Drm office pratap nagar railway final report

A PROJECT REPORT
ON
“JOB SATISFACTION OF EMPLOYEES AT DRM
(DIVISIONAL RAILWAY MANAGER) OFFICE
PRATAPNAGAR RAILWAY”
Submitted by
MS. KHUSHALI BRAHMBHATT
ROLL NO: HF17-18
SEAT NO: 406018
In partial fulfilment for the award of the degree
Of
MASTERS OF COMMERCE
(SPECIALIZATION IN HUMAN RESOURCE MANAGEMENT)
Under the guidance of
Mr. SANDIP G. PRAJAPATI
Assistant professor
Department of Commerce and Business Management
FACULTY OF COMMERCE
THE MAHARAJA SAYAJIRAO UNIVERSITY OF BARODA
2018

BONAFIDE CERTIFICATE
Date:_________
This is to certify that this Project Report entitled “A Job Satisfaction Of Employees At
DRM(Divisional Railway Manager) Office Pratap Nagar Railway” which is to be
submitted to the office of the Registrar (Examination), The Maharaja Sayajirao University of
Baroda, Baroda has been prepared by Ms. Khushali Brahmbhatt(Exam Seat No 306018) as
a partial fulfilment of the award of the post graduate diploma in business administration
Degree for the Academic year 2017-18 for the evaluation in lieu of the Annual Examination
to be held in April, 2018.
(Signature of the Guide)
(SANDIP G. PRAJAPATI)
Associate Professor
Faculty of Commerce,
The Maharaja Sayajirao University of Baroda,
Vadodara.

DECLARATION
I khushali Brahmbhatt, Student of the two-year programme at The Maharaja Sayajirao
University of Baroda hereby declare that the report on internship and project work entitle
“JOB SATISFACTION OF EMPLOYEES AT DIVISIONAL RAILWAY
MANAGER(DRM) OFFICE PRATAPNAGAR RAILWAY (BRC
DIVISION,VADOARA)” is the result of my own work. I also acknowledge the other works /
publication cited in the report.
Place: Vadodara
Khushali Brahmbhatt

ACKNOWLEDGEMENT
I would like to take opportunity to thank all those who helped me in the successful
completion of my internship program. To start with, I would like to thank the organization
Divisional Railway Manager (DRM) Office Pratapnagar Railway (BRC Division)
Vadodara. For providing me the chances to undertake this internship study.
I would like to express a deep gratitude towards Shri. Kalpesh H. Shah, HOD of
Department of Commerce and Business Management, who gave me an opportunity to
express the working environment of the organization.
I wish to place on records, my deep sense of gratitude and sincere appreciation to my
organization guide, Mrs. Geeta Nair (Western Railway welfare Inspector) who suggested
and prepared the framework of the project. I would like to thank her for her continuous
support, advice and encouragement, throughout the course of the project.
I am deeply grateful to my faculty guide Mr. Sandip G. Prajapati for his invaluable
suggestions, comments, feedback and support throughout the internship.

CERTIFICATE OF ORIGINALITY
Date: __________
I, Ms Khushali Brahmbhatt (Exam Seat No.306018), the undersigned hereby declare that
the project report entitled, “A Study of Job Satisfaction Of Employees” submitted in
partial fulfilment for the award of masters of commerce(Specialization in Human Resource
Management). Degree for the Academic year 2017-18 for the evaluation in lieu of the Annual
Examination to be held in April, 2018 has been carried under the guidance of Sandip G.
Prajapati.
(Signature of the Student)
Ms.Khushali Brahmbhatt
Exam Seat No: 306018
M.com (Final) (Specialization in Human Resource Management)
Department of Commerce and Business Management
Faculty of Commerce,
The Maharaja Sayajirao University of Baroda,
Vadodara.

TABLE OF CONTENTS
Chapter No. Particulars Page
No.
Bonafide Certificate
Acknowledgement
Declaration
Certificate Of Originality
1.0 INTRODUCTION 1
1.1 Introduction To The Study
1.2 About Indian Railway
1.3 About The Present Study
2-10
2.0 COMPANY PROFILE 11
2.1 Railway BRC Division(Pratapnagar)
2.2 Topic Related Concepts
2.3 Human Resource Policies In Railway
2.4 Management Structure At DRM Office
2.5 My Learning
12-20
3.0 LITURATURE REVIEW 21
3.1 Review Of Literature On Employees Satisfaction 22-26
4.0 RESEARCH MATHODOLOGY 27
4.1 Methodology
4.2 Importance Of The Study
4.3 Need Of Study
4.4 Objective Of The Study
4.5 Scope Of The Study
4.6 Research Design
4.7 Data Collection Method
4.8 Sampling Plan
28-31

4.9 Limitations Of The Study
5.0 DATA ANALYSIS & INTERPRITATION 32
5.1 Data Analysis And Findings 33-50
6.0 FINDINGS & SUGGETIONS 50
6.1 Findings
6.2 Suggestions For Employees Satisfaction
51-53
7.0 CONCLUSION 54
BIBILIOGRAPHY 57
ANNEXURE 58

LIST OF CHARTS
Chart No. Title of Chart Page No
2 Management Structure At DRM Office Vadodara) 19
5.1 Educational Background 33
5.2 Job Experience 34
5.3 Dichotomous Questions [Sub Questions 1 To 5] 35
5.4 Dichotomous Questions [Sub Questions 6 To 10] 36
5.5 Compensation They Get & Think It Matches With Their
Responsibility
37
5.6 Chart Representation Of Compensation Various
Activities In The Firm And Love Participation
38
5.7 Chart Representation Of Respondents Are Satisfied With
The Given Right To Put Forward Their Opinions
39
5.8 Chart Representation Of Respondents Are Satisfied With
The Leaders In Their Workplace As Positive Role
Models
40
5.9 Respondents Are Satisfied With The Present
Performance Appraisal Policy Of The Organization
41
5.10 Respondents Are Satisfied And Think They Have Been
Awarded
42
5.11 Respondents Are Satisfied & Able To Maintain A
Healthy Balance Between Work And Family Life
43
5.12 Respondents Are Satisfied With Leave Policy Of The
Organization
44
5.13 Respondents Are Satisfied With Employee Assistance
Policy
45
5.14 Respondents Are Satisfied With The Welfare Measures 46
5.15 Respondents Gender Ratio 47
5.16 Respondents Age Group 48
5.17 Co-Relation Chart 49

NUMBER OF TABLE
Table No. Title of the table Page
no.
5.1 Frequency Analysis Of Satisfaction With The
Compensation Matches Responsibility)
37
5.2 Frequency Analysis Of Satisfaction With Various
Activities In The Firm And Love Participating In Them
38
5.3 Frequency Analysis Respondents Are Satisfied With The
Given Right To Put Forward Their Opinions
39
Leaders In Their Workplace As Positive Role Models
40
Present Performance Appraisal Policy
41
5.6 Frequency Analysis Respondents Are Satisfied And
Think They Have Been Awarded
42
5.7 Frequency Analysis Respondents Are Satisfied & Able
To Maintain A Healthy Balance Between Work And
Family Life
43
5.8 Frequency Analysis Respondents Are Satisfied With
Leave Policy Of The Organization.
44
5.9 Frequency Analysis Respondents Are Satisfied With
Employee Assistance Policy
45
Welfare Measures
46
5.11 Gender Frequency 47
5.12 Age Frequency 48

2
1.1INTRODUCTION TO THE STUDY
1.2About Indian Railways:
Indian Railways (IR), a historical legacy, are a vital force in our economy. It is an Indian
state-owned enterprise, owned and operated by the Government of India through the Ministry
of Railways, which is the biggest Government institution of India which gives more than 17
Lakh people employment. The first railway on Indian sub-continent ran from
Bombay to Thane on 16th April 1853.
It is interesting to note that though the railways were introduced to facilitate the commercial
interest of the British, it played an important role in unifying the country. However, In 1951
the systems were nationalized as one unit, the Indian Railways, becoming one of the largest
networks in the world.
Railways are ideally suited for long distance travel and movement of bulk commodities.
Regarded better than road transport in terms of energy efficiency, land use, environment
impact and safety it is always in forefront during national emergency.
The Indian Railways have been a great integrating force for more than 150 years. It has
helped the economic life of the country and helped in accelerating the development of
industry and agriculture. Indian Railways is known to be the largest railway network in Asia.
The Indian Railways network binds the social, cultural and economic fabric of the country
and covers the whole of country ranging from north to south and east to west removing the
distance barrier for its people. The railway network of India has brought together the whole
of country hence creating a feeling of unity among Indians.

3
Indian Railways is also helping Indian economy in many ways like by providing fast and
reliable transport medium for various needy articles across the country. These include Rice,
Wheat, Cereals and Vegetable oils etc. Indian Railways is also transporting various petroleum
products like Petrol, Diesel, Cooking Gas, Natural Gas, Kerosene etc.
The various types of railways running within our country are Duronto express, Rajdhani
express Shatabdi and Jan Shatabdi, Garib Rath and Superfast expresses respectively and
Express and Mail train, Fast Passenger and Passenger train and the Suburban Trains
respectively.
The need of railways is felt by every Indian. Every people in India can get every useful item
in time. Our Railways is supporting our economy by providing lakhs of jobs to people and it
is also setting up various Locomotive units across the country.
The first railway on Indian sub-continent ran over a stretch of 21 miles from Bombay to
Thane. The idea of a railway to connect Bombay with Thane, Kalyan and with the Thal and
Bhore Ghats inclines first occurred to Mr. George Clark, the Chief Engineer of the Bombay
Government, during a visit to Bhandup in 1843.
The formal inauguration ceremony was performed on 16th April 1853, when 14 railway
carriages carrying about 400 guests left Bori Bunder at 3.30 pm "amidst the loud applause of
a vast multitude and to the salute of 21 guns." The first passenger train steamed out of
Howrah station destined for Hooghly, a distance of 24 miles, on 15th August, 1854. Thus the
first section of the East Indian Railway was opened to public traffic, inaugurating the
beginning of railway transport on the Eastern side of the subcontinent.
In south the first line was opened on Ist July, 1856 by the Madras Railway Company. It ran
between Vyasarpadi Jeeva Nilayam (Veyasarpandy) and Walajah Road (Arcot), a distance of
63 miles. In the North a length of 119 miles of line was laid from Allahabad to Kanpur on 3rd
March 1859. The first section from Hathras Road to Mathura Cantonment was opened to
traffic.
These were the small‟s beginnings which is due course developed into a network of railway
lines all over the country. By 1880 the Indian Railway system had a route mileage of about
9000 miles. INDIAN RAILWAYS, the premier transport organization of the country is the
largest rail network in Asia and the world‟s second largest under one management.
1.2.1 Context and Nature:
The context and nature of the present study is based on the job satisfaction. The employee job
satisfaction can be affected in positive and negative ways based on various factors. In fact Job
satisfaction refers to a person‟s feeling of satisfaction on the job, which acts as motivation to
work. It is not self-satisfaction, happiness or self-contentment but satisfaction on the job.

4
Indian Railways is a multi-gauge, multi-traction system covering the following:
Track
Kilometres
Broad
Gauge
(1676 mm)
Meter
Gauge
(1000 mm)
Narrow
Gauge (762/610
mm)
Total
86,526 18,529 3,651 108,706
Route
kilometres
Electrified Total
16,001 63,028
Territorial Readjustment of Zones and In-House Reforms
In order to bring about greater efficiency in administration, speedy implementation of on-
going projects, better customer care, reduction of workload on General Managers etc., Indian
Railways have decided to create seven new zones by territorial re-adjustment of existing
zones. The new zones, having limited financial burden on Railways, will have thin and lean,
efficient and modern administrative set up. Two of the new zones have already started
functioning.
1.2.2 National Rail Vikas Yojana
With a view to complete strategically important projects within a stipulated period of time, a
non-budgetary investment initiative for the development of Railways has been launched..
Under the scheme all the capacity bottlenecks in the critical sections of the railway network
will be removed at an investment of Rs.15,000 crore over the next five years. These projects
would include:
1. Strengthening of the golden Quadrilateral to run more long-distance mail/express and
freight trains at a higher speed of 100 kmph.
2. Strengthening of rail connectivity to ports and development of multi-modal corridors
to hinterland.
3. Construction of four mega bridges -
two over River Ganga, one over
River Brahmaputra, and one over
River Kosi.
4. Accelerated completion of those
projects nearing completion and
other important projects.
 New Steps towards Safety and
Security :
Safety of 13 million passengers that Indian
Railways serve every day is of paramount
importance to the system. Over the years, apart from the regular safety norms followed, the
network has taken a number of steps through innovative use of technology and stepped up
training to its manpower to enhance safety standards. Constitution of Rs.17,000 crore non-

5
lapsable Special Railway Safety Fund (SRSF) to replace the arrears of aging assets of
Railways over the next six years has been a historical move in this direction. A number of
distressed bridges, old tracks, signalling system and other safety enhancement devices will be
replaced during this period. As far as budget allocation for safety is concerned, Rs.1,400
crore was allocated in the revised estimate for the year 2001-02 and Rs.2,210 crore for the
year 2002-2003. Extensive field trials of the Anti-Collision Device (ACD), indigenously
developed by Konkan Railway, is going on and once deployed across the Zonal Railways,
this innovative technology will help railways reduce accidents due to collision between
trains.
Security of railway passengers is at present a shared responsibility of the Railway Protection
Force (RPF) and the Government Reserve Police (GRP). Efforts are on to amend the Railway
Act to give more powers to the RPF in ensuring security of passengers on trains and within
Railway premises. Deployment of women police Force has been made for security and
assistance of women passengers.
1.2.3 Improving Financial Health :
The financial position of Indian Railways has been slowly but steadily improving. Some of
the highlights of the financial performance during 2001-02 include: improved operating ratio
from 98.8 per cent to 96.6 per cent, savings in ordinary working expenses of Rs.1,487 crore,
Depreciation Reserve Fund (DRF) balance goes up from Rs. 78.04 crore during March last
year to Rs.632.99 crore during same time this year. Railways have established a new
milestone in incremental freight loading during July this year by carrying 5.70 million tonnes
of goods. Freight loading for the last financial year crossed the target and attained 492.31
million tonnes.
1.2.4 New Trends in Passenger Amenities :
To take care of the unreserved segment of the passengers, a new pilot project on computer
based unreserved ticketing has been launched this year. Of the 13 million passengers served
by the network every day, nearly 12 million are unreserved passengers. To cater to this huge
segment, computer based ticketing systems has been launched for all stations in Delhi area
and in due course throughout the country. With this, unreserved tickets can be issued even
from locations other than the boarding station and will reduce crowds at booking offices and
stations.
Indian Railway Catering and Tourism Corporation
with the assistance of Centre for Railway Information Systems has launched On-line ticketing
facility which can be accessed through website irctc.co.in. Computerized reservation facilities
were added at 245 new locations. At present these facilities are available at 758 locations in
the country covering about 96 per cent of the total workload of passenger reservation.
Computerized Reservation related enquiries about accommodation availability, passenger
status, train schedule, train between pair of stations etc. have been made web enabled.
A pilot project for issuing monthly and quarterly season tickets through Automated Teller
Machines (ATMs) has been launched in Mumbai this year and has been found very
successful. Another pilot project for purchasing tickets including monthly and quarterly
season tickets through Smart Card has also been launched.

6
"National Train Enquiry System" has been started in order to provide upgraded passenger
information and enquiries. This system provides the train running position on a current basis
through various output devices such as terminals in the station enquiries and Interactive
Voice Response System (IVRS) at important railway stations. So far the project has been
implemented at 98 stations.
Freight Operations Information System (FOIS) Computerisation of freight operations by
Railways has been achieved by implementing Rake Management System (RMS). Such FOIS
terminals are available at 235 locations.
Railways have established their own intra-net „Rail net‟ It provides networking between
Railway Board, Zonal Headquarters, Divisional headquarters, Production Units, Training
Centers etc.
Sterling Performance by PSUs The public sector undertakings of the Railways, especially
IRCON and RITES, scored commendable achievements during the last three years. IRCON
International has achieved a record turnover of Rs.900 crore during 2001-02 and the foreign
exchange earnings of this prestigious organization has increased six fold over the years. At
the international level, IRCON is at present executing different projects in Malaysia,
Bangladesh and Indonesia. The PSU has registered a strong presence in the international
scenario by its sterling track record.
RITES, another prestigious PSU under the Ministry has scaled new heights in performance,
profit and dividend to the shareholders during the last three years. Its turnover increased from
Rs.172 crore in 1999 to Rs.283 crore in 2002. RITES for its sterling performance secured the
prestigious ISO-9001 Certification this year. The company has also entered into
export/leasing of locomotives in different countries in Asia and Africa. RITES is operating all
over the world including Columbia, UK, Iran, Malayasia, Myanmar, Bangladesh, Sri Lanka.
Indian Railways Finance Corporation Limited secured excellent rating for fourth year in
succession by the Department of Public enterprises on the basis of the performance targets.
Besides, Standards and Poor‟s, the international credit rating agency, also reaffirmed the
sovereign ratings to IRFC. The Corporation has been making profits and paying dividends.
Indian Railway Catering & Tourism Corporation ( IRCTC ) Internet based ticket booking has
been launched by IRCTC in Delhi, Chennai, Bangalore, Mumbai and Calcutta this year.
Hygienic and air-conditioned food plazas having consumer-friendly ambience opened at Pune
and Chennai and license for similar plazas awarded for 17 more locations. In all, 50 such
plazas will be opened by the end of this financial year across the zonal Railways. Railneer -
packaged drinking water is to be made available from December this year.
More than half a lakh tourists have availed the value added tour package programme
launched by the Corporation this year.

7
1.2.5 Innovative Technologies by Railway :
Konkan Railway Corporation (KRC), the technological marvel of Indian Railways, has
invented quite a few new technologies. Anti Collision Device (ACD), state-of-art indigenous
technology of KRC is currently under-going intensive field trials and is capable of avoiding
collision between trains. Sky bus metro is another innovative, economic and eco-friendly
mass rapid transportation solution devised by Konkan Railway. Self Stablising Track (SST)
devised by KRC, which is undergoing trials at present, will help Railways run the fastest train
in the near future and will make tracks much more safe and sustainable.
1.2.6 Private Sector Participation :
The participation of both private and public sectors in developing rail infrastructure has gone
up. A joint venture company was formed with Pipava Port authorities to provide broad gauge
connectivity to Pipava Port. MoUs have been signed between Ministry of Railways and the
State governments of Andhra Pradesh, Karnataka, Maharashtra, West Bengal, Tamil Nadu
and Jharkhand in developing rail infrastructure in these States.Major companies like google
join hands to provide free WIFI across all the Indian Platforms.
(Image source https://station.google.com/)
1.2.7 Telecommunication - New Trends :
To give improved telecommunication systems on Railways, Optical Fibre based
communication systems has been adopted and laying OFC has increased to 7,700 route
kilometer this year. Rail Tel Corporation has been created to make a nationwide broadband
multimedia network by laying optical fibre cable along the railway tracks. This system will
provide better operational and passenger amenities and additional revenue to Railways.

8
1.2.8 New Technologies :
India became the first developing country and the 5th country in the world to roll out the first
indigenously built "state-of-the-art" high horse power three phase electric locomotive when
the first such loco was flagged off from Chittranjan Locomotive Works (CLW). CLW has
been achiving progressive indigenisation and the cost of locomotives has come to the level of
Rs.13.65corer. Diesel Locomotives Works, Varanasi has produced state-of-the-art 4000 HP
AC/AC diesel locomotive in April this year. These locos are capable of hauling 4,800 tonne
freight trains at a speed of 100 KMPH and can run continuously up to 90 days in one stretch
without any major maintenance. (Image sources: www.timesofindia.com )

9
1.2.9 Honours and Awards :
Indian Railways achieved a number of recognitions and awards in sports, tourism sector and
for excellence in operational matters. In the Common Wealth Games in Manchester, the
Indian teams record performance has been mainly due to Railway team‟s excellence in sports.
Except one member the entire women‟s Hockey team which bagged the gold medal belonged
to Railways. Mohd Ali Qamar of Indian Railways has bagged gold medal for boxing and
other participants from Railways helped India win medals in many a team events. A number
of sportspersons from Railways were conferred with the coveted Arjuna Awards and other
major sports awards.
Darjeeling Himalayan Railways attained the World Heritage Status from UNESCO.
Fairy Queen, the oldest functioning steam engine in the world, which finds a place in the
Guinness Book of World Records, got Heritage Award at the International Tourist Bureau,
Berlin in March, 2000. On operational front, Delhi Main station entered the Guinness Book
for having the world‟s largest route relay interlocking system.
1.2.10 Social obligations and care for weaker sections
Senior citizens, students, disabled persons etc. enjoy concessional benefits from Railways.
New initiatives in this area during the last three years include reduction of age limits for
special concession to senior women citizen from 65 to 60 years, blind and mentally
challenged persons can now travel in AC classes on confessional rates. Free second class
Monthly Season Tickets (MSTs) for school going children upto tenth standard for travel
between home and school was also introduced.
1.2.11 Tie-Up with Foreign Railways
Indian Railways is in constant touch with Railways across the world to bring in state-of-art
facilities in its system. Towards this, a Memorandum of Understanding was singed during the
Eighth Session of the Indo-Austria Joint Economic Commission held in Vienna. This seeks to
promote and deepen long-term infrastructure-specific cooperation between Indian and
Austrian Railways to their mutual benefit.A three-day International Conference of Union of
Railways was organised by Indian Railways in New Delhi in which hundreds of delegates
from various industries and Railways around the world participated.

10
1.3 About the Present study:
According to the book of D.M. Pestonjee “Motivation and Job Satisfaction” the Job
satisfaction is defined as a pleasurable, emotionhal, state resulting from appraisal of one‟s
job. An effective reaction to one‟s job. The present study undertaken on Employee job
satisfaction of employees of Western railway has made an attempt to understand the various
factors responsible for satisfaction or dissatisfaction of employees on their job. The various
factors stressed in the study are the Human resource policies regarding job satisfaction in
Indian Railways, Satisfaction of the Indian Railways employees towards various Fringe
Benefits and Labour welfare measures in Indian Railways. The study also examines the
relationship between employee and the employer and how the relationship helps in
motivating employees and in turn it also helped to know about the improvement of the
individual (employee) as well as organisational performance.

11
CHAPTER : 2
COMPANY PROFILE

12
2.1 Railway BRC Division – GoyaGate (Pratap Nagar)
(Image Source: www.Indianrailinfo.com)
This BRC Division is built to commemorate the occasion of completion of 150 Years of
arrival of Railways in Vadodara. The Story of development of Railways has been depicted in
Division. It also underlines the economic & political changes associated with the Railways.
2.1.1 The Pioneers Of Vadodara – Baroda
Vadodara, the Banyan City and Sanskar Nagri of Gujarat, owes much of its present day status
to a long line of Gaekwar rulers. These pioneers not only helped establish a series of public
works and educational institutions across the Baroda State, but were instrumental in bringing
the Railways to the region.
It was Maharaja Ganpatrao Gaekwad who first recognized the importance of a rail link to
Bombay and granted permission to the BB&CI for construction of a railway line through the
State. The historic Bombay – Baroda line which was completed in 1864 and later extended to
Ahmedabad in 1865 cemented Baroda‟s place in what was to become one of the busiest
passenger and freight networks of India.
2.1.2 Making Possible State Railway
While the first steam trains were chugging in to Vadodara in 1861, Maharaja Khanderao
Gaekwad was already at work to link the trading markets of Dabhoi to the mainline railway.
The Dabhoi – Miyagam route which opened in 1862 was just the first of several narrow
gauge lines that were built by the Gaekwars.

13
The relayin7666g of the Dabhoi – Miyagam route in 1873 after a brief closure, marks the
beginning of a spurt in rail building activity, with the proposed expansion to Chandod in 1879
and the much anticipated connection to Goya Gate in 1880.
• Attractions
The Pratapnagar Railway Heritage Walk is located in the heart of Vadodara and begins with a
visit to the Heritage Park, just opposite the Pratapnagar station building. The shady garden is
a place for relaxation with a model narrow gauge station at its centre, complete with tracks,
signals, lamp-posts and even a couple of carriages.
Exhibition panels supported on 30 lbs narrow gauge railway tracks trace the history of the
Western Railway from the humble beginnings of the Great Indian Peninsular Railways‟ first
passenger train pulled by the legendary engines Sindh, Sahib and Sultan leaving on its
maiden run to its present form.
For the next leg of your walk, follow the railway
track out of the park and into the station yard
where you get up close to our ZDM diesel
engines which still haul the train to Jambusar.
In the Rolling Stock Yard you can also take a
look at following things:
• Diamond Crossing: Diamond Crossing is a
device that is arranged at a location in which two
different trains are helpful to take the train on the
track. The narrow gauge and broad gauge trains
from one track to another is also helpful. The Diamond Crossing at PratapNagar workshop
was developed in 1925. A train Crossing from Diamond Crossing was considered a Great
Experience.

14
• Turn Table: In the past, it was only possible to run the engine at one side. So when Train
arrived at the Station, it had to be taken to Turn Table to change to different direction. After
the Engine is brought to Turn Table, it was manually turned to change its direction. Made in
1874, this Turn Table was operated at Jhagadiya Narrow Gauge Line.
• Hand Crane: Made in Ms. Cowens Seldon & Co. in England in Year 1883, this is a Hand
Crane which was placed at Bharuch by BB&CI in Year 1915. This Crane lifted Big
Carriages, consignments of both Narrow Gauge & Broad Gauge Trains. The Capacity of
Crane is 5 Ton(s).
• Inspection Salon: Railway Officials periodically checked the Narrow Gauge lines. So
whenever Railway Officials went for Checking, they attached Inspection Salon to that route.
Composed in 1960, the Salon had lights, ceiling fan, water, a chair with table, Rest Room,
Kitchen. And for Personal Assistants, arrangements for Rooms & Washroom was also done.
• Tank Wagon: For transferring Petroleum product on a narrow gauge track from place to
place, Tank Wagon was used. Later, when current line was replaced with broad gauge line,
the tank wagon wagon was used to carry water used at Nagpur division. The tank wagon was
built in 1951.
• Relief Train – Boggie Tool Van: Whenever, an train accident happened earlier, for Help &
Emergencies, Boggie Tool Van was used before 50-60 Years. Built in 1956, this Boggie Tool
Van was also used to transfer injured people to Main Station.
(Reference Image Source : www.Indianrail.gov.in)

15
• Relief Train – Boggie Medical Van: At the time of accident, Accident Relief Medical Van
was also attached with Relief Train. In which all emergency medical were available. The
Boggie had all type of facilities like water, medicines, stretcher and all other necessary
equipment.
(Source: www.historyofvadodara.com)
2.2 TOPIC RELATED CONCEPTS:-
Indian Railways, which had a modest beginning in 1853, has since then been an integral part
of the nation and a network that has held together a population of one billion. A self-
propelled social welfare system that has become the lifeline of a nation, Indian Railways has
woven a sub-continent together and brought to life the concept of a united India.
The railways in India are the largest rail web in Asia and the world‟s second largest under
one management. With a huge workforce of about 1.65 million, it runs some 11,000 trains
every day, including 7,000 passenger trains.
2.2.1 DIVISIONAL RAILWAY MANAGER OFFICE - DRM OFFICE
DRM Office is committed towards providing Railway employees all the basic to necessary
requirements that they can come up with better outcome.
Following things are widely handle by DRM
Office are
1 Labour Welfare measures
2 Residential-accommodation
facilities
3 Medical facilities
4 Canteen facilities
5 Educational facilities
6 Training and Development
programmes
7 Fringe benefits of the Indian Railways
8 Provident fund
9 Employee counselling
2.2.2 Labour Welfare measures in Indian railways:
Employee‟s welfare refers to “the efforts made to provide good life worth for employees”.
Employee‟s welfare means anything done for the comfort and improvement,
Intellectual or social, of the employees over and above the wages paid which is not necessity
of the industry. Welfare means fairing or doing well. It is a comprehensive term, and refers to
the physical, mental, moral and emotional wellbeing of an individual. Employee or Labour
DRM Office Vadodara

16
welfare, also referred to as betterment work for employees, relates to taking care of the well-
being of employees by employers.
To meet requirements of various legislations relating to fringe benefits. Employee welfare
facilities are categorised as
(a) intra-mural and (b) extra-mural.
Intra-mural activities consists of facilities provided within the organisations or factories and
include medical facilities, compensation for accidents, provision of crèches and canteens,
supply of drinking water, washing and bathing facilities, provision of safety measures,
activities relating to improving conditions of employment and etc.
Extra-mural activities cover the services and facilities provided outside the factory such as
housing accommodation, indoor and outdoor recreational facilities, amusement and sports,
educational facilities for adults and children, and etc.
2.2.3Residential accommodation facilities:
Railways offer residential quarters to it employees within railway colonies. These colonies
have all the basic amenities and facilities. Almost 44% of employees stay in Railway
Colonies.
 Medical facilities:
Employees and their families are entitled to free medical facilities at any of the hospitals
in the Railway‟s excellent and extensive network. The medical care provided is of good
quality. But if the need arises, the Railways will pay for your medical treatment at other
facilities as well.
 Canteen facilities:
Railway Employees are entitled to subsidized meals at Railway canteens across the nation
with reasonable costs.
 Educational facilities:
Those staying in railway colonies have access to good educational facilities such as
schools and colleges. So it is a good place to start a family.
2.2.4 Training and Development programmes:
To ensure your professional growth, the Railways has a training program at all levels. Over
3.2 Lakh staff members and over 7500 officers undergo training every year. Employees are
sent to the best educational institutes in India or even abroad for training commensurate with
their professional position

17
 Fringe benefits of the Indian Railways:
Fringe benefits motivate the employees for the better performance, it also boosts up
employee morale and improves human relations and thereby it increases the job
satisfaction of the employees.
 Provident fund:
The Indian Railways offers pensionable jobs to its employees. This means financial
security for lifetime and to your family once you pass away.
 Employee counselling:
The Indian Railways also invests in training for employees within the organization, but
also provides extended study leave for higher education, at Railways own expense! To
ensure your professional growth, the Railways have a training program at all levels.
2.3 Human Resource policies in Indian Railways:
These policies include many services including security for the job, required salary and these
policies also makes sure of providing cooperation from the organization (Railways).
 Cordial relation with employees:
One way to determine if an employer is good is to check the attrition rates. And Indian
Railways is not found wanting in this regard. The rate of attrition for Group A officers is
merely 2%. People who join the Railways rarely want to leave. So you get to make life
long connections with your colleagues.
 Remuneration:
The Indian Railways pays good salaries to its employees. Along with the basic pay,
employees enjoy the benefits of Grade Pay, Dearness Allowance (currently 119%),
Travel Allowance, and House Rent Allowance. Other perks include medical care. With
the announcement of 7th Pay Commission, salaries are likely expected to rise
significantly.
 Job security:
The security offered by the Indian Railways is unparalleled. The jobs may not offer
salaries that blue chip companies do. But they value employees more. They don‟t have a
„Hire and Fire‟ policy. So you don‟t have to keep worrying about getting fired. If you
have been hired it is almost certain that it is for a life time.

18
 Opportunities:
Since Railways is such a large organization, the staff gets to explore whatever talent they
have. People can explore everything from teaching to research to managerial skills. The
posts are also such that there are opportunities to get promoted several times and rise up
the order.
 Jobs for Relatives:
In case you die while in service, your family member can get a job on compassionate
grounds. This ensures financial security to the family which would be in dire straits
without income.
 Study Leave:
The Indian Railways not only invests in training for employees within the organization,
but also provides extended study leave for higher education, at Railways own expense!
 Sports & Fitness:
Employees can use Railways facilities to train yourself. Railways teams compete in a
variety of sports including Cricket, Hockey, Badminton and others.
(Vadodara Railway office – Pratapvilas palace)

19
2.4 Management Structure at DRM Office – Pratap Nagar Railway
(Chart 2: Management Structure at DRM Office Vadodara)
Divisional Railway
Manager
Personal
Department
Operating
Department
Mechanical
Department
Engineering
Department
Signal and Tele-
communication
Department
Medical
Department
Electrical
Department
Accounts
Department
Additional Divisional Railway Manager
Welfare Department

20
2.5 My Learning
Nowadays it is very important to handle so many activities at a same point of time
with proper management in the organization Internship training provides my great
opportunity for me to learn practical knowledge from the DRM Office – Pratapnagar
Railway.
I got so much to learn the knowledge about the area of Human resource where I learn
 Formal Communication
 Time Management
 Risk Management
 Welfare Measures key aspects areas
 Legal and Environmental Work Culture
 Government Corporate Exposer
Here I can say that I got all practical and theoretical knowledge. How to make a good
and healthy relationship with all.

21
CHAPTER : 3
LITURATURE REVIEW

22
3.1 Review of literature on employee Satisfaction
Javed.M. Balouch.RHassan.F (2014).A Study on Determinants of Job Satisfaction and its
Impact on Employee Performance and Turnover Intentions.a sample of 200 respondents will
ask to take part in a self-administered questionnaire. The inhabitants for the current study are
employees in Bahawalpur. The statistical technique is Frequency and percentage. The data
collection method is Questionnaire.The results showed a significant positive association of
employee empowerment, workplace environment, job loyalty and job performance with job
satisfaction.
D’souza.A.(2014) A Study On Employee Satisfaction (With Special Reference To
A.P.S.R.T.C Sangareddy Bus Depot) in Hyderabad. The sample size taken for the study is
from 100 Respondents. The statistical tool averages and percentage methods are applied for
the study.Employee satisfaction leads to customer satisfaction. When internal customers
(employees) are happy, they treat external customers well. Customers will keep coming back
for more.This grows the relationship and leads to customer loyalty.
Sinha.E. (2013). A research work on Employee Satisfaction measurement with special
reference to KRIBHCO, Surat. Sample sizes of 150 employees from various departments
were taken for the research purpose. The data collection method is a questionnaire. The
statistical technique used is a chi- square test and variance. We found that a few important
factors that normally contribute to the employee satisfaction, didn‟t have much influence on
employee satisfaction in KRIBHCO, Surat.
Rizwan.M., Khan.W., Aqeel.H.etc (2012). Empirical study of Employee job Satisfaction in
Pakistan.Samples of 200 staff were picked, however not all employees were able to respond
to the questionnaires and only 150 questionnaires were successfully complete. The statistical
techniques are frequency and percentage. Samples of 200 staff were picked, however not all
employees were able to respond to the questionnaires and only 150 questionnaires‟ were
successfully complete. Through this survey, we find a strong positive relationship between
teamwork and all other factors.
Mosammod.P., M MNurul K.(2011). Factors affecting employee job satisfaction of
pharmaceutical sector in Dhaka. to collect primary data and the researcher visited each
pharmaceutical to talk informally with pharmaceutical officials for collecting information
regarding job satisfaction. The Statistical technique is tabulation and percentage. This paper
presents a comprehensive diagnosis of job satisfaction indices of the pharmaceutical business,
the factors causing the dissatisfaction & suggestions to improve them.

23
Rane25 (2011), studied the importance of employee Job Satisfaction. He explained that the
employee Job Satisfaction was essential to face the dynamic and ever increasing challenges
of maintaining productivity of the organisation by keeping their work force constantly
engaged and motivated. The study found that the high Job Satisfaction correlated strongly
with the feeling of having fun at work. The article explained that the possible ways to
enhance their performance in order to face new challenges were providing positive work
environment, the appreciation of performance, personal recognition of employees by the
management, and employee participation in decision making, providing training facilities to
improve worker‟s skills and potentials. There should be a continuous process of assessment
of Job satisfaction of employees by obtaining feedback in a specially designed evaluation
format before and after the training programmes. He concluded that the Job satisfaction of an
employee in any organisation was of paramount importance to achieve the targeted goals on a
sustainable basis.
Javed and Premarajan26 (2011), examined the influence of distributive and procedural
justice on pay and Job Satisfaction. They provided that distributive justice and procedural
justice had differentiating impact on Job Satisfaction and four facets of pay satisfaction i.e.
level, raise, benefits and administration. The survey carried out among 122 Indian managers.
It was found that the distributive justice as a more important predictor of all four dimensions
of pay satisfaction and Job Satisfaction. Procedural justice was also found to be a statistically
significant predictor of pay structure and Job Satisfaction.
Biswas27 (2011) studied the impact of Human Resource Management policies and practices
in a globalized Indian economy and subsequently their outcome with respect to individual
behaviour and performances. The data were collected from 357 managerial level employees
of Indian Organisations. The result of the study found that the Job Satisfaction significantly
correlated with employee performance and ethos.also showed that although discrepancies
were abounding regarding individual reactions to a hitherto closed and controlled economy.
The findings indicated that human resource practices in India need to adapt to contemporary
practices and procedures worldwide, while at the same time maintain in its unique cultural
ethos.
Naseem.A.Sheikh.S., Malik.K.(2011). The impact of Employee Satisfaction on Success of
Organization: Relation between Customer Experience and Employee Satisfaction in Pakistan.
A total of 150 questionnaires were collected from customers and 25 questionnaires were
collected from employees. The collected data was recorded in SPSS tool for analysis of data.
Contingency tables were prepared to analysis variations between male and female customers.
Chi-square test of independence was used to check the visiting customers with respect to
gender vary in education or not. independent and tied with factors indirectly related to each
other. The findings of this research suggested that impact of employee satisfaction on the
success of the organization is undeniable.

24
Alansari,102 (2011), investigated the factors affecting career choice, job satisfaction, and
perceptions of the public image of librarians in Kuwait. Data were gathered via
questionnaires sent to 117 professional librarians working in academic, public and special
libraries in Kuwait. It identified the factors which influenced the choice of career, sources of
satisfaction and dissatisfaction. Respondents reported that they were moderately satisfied
with their current job. The results shows that extrinsic measures, such as recognition of
accomplishment, fair performance evaluation and job security were ranked in the top and
were the most important aspects of job satisfaction, whereas intrinsic measures, such as
suitable daily working hours and nature of work, fell close to the bottom of the list. The cause
of employee job satisfaction occurs in the area of benefits, contingent rewards,
communication, salaries, working conditions and promotions.
Pratapa Reddy50 (2010), investigated the quality of work life of professionals in Public
Libraries of Andhra Pradesh. The objectives of the study such as to assess the economic
aspects of QWL and to know the physical facilities, to study the HRD components, To study
the QWL in terms of social aspects, etc., The primary data was collected from 280
professionals through questionnaire. The findings of the study were 50 per cent of the staff
with remuneration in proportion to their work output but level of satisfaction was very poor
with periodical revision of pay scales and rewards from the organisation and also not satisfied
with physical facilities and expressed good opinion about the interpersonal relations, 40.48
per cent expressed satisfaction over the training aspects. He suggested to the organisation to
implement the recommendations of Ekbote Committee report to improve the Quality of Work
Life in A.P. Public Library System.
Salman Khalid24 (2010), examined Job Satisfaction level of Bank Employees in Punjab
Province. The information collected from 144 respondents from four Banks employees who
were randomly selected from both public and private sector banks. Five components of Job
Satisfaction such as work, pay, promotion, salary and recognition were examined besides
overall Job Satisfaction. The findings of the study indicated that the sectoral differences in
terms of salary, promotions, job security, recognition and benefits play a significant role in
influencing one‟s perception of job satisfaction. Private sector bank employees reported
dissatisfaction in terms of Job Security. To overcome this obstacle private sector banks need
to introduce special schemes related retirement, pension, gratuity and other benefits to
enhance the employee‟s sense regarding job security in effort to increase organisational
commitment which in turn will lead to employee‟s commitment and high degree of
satisfaction.
Aydin.B., Cetylan.A. (2009). A Research Analysis on Employee Satisfaction in terms of
Organizational Culture and Spiritual Leadership in turkey. The data collection method is
Questionnaire. The statistical technique is ANOVA test and regression. The results of this
study have original implications for businesses as well as academic researchers that employee
satisfaction has positive significant correlations with organizational culture and spiritual
leadership in metalworking firms.

25
Pugno.M., Depedri.S(2009).A study on Job performance and job satisfaction: an integrated
survey.It is secondary data. The main recommendation for future research on this topic is that
the disciplinary horizon should be extended in order to avoid the traps of biased partial
correlations, especially because variables in the psychological dimension may be omitted,
and because new interdependent links may arise.
Aydin.B., Ceylan.A.(2009). A Research Analysis on Employee Satisfaction in terms of
Organizational Culture and Spiritual Leadership in Turkey. A sample size of the research
578. After gathering the data, we have entered them in SPSS (Statistical Package for the
Social Sciences) version 11.5. These entered data have been analyzed by some of SPSS tools,
which are descriptive statistics, reliability analysis, factor analysis, correlation analysis and
regression analysis. The results of this study have original implications for businesses as well
as academic researchers that employee satisfaction has positive significant correlations with
organizational culture and spiritual leadership in metalworking firms.
Farajpahlou and Akhshik49 (2008). administered the Job Description Index (JDI) to assess
the degree of job satisfaction among Librarians in Public Libraries in South-Iran in terms of
supervision, co-workers, payments and promotion as well as General Job satisfaction. The
results of the study revealed that all librarians, despite their dissatisfaction in regard with
some aspects, especially payments and promotions, were all satisfied with their job as
librarians. Running an ANOVA test with repeated measures indicated existence of no
significant difference among the mentioned variables, except for payments. It is suggested
that decision makers and act in regard with recruit of younger librarians before the older
librarians are retired, and allow some time for them to transfer their knowledge and methods
of job administration and techniques to younger ones.
Sarri and Judges’8 (2004), article provided greater understanding of the research on
employee‟s attitudes and Job Satisfaction. The article identified three gaps between Human
resource practice and the scientific research in the area of employee attitudes in general and
the most focal employee attitude in particular –Job satisfaction: the causes of employee
attitudes, the result of positive or negative job satisfaction and how to measure and influence
employee attitudes. Suggestions for practitioners are provided on how to close the gaps in
knowledge and for evaluating implemented practices.
Worrell9 (2004), examined and described the levels of Job Satisfaction and relationship
between the variables in a national ,sample of school psychologists belonging to the National
Association of School Psychologists (NASP). Data were collected through mailed survey
packets including a data form including Minnesota Satisfaction Questionnaire. 234 full time
practitioners responded. Result indicated that 90% of school psychologists were satisfied or
very satisfied with their jobs. The findings showed a gradual increase in overall satisfaction
when compared to 1982 and 1992 that reported being satisfied or very satisfied with their
jobs. Participants in the current sample were more satisfied with their job security,
independence and creativity.

26
Resheske.M(2001). A Descriptive Study Of Job Satisfaction And Its Relationship With
Group Cohesion in Stout. One hundred thirty-seven surveys were hand delivered to the above
department secretaries who then distributed them to the full-time faculties members
mailbox.The collection of responses on the UW-Stout Employee Satisfaction Survey was
analyzed using SPSS 10.0 software. The following manipulations were carried out on the
data: mean, standard deviation, frequencies, correlations, and a factor analysis 22 The study
determined that group cohesion does play a role in overall job satisfaction. Measures of group
cohesion had a significant relationship with overall job satisfaction.
Rama Devi7 (1997), conducted a study on faculty Job Satisfaction and their views on
management of the two universities in Andhra Pradesh. The sample consisting of 200
teaching faculty and 100 members were selected randomly from each university and the
attempt was made to measure Job Satisfaction of the faculty in universities of Andhra
Pradesh. The study found that the factors such as freedom in job, scope for self-improvement,
income and job security were causing satisfaction while bureaucratic rules, no recognition for
work and routine work were causing dissatisfaction to them.
Mira Singh and Pestonjee1 (1990), hypothesized that Job Satisfaction is influenced by the
levels of Occupation, Job involvement and Participation. The sample for the study consisted
of 250 officers and 250 clerical cadres belonging to a Nationalised bank in Western India.
The study confirmed the hypothesis and it was found that Job Satisfaction of the Bank
employees was positively affected by the Occupational level, Job involvement and
participation.
`

27
CHAPTER: 4
RESEARCH
METHODOLOGY

28
4.1 METHODOLOGY
Methodology is the analysis of principles, rules & postulates employed & applied
with discipline.
4.1.1Research:
Research is a systematic method of finding solutions to the problem. It is basically an
investigation, a recording and an analysis of evidence for the purpose of gaining
knowledge. According to Clifford woody,” Research comprises of defining and
redefining problem, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data, researching conclusions, testing conclusions to
determine whether they fit the formulated hypothesis”
4.2 IMPORTANCE OF THE STUDY
1 This study is helpful to that organization for conducting further research. It is helpful
to identify the employer‟s level of satisfaction towards welfare measure.
2 This study is helpful to the organization for identifying the area of dissatisfaction of
job of the employees.
3 This study helps to make a managerial decision to the Pratap Nagar Railway Station
(BRC Division).
4.3NEED OF STUDY:
The study of this project will help us to know about the various factors responsible for the
Job satisfaction of the Pratap Nagar Railway Station (BRC Division) which are basically
approved by different employees of the railways who are of various age groups and this
study also provides awareness about some of the facilities (or) provisions which are to be
upgraded according to the employees.
4.4 OBJECTIVES OF THE STUDY:
 To determine factors influencing employees job satisfaction at DRM office Pratap-
Nagar Railway.

29
4.5 SCOPE OF THE STUDY
The study tries to understand the level of Satisfaction among the employees of DRM
office Pratap-Nagar Railway. It further explains the reasons which employees are mostly
dissatisfied. Employee satisfaction has been analysed on the basis of the following job-
related factors
o Salary and monetary benefits
o Job Security
o Promotion Policy
o Working environment
o Employees participation in management
o Interest took by supervisors
o Medicare
o Freedom of expressions
o Nature of job
4.6 RESEARCH DESIGN:
 Sampling Procedure
The sampling procedure adopted in the present study is Non-Probability Convenience
Sampling, Under this sampling design, every employee of the DRM department has
chance of inclusion in the sample.
4.7 DATA COLLECTION METHOD
 The data were collected through Primary and Secondary Sources.
4.7.1 Primary Sources
o The Primary data are in form of "Raw material" to which statistical methods
are applied for the purpose of analysis and interpretations.
o The Primary data was collected from the respondents by administering a
structured Questionnaire and also through the interview, observation &
discussion with management.

30
4.7.2 Secondary Sources
o Apart from Primary data collected the data collection through reports of DRM
office, journals from library, Academic reports, and the internet is used for the
study.
4.8 SAMPLING PLAN
 Sampling Design:
A sample design is a finite plan for obtaining a sample from a given population. Here
Descriptive Research Design.
 Sample Population:
There are total 600 Employees working in the DRM office, so sample population for this
research is 600.
 Sample Size:
Appropriate sample side would be put to use for the purpose of obtaining primary data,
considering the objectives as well as the scope and coverage of the proposed project
study. A number of sampling units selected from the population is called the size of the
sample. A sample of 60 respondents was obtained from the population.
o Sampling Area
The research was conducted at DRM office Pratap Nagar Railway, Vadodara.
o Sample Method
The research was made by the survey in accordance to the convince of the
employees. So the sample type is convenience sampling
.
4.8.1 Tool used for analysis
 Contact Instrument
A structured Closed-ended Questionnaire has used the type of questions are
Multichoice Questions, Dichotomous Questions and Liker scale.
 Contact Method
The research was concluded by using instruments like questionnaire, interview, and
observation. The information was collected from both Plant Employees as well as
from Management staff.

31
4.9 Limitations of the study
 The research was conducted for employees at DRM Office, rest all western railway
employees were excluded from the research.
 The study may be the subject to personal biases of respondents while answering the
questionnaire.
 Due to the limitation of time the research could not be made more detailed.
 Due to confidentiality of some information accurate response was not revealed by
some of the respondents.
 Respondents had marked the answers in questionnaires which may be socially
incorrect irrespective of their actual feelings.

32
CHAPTER: 5
DATA ANALYSIS
&
INTERPRITATION

33
5.1 DATA ANALYSIS AND FINDINGS:
Q: 0.1
Sub Question 0.1.2
(Chart 5.1: Educational Background)
 Interpretation:
o From above chart it is observe that most of the employees are having
graduation degree, hence it is said that 58% of total population choose Govt.
Job over post-graduation.
o Rest of the employees selected or joined Govt. Job when they cleared the
examination it includes 10th
pass to post-graduation degree.
o From the sample size of 60, 58 respondents gave detail of their educational
background, remaining 2 respondents did not shared their educational
background.

34
Sub Question 0.1.3
(Chart 5.2: Job Experience)
 Interpretation:
 It is observed that more than 80% of employees of DRM office are with
organization from 10 years or more.
 So for the research it is concluded that employee are highly attached with
organization.
 Rest employees are new or came from other division of Railway Branches.

35
Q 0.2 Dichotomous Questions [Sub Questions 1 to 5]
(Chart 5.3 Dichotomous Questions [Sub Questions 1 to 5])
 Interpretation:
 From the above observation it is observed that in [1] more than 70% of employees
are satisfied with the present working environment of the organization, rest
employees are not satisfied with working environment.
are satisfied with present job location of the organization, rest employees are not
satisfied with working environment.
are satisfied with present working hours, rest employees are not satisfied with
present working hours.
are satisfied with the existing salary structure of the company, rest employees are
not satisfied with the existing salary structure of the organization.
are happy with their work responsibility, rest of the employees are not happy with
their work responsibility.
2 3 4 51

36
Q 0.2 Dichotomous Questions (Sub Questions 6 to 10)
(Chart 5.4 Dichotomous Questions [Sub Questions 6 to 10])
 Interpretation:
 From the above observation it is observed that in [6] more than 82 % of
employees are comfortable in carrying out their responsibility, rest of the
employees are not comfortable in carrying out their responsibility.
 From the above observation it is observed that in [7] more than 76% of
employees are satisfied with work relationships with the people around them,
rest of employees are not satisfied with work relationships with the people
around them.
employees are happy with their overall job security, rest of very few are not
happy with their overall job security.
employees are not happy with the recognition and rewards for their
outstanding works and contribution, rest of 60% are happy with the
recognition and rewards for their outstanding works and contribution.
employees are fulfilling of your responsibilities give you a feeling of
satisfaction & personal achievements.
6 7 8 9 10

37
Q 0.3: Five-point liker scale Questions and Data analysis
Sub Question 1
I am satisfied with the compensation I get & I think it matches my responsibility
Frequency Percent Valid Percent
Cumulative
Percent
Valid Strongly disagree 2 3.3 3.3 3.3
Disagree 6 10.0 10.0 13.3
Neutral 9 15.0 15.0 28.3
Agree 31 51.7 51.7 80.0
Strongly Agree 12 20.0 20.0 100.0
Total 60 100.0 100.0
(Table-5.1: Frequency analysis of satisfaction with the compensation matches responsibility)
(Chart 5.5: Chart representation of compensation they get & think it matches with their
responsibility)
 Interpretation:
 From above table Employees,
51.7% of them are agree/satisfied with the compensation they get & they think
it matches their responsibility.
Rest very less percent employees think that the compensation they get & they
think it does not matches their responsibility.

38
Sub Question 2
I am satisfied with various activities in the firm and love participating in them.
Cumulative
Percent
Disagree 6 10.0 10.0 13.3
Neutral 17 28.3 28.3 41.7
Agree 25 41.7 41.7 83.3
Strongly Agree 10 16.7 16.7 100.0
Total 60 100.0 100.0
(Table-5.2 Frequency analysis of satisfaction with various activities in the firm and love
participating in them)
(Chart 5.6: Chart representation of compensation various activities in the firm and love
participation)
Interpretation:
41.7% of them are agree/satisfied with various activities in the firm and love
Participating in them. Rest very less percent employees are partially agree
with various activities in firm and love participating in them.

39
Sub Question: 3
I am satisfied with the given right to put forward my opinions.
Cumulative
Percent
Disagree 6 10.0 10.0 15.0
Neutral 19 31.7 31.7 46.7
Agree 25 41.7 41.7 88.3
Strongly Agree 7 11.7 11.7 100.0
Total 60 100.0 100.0
(Table-5.3 Frequency analysis Respondents are satisfied with the given right to put forward
their opinions)
(Chart 5.7: Chart representation of Respondents are satisfied with the given right to put
forward their opinions)
Interpretation:
31.7% of them prefer to remain neutral, rather than agree and disagree.
Rest 10% of employees are disagree with above statement.
And rest 5% of employees are strongly disagree with above statement.

40
Sub Question 4
I am satisfied with the leaders in my workplace as positive role models.
Cumulative
Percent
Disagree 4 6.7 6.7 16.7
Neutral 15 25.0 25.0 41.7
Agree 29 48.3 48.3 90.0
Total 60 100.0 100.0
(Table 5.4 Frequency analysis Respondents satisfied with the leaders in their workplace as
positive role models)
(Chart 5.8: Chart representation of Respondents satisfied with the leaders in their workplace
as positive role models)
 Interpretation:
o From above table Employees,
48.3% of them are satisfied with the leaders as a positive role model in
their work place.
25% of employees prefer to remain neutral, rather than agreeing or
disagreeing statement.

41
Sub Question 5
I am satisfied with the present performance appraisal policy of the organization.
Cumulative
Percent
Disagree 8 13.3 13.3 21.7
Neutral 16 26.7 26.7 48.3
Agree 27 45.0 45.0 93.3
Total 60 100.0 100.0
(Table 5.5 Frequency analysis Respondents are satisfied with the present performance
appraisal policy)
(Chart 5.9 Respondents are satisfied with the present performance appraisal policy of the
organization)
 Interpretation:
45% of them are satisfied/agree with the present performance appraisal
policy of the organization., 26.7 of them are preferred to remain neutral,
rather than agree and disagree.

42
Sub Question 6
I am satisfied and think I have been awarded right set of duties, as per my ability.
Cumulative
Percent
Disagree 8 13.3 13.3 18.3
Neutral 10 16.7 16.7 35.0
Agree 27 45.0 45.0 80.0
Strongly Agree 12 20.0 20.0 100.0
Total 60 100.0 100.0
(Table 5.6 Frequency analysis Respondents are satisfied and think they have been awarded)
(Chart 5.10 Respondents are satisfied and think they have been awarded)
 Interpretation:
45% of them are satisfied/agree and think that they have been awarded right
set of duties, as per their ability.
13.3% of them are disagree with this statement.
Rest of 16.7% are prefer to remain neutral, rather than agree and disagree.

43
Sub Question 7
I am satisfied & able to maintain a healthy balance between work and family life.
Cumulative
Percent
Valid .00 1 1.7 1.7 1.7
Strongly disagree 2 3.3 3.3 5.0
Disagree 3 5.0 5.0 10.0
Neutral 10 16.7 16.7 26.7
Agree 29 48.3 48.3 75.0
Strongly Agree 15 25.0 25.0 100.0
Total 60 100.0 100.0
(Table 5.7 Frequency analysis Respondents are satisfied & able to maintain a healthy balance
between work and family life.)
(Chart 5.11 Respondents are satisfied & able to maintain a healthy balance between work and
family life.)
 Interpretation:
48.3% are satisfied & able to maintain a healthy balance between work and
family life.
16.7% are prefer to remain neutral, rather than agree and disagree.
3.3% are strongly disagree with this statement.

44
Sub Question 8
(Table 5.7 Frequency analysis Respondents are satisfied with leave policy of the
organization.)
(Chart 5.12 Respondents are satisfied with leave policy of the organization.)
 Interpretation:
68.3% are satisfied with leave policy of the organization.
15% are strongly agreed with leave policy of the organization.
10% are preferred to remain neutral, rather than agree and disagree.
I am satisfied with leave policy of the organization.
Cumulative
Percent
Disagree 2 3.3 3.3 6.7
Neutral 6 10.0 10.0 16.7
Agree 41 68.3 68.3 85.0
Total 60 100.0 100.0

45
Sub Question 9
I am satisfied with employee assistance policy (e.g lunch & transport etc) of the
organization.
Cumulative
Percent
Disagree 7 11.7 11.7 20.0
Neutral 16 26.7 26.7 46.7
Agree 25 41.7 41.7 88.3
Total 60 100.0 100.0
(Table 5.9 Frequency analysis Respondents are satisfied with employee assistance policy)
(Chart 5.13 Respondents are satisfied with employee assistance policy)
 Interpretation:
From above table Employees,
11.7% are strongly agree/satisfied with employee assistance policy(e.g. lunch
& transport etc) of the organization.
11.7% are disagree/dissatisfied with employee assistance policy(e.g. lunch &
transport etc) of the organization.

46
Sub Question 10
I am satisfied with the welfare measures (e.g. medical facilities , educational facilities
for children) of the organization.
Cumulative
Percent
Disagree 3 5.0 5.0 8.3
Neutral 15 25.0 25.0 33.3
Agree 29 48.3 48.3 81.7
Strongly Agree 11 18.3 18.3 100.0
Total 60 100.0 100.0
(Table 5.10 Frequency analysis respondents are satisfied with the welfare measures)
(Chart 5.14 Respondents are satisfied with the welfare measures)
 Interpretation:
48.3%, i.e nearly 50% of employees are satisfied with the welfare measures
(e.g. medical facilities, educational facilities for children) of the organization.

47
Q.0.4 Demographic Information of Respondents
Sub Question 2
(Chart 5.15 Respondents Gender Ratio)
 Interpretation:
Gender Frequency
Male 37
Female 23
Total 60
(Table 5.11 Gender Frequency)

48
Sub Question 3
(Chart 5.16 Respondents age group)
 Interpretation:
Sr. No. Age Group Frequency
1 20-35 06
2 36-45 07
3 46-55 38
4 56 & Above 08
5 Total 60
(Table 5.12 Age Frequency)

49
 Co-relation chart
Respondent Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10
Respondent 1.0000
Q1 0.1070 1.0000
Q2 0.0482 0.4540 1.0000
Q3 0.1336 0.0466 0.1916 1.0000
Q4 0.0528
-
0.0271 0.3020 0.6478 1.0000
Q5 0.0133 0.1158 0.3868 0.5504 0.6718 1.0000
Q6 -0.0505 0.1414 0.2525 0.3889 0.4004 0.5717 1.0000
Q7 -0.0055 0.1715 0.7839 0.4569 0.3233 0.3001 0.4526 1.0000
Q8 0.0076 0.2101 0.1872 0.2910 0.1862 0.0579 0.2658 0.3262 1.0000
Q9 -0.0193 0.1455 0.2490 0.6010 0.5450 0.6778 0.4779 0.3774 0.1779 1.0000
Q10 -0.0715 0.1084 0.1695 0.5292 0.3751 0.3851 0.2760 0.5690 0.1784 0.3912 1.0000
(Chart 5.17 Correlation chart)
 Interpretation
 This is the table that shows the output of correlation analysis and whether
there is a statistically correlation between asked Questions. We can see that
the correlation value is -0.0271, which is below 0.05 and therefore there is less
correlation between the different outputs.
 This is the table that shows the output of correlation analysis and whether
there is a statistically correlation between asked Questions. We can see that
the correlation value is 0.7839, which is above 0.05 and therefore there is a
statistically correlation between the different outputs.
 From the above table, the most affected factors for satisfaction is (1)
employees are participating in various activities in the firm and not able to
maintain healthy relationship between work and family life. Both factors are
related with each other about their level of satisfaction. The correlation factor
between them is 0.7839. (2) Employees given the rights to put forward their
opinions with leaders considered as positive role model both factors are
related with each other about their level of satisfaction the co-relation factors
between them is 0.6478.
Note: The collected data are subjected to correlation identity in internal
correlation ship. It was identified that multi-co linearity was existing
between variables of study the level of satisfaction at DRM OFFICE
PRATAP NAGAR RAILWAY.

50
CHAPTER: 6
FINDINGS
&
SUGGETIONS

51
6.1 FINDINGS
 The study thus analysed various factors responsible for employee job satisfaction of the
Indian Railways.
 The survey shows the impact of various factors like Human resources, Welfare measures
fringe benefits and also employee- employer relationship as a determinants to enhance
employee job satisfaction.
 With regard to the Labour welfare measures in the Indian Railways it has been observed
that Training & Development programmes were highly satisfied by the total of 60
employees.
 Followed by Medical facilities which was satisfied by 53 employees and next with
Residential accommodation facilities the total of 55 employees were satisfied.
 And it can be inferred that Education and Canteen facilities were least satisfied by less
than half of the respondents i.e, education facilities by 46 employees and canteen
facilities by 31 employees.
 Coming to the Fringe benefits by the Indian Railways, it has been analysed that provision
of provident fund was satisfied by 47 employees followed by other facilities like bonus
for quality & attendance and employee counselling.
 Next regarding to the Human Resource policies in the Indian Railways Overall opinion
towards job (job satisfaction) was satisfied by the total of 96% of the employees followed
by 58 employees who are satisfied by the Railway cooperation.
 But in contrary, It is also important to ensure that the pay given is fulfilling the basic and
social needs of the employees.
 And with this survey it is also evident that in order to use employee to their full potential
and capabilities one should ensure that the employees are motivated by their employer,
and they are being rewarded for the best performance with various benefits and
recognition.
 Thus Various Quality of work life programs must be implemented at all levels to satisfy
the employees.
 The DRM Division has good workforce at the managerial level it needs to be boost up to
build open Communication Relationship and then it can give a better results.
 Overall the results found that the factors that widely affect employee satisfaction in DRM
Division are Emotionally attachment, Work Responsibilities, Perception, Flexibility and
Satisfaction for the job.

52
 The Employees are very Helpful in nature. .
 Some other things observed like
o Poor Leadership
o No Appreciation
o Less opportunity for promotion
o Less satisfaction
o Less communication
o No compensation for overtime work
 There is so extra work load on some employees so if found that most of the
employees not initiate for any work or change.
 Other than research objective it is found that the politics among employees are quite
high which affect employee overall satisfaction.

53
6.2 SUGGESTION FOR EMPLOYEES SATISFACTION
 The Head should let his employees know that he considers them valuable and capable
individual that means should treat the people with respect and honesty.
 The person should be placed on the job where he can set his own standard get
concrete feedback and deal with moderate risk.
 The employee should get feedback how they are doing. As it will help them to know
where he has made mistake and try to overcome it when he is doing the work next
time.
 Superior should encourage & appreciate their subordinate to work. Smooth
communication & relationship between both superior & subordinate.
 Uniformity for all the employees, if some employee does not follow the rules
corrective actions should be taken that other employees won‟t have biased perception
towards Upper management.
 Time Management is necessary for all the employees.

55
7.1 CONCLUSION
The level of effort an individual is willing to put at work depends on different factors. Every
superior is interested in keeping his subordinates highly motivated, all the time. superior need
to appreciate individual difference and use different styles to keep all employees well
motivates to work.
Based on the findings, conclusions can be drawn as follows:
If a Government provides good working condition at work then employees attitude towards
organization would improve and helps in improving the performance of employee and also
leads to sense of belongings.
Employees should have independence, chance to think liberally to take decision of their own
then and then only satisfaction and motivation among individual would rise. If employee
decides to take up responsibility then they would be ready to accept challenges but after
ensuring that it matches with abilities and capabilities of employees.
The employees are dissatisfied with their participation in the management activity. So that
they could not share their ideas to the management team. Good relation with Superiors,
colleagues & subordinates develops a congenial atmosphere in organization.
To develop motivation among employee recognition should be ensured to all. It is essential
to look in to areas for higher motivation among employees viz. Promotion policy, training
programmers, appreciated of work, credibility of work & giving responsibility & status.
Every Organization must have belief and value that as follows:
“Destroy my company, take away my machines but let me have my
employees, I will still build an organization stronger than the present one.”
(Bill Gates said) (The Times of India)

56
And The Research Continuous …
Because every limitation of one Research, gives the hope and path for new
researcher to expand his/her path towards more discovery.

57
BIBILIOGRAPHY:
 http://www.onefivenine.com/india/Rail/RailwayStation/PRTN. (n.d.).
 http://www.onefivenine.com/india/Rail/RailwayStation/PRTN. (n.d.).
 Aydin.B., C. (2009). A Research Analysis on Employee Satisfaction in terms of Organizational
Culture. (n.d.).
 Aydin.B., C. (2009). A Research Analysis on Employee Satisfaction in terms of Organizational
Culture. (n.d.).
 Balouch.RHassan.F, J. ((2014)). A Study on Determinants of Job Satisfaction . (n.d.).
 bing. (n.d.). Retrieved from
https://www.bing.com/images/search?view=detailV2&ccid=oIKIfAAv&id=A158748459B04C4
C88E75532E0E7FF180D1D3BBB&thid=OIP.oIKIfAAvxjTLYTARtFXoqwHaFt&mediaurl=http%3
A%2F%2Fimg.readtiger.com%2Fwkp%2Fen%2FHowrah_Rajdhani_Express_at_New_Delhi.jp
g&exph=844&expw=1095
 D’souza.A. (n.d.). A Study On Employee Satisfaction. (n.d.).
 http://www.business-standard.com/content/b2b-pharma/indian-pharmaceutical-exports-
thegrowth-story-116010600140_1.html. (n.d.).
 Https://en.wikipedia.org/wiki/Indian_Railways. (n.d.).
 https://www.slideshare.net/gbnathan86/job-satisfaction. (n.d.).
 indian rail gov. (n.d.). Retrieved from http://indiarailonline.com/wp-
content/uploads/2015/02/116.jpg
 indian rail info. (n.d.). Retrieved from https://indiarailinfo.com/station/map/pratapnagar-
prtn/7113
 indian Railways. (n.d.). Retrieved
fromhttp://wr.indianrailways.gov.in/cris/view_section.jsp?id=0,2,330,484,486
 Medical Facilities . (n.d.). Retrieved from
https://i.ytimg.com/vi/zG6KlqDno84/maxresdefault.jpg
 times of india. (n.d.). Retrieved from
https://timesofindia.indiatimes.com/city/vadodara/New-divisional-railway-manager-takes-
over-at-Vadodara-railway-division/articleshow/51987426.cms

58
ANNEXURE
RESEARCH QUESTIONNAIRE
Respectively Respondent,
I am khushali Brahmbhatt pursuing Masters of commerce from Department OF Commerce
and Business Management (Specialization in Human Resource Management). Faculty of
Commerce, the M.S. University of Baroda. As per the M.com Final (HRM) course, I have
taken up a research study on “A Job Satisfaction Of Employees at Pratapnagar Railway
Station (DRM Office).” The present survey is purely for research purpose. All information
given by you will be kept confidential and will be used for research.
0.1 Please take a few minutes to tell us about your job and how the
organization assist you.
1. What is your department?
(A)Personal Department [ ]
(B) Electrical Department [ ]
(C) Commercial Department [ ]
(D)Mechanical Department [ ]
(E) Any other please specify…………………………………………………
2. What is your Educational background?
(A)10th
pass [ ]
(B) 12th
pass [ ]
(C) Graduate [ ]
(D)Diploma [ ]
(E) Any other please specify…………………………………………………
3. How long you have been working with BRC Division?
(A)Less than 3 years [ ]
(B) Between 3 or 5 years [ ]
(C) Between 5 or 10 years [ ]
(D)More than 10 years [ ]
4. What is your current position OR Designation?
…………………………………………………………..

59
0.2 Please respond the following question by tick marking in „Yes‟ or „No‟.
Sr
No.
Statements Response
Yes No
1. Are you satisfied with the working environment of the
organization?
2. Are you satisfied with the job location?
3. Are you satisfied with the present working hour?
4. Are you satisfied with the existing salary structure of the
organization?
5. Are you happy with your work responsibility?
6. Are you comfortable in carrying out your responsibility?
7. Are you satisfied with work relationships with the people around
you?
8. Are you happy with your overall job security?
9. Are you happy with the recognition and rewards for your
outstanding works and contribution?
10. Fulfilling of your responsibilities give you a feeling of satisfaction
& personal achievements.
0.3 Please read the below given statements carefully and tick according to
your level of agreeness.
01 = Strongly Disagree 02 = Disagree 03 = Neutral 04 = Agree 05 = Strongly Agree
Sr
No.
Survey Question 01 02 03 04 05
1. I am satisfied with the compensation I get & I think it
matches with my responsibility.
2. I am satisfied with various activities in the firm & love
participating in them.
3. I am satisfied with the given right to put forward my
opinions.
4. I am satisfied with the leaders in my workplace as positive
role models.
5. I am satisfied with the present performance appraisal policy
of the organization.
6. I am satisfied and think I have been awarded right set of
duties, as per my ability.

60
7. I am satisfied & able to maintain a healthy balance between
work and family life.
8. I am satisfied with leave policy of the organization.
9. I am satisfied with employee assistance policy (e.g. lunch &
transport etc) of the organization.
10. I am satisfied with the welfare measures (e.g. medical
facilities, educational facilities for children) of the
organization.
0.4 Demographic Information of Respondent
1. Name……………………………………………………………………..
2. What is your gender?
(A)Male [ ]
(B) Female [ ]
3. What is your age?
(A)20-35 [ ]
(B) 36-45 [ ]
(C) 46-55 [ ]
(D)56 & Above [ ]
4. What is your salary (Rs. Per month)?
(A)Less than 30k [ ]
(B) 30k - 40k [ ]
(C) 40k - 60k [ ]
(D)60k & more [ ]
5. What is your marital status?
(A)Married [ ]
(B) Unmarried [ ]

Drm office pratap nagar railway final report

Recommended

Recommended

More Related Content

What's hot

What's hot (20)

Similar to Drm office pratap nagar railway final report

Similar to Drm office pratap nagar railway final report (20)

Recently uploaded

Recently uploaded (16)

Drm office pratap nagar railway final report