Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
4 RESEARCH METHODOLOGY
5 LIMITATION OF THE STUDY
DATA ANALYSIS AND
6
INTERPRETATION
7 FINDINGS
8 SUGGESTIONS
9 CONCLUSION
APPENDIX
Questionnaire
10
Articles
Bibliography & Webliography
INTRODUCTION
through people”. Any business activity basically require four Ms, viz. Men,
Material, Money and Machinery. Of all these resources people are the most
There has always been a gap between the corporate visions and the
ambitions of individuals. In the past, the human resource function did not try
The task of coordinating all the other factors of production, except man
is felt easier, because man cannot be controlled fully at all times. He can act
according to his own desired. And most of the time human being will be
goal.
There are numerous factors, which will influence the human factors.
significant role. In ancient day’s it was felt that by using power and authority
we cannot get worker’s co-operation and involvement at their level best. But,
also failed to achieve is goal but at certain level it increased human relations.
management according to which all are allowed to play their roles and the
workers. If they are fully satisfied, then they will give their full efforts. As a
the workers. By satisfying workers they will reach their goal. Thus is the
employees’ perception of how well their job provides those things, which are
behaviour field that job satisfaction is the most important and frequently
studied attitude.
1. Occupational Level : The higher the level of the job, the greater the
satisfaction at the individual will be. This is because higher level jobs carry
greater prestige and self control. The relationship between occupational level
and job satisfaction stems from social reference group theory in that our
society values some jobs more than the others. Hence people in valued jobs
will like tern more than those who are in non-value jobs. The relationship way
also stern from the need-fulfilment theory. People in higher level jobs find
most of their needs more satisfied than when they are in lower level ones.
2. Job Content: Greater the variation in job content and the less the
repetitiveness with which the tasks must be performed, the greater the
satisfaction of the individuals involved will be. Since job content in terms of
variety and nature of tasks called for is a function of occupational level, the
inconsiderate leadership.
4. Pay and Promotional Opportunities: All other things beings equal these
two variables are positively to job satisfaction. An explanation for this finding
5. Interaction in the Work Group: Here the question is; when is interaction
in the work group a source of job satisfaction and when is it not? Interaction
one’s own, since this permits the ready calculability of the other’s
PERSONAL VARIABLES
jobs will be satisfying. Personal variables like age, educational level, sex, etc.,
1. Age: Most of the evidence on the relation between age and job
better and more prestigious jobs in the later years of his life. Finding
group, which the individual looks for guidance to evaluate his job
their roles, i.e., the kind of activities and behaviours they should
satisfied will their jobs than men, holding such factors as job and
Website: www.Herohonda.com
Company Profile
“Hero” is the brand name used by the Munjal brothers for their flagship
company Hero Cycles Ltd. A Joint venture between the Hero Group and
Honda Motor Company was established in 1984 as the Hero Honda Company,
India.
During the 1980s, the company introduced motorcycle that were popular in
India for their fuel economy and low cost. A popular advertising campaign
based on the slogan ‘Fill it – Shut it – Forget it’ that emphasised the
motorcycle’s fuel efficiency helped the company grow at a double – digit pace
since inception.
The 2006 Forbes 200 Most Respected companies list has Hero Honda
Motors ranked at 108.
LIST OF MODELS
• Achiever
• Ambition 133, Ambition 135
• CBZ, CBZ Star, CBZ Xtrems
• CD 100, CD 100 SS, CD Dawan, CD Deluxe, CD Deluxe (Self Start
• Glamour, Glamour F.1
• Hunk
• Joy
• Karizma, Karizma R, Karizma ZMR F1
• Passion, Passion +, Passion Pro
• Pleasure
• Street
• Splendor, Splendor +, Splendor + ( Limited Edition), Super Splendor,
Splendor NXG
1.1. ORGANIZATION PROFILE
Other Activities
SALES
RECEPTION
YE TEST DRIVE N
S & O
QUOTATION
H.P CASH
FOLLOW UP
PROCESS
YE
DEALING WITH S
FINANCIERS
BILLING PRODESS
DELIVERY
NO
SPARES
The Role of SPARES Department concentrates three paths of sales they are 1)
Counter Sales, 2) Service Sales, 3) Sub Dealers Sales. The Separate inventory
system and marketing system are strictly followed to attain the Target which is
given by Hero Honda Motors Ltd, below given process is being followed by
Nithya Motors and monitored by HHML
SPARES
SUB
COUNTER SERVICE
DEALERS
SERVICE
The world high class sophisticated Automated Workshop takes care in
SERVICE of Hero Honda vehicles. HHML Trained Technicians only
maintained the vehicles with Systematical procedures.
SERVICE
1. JOB CARD MAKING.
2. JOB ALLOCATION TO
TECHNICIANS TRAINING LEVEL.
5. INTIMATION TO CUSTOMER.
7.
1. DAILY
AFTER PERFORMANCE FEED
ONE WEEK POST
BACK SYSTEM.
SERVICE FOLLOW UP SYSTEM.
Determinants o Job
Slno Author Name of the Study
Satisfaction
1 Catherine T. Culture, job satisfaction and 1) Job satisfaction is found to
Kwantes (2009) organizational commitment relate to affective
in India and the United States commitment in both the
Indian and American samples
2)Different patterns of
relationships emerge in the
US and India.
2 Fauzia Jabeen Impact of Personality Traits 1)Knowledge management.
Ph.d in on Job Satisfaction of Public 2) LeaderShipTraits 3)
Management Sector Emotional Intelligence and
from U.P. Employees Personality traits
Technical
University,
Lucknow, Uttar
Pradesh, India.
&Member of
National HRD
Network
(NHRDN),
3 Job Satisfaction Of What job is a part of one's
Guru Pandi Employees In Spinning Mills life and such work not only
physical needs are fulfilled
through monetary gain but
also giving psychological
satisfaction. It is the work
and through it the individual
finals opportunities for the
satisfaction of many of his
social personal needs.
4 Personal Characteristics and This study examines the
Mirza S. Job Satisfaction: India- relationship between job
Saiyad Nigeria Comparison satisfaction and personal
ain characteristics on samples of
778 Indians and 620
Indian Institute
Nigerians. The results
indicate no relationship
of between sex, marital status,
Manag and annual income and job
ement, satisfaction for both the
Ahmed samples. Age showed
abad, quadratic and linear
India relationship with satisfaction
for Indian and Nigerian
samples respectively.
Satisfaction increased with
increasing number of
dependents and work
experience and decreased
with increasing years of
education for both the
samples. The regression
analysis showed that all
seven personal characteristics
accounted for 34.9 per cent
and 71.7 per cent variation in
job satisfaction for Indian
and Nigerian employees,
respectively. Culture and
level of industrialization have
been examined to explain the
differences in the results.
5 "Changes in HRM and job Improvements in
Brown, Forde, satisfaction perceptions of job security,
et. al. the climate of employment
(2008 relations and managerial
responsiveness are the most
important factors in
explaining the rise in
satisfaction with sense
of achievement
6 Job Satisfaction as Related to significant difference
Jain, Jabeen, et. Organisational between managers and
al. Climate and Occupational engineers in terms of their
(2007) Stress: A Case Study of job satisfaction and
Indian Oil" 14
both the groups appeared
almost equally satisfied with
their jobs. When the
managers and
engineers were compared on
organizational climate, it was
found that both the groups
differed significantly.
Managers scored
significantly high on
organizational climate scale
than
the engineers indicating that
the managers are more
satisfied due to the
empowerment given
to them.
7 Effect of Job satisfaction on stress & satisfaction is to be
Shahu & Gole Performance: An taken up in the
(2008) Empirical Study industries to make them
aware of the benefits of
knowledge of stress and its
relationship with
satisfaction and achievement
of goal of industries.
Job Satisfaction is in regard
to one's feeling or state-of-
mind regarding the nature of
their
work. Job Satisfaction can be
influenced by a variety of
factors,eg, the quality of
one's
relationship with their
supervisions, the quality of
the physical environment in
which they
work, degree of their
fulfillment in their work etc.
8 feelings of satisfaction on happiness or selfcontentment
Rao (2005) the job, which acts as a but the satisfaction of the job.
motivation to work According to him, there are 4
types of theories:
1. Need Fulfillment Theory
2. Equity Theory
3. Two Factor Theory
4. Discrepancy Theory
own decision. No one can expect the same type of behaviour from anyone at
Because of this factor, we cannot expect that one can act in the same way on a
towards their work. The work group serve as a source of support, comfort,
advice and assistance to the individual workers. An good work group makes
the job more enjoyable, and the performance of the group will be very high.
This will automatically lead to the attainment of the individual as well as die
If there is dissatisfaction with the job it will make the workers become
restless which may be reflected in the form of low production, high wastage of
turnover, strike and lockouts etc. Therefore, it is more important to study the
To identify the factors which are closely associated with job satisfaction.
To identify the Revenue Loss which are closely associated with dissatisfaction
analyse the factors that lead towards satisfaction. The questionnaire method is
fed free all were motivated, by giving clear information about this study, to
express their feeling. Hence, questionnaire is used as a tool for this study.
RANDOM SAMPLING METHOD
Sampling Size : 75
Bar Diagram
Pie Diagram
Company. Hence the findings and suggestions may not be applicable to all
other organizations.
scope. But due to time constraints, the questionnaire pattern was restricted to
MALE 59 78
FEMALE 16 22
TOTAL 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
70
60
50
40
30 59 %
NO of
20 Respond
ents
10
16 %
0
MALE FEMALE
18-27 35 47
28-37 29 39
38-47 8 10
48 & above 3 4
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Married 38 51
Un Married 37 49
Total 75 100%
Inference:
From the above table is has been inferred that, Out of 75 respondents
No. OF
DESIGNATION % OF RESPONDENTS
RESPONDENTS
Managers 11 15
Technicians 33 44
Executives 18 24
Supervisors 13 17
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
No .Of %Of
Education
Respondents Respondents
Graduate 45 60
Post Graduate 24 32
Higher Secondary 4 6
Others 2 2
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Service 35 47
Sales 24 32
Spare 16 21
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Below 1 years 21 28
1-3years 23 31
4-6years 18 24
above 6 years 13 17
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Satisfied 61 82
Partially Satisfied 11 14
Dissatisfied 3 4
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
conditions,
No .Of
LEVEL OF SATISFACTION % Of Respondents
Respondents
Satisfied 56 74
Partially Satisfied 15 20
Dissatisfied 4 6
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Satisfied 52 69
Partially Satisfied 15 20
Dissatisfied 8 11
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
workers,
Co-workers,
workers
CHART NO.10 - LEVEL OF SATISFACTION FOR SUPPORT OF
CO-WORKERS
TABLE NO. 11 - SATISFACTION LEVEL ABOUT PROMOTION
POLICY OF THE CONPANY
Satisfied 46 61
Partially Satisfied 19 26
Dissatisfied 10 13
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
company,
the company.
CHART NO.11 - LEVEL OF SATISFACTION FOR
PROMOTION POLICY
TABLE NO. 12 - SATISFACTION LEVEL ABOUT COMPANY
POLICES AND ADMINISTRATION
Satisfied 49 66
Partially Satisfied 23 30
Dissatisfied 3 4
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
administrations,
administrations.
CHART NO.12 - LEVEL OF SATISFACTION FOR COMPANY
POLICY AND ADMINISTRATION
TABLE NO. 13 - SATISFACTION LEVEL ABOUT THE FRENCH
BENEFIT PROVIDED BY THE COMPANY
Satisfied 49 66
Partially Satisfied 15 20
Dissatisfied 11 14
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Satisfied 56 74
Partially Satisfied 13 18
Dissatisfied 6 8
Total 75 100
Inference:
From the above table is has been inferred that, Out of 75 respondents
Development programmes,
Development programmes,
Development programmes.
CHART NO 14 - - LEVEL OF SATISFACTION FOR TRAINING
AND DEVELOPMENT PROGRAMMES
FINDINGS
It is found that 74% of the respondents are satisfied with their job
Security.
It is found that 69% of the respondents are satisfied with their support
of Co-workers,
Nearly 61% of the respondents are satisfied with their promotion policy
of the company,
It is found that 66% of the respondents are satisfied with their French
benefit provided by the company.
74% of the respondents are satisfied with their training & development
programmes.
SUGGESTIONS
This study brings out the fact that in Nithya Motors Company, 96% the
staff members are having confidence with their management.
APPENDIX
ARTICLES
Leaders are not born, evolve over time. It all stared on the auspicious
baiskhi day, the 13th April, 1984. When the hero group and Honda motor &
Co., joined hands. On its journey to take on the no.1. mantle, hero Honda
created some prominent milestones.
Hero Honda, which currently has market share of close to 60% in the
Indian two – wheeler market, sold close to 30 million two wheelers
during April – June this year, a 17.35% increase over the 37.22 lakh
units it sold in the yea-ago period.
Gupta K. Shashi & Joshi Rosy, Human Recourse Management, 2008, Pg (20.9 to 20.17)
30
Rao Subba P., Essential of HRM & Industrial Relationships, 2005, Pg (480 to 482)
Velnampy T., "Job Attitude and Employees Performance of Public Sector Organizations in
Jaffna District, Sri Lanka", GITAM Journal of Management, Vol. 6, Issue-2, April-June
2008,
Pg (66-73)
Brown, Forde, "Changes in HRM and job satisfaction, 1998–2004: evidence from the
Workplace Employment Relations Survey", Human Resource Management Journal, Vol. 18,
http://www3.interscience.wiley.com/journal/120086933/abstract
K.K.Jain, Fauzia Jabeen, Vinita Mishra & Naveen Gupta, " Job Satisfaction as Related to
Organisational Climate and Occupational Stress: A Case Study of Indian Oil", International
Hardik Shah & Hiral Shah, "Job Satisfaction and Fatigue Study", SCMS-COCHIN Journal
“Organisational Behaviour” by L.M. Prasad. Published by Sultan Chand & Sons 1997.
“Organisational Behaviour” by Fed Luthans, Seventh Edition – 1995. Published MC. Graw
Hill.
WEBLIOGRAPHY
Website : www.herohonda.com
www.google.com
managementhelp.org/person_wll/job_statisfaction.htm
Reference of Guide