of the employees does not get fatigue while performing their job.

11. Company provides training to all the employees.

12. Majority of the employees are satisfied with trainers.

13. 46% of employees satisfied with the level of trust the manager shows towards their
team & 1 was highly dissatisfied.

14. 40%of the respondents are satisfied with the resources provided by manager to
complete their work & 14 % are dissatisfied.

15. No one is highly dissatisfied with their job. 34% respondents are satisfied.

SUGGESTIONS
 .To motivates the employees mostly suggestion should be taken from them.
Innovation should be provided by the manager to improve employees skills.

To avoid the fatigueless of employees the manager should take some extra activities.

External training /seminar related to technical development should be introduced in

organisation to increase effectiveness of training programme..

HOD/superiors should support to employees.

Sufficient opportunities should be given to employees to improve their skills.

So to motivate the employees, management should take into consideration some

suggestions given by the employees. It will help to increase the motivation and
ultimately the job satisfaction of the employees of C & C Constructions Ltd.

CONCLUSION
THE SEED OF SUSTAINABILITY IS SOWN WITHIN THE ORGANISATION BY
NURTURING A HEALTHY AND HAPPY TEAM.

As the world moves faster and competition becomes more intense due to globalization,
human talent will determine which organizations will be successful in the future. Training
helps to achieve this aim. Training is an important tool in the hands of organization.

Employees are enjoying their work; they are satisfied with the resources provided to
them, also happy with the trust shown by the manager towards their team.

Company should give focus on support of HOD to employees. It should give sufficient
opportunities to improve employees skills.

LIMITATIONS

As far as the LIMITATION of the project is concerned, I faced many a problem and
adversities in course of my project duration.
1. The employees hesitate to disclose the true facts in order to secure their job.

2. It is very time consuming process.

3. Samples are not true representative of the total workforce.

4. Difficulty in getting information from secondary sources.

5. Because of the size of the organization, the population of employee was large.
Therefore it was very tough on my part to conduct the survey by going to them
personally.

6 It was also very disappointing for me at times when the feedback given by the
employees were below expectation.

7. The lack of cooperation by the departmental heads to which the responsibility of

handling the questionnaire was given was one of the most important factor which
leaded to de motivation and exhortation.
 Bibliography

BIBLIOGRAPHY

Books
 Mamoria C.B., Personnel Management21st revised and enlarged edition
2001.

Kothari C.R. Research Methodology

Flippo B Edwin, Personnel Management

Aswathappa K. , Human resource Management

Internet Website

Jalindia.com

Google.co.in

Managementstudy.com

citehr.com

Booklet of C & C Constructions Ltd.s

 Annexure

QUESTIONNAIRE

Dear Respondent,
 We are the students of M.B.A. and we are conducting a survey on the employee
satisfaction with the performance appraisal. You are kindly requested to give your
feedback. The data collected will be used only for academic purpose.

Please tick ( ) the relevant option:-

Gender: 1) Male 2) Female

Age: 1) 15-30 2) 30-50 3) 50 above
Marital status: 1) Single 2) Married

Education:

1) Under Matriculation

2) Intermediate

3) Graduate

4) Post Graduate

5) Other________

Experience: 1) below 5 years 2) 5 to 10 years 3) above 10 years

ORGANIZATIONAL DETAILS:
 1. Do you enjoy your work?
A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied

2. Are you satisfied with the infrastructure provided by your company?

A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied

3. Do you find your HOD/superiors as being helping and supportive?

A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied

4. Do you get sufficient opportunities to improve your skills?

A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied
5. Do you get regular Feedback from your supervisor regarding your performance?
A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied

6. Whether your organization takes your suggestion seriously?

A) Frequently
B) Rarely
C) Occasionally

7. Does the mission and vision of the organization related to your individual
mission and goal?
A) Always
B) Mostly
C) Sometimes
D) Rarely
E) Not at all

8. Does your manager promote innovation at job?

A) Highly satisfied
B) Satisfied
C) Neither satisfied nor dissatisfied
D) Dissatisfied
E) Highly Dissatisfied

9. Do you agree the regular family programmers should be organized?

A) Highly agree
B) Agree
C) Neither agree nor disagree
D) Disagree
E) Highly Disagree

10. Do you fatigue while performing your job?

A) Yes
B) No

11. Have you ever undertaken any training module?

A) Yes
B) No

12. Rate the satisfaction level towards trainers of your organization?

A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly Dissatisfied

13. Are you satisfied with the level of trust the manager shows towards the team?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly Dissatisfied

14. Are you satisfied with the resources provided by your manager to complete
your work efficiently?
A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied

15. In totality are you satisfied with your job?

A) Highly satisfied
B) Satisfied
C) Neutral
D) Dissatisfied
E) Highly dissatisfied