A

SUMMER TRAINING REPORT

ON
A STUDY ON EMPLOYEE SATISFACTION OF UAS INTERNATINAL
Undertaken at

In partial fulfillment of the requirement for the degree of

MASTER OF BUSINESS ADMINISTRATION
MBA (2018-2020)

Under the Supervision of: Submitted by:

Diksha
Roll No. 0180173709

BUDDHA COLLEGE OF MANAGEMENT

(Affiliated to Kurukshetra University and approved by AICTE)
 PREFACE

Practical work experience is the integral part of individual learning. An individual who is
learning managerial concepts has to undergo this practical experience for being a future
executive. Theory provides the fundamental stone for the guidance of practice but practice
examines the element of truth lying in the theory therefore stand coordination between
theories and practice is very essential to make MBA perfect.

As a part of MBA got a chance to undergo practical training at UAS private limited. The
project report entitled “EMPLOYEE SATISFACTION”.

“Experience is the best teacher”. I learnt lot of new things from this project, which could
never have been learnt from theory. Each and every activity is started for the
accomplishment of goals and for this purpose management is required .As being student of
MBA, a management stream, we have to go in different types of analysis for practical
knowledge and training.

A project is a systematic and scientific study. It is very important to understand how and
where to implement what we have studied. Knowledge in itself is a continuous process.
Getting knowledge is an important thing for existence of any business concern in the today’s
competitive environment.

Employees are the asset of the organization. The organization achieves its objectives
through effective utilization of knowledge and skills of the employees and other resources. It
is very important for the organization to keep them satisfied because if the employees are
not satisfied they do not work with full efficiency. The purpose of study is to understand the
level of satisfaction among the employees of the organization.
 ACKNOWLEDGMENT
It is really a matter of pleasure for me to get an opportunity to thank all the persons who
contributed directly or indirectly for the successful completion of the project report, “a
study on EMPLOYEE SATISFACTION of UAS International”.

I wish to express my gratitude to the branch manager Mr. SHUBHANSHU JAIN & Miss
SAKSHI MISHRA of UAS International for giving me an opportunity to be a part of their
esteem organization and enhance my knowledge by granting permission to do a summer
training Project. They provided me with their assistance and support whenever needed,
which has been instrumental in completion of this project. I am thankful to them, for their
support and encouragement throughout the tenure of the project.

Also I am thankful to my faculty guide MR. NEERAJ from BUDDHA COLLEGE OF

MANAGEMENT for being a source of support during this training period.

Last but not least I am grateful to all the staff members of UAS INTERNATIONAL for their
kind cooperation and help during the course of my project.
 DECLARATION

I, Diksha the student of MBA of THE BUDHA COLLEGE OF MANAGEMENT,

RAMBHA, KARNAL (Affiliated to Kurukshetra University, Kurukshetra) hereby declare
that the Summer Training Report on “EMPLOYEE SATISFACTION” at UAS
International is an original work and the same has not been submitted by any other .The
information and findings presented in this report are genuine, comprehensive and reliable
based on the data collected by me. The matter presented in this project will not be used
for any other purpose and will be strictly confidential.

DIKSHA
 EXECUTIVE SUMMARY

A Study on “Employee Satisfaction of Employees” was carried out in UAS

INTERNATIONAL. The main objective of the research was to find the satisfaction level
of the employees in the organization.

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

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

1.2 RESEARCH PROBLEM

Employees are the asset of any organization. It is through the employees. The
organization achieves its objectives. It is very important from the organization point of
view to keep them satisfied. The purpose of study is to understand the level of satisfaction
among the employees to UAS INTERNATIONAL and suggest the area for
improvement if any.
 TABLE OF CONTENT

Particulars Page No.

Introduction 1-10

Research Methodology 11-13

Findings and Analysis 14-37

Conclusion 38-39

Suggestions 40-41

Limitation 42-43

Bibliography 44

Annexure 45-47
 CHAPTER - 1

INTRODUCTION

AND

COMPANY PROFILE
INTRODUCTION

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

EMPLOYEE SATISFACTION

To increase employee satisfaction, many companies will have mandatory survey or face
to face meeting either employee to gather information. Both of these tactics have pros and
cons and should be chose carefully. Surveys are often annoying allowing workers more
freedom to be honest without fear. Interview with company managemen0t can feel
intimating but if done carefully can let to workers know their voice has been heard and
their concern addressed by those in changes. Surveys and meetings can truly get the
center of data surrounding employee satisfaction and can be great tools to identify
specific problems leading to lowering morale.

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

Of course, few will not experience a boost in morale after receiving more and many raises
and bonuses can seriously affect employee satisfaction and should be given when
possible. Yet money cannot solve all morale issues and of a company with wide spread
problems for workers cannot improve their overall improvement, a bonus may be quickly
forgotten as daily stress of an unpleasant employee continuous to mount.
 The backbone of employee satisfaction in respect for workers and the employee they
perform. In every interaction with management, employees should be treated with
courtesy and interest. In easy avenue for employers to discuss problems, with upper
management should be maintained and carefully monitored. Even if management cannot
meet all the demands of employees. Showing workers that they are being heard and
putting honest dedications into compromising will often help to improve morale.

IMPORTANCE OF EMPLOYEE SATISFACTION

Purpose or benefits of employee satisfaction include as following,

• Enhance employee retention.

• Increase productivity.

• Increase customer satisfaction.

• Reduce turnover, recurring and training cost.

• Enhance customer satisfaction and loyalty.

• Energetic employers

• Improve team work

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

WAYS TO IMPROVE EMPLOYEE SATISFACTION

Following are the ways to improve employee satisfaction a
• Motivating the employees to give their best.
• Work should be assigned as per their expertise, interest area and specialization.
• Give ample growth opportunities to employees.
• Rewarding the employees and give salary on time.
• No employee should be overburdened.

FACTORS INFLUENCING EMPLOYEE SATISFACTION

Following are the factors which influences the employee satisfaction are
• Working conditions of an organization plays an important role in influencing the
employee satisfaction.
• The second most important factor influencing employee satisfaction is employee
benefits.
• Policies of the organization also affects the employees.

ORGANISATIONAL DEVELOPMENT FACTORS

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

• Mission and vision of organization.

• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

• Wages and
• Salary benefit
• Rewards and Penalties
PROMOTION AND CAREER DEVELOPMENT FACTORS
• Opportunities for promotion.
• Training program participated or will do.
• Capacity of career development.

WORK TASK FACTORS

• Quantity of task.

• Difficult level of task.

RELATIONSHIP WITH SUPERVISORS FACTORS

• Level of coaching
• Level of assignment for employee.
• Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS

• Tools and equipment.
• Working methods
• Working environment

CORPORATE CULTURE FACTORS

• Relationship with co-workers
• Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF

EMPLOYEE FACTORS
• Competencies and personalities of employee are suitable for employee.
• Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS

SALARY

Salary is a fixed amount or compensation paid to an employee by an employer in return

for work performed. An employee who is paid a salary is expected to complete a whole
employee in return for the salary.

OVERTIME ALLOWANCE

Overtime allowance in extra cash compensation for the hours that employees work in excess.

DECISION MAKING

Decision making involves the selection of a suitable action from among two or more possible
alternatives in order to arrive at a solution to a problem.

PROBLEM SOLVING

Grievance handling means help to solve a problem of the person who is in trouble and
went some kind of help. It is to help such a person is a way that can give him justice to
his satisfaction.

WELFARE FACILITY

Employee welfare aims at providing such service facilities and amenities, which enables a
worker to perform their employee well. An employee welfare facility consists of canteen,
rest rooms, housing facility, medical facility, educational facility and transportation
facility. This study helps to find out the various accretions facilities they are provided by
the company.

TEAM WORK

The working together with a group of people in order to achieve a goal of the organisation.
TRAINING

Training is the format and systematic modification of behavior which occurs as a result of
education, introduction development and planned experience.

EMPLOYEE SECURITY

It is the probability that an individual will keep his or her employee. An employee with a
high level of employee security in such that a person with the employee would have a
small chance of becomes employees.

EFFECTIVE COMMUNICATION

Communication is a process in defined and shared between diving organisms.

Communication requires a sender, a message and need not be present as aware of the
seniors intent to communicate at the time of communication thus communication can
occurs across vast distances in time and space. Communication requires that the
communicating panics share an area of communication.

WORK SHCEDULE

Employees work schedules vary from full fill time lo part time to employee shares. All
work schedules have one thing in common; the employee is doing work under an
employer. Today's employers understand that flexibility is what employee requires in
their work schedules. If they don't employers should beware

SIGNIFICANCE OF THE STUDY

Employee satisfaction is an important aspect as far as an organization is considered.

Employees are back bone of every organization. So it is responsibility of the management
to keep the employees to contribute more.

It is said that satisfied employees are more productive. So every organization is giving
high priority to keep their employees satisfied by providing several facilities which
improves satisfaction and reduce dissatisfaction.
I want to know whether the employees in UAS INTERNATIONAL are satisfied or not.
So I had to address the problem in my study.

OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

• The primary objective of the research is to find employees’ satisfaction level of

the organization.

SECONDARY OBJECTIVES

• To access the general attitude of the employees towards UAS INTERNATIONAL.

• To understand the problem of the employees in the working condition.

• To know how employees opinion about work place, pay and benefits.

• To study and analyses the various factors affecting the employee satisfaction level.

1.3 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in UAS INTERNATIONAL

which covers the various working schedule, remuneration, developing overtime
allowance, work freedom, employee position etc.. The scope is to understand the
employee satisfaction. The study is conducted at UAS INTERNATIONAL covering 50
employees and data collected based on the questionnaire prepared.

The backbone of the employee satisfaction is respect for workers and employee they
perform. And easy revenue for employee to discuss problems with upper management
should be maintained and carefully monitored. The study was done to know the employee
satisfaction in UAS INTERNATIONAL. Employees are backbone of every organization
so the organization should consider a lot the employee should be motivated and satisfied.
So that they can work more with full efficiency and hence to reach the organization is to
its great and helps to achieve the goal of the organization.
COMPANY PROFILE
UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and
development company. Established in 2013, on the principles of developing and delivering
high quality training, which results in a large number of on-board consultants & require
Interns through-out the year. Hence Interns can work at any point of time for either 2 months
or 3 months or 6 months based on the college policy of Internship program. Though our
client base is spread across, BFSI &Telecom Sector. Since we have a large client base in
Banking Sector consisting more of Public Sector Banks. Few of the prominent Banks are
Punjab National Bank, Bank of Baroda & Bank of Karnataka etc. We are looking out for
Interns passionate to make their career in Banking & Insurance Sector, specifically in the
area of HR & Marketing. UAS International is able to facilitate various training and
development programs/internships in India and abroad with top B-schools and has trained
almost 52000 and above interns till date. Liaison with 26 universities in India with the base
size of 900 & above campus. International Liaison with 80 universities in abroad with the
base size of 500 & above. Having a Team of 42 exclusive corporate trainers. Company is
having asset under management of 80cr.The operations of the company are spread
beyond the national boundaries of India.

Keeping in mind the most critical needs in today's context, we have emerged as a service
partner of Various Banks providing a one stop Solution offering a gamut of services -
Training & development, International & National Internship, International & National
Placement & Student exchange program abroad. Moreover we are India's 1st
Organization to launch a customer care for the students for the mentioned Services -
Training &development, International & National Internship, International & National
Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively. Facilitate a comprehensive and
accomplished system of continuing professional development for every possible
profession through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source,
with the facilities, resources and learning expertise to fully achieve the desired goals. For the
purpose, UAS International has come up with a unique International Live Project to train and
develop the

Knowledge and resource based skills in the candidates to fill the void of the business
environment.
Vision

“To be a progressive leader and the first choice of clients for providing dynamic solutions-
integrating people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a

comprehensive & accomplished system of continuing professional development for every
possible profession through our exceptional training solutions.”

PRODUCT

The only brand in India and abroad which is having the call centre for student for the
mentioned services.
For international and national internship assistance
For international and national placement assistance

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a service partner
providing clients a one stop solution offering a gamut of services “ Training &development,
International & National Internship, International & National Placement & Student exchange
program abroad. More are India's 1st Organization to launch a customer care for the students
for the mentioned services Training &development, International & National Internship,
International & National Placement & Student exchange program abroad. Thus, mission is
to establish high standards of professional etiquette and to effectively facilitate a
comprehensive and accomplished system of continuing professional development for every
possible profession through our exceptional training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what
enterprises expect and what people perform. We can meet the needs from a single source,
with the facilities, resources and learning expertise to fully achieve the desired goals. For the
purpose, UAS International has come up with a unique International Internship Program,
International Live Projects, Various Training Programs on Personality
Development/Career Management/How to get a desirable Job etc. & 3 days Workshops on
how to choose career options to train and develop the knowledge and resource based skills in
the candidates to fill the void of the business environment. This is not all; we also look
forward to the successful placements of our Interns with the top companies of national and
international repute.
 CHAPTER 2

RESEARCH METHODOLOGY
RESEARCH
Generally research means finding something. Research can be defined as scientific and
systematic analysis of research area and concluding the findings with appropriate reasoning.
It is a systematic as well as object oriented process.

RESEARCH METHODOLOGY
Research methodology is defined as a highly intellectual human activity used in the
investigation of nature and matter and deals specifically with the manner in which data is
collected, analyzed and interpreted.
The data needed for the study is collected from the employees through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented
through tables and charts.

RESEARCH DESIGN
Research design can be defined as a master plan specifying the methods and procedures for
collection and analyzing the information needed. Research design is the blueprint of any kind
of the research. It provides direction to the reseacher for further carrying on the research.
Research design is the plan, structure and strategy of investigation conceived so as to obtain
answer to research questions .The study was based on survey method. The aim of the study is
to find satisfaction levels of employees.
Types of research designs:
• Descriptive research design
• Exploratory research design
• Casual design
In doing this research, descriptive research design is used
DESCRIPTIVE DESIGN:
Descriptive research also known as statistical research. It basically deals with everything that
can be counted and studies. Descriptive research is preplanned and structured.The objective of
descriptive research is to reveal the already present data or feature in the given population. It
can provide and describe the critical features and information about the target population or
environment.
Descriptive research design is concerned with answering the questions like WHO, WHAT,
WHEN, WHERE, HOW regarding the phenomenon or situation.
SAMPLING
Sampling is a process in which the fixed number of observations are taken randomly from a
larger population.
The important objective of sampling is to obtain maximum information of the population
under study using minimum of money, labour and time.
A sample design is a definite plan for obtaining a sample from a given population.
SAMPLING TECHNIQUES
The sampling techniques are basically of two types are

SAMPLING TECHNIQUES

Non-
Probability
Probability
sampling
sampling

CONVENIENCE SAMPLING
It is a Non-Probability sampling technique that attempts to obtain a sample of convenience
elements. The selection of sampling units is left primarily to the researcher. It is easy to
measure and accessible.

PERIOD OF STUDY
Period of the study implies the duration. This study on employee satisfaction was conducted
during the period of Forty Five Days.

SAMPLE SIZE

It refers to the number of elements to be included in the study for conducting the research.
The sample size of this study is 50 respondents.

DATA COLLECTION

Data is regarded as the foundation of all types of research and hence it is known as LIFE
BLOOD OF RESEARCH.
There are two types of data collection methods:
• Primary data
• Secondary data

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

PRIMARY DATA

The data which is directly collected by the researcher and was not available before is called
as primary data.
Primary data can be collected by various methods are
• Survey
• Interview
• Observation
• Questionnaire
• Other methods
In this study primary data were collected through personnel interview using questionnaire.
The questionnaire was administered to fifty employees of the organisation.

SECONDARY DATA

The previously recorded information about an event is very important in finding the solution
of similar kind of problems.
Secondary research involves collection of data which is already existed and collected by
other researchers. Secondary data can be collected with the help of internet, books etc.
Secondary data for this study was collected from:

Previously published records, statistics, research reports and documents.

 Books, Periodical and websites

QUESTIONNAIRE

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

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis

HYPOTHESIS
Hypothesis means assumptions. In hypothesis testing, formulate the hypothesis to check the
assumptions are true or not.
Two types of hypothesis:
Null hypothesis
1. Alternate hypothesis
2. NULL HYPOTHESIS:
NULL HYPOTHESIS:
Null hypothesis states that there is no significant difference population parameter and
population mean.
Null Hypothesis is represented by Ho.

ALTERNATE HYPOTHESIS:
Alternate hypothesis opposite to null hypothesis. Alternate hypothesis states that there is a
significant difference. It is represented by Hι

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.
RESEARCH PROCESS
The process of research are
 CHAPTER 3

DATA

ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

TABLE NO.3.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20

2-5 years 14 28

Above 10 years 26 82

Total 50 100

CHART NO. 3.1: WORKING EXPERIENCE OF EMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5years Above 10 years

NO OF RESPONDENTS

INTERPRETATION

From the above table, 20% of employees have the working experience below 2 years and
28% in between 2-5 years, at the time 82% employees’ work above 10 years in this
institution
TABLE NO. 3.2: SATISFACTION OF EMPLOYEES IN TRAINNING
AND PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36

Satisfied 20 40

Dissatisfied 12 24

Total 50 100

CHART NO. 3.2: SATISFACTION OF EMPLOYEES IN TRAINNING

AND PROGRAMMES

40%

30%

20%

10%

0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION

From the above table 36% of employees are highly satisfied in training programmed, 40% of
employees satisfied and 24% dissatisfied.
TABLE NO. 3.3: OPINION OF EMPLOYEES IN SAFETY MEASURES
OF INSTITUTION

OPINION NO OF PERCENTAGE
RESPONDENTS

Good 36 72

Bad 8 16

Average 6 12

Total 50 100

CHART NO. 3.3: OPINION OF EMPLOYEES IN SAFETY MEASURES

OF INSTITUTION

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

Form the above table 72% of employees had good opinion about the safety measure and 16%
had bad opinion, same time 12% employees had average safety measure only provided.
TABLE NO.3.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40

Satisfied 22 44

Dissatisfied 8 16

Total 50 100

CHART NO.3.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employee highly satisfied in their leave provided, 44% are
satisfied and 16% dissatisfied.
TABLE NO. 3.5: SHOWING WHETHER THE EMPLOYEE OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24

No 8 16

Can’t say 30 60

Total 50 100

CHART NO. 3.5: SHOWING WHETHER THE EMPLOYEE OFFER TO

REALISE EMPLOYEES APPLICATION AND AMBITION

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.
TABLE NO. 3.6: SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 14 28

No 6 12

Can’t say 30 60

Total 50 100

CHART NO. 3.6: SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

35
30
25
20
15
10
5
0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 8% of employees to get chance to be involved and identified with goal
and image. 12% should not get chance and 60% of employees are not answered the question
TABLE NO.3.7: SHOWING WHETHER EMPLOYEES TO GET A
CHANCE IN PART OF DECISION MAKING

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 30 60

No 6 12

Can’t say 14 28

Total 50 100

CHART NO. 3.7: SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING
35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 60% of employees get chance to be involved in decision making 12%
should not get chance and 28% of employees are not answered the question.
TABLE NO.3.8: SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 20 40

No 10 20

Can’t say 20 40

Total 50 100

CHART NO. 3.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 40% of employees feels the good team spirit, 20% should not feel and
40% of employees are not answered the question.
TABLE NO. 3.9: SHOWING WHETHER EMPLOYEES TO GET
PROPER PROMOTION AND GROWTH OPPORTUNITES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 34 68

No 6 12

Can’t say 10 20

Total 50 100

CHART NO. 3.9: SHOWING WHETHER EMPLOYEES TO GET

PROPER PROMOTION AND GROWTH OPPORTUNITES

40

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 6% employees to get proper promotion and growth opportunities, 12%
of employees should not get, 20% employees are not answered the question.
TABLE NO.3.10: SHOWING WHETHER SUPERVISOR LISTEN TO
THE OPINION AND SUGGESTIONS

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 28 56

No 8 16

Can’t say 14 28

Total 50 100

CHART NO.3.10: SHOWING WHETHER SUPERVISOR LISTEN TO

THE OPINION AND SUGGESTIONS

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION

From the above table 56% of employees are agreed that supervisor listen to their opinions
and suggestions, but 10% employees are disagree and 28% employees are not answered the
question.
TABLE NO.3.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 24 48

No 16 32

Can’t say 10 20

Total 50 100

CHART NO.3.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

35
30
25
20
15
10
5
0
Yes
No
Can’t say

NO OF RESPONDENTS
PERCENTAGE

INTERPRETATION

From above table 48% of employees satisfied the overall allowances, 32% should not satisfy
and 20% of employees are not answered the question.
TABLE NO. 3.12: OPINION OF EMPLOYEES REGARDING
BEHAVIOUR AND SUPPORT OF MANAGEMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 38 76

Bad 4 8

Average 8 36

Total 50 100

CHART NO. 3.12: OPINION OF EMPLOYEES REGARDING

BEHAVIOUR AND SUPPORT OF MANAGEMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From above table 76% of employees are shared a good experience and 8% in a Bad level,
16% in average level.
TABLE NO. 3.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 18 36

Satisfied 20 40

Dissatisfied 12 24

Total 50 100

CHART NO. 3.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION: From the above table 36% of employees are highly satisfied and
the work facilities provided by the company. 20% are satisfied and 24% of employees are not
satisfied
TABLE NO. 3.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 10 16

Satisfied 38 74

Dissatisfied 2 4

Total 50 100

CHART NO. 3.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR

40

35

30

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above table 16% of employees are highly satisfied the working relationship with
their supervisor and 76% satisfied and 4% is dissatisfied.
TABLE NO. 3.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 44 88

Satisfied 2 4

Dissatisfied 4 8

Total 50 100

CHART NO. 3.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

NO OF RESPONDENTS

Highly satisfactory Satisfied Dissatisfied

INTERPRETATION

From the above table 88% is highly satisfied on companies’ motivational programmed and
4% satisfied and 8% dissatisfied.
TABLE NO.3.16: SHOWING WHETHER THE EMPLOYEES
SATISFIED WITH THE TIME OF THE EMPLOYEE

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 36 72

Satisfied 4 8

Dissatisfied 10 20

Total 50 100

CHART NO.3.16: SHOWING WHETHER THE EMPLOYEES

SATISFIED WITH THE TIME OF THE EMPLOYEE

40
35
30
25
20
15
10
5
0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION

From the above 72% of employees highly satisfied with the working time 8% satisfied and
20% dissatisfied.
TABLE NO.3.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES

OPINION NO OF RESPONDENTS PERCENTAGE

Good 40 80

Bad 4 8

Average 6 12

Total 50 100

CHART NO.3.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 80% of employees have good opinion about refreshment and recreation
facilities and 8% have bad opinion and 12% have average opinion.
TABLE NO. 3.18: OPINION REGARDING MANAGEMENT SUPPORT
IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12

Bad 4 8

Average 40 80

Total 50 100

CHART NO. 3.18: OPINION REGARDING MANAGEMENT SUPPORT

IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

45
40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

From the above table 12% of employees have good opinion about and regarding
management support in employees’ suggestion and grievances.
TABLE NO. 3.19: LEVEL OF UNDERSTANDING BY THE
MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12

Bad 4 12

Average 38 76

Total 50 100

CHART NO.3.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION

From the above table 12% of employees have good opinion regarding management
understanding of employees need and wants. 12% have bad opinion and 70% having an
average opinion.
TABLE NO. 3.20: SATISFACTION OF EMPLOYEE IN WORK
ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72

Bad 6 12

Average 8 16

Total 50 100

CHART NO. 3.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION

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

CHI-SQUARE TEST

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

work facilities and working relationship with supervisor.

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

facilities and working relationship with supervisor.

OBSERVED FREQUENCIES

OBSERVED FREQUENCY HIGHLY SATISFIED DISATISFIED TOTAL

SATISFIED

Employees work facilities 18 20 12 50

Employees work relationship 10 38 2 50

with supervisor

Total 28 58 14 100

CHI-SQUARE= ∑ (0-E)2/E

O= Observed Frequency

E= Expected Frequency

Expected Frequency= Row Total/Column Total * Grand Total

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

18 50*28/100=14 4 16 1.142

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

12 50*14/100=7 5 25 3.571

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

38 50x 58/100=29 9 81 2.793

2 50x14/100=7 -5 25 3.571
100 244
∑ (O-E) 2/e= 2.44

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

5% level of significance= 2

Table value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is
rejected and it concluded that there is significant relationship between
employees’ satisfaction in work facilities and working relationship with
supervisor.
FINDINGS
FINDINGS

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

Most of employees are highly satisfied (88%) with motivational programmed
provided by the company.
Only 16% of employees are dissatisfied with the leave and other conditions provided
by the company.
Majority of the employees are dissatisfied with the chance to be involved and
identified with the goal and image.
Majority of employees are satisfied with the allowances provided by the company.
Higher portion of employees are satisfied with the promotion and growth
opportunities provided by the company.
Most of the employees always get a chance a part of decision making (60%).
Majority of employees satisfied (40%) with the Food team exist in the organization.
• Majority of employee’s opinion are the superior listen to their opinion and
suggestion.
Only 16% of employees are not to get enough time to spend with your family on
leave occasion.
Most of employees satisfied (72%) the time of the employee.
24% employees dissatisfied the training programmed conducted by the company.
Majority of employees have a good opinion about safety measures provided by
institution (72%).
CHAPTER 4
CONCLUSION
CONCLUSION

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

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

INTERNATIONAL. It is indeed necessary for any organization to understand the need of
their employees and fulfill them before they leave the organization. If nothing is done by the
organization then there are chances to lose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the
employee. Majority of the employees are satisfied with the salary structure, promotional
programs, working condition, allowances provided by the organization. They are also
satisfied with the employer-employee relationship and communication channel in the
organization. But still only 40% of the employees get opportunities to participate in decision
making. Also majority of the employees are not provided with the welfare measures. If the
firm concentrates of the findings and suggestions of their survey, we hopefully believe that
the organization can further bring out their labor with full satisfaction and obtain good result.
 CHAPTER 5
SUGGESTIONS
SUGGESTIONS

Management has to make effective communication channels in the firm.

Management should take remedial measures to improve general working condition of
the firm there by employees will be satisfied in their employee.
Management should take proper care to maintain employee-employer relationship.
Proper guidance and counseling should be provided to the employees so that their
mental satisfaction can be improved.
Management should provide proper safety measures in the organization, so the
employees will be secured in the employee.
Management should provide promotional facilities to the employees then only they
will be motivated in the employee.
Management should provide proper leave to the employees.
Management should take effective welfare measure-s to meet industry standards.
Management should provide more opportunities to employees in order to participate in decision
making.
 CHAPTER 6

LIMITATIONS
LIMITATIONS OF THE STUDY

This is subjected to the basis and prejudices of the respondents; hence 100% of
accuracy cannot be assured.
The research was carried out in a short span of time, where in the research could not
widen the study.
The period of study was too short. So it was not possible to collect the whole facts
and relevant information with in that period.
The findings are based on the answers given by the employees, so any error or bias
may be affect the validity.
BIBLIOGRAPHY
 BIBLIOGRAPHY
Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction,
entrepreneurship and firm growth: a model", Industrial Management & Data Systems,
Vol. 111 Issue: 4, pp.589-607, https://doi.org/10.1108/02635571111133560
• José Varela Gonzalez, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
Kerry Fairbrother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
• Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model:
state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

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

www.uasinternational.com

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ANNEXURE
 ANNEXURE

QUESTIONNAIRE

I, DIKSHA, III Semester MBA Students of BUDDHA COLLEGE OF MANAGEMENT.

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

Name: Sex: Position:

PERSONAL INFORMATION

Age:

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

Education Qualification:

10TH 12TH Degree Other

Monthly Income:

Below 10000 10000-20000 20000-45000

 1. Whether Company Give more concern for production or people?
People Production

2. Whether the company gives reward to the employee?

Yes No

Opinion Highly- Satisfied Neutral Dissatisfied Highly-

Satisfied Dissatisfied

3. Salary provided

4. Incentives Provided

5. Drinking Facility

6. Rest Time

7. Break Duration

8. Food

9. Time Schedule of work

10. Reward Provided

11. Cohesive relationship with team members

12. Feelings of employee security

13. Able to adjust With colleagues and

mannerism
14. Fair employee grievance policy

54
15. Able to adjust with colleagues &
mannerism
16. Fair employee grievance policy

17. Compressed work week policy

18. Providing leave salary

19. Employee Improving Social Status