LEARNINGS FROM SUCCESS OF MTNL

1) Firstly, MTNL provides a good work life balance to its employees. Work-life balance is
an important aspect of a healthy work environment. Maintaining work-life balance helps
reduce stress and helps prevent burnout in the workplace. Chronic stress is one of the most
common health issues in the workplace. The organisation recognises that its employees have
a life outside of the office. Therefore, no employee is made to work for over 40 hours a week.

2) Secondly, as MTNL is a state run organisation, the power and control is distributed
amongst a wide set of people. Bureaucracy, in this situation, helps to ensure that the policies
regarding employees adopted by the organisation are neutral and fair in every aspect.

3) Thirdly, at MTNL, specialists conduct assessments for the company’s employees in order
to determine the type of training and skills employees must have to properly and efficiently
perform their duties. Although it is important to ensure that all employees have the
qualifications and skills necessary to meet the demands of a position, new companies or
businesses in the expanding stage may especially benefit from identifying training needs for
existing employees. Companies often task this responsibility to the HR department because it
is less expensive for these specialists to handle training and development than it is to hire
more qualified candidates or additional staff. In addition, this strategy may also improve
employee retention and thus reduce turnover.

LEARNINGS FROM FAILURE OF MTNL

1) Firstly, MTNL failed to create a positive work environment for its employees. When
people are doing their jobs effectively, morale in the office gets a boost. Employees, who
aren't motivated to get the job done as indicated, can bring down an entire department. It is
important to foster a positive, energetic work environment. Cultivate a positive work
environment by rewarding high-performing employees with incentives and group recognition
during meetings. High-performing offices also attract quality talent in recruiting, because the
office feels alive and that it's working toward goals. MTNL, being a state owned
telecommunications service provider, was not able to provide their employees with high
performing offices.

2) Secondly, MTNL doesn’t provide its employees with a generous pay and bonuses. Wages
and salaries are recognized to be a significant but cognitively complex (Carraher, & Buckley,
1996) and multidimensional factor in job satisfaction. Money not only helps people attain
their basic needs but is also instrumental in providing upper-level need satisfaction.
Employees often see pay as a reflection of how management views their contribution to the
organization.

3) Thirdly, Promotional opportunities seem to have a varying effect on job satisfaction. This
is because promotions take some different forms and have a variety of accompanying
rewards. In recent years, the flattening of organizations and accompanying empowerment
strategies, promotion in the traditional sense of climbing the hierarchical corporate ladder of
success is no longer available as it once was. As MTNL is a state owned corporation, the
promotions in the company are dealt by the Departmental Promotion Committee. This
procedure is excessively long and bureaucratic in nature.

CONCLUSION

This paper has established that a company is only as good as its people and the HR team is in
charge of building and maintaining a strong team. A good Human Resource team with the
right resources will help your company get the most out of your employees. Job satisfaction
is a positive approach about one’s job resulting from an evaluation of its characteristics. Job
satisfaction represents an attitude rather than behaviour. They believe that satisfied
employees are more productive than unsatisfied employees. A person with a high level of job
satisfaction holds positive feelings about the job. When people speak of the employee
attitudes more often than not they mean job satisfaction. It is very a tough job for HR
Department to ensure job satisfaction among staff. Employees will just not be happy with pay
cheque, a good position and prestige. They also want a constant feeling of well being,
demand better work and family life balance and look to the organization for fulfilling even
their community needs.

The overall job satisfaction of employees at Bharat Sanchar Nigam Ltd is very high. The
employees of this organization have a very high regard and respect towards the company
image and future of the organization.