A study of employee satisfaction with reference to sahkar shiromani vasantrao kale sahkari sakhar karkhana ltd; chandrabhaga nagar

M.B.A. Program, Solapur University, Solapur
SVERI’S COE, MBA Department, Pandharpur (2015-2016) Page 1
1.1: Introduction:
The Human Resource of an organization constitutes its entire workforce. Human
Resource Management is responsible for selecting and inducting competent
people,training them,facilitating and a them to perform at high level of efficiency and
providemechanism to ensure that they maintain their affiliation with the organization.
The recruitment andretention of qualified, skilled employees is the foundation of any
business. The effectiveness of any organization depend upon the quality of the
relationship among the personnel and social need of employees are very important
and that concentration by management and productivity.
Human resource is a major factor of production. It is human asset, which convert the
various resource in it be production resources. It has immense potentialities and to
only Human resource, which appreciate with time whereas all other resources undergo
the process of depreciation. Success of an organizing mainly depends on the quality of
manpower of its performance.
Organization systematically gathers and analyzes all relevant data about external
opportunities and threats that my affect Human Resource at present and in the future.
These forces include changing demographics, economic condition, emerging market
places, advances in technology and increased global competition. Employee
development will likely take a higher priority for organization in future.
The study of “employee satisfaction”helps the company to maintain standard and
increase productivity by motivating the employees. The study tells us how much the
employees are capable and their interest at work place?What are the things still to be
satisfy to the employees? Although human resource are the more important resource
for any organization, so to study on employee’s satisfaction helps to know the
working conditions and what things are those affect them not to work properly.
Always majority of done by the machines and equipment’s but without any manual
moments nothing can be done.So to study on employee’s satisfaction is necessary.
An organization is a strong and successful as its employees are by measuring
employee satisfaction in key areas, organization can gain the information needed to
improve their satisfaction motivation, retention and productivity. Addressing the
essentials, including fair compensation, valuable benefits, and the ability to balance
work and life are crucial components of an organizations overall retention strategy.
Organization must not only create a mix of benefits that retain and motivate what is
often a very diverse workforce, but they must also continually fine-tune that mix.
Compensation and benefits are important to employee job satisfaction. However,
there are more important factors that contribute to job satisfaction, such as
relationship with immediate supervisors, management recognition of employee job
performance and communication between employee and senior manager, The
information garnered from such survey can give the management knowledge the
directly impact the bottom line and fosters positive employee relation.

The objectives of this project are to find out satisfaction level of employee’s and what
is their quality of life. How the Sahakar Shiromani Vasantrao Kale Sahakari Sakhar
Karkhana Ltd.Chandrabhaganagar applies the Human Resource function in the
organization and out the organization. It helps Human Resource professionals better
understand and appreciate employee preferences when developing program and
policies that can influence employee satisfaction.
1.2: Objectives and Importance of the study:
Objectives:
1. To know the practices followed by the Human resource department.
2.To know the factor affecting on employee satisfaction.
3.To identify the factor which improve the satisfaction level of employees.
4. To offer valuable suggestion to improve the satisfaction level of employees.
Importance:
It helps to know the functions perform by the Human Resource department.It helps to
know the level of the satisfaction of the employees for achieving the objectives of the
organization.It helps to know the factors affecting on the levels of the satisfaction of
the employees.It helps to know the role of Human resource department in satisfying
the needs of employee’s in the organization.The study will be helpful to know the
importance of employee satisfaction to the new business person.
1.3: Scope and Limitations:
Scope of the study:
The project focuses on only one aspect of Human Resource Management i.e.
employee satisfaction. The satisfaction of the employees depends on career
department, compensation and benefits, relationship with management, work
environment of the organization. In this projects, will see the techniques among
the following adopted by the organization to measure the employee’s satisfaction
level to satisfy them.
1. Compensation and benefits.
2. Appraisal program.
3. Relationship with supervisor.
4. Promotion and career development.
5. Build corporate culture.
6. Improvement program of employee satisfaction.
7. Working condition and environment.

Limitations of the study:
1.The study is limited only to the employees from mentioned departments like raw
material, manufacturing, cleaning and packaging etc. of the Sahakar
ShiromaniVasantrao Kale Sahakari Sakhar Karkhana Ltd, Chandrabhaganagar.
2. The study is limited only 30 days.
3. The study is limited to 50 employees.
4. Employees do not show interest to fill all questions in questionnaire.
1.4: RESEARCH METHODOLOGY
SOURCES OF DATA COLLECTION
Type of research
For this project descriptive type of research is used.
Sampling area: SAHKAR SHIROMANI VASANTRAO KALE SAHKHARI
SAKHAR KARKHANA LTD; CHANDRABHAGANAGARPandharpur Taluka
Sample size:
For detailed information sample size was chosen as 50 employees.
Sampling unit:SAHKAR SHIROMANI VASANTRAO KALE SAHKHARI
SAKHAR KARKHANA LTD; CHANDRABHAGANAGAR
Sampling method:Convenient sampling
Data collection tool:Structured Questionnaire
Data collection technique
For the collection of data structured questionnaire was used
A) PRIMARY DATA
a) Questionnaire Method
For the collection of the data the questionnaire method was used. Sample was
selected from different departments irrespective of age, gender, designation and
departments. Sample size was 50 employees.

b) Personal Interview Method
Other method which was used for collection of primary data was personal
interview method.
A) SECONDARY DATA
Secondary data has been collected from the magazines, various books, internet,
reports, customer database, news papers, Annual reports of company, etc.

2.1:Introduction to industry:
Production of sugar through co-operating processing of sugarcane was first attempted
in India in 1933. There were four co-operative sugar factories in 1935. One in U.P and
remaining three is Thummapala, Efikoppaka andVyurin Andra Pradesh of these only
factories at. Efikoppaka was survived and is the oldest co-operative factory today. The
first co-operative factory started in Maharashtra in at Pravaranagar which was
registered in 1948.
The sugarcane grower in Maharashtra always faced with the danger of widely
fluctuating prices of jiggery and resultant losses.”Between” 1933-1953 there were 100
sugar factories set up in North India. While in Maharashtra come in only nine
factories.
Sugar is licensed industry. The license is given under the industries (Development of
regulation) Act 1951. Different policies have been reported by government of India in
given preferences to co-operative sugar factories.
It is well known that every agricultural crop undergoes some kind of processing
before it is marketed. The act of processing differs with different agricultural
commodities and it is carried on different levels.
Due to future agricultural developments in this area successful implementation of
various scheme such as lift, irrigation,community wells well as well availability of
additional cane water from dam, land under sugar cane cultivation. So sugarcane
cultivation is increasing rapidly and hence considering substandard increase in the
sugarcane average and also the prolonged period of crushing during every crushing
season. It is imperative on them to switch over to the increased capacity.
Sugar industry in India is well maintained and is growing at a study pace, boasting of
a consumer base of over billion of people. India is the second largest producer of
sugar over the globe. With more than 45 million of sugar cane grows in the country,
the bulk of the rural population in India depends on this industry. One of the agro-
based industries in India, the sugar industry is the second largest agricultural industry
followed after the textile industry.
Maharashtra Sugar Industry is one of the most notable and large scale sugar
manufacturing sectors in the country. The pace of growth of sugar manufacturing has
been massive over the past few years. The latest statistics of sugar production in
Maharashtra indicates that this state this doing better than the other states in the
country. The sugar industry in Maharashtra is highly popular in the cooperative
sector, as farmers own a portion in the sugar factories. The Maharashtra sugar
industry has been a spectacular growth owing to the different conducive in the state.
One of the chief crops manufactured in Maharashtra is sugarcane, with a host of sugar
industries been set up over the years.

The sugar industry is third largest industry in the country. About 60% of the world
sugar production is made from sugarcane. The sugarcane is crushed in the sugar mill
and the juice extracted by heavy rollers.
The juice contains saccharose, glucose, laevulose, organic salts and acids in solution
and is mixed with biogases fibers, clay, colouring matter, albumen and pectin in
suspension. Clarification is obtained through heating and the addition of lime based
precipitants. Once clarified the juice is concentrated by vacuum evaporation until it
precipitates in the form of grayish crystals.
The concentrated juice or molasses contains 45% of water. Centrifuge treatment
produces granulated sugar of a grayish hue (brown sugar), however, while sugar is
obtained by a refining process. In the refineries, the brown sugar is dissolved with
various chemicals (sulphuric anhydride, phosphoric acid) and is filtered with or
without bone black depending upon the desired purity. The filtered syrup evaporates
in vacuum until it crystallizes; centrifugation is then applied until a white crystalline
powder is obtained.
Sugarcane is grown in tropical and subtropical zones where certain diseases and
pathological conditions are endemic. These are made worse by poverty and by
environmental and working conditions (temperature up to 40°C and humidity as high
as 80%).
The worker is obliged to large quantities of liquid, fumes and gases may be given off
at various stages of the refining process (carbon dioxide, sulphurdioxide, carbon
monoxide, hydrochloric acid fumes). The fumes and steam given off are troublesome
and sometimes toxic. Dust with residue from the ovens can irritate the respiratory
tract and bagassosis has been reported in the past.
In some pates of the factory (as near turbines), noise levels may exceed tolerable
limits. Decomposing organic matter gives off unpleasant odors (suppurated
hydrogen). The commonest injuries are heatstroke, various kinds of dermatitis,
conjunctivitis, burns and falls. The incidences of dental decay are fairly high.
Morbidity is in general 50% higher than in other branches of industry. Tuberculosis,
alcoholism and chronic fatigue are characteristic in tropical countries and these are
diseases which are peculiar to the area.
Cane sugar industry is one of the most polluting industries in India. Sugar mills
discharge large amount of wastewater having low pH with high concentration of
suspended solids, dissolved solids, BOD and COD. Bureau of Indian Standards
presented data on the average volume of wastewater generated per ton of cane
crushed and the wastewater quality based on data collection, Huascaran and Chakra
borty reported that the sugar mill wastewaters are amenable to treatment by anaerobic
digestion followed by stabilization in anaerobic oxidation pond.

Innovations in Sugar Beets – Key Benefits
Sugar – whether from sugar beets or sugar cane, or from sugar crops grown using
conventional, biotech or organic methods – is the same pure and natural sugar that
consumers always have enjoyed.
The sugar is the same no matter its original plant source. It has the same nutritional
value, composition and wholesomeness. The pulp and molasses used in feed are
nutritionally equivalent.
Benefits of biotechnology-enhanced sugar beets include:
Protecting the Sugar Supply:
In North America, hurricanes, droughts, floods, frosts and more can cause sugar
supply challenges. Because sugar is an important ingredient in the North
American food supply, it is vital to have a sustainable and geographically
diverse supply of sugar and sugar by-products to support the North American
food industry for consumers. Biotechnology- enhanced sugar beets are an
important tool that can be used by growers to maintain the availability of the
domestic sugar supply for North American consumers.
Lessening Impacts on the Environment:
The Roundup Ready system in sugar beets requires fewer herbicide
applications. Fewer trips across the field mean reduced greenhouse gas
emissions, reduced soil erosion, reduced soil compaction and enhanced water
conservation.
Reduced Trips Across the Field:
The Roundup Ready system in sugar beets can reduce the number of
tractor trips across the field, saving fuel, reducing greenhouse gas
emissions and allowing growers to enhance soil and water conservation
in their sugarbeet programs.
Flexible Weed Control:
Roundup Ready sugarbeets and labeled Roundup agricultural herbicides
offer the potential for a simple, flexible weed-control program for sugar
beet growers.
Improved Weed Control:
Glyphosate tolerance, the technology found in Roundup Ready crop
products, addresses one of growers’ biggest and costliest problems –
weed control. Roundup agricultural herbicides provide excellent control
of a wide range of both broadleaf and grass weeds.

Unsurpassed Crop Safety:
Academic trials at eight land grant universities demonstrated outstanding
crop safety for the Roundup Ready sugarbeet system compared to a
conventional herbicide program. Roundup agricultural herbicides
provided excellent weed control without harming the sugar beet plants.
Helping Farmers:
The technology found in Roundup Ready products addresses one of growers’
biggest and costliest problems – weed control. Roundup agricultural herbicides
provide excellent control of a wide range of weeds, which reduces weed
competition and improves productivity. Using the Roundup Ready system
lessens impacts on the environment. Environmental stewardship always has
been important to sugar beet growers, who have used all tools available to them
in the past. Roundup Ready sugar beets are another grower tool that provides
even more environmental benefits.
Some of the towns of Maharashtra which have sugar factories:
1. Sangli: Vasantdada Shetkari S.S.K . Ltd
2. Phaltan: Shriram S.S.K. Ltd
3. Bhavaninagar: Shri Chhatrapati S.S.K. Ltd
4. Shivnagar: Malegaon S.S.K. Ltd
5. Somesgwarnagar: Shri Someshwar S.S.K. Ltd
6. Takali Sikandar: Bhuma S.S.K. Ltd
7. Gursale: Shri Vtthal S.S.K. Ltd
8. Akluj: Sahkar Maharshi Shankarrao Mohite Patil S.S.K. Ltd
9. Shreepur: Shri Pandurang S.S.K. Ltd
10. Mangalveda: Shri Sant Damaji S.S.K. Ltd
11. Indapur: Narsinha S.S.K. Ltd
12. Laxminagar: Loknete Baburao Patil S.S.K. Ltd
13. Pravaranagar: Vithalrao Vikhe Patil S.S.K. Ltd
14. Bhum: Banganga S.S.K. Ltd
 This industry occupies a prominent position in the industrial sector.
 Subsidiary industries can be established by the help of this industry.e.g-
Pharmaceuticals industry, paper industry, fertilizers etc.
 These industries are established mainly in rural areas so this is a goal
opportunity to these developments of rural areas.
 This industry in one of the means of getting foreign exchange.

2.2: Introduction to organization:
A: Company Profile:
“Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar
KarkhanaLtd; Chandrabhaganagar” A/P-Bhalawani, Tal-Pandharpur,Dist-Solapur.
E-mail ID-mdcssklppr@gmail.com
 In the year of 1996 Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar
Karkhana was registered as a cooperative sugar factory, under the Maharashtra
cooperative societies Act, 1960.
 Registered as on dated 22nd Jan 1990.
 The Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar Karkhana
started on date 19th Jan, 1996.
 Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar Karkhana is a
cooperative sugar factory in the Maharashtra state. The nearest Pandharpur
Taluka and the plant is located Bhalvani about 20 km. from Pandharpur.
 The Head office is located Bhalvani under the ‘Pandharpur’ Taluka National
Employee Union’ Pandharpur.
 The first chairman was late Shri. Vasantrao Kale.
 The daily crushing capacity of sugar factory is 800 Metric tones.
B: Mission:
 To maximize shareholders returns.
 To aim for total customer satisfaction.
 To create a sustainable supply base.
 To create a transparent working environment.
 Contribution to society in which it operates.

C: Board of Director:
Sr.No Name Position
1 Kalyanrao Vasantrao Kale Chairman
2 Gorakh Narhari Tad Vice Chairman
3 M.V.Kale Director
4 R.B.Shinde Director
5 M.V.Nagtilak Director
6 G.H.Jadhav Director
7 S.N.Bagal Director
8 T.M.Mane Director
9 A.G.Shinde Director
10 B.S.Kolekar Director
11 T.R.Jadhav Director
12 D.B.Hingmire Director
13 S.T.Yadav Director
14 P.R.Kaulage Director
15 R.D.Mane Director
16 R.K.Patil Director
17 D.N.Kadam Director
18 A.B.Pawar Director
19 B.V.Bhuse Director
20 E.B.Mulani Director
21 V.M.Bhosale Director
22 S.D.Chavan Director
23 B.D.Pawar Director
24 R.S.Pawar Director
25 S.S.Rawal Director
26 P.K.Pawar Director
D: Manufacturing Process:
As in any industrial enterprise, in SSSSK there are different departments for
efficient and systematic running of the company.The manpower has been
divided into number of division as follows.
1. Administration
2. Research and Development
3. Material
a) Stores
b) Purchase
4. Quality
5. Production
a) Machine Shop
b) Assembly Shop
c) Painting Shop
d) Packing

6. Planning
7. Engineering
8. Marketing
9. Account
E: Organization Structure:
BOARD OF DIRECTOR
CHAIRMAN
VICE-CHAIRMAN
EXECUTIVE-DIRECTOR
MANAGING-DIRECTOR
ACCOUNT
DEPARTMENT
PURCHASE
DEPARTMENT
SALES
DEPARTMENT
STORE
DEPARTMENT

2.3:Introduction to HR Department:
A: Facilities:
 Welfare-
 Entertainment
 Medical Facilities
 Canteen Facilities
 Statutory Benefits-
 Provided Fund
 Health Insurance
 Gratuity
 Bonus
 All salaries 5% house rent allowance
 5% dearness allowance
 Performance Assessment-
 Quarterly basis
 Orientation Training-
 Two days basic induction program in various departments.
 Career Programs-
 Training period 1 month
 On successful completion employee as probation as regular
employee as engineering.

B: Number of Staff and Workers:
Sr.No Department Permanent Seasonal On
Probation
Daily
Wages
Total
1 Engineering
Department
132 85 2 24 243
2 Manufacturing
Department
40 124 3 20 187
3 General Office 18 - 2 1 21
4 Accounts
Office
40 1 5 3 49
5 Agricultural
Department
65 9 11 16 101
6 Civil
Department
17 - 1 - 18
7 Time office 7 - - 1 8
8 Store
Department
18 1 - - 19
9 Watch and
Ward
32 - - 10 42
10 Motor 12 - - 2 14
11 Sugar God wan 3 - 1 - 4
12 Sanitation 5 - 1 4 10
13 Guest House - - - 1 1
14 Purchase
Department
3 - - - 3
15 Cane Yard
Department
2 41 - 2 45
16 Medical
Department
1 - - - 1
17 Labor Office
Department
2 - - - 2

3.1: Introduction of employee satisfaction:
Employee satisfaction is a main function of the HR department in a company. It’s also
a challenge for management as well as significant factor in order to maintain a good
employee relation; it improves the productivity of the employee. Recently
organization started to enquire the present employees to suggest the candidate is
positive attitude emotional involvement in the company issued and activities.
The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. As easy avenue for employees to discuss problems with upper
management should be maintained and carefully monitored. Even if management
cannot meet all the demand of employees, showing workers that they are being heard
and putting honest dedication into compromising will often help to moral.
Employee satisfaction is the first operative function of the Human Resource
Management. Employee is concerned with securing and employing the people
processing the required kind and level of human resource necessary to achieve the
organizational objectives. Employee satisfaction it covers functions such as job
analysis, human resources planning, recruitment, selection, induction, and internal
mobility.
Definition of Employee Satisfaction-
“Employee satisfaction is a measure of how happy workers are with their job and
working environment.”
Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If employees are satisfied they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied employees
are also more likely to be creative and come innovative and come up with
breakthroughs that allow a company to grow and change positively with time and
changing marketing conditions. Keeping moral high among workers can be of
tremendous benefit to any company, as happy workers will be more likely to produce
more, reduce absenteeism, and stay loyal to the company. There are many factors in
improving or maintaining high employee satisfaction, which wise employers would
do well to implement.
3.2: Importance of employee satisfaction:
1. Importance of employee satisfaction for organization-
 Enhance employee retention.
 Increase productivity.
 Increase customer satisfaction.
 Reduce turnover, recruiting and training costs.
 Enhance customer satisfaction and loyalty.

 More energetic employees.
 Improve teamwork.
 Higher quality products and/or services due to more competent, energized
employees.
2. Importance of employee satisfaction for employee-
 Employee will believe that the organization will be satisfying in the
long run.
 They will care about the quality of their work.
 They will create and deliver superior value to the customer.
 They are more committed to the organization.
 Their works are more productive.
3.3: Techniques to improve employee satisfaction:
1. Process development:
a) Organization development-
Shared mission or vision: In many organizations, employee doesn’t know
what is mission, vision, objects. Building a corporate culture that requires
employees to be an integral part of the organization can be an effective way of
getting the most from the talents or competencies brought to the organization
by each employee.
Feedback program: These programs will help organization what is opinions of
their employees.
b) Work it-
 Job rotation
 Job enlargement: knowledge enlargement, task enlargement.
 Job enrichment
c) Compensation and benefits-
Policies of compensation and benefits are most important part of organization.
But you should build your policies at “suitability” not “the best”.
d) Appraisal program-
You should build the proper evaluation and fair and encourage employees
perform work.
I. Relationship with supervisors:
Relationship with management is the key factor often happen
dissatisfaction of employees.
The company should have policies to:
 Management must be fair treated with staff.
 Ready to help them.
 Full training for staff.

 Ready to listen and respond to employee.
II. Promotions and career development:
 Develop programs to promote all titles in the organization.
 Develop training programs for employees.
 Build programs for career development of each title.
III. Build corporate culture:
 Build channel of communication in organization.
 Relationship with coworkers.
 Build sharing culture.
IV. Improvement programs of employee satisfaction:
HR department must have the monitoring method for improvement
programs of employee satisfaction. Many organizations just do
appraisal of employee satisfaction but not pay attention to role of
monitoring.
Build solutions to improve satisfaction.
Training all level of management about the importance of satisfaction
and methods to increase satisfaction.
V. Working conditions and environment:
 Build occupational health and safety program.
VI. Employees by them self:
 Hiring the right employees.
 Clearly defined and communicated expectations.
2:Process of improvement:
e) Identification of method used:
You should identify methods that can be implemented to improve the
assessment satisfaction of employees.
f) Determining the level of satisfying the question example rating scale of
relation with supervisors is 2.2/5. And you intend to implement 2 solutions
and the expectations scale is 4/5.
g) Determining the increasing rate of each method:
You get a new level satisfy subtract satisfying old level. Total of the
increasing scale is 8 for example, Methods to improve factor “relation with
supervisors”.
a) Methods options:
Depending on the desire to resolve issues of the business.

3.4: Methods of measure of employee satisfaction:
1. Job Descriptive Index:
Job descriptive index is a scale used to measure five major factors associated
with job satisfaction: Work itself, Supervision, Pay, Promotion, Co-workers. The JDI
was first introduced in 1969 and since then has been used by over 1000 organization
in many sectors.
2. Job in General Scale:
Job in general scale is a method of employee satisfaction and developed as a
global measure of job satisfaction. Job in general scale is similar to job in general
scale, it introduced 1969 by Smith, Kendall and Hulin was modified in 1985 by the
job in general scale research group.
3.Minnesota Satisfaction Questionnaire:
The Minnesota satisfaction questionnaire is designed to measure an
employee’s satisfaction with their particular job.
Methods include 100 items measuring 20 facets of job satisfaction.
4.Satisfaction/Dissatisfaction method:
In this method, you just send a question from that includes:
 What is good thing in our company?
 What is not good one in our company?
This method is suitable for “emergency events” and you need result
in a short time.
5. Interview method:
This method is used for:
 Review all data collected from other method.
 Review key person.
3.5: Factors affecting employee satisfaction:
1. Career Development:
 Organizations commitment professional development within the
organization.
 Career development opportunities for learning and professional
growth mentor(ships, cross training etc.)
 Job specific training.
 Opportunities to network with others (within or outside the
organization) to help in advancing ones career.

 Opportunities to use skills and abilities in work.
 Paid training and tuition reimbursement programs
2. Compensation and Benefits:
 Compensation/pay:
 Base rate of pay opportunities for variable pay (bounces,
commissions, other variable pay, monetary rewards for ides or
suggestions).
 Stock options.
 Being paid competitively with the local market.
 Benefits:
 Health care/medical benefits.
 Family-friendly benefits (life insurance for dependents)
 Paid time off (vacation, holidays, sick days, personal days, etc.)
 Retirement benefits (defined contribution plans such as 401 (k)
and other defined plans such as pensions)
Flexibility to balance life and work issues
(alternative work arrangement, including job
sharing, flex schedules, telecommuting etc.)
3. Relationship with Management:
 Communication between employees and senior management.
 Autonomy and independence to make decisions.
 Management recognition of employee job performance (feedback,
incentives, rewards)
 Relationship with immediate supervisor.
4. Work Environment:
 Feeling safe in the work environment.
 Job security.
 Meaningfulness of job (understanding how job contributes to
society as a whole)
 Organizations commitment to corporate social responsibility
(balancing financial performance with contributions to the quality
of life of its employees, the local community and society at large)
 Organizations commitment to a ‘green’ workplace
(environmentally sensitive and resource efficient)
 Overall corporate culture (organizations reputations, work ethics,
values, working conditions, etc.)
 Relationships with co-workers
 Contribution of work to organizations business goals.
 The work itself (it is interesting, challenging, exciting, etc.)
 Variety of work (working on different projects, using different
skills.)

3.6: Objectives of employee satisfaction:
1. Commissions and Bonuses:
One objective of employee satisfaction is to reward hardworking
employees by offering commission payments and bonuses. This can
include commission payments on high-priced items sold by salesmen or
providing a bonus if an employee has successfully helped answer a
specific amount of customer questions during a single month.
2. Increasing Employee Involvement:
Increasing employee involvement is another step in keeping employees
satisfied. An objective for increasing opinions and ideas from employees
can result in employees feeling more involved in the business. The
objective must provide guidelines regarding how the employees can
contribute more in the workplace and how the ideas are evaluated.
Employee involvement can result in the employees feeling as valuable
assets to the business.
3. Addressing Employee Needs:
Addressing employee needs in the workplace is another way of improving
and maintaining the satisfaction. Workers may feel dissatisfied if they do
not have the resources or tools available to complete their tasks. An
objective can be to address employee needs by providing the necessary
resource and tools, such as computers, new printers or scanners and
additional outsourced help so the employees can feel accomplished and
proud of their work.
4. Internal Promotions and Recognition:
Internal promotions and professional recognition is another method of
maintaining employee satisfaction within a given company. An objective
can be to analyze existing employees and consider them for the new
openings as a method of maintaining employee satisfaction, rather than
hiring employees that they are valued and appreciated.
3.7: Procedure of employee satisfaction:
1. Purpose of procedure of employee satisfaction:
 Develop or change the policy for satisfaction of employees.
 Knowledge, satisfaction and expectation need to be measured in
order to develop company prepared for tomorrow.
 To derive and analyze the current satisfaction level of the
employees in the company.
 Assessment of the management development needs and areas of
improvement.

 Assessment of level of progress in performance improvement and
overall company’s climate.
2. Scope of application:
 Apply for the evaluation of satisfying the entire staff.
3.Documents related:
 Human resource handbook.
 This document is suitable and followed ISO 9000 standard, version
2004.
4. Policies of employee satisfaction:
 The employee satisfaction survey is carried one time per 3 months.
 The sample size for the survey is about 40% of the total/target
population. The total/target population for the employee
satisfaction survey includes the complete employee strength at the
company.
5. Steps of implementing employee satisfaction:
a. Employee satisfaction study/research-
Each quarter, HR manager reviews the information needed
to determine the satisfaction of employees based on the
following basis.
 Information and results of the survey times before.
 Comments by company directors.
 Proposal by HR staff and department managers.
 Other contents in the purpose of this process.
b. Develop evaluation plan-
 Pursuant to the need to evaluate, HR manager create a
draft of content assessed in the form and attached this
procedure.
 HR manager also discuss with other manager about
content, method assessed. Then the draft must besent to
director for approval.
 Methods of appraisal also indicate clearly. You also use
employee satisfaction survey software for appraisal.
c. Implement improvement-
 HR department is responsible for implementing
improving solutions, supervising result and reporting
result to director.
d. Transfer form to employees-

Pursuant to the plan was approved by director HR manager
deployed to HR staff do the following:
 Photo sufficient number of survey.
 Preparing small envelope enough based on number of
survey.
 Preparing large envelope by department.
 Move the survey to department heads. Each employee
will be received 01 form attached with an envelope.
 When employees complete the assessment, they must
be closed envelope by pasting on it, send to the
department head.
 Head of department is responsible for collecting
envelope and send to HR department.
e. Gather and analyze data-
 Next time 3-5 days from the date of distributing survey, HR department is
responsible for collecting survey and send it to director.
 Based on the opinions of staff, director of the company will assign people
to enter and analyze data.
 Communication of the results to employees through employees meeting,
Companynews, letters, memoranda and feedback meetings conducted by
trained leaders to clarify and identify issues.
6. Deployment of procedure:
 This document was distributed to Board of Directors, all
departments.
 Head of personnel is responsible for guiding the staff of this
document (requires employees to sign)
 The guidelines for staff to be in the minutes of instructions and
procedures
 And training on latest 1 week from the date of receiving the
document.
7. Form attached:
 Appraisal plan of employee satisfaction.
 Employee satisfaction form.

3.8:Factors contribute to increase the levelof satisfaction:
:
Employee
Satisfaction
Job Satisfaction
Job and Task
Work
Environment,
SocialEnvironme
nt
Leadership
Management
skills
Management
styles
Opportunity
Training
Development
Career
Development
Retention and
Termination
performance
appraisal
Monetary and
Non- Monetary
Rewards
Organization and
Structure
Security
Communication
Teamwork
Minimum Values
Sense of purpose
organizational
values and beliefs

3.9:7 Ways to Improve Employee Satisfaction:
1: GiveEmployees More Control:
"Happiness is affected by [employee's] sense of control over their lives," says Rubin.
Employers should look for ways to give employees more control over their schedules,
environment, and/or work habits. For instance, employers could offer alternative work
schedules such as flextime or telecommuting. Today's employees have demanding
schedules outside of work, and many workers appreciate a boss who considers work-
life balance. Because every person's obligations outside of work are different,
customized schedules are a great way to improve employee satisfaction.
Employers should also encourage employees to customize their workstations. This
could include décor and/or equipment. This not only gives employees control over
their work environments, but it can ease personal barriers such as back pain or
eyestrain. In addition, studies show that certain colors or décor can improve
happiness. Employees will be able to create a place they enjoy working in rather than
being stuck in a bland office cubicle.
Another way to give employees a sense of control is to create employee-driven
competitions such as sales competitions. These activities put employees in control of
their success. Each employee can set personal goals, and they will feel a sense of
accomplishment rather than obligation.
2: Ease Commuting Stress:
According to the U.S. Census Bureau, 86.5% of workers over the age of 16 drive to
work, whether carpooling or driving alone.
"Bad commutes are a major source of unhappiness. People feel frustrated, powerless,
and stressed," states Rubin.
Employers should consider ways to decrease commuting stress. For instance,
employers could stagger work times to avoid heavy traffic. Review beginning and
ending times and determine if the specific times or the amount of people arriving at
each time can be adjusted. In addition, review late arrival policies. If employees are
severely reprimanded for arriving late, they will be much more stressed during a bad
commute and will arrive at the office miserable.
Another possibility is to offer telecommuting options. This eliminates the necessity of
commuting and allows employees to work where they are most comfortable.
Telecommuting also has a variety of benefits for the employer such as reduced costs.

3: Stop Wasting Time:
Tight deadlines are another major sources of stress for many employees. Employers
can ease this stress by freeing up more time. For instance, employers can make
meetings shorter and more efficient. Consider tricks that sound silly but are actually
effective such as having a meeting with no chairs. People will be more likely to stick
to the necessary agenda when they have to stand the entire meeting.
Whenever possible, substitute conference calls for meetings. To reduce unnecessary
chitchat, make calls before lunchtime or at the end of the day. People will want to cut
to the chase, so they can go to lunch or get home.
Another idea is to create organizational systems that improve efficiency. Clutter and
confusion are major time zappers. Organized offices and systems ease stress, save
time, and increase productivity.
.
4: Encourage Social Connections:
Socialization is a key component of happiness. "Interacting with others gives people a
boost in mood – surprisingly, this is true even for introverts," writes Rubin.
Employers should find ways to encourage social relations. Consider an office
arrangement that fosters communication. Arrange workstations so employees can see
each other and talk.
Employers can also encourage office celebrations for holidays and birthdays. These
celebrations do not need to be expensive. It can be as simple as asking everyone to
bring in a covered dish. Even when there is no reason to celebrate, encourage
employees to eat lunch together. Provide a comfortable eating area.
Socialization is not limited to office hours. Encourage out of office socialization such
as volunteer programs. This gives employees a change to develop relationships
outside of the office while promoting the company in a positive way. Community
service is a great way to build a positive reputation, and it is a happiness booster for
employees.
"Those who work to further causes they value tend to be happier and healthier,
experience fewer aches and pains, and even live longer," says Rubin.
5: Promote Good Health:
Poor health is not only damaging to employees, it is detrimental to businesses.
"Corporations pay a heavy cost for stress-related illnesses, such as hypertension,
gastrointestinal problems, and substance abuse," says Rubin.
"Up to 90% of all doctor visits in the United States are for stress-related illnesses,"
according to Dr. Mehet Oz of the Dr. Oz Show.

Chronic stress has a variety of negative side effects such as weight gain, lower
immune system, increased risk of disease, and fatigue. Employers should encourage
employees to reduce stress levels and improve their overall health.
The first step is to educate employees on health topics. Provide reading materials or
offer seminars. People can't make positive changes if they don't know what to
change.
Once employees know about health topics such as stress, exercising, and healthy
eating, start a health related competition such as the Biggest Loser. This offers
employees motivation and a support system. If the entire office is involved,
employees will be more likely to accomplish their goals.
To help employees make positive lifestyle changes, have a kitchen equipped with a
refrigerator and microwave to prepare healthy meals. Research shows that preparing
food is healthier than eating out. Also, encourage breaks throughout the day. Even
small amounts of exercise throughout the day are beneficial.
According to Dr. Oz, "Exercise releases serotonin and dopamine, the feel-good
hormones that become blocked during stress. Walking stairs is a great workout. One
study showed that walking stairs 7 minutes a day reduces the risk of heart disease by
two-thirds."
If possible, offer a company discount on gym memberships. This will encourage
employees to make positive choices outside of the office and to exercise regularly.
6: Create an Atmosphere of Growth:
Jobs are more than a source of income. Jobs are a venue for employees to grow and
learn. In a survey about employee motivation, employees ranked job characteristics
that motivated them. Surprisingly, high wages and promotion were not in the top
three. Instead, the number one desire was "Full Appreciation of Work Being Done."
Employers can create an atmosphere of growth by providing training, acknowledging
benchmarks, and celebrating accomplishments. Employers should also encourage
employees to take risks and learn new skills. Employees will become bored and lose
motivation if they are never given an opportunity to expand their skills and
responsibilities.
7: Break Up Routines:
Surprises add spark to all areas of life, including the workplace. "Even a small treat
can boost people's happiness – and people get a bigger kick from an unexpected
pleasure," says Rubin.
Employers should look for small ways to surprise employees. For instance, you can
occasionally bring in a special treat such as coffee or baked goods. Small gestures
show employees that you appreciate their time.

Another idea is to host an office party for a quirky holiday. Employers could even
allow employees to create a holiday. Again, this does not need to be expensive. The
keys are breaking up the routine of the workweek, promoting socialization, and
demonstrating your appreciation.
Also consider an office give-away. You can hold a raffle or competition to motivate
employees. The prize can be as simple as a gift card or as extravagant as a vacation.
If you don't think you need to improve employee satisfaction, read all the comments
from dissatisfied employees on message boards such as Yahoo.
One user states, "I believe companies want good employees that work hard and are
loyal but they will never get this because of the way they treat their employees."
Prove these disgruntled employees wrong. Be the best boss you can be and strive to
improve happiness in the workplace. Your extra effort may just lead to a better a
business.

Data Analysis and Interpretation
Table No: 1.
1. Table showing the consideration of the employee in decision making.
Sr.No Particulars No. of Respondents Percentage
1 Yes 36 72
2 No 14 28
Total 50 100
(Source: Survey)
Pie Chart No: 1
Interpretation:
The above table and pie-chart shows that, 72 percent respondents are agree
and 28 percent respondents are disagree with the consideration of the employee in
decision making.
72%
28%
Pie-chartshowingthe considerationof the respondentsin
decisionmaking.
Yes No

Table No: 2.
2. Table showing the employee response towards the comfortable work
environment.
Sr.No Particulars No. of Respondent Percentage
1 Strongly Disagree 00 00
2 Disagree 04 08
3 Agree 28 56
4 Somewhat Agree 05 10
5 Strongly Agree 13 26
Total 50 100
(Source: Survey)
Pie-chart No: 2
Interpretation:
The above table and pie-chart shows that, 8 Percent respondents are
disagree, 56 percent respondents are agree, 10 percentrespondents are
somewhat agree and 26 percent respondents are strongly agree that the
organization provided the comfortable work environment to the employees.
0%
8%
56%
10%
26%
0% 0%
Pie-chart showing theemployee responsetowards comfortable
work environment
Strongly Disagree Disagree Agree Somewhat Agree Strongly Agree

Table No:3.
3.Table showing the awareness about the mission statement of the department.
1 Yes 19 38
2 No 31 62
Total 50 100
(Source: Survey)
Pie-chart No:3
Interpretation:
The above table and pie-chart shows that, 38 Percent respondents are agree, 62
percent respondents are disagree with the awareness about the mission statement of
the department.
38%
62%
0%
Pie-chart showing theawareness about themission statements
of the department
Yes No

Table No:4
4. Table showing the awareness of the employee about job requirement.
1 Yes 28 56
2 No 22 44
Total 50 100
(Source: Survey)
Pie-chart No:4
Interpretation:
The above table and pie-chart shows that, 56 Percent respondents are
agree, 44 Percent respondents are disagree with the awareness of the employee about
job requirement.
56%
44%
0% 0%
Pie-chart showing theawareness of the employee about job
requrement
Yes No

Table No:5
5. Table showing the training provided of the respondent.
1 Yes 24 48
2 No 26 52
Total 50 100
(Source: Survey)
Pie-chart No:5
Interpretation:
The above table and pie-chart shows that, 48 percent respondentsopined
‘Yes’ and 52 percent respondents opined ‘No’ to the statement whether the
organization provides the training to the employees.
48%
52%
0% 0%
Pie-chart showing thetraing provided of theresponfent
Yes No

Table No: 6
6. Table showing the employee about recognition given by the management.
1 Yes 31 62
2 No 19 38
Total 50 100
(Source: Survey)
Pie-chart No:6
Interpretation:
The above table and pie-chart shows that, 62 percent respondents
are agree, 38 percent respondents are disagree with the employee recognition given by
the management.
62%
38%
0%
Pie-chart showing theemployee about recognition given by the
management
Yes No

Table No:7
7. Table showing the employee about use of their abilities and skills of by the
management.
2 Disagree 06 12
3 Agree 18 36
Total 50 100
(Source: Survey)
Pie-chart No:7
Interpretation:
The above table and pie-chart shows that, 12 Percent respondents are disagree, 36
percent respondents are agree, 36 percent respondents are somewhat agree and
16 percentrespondents are strongly agree with the employee about use of their
abilities and skills by the management.
0%
12%
36%
36%
16%
0% 0%
Pie-chart showing theemployee about useof their abilities and
skills of bye themanagement

Table No:8
8. Table showing the consideration by the management towards personnel problem of
the employees.
2 Disagree 06 12
3 Agree 20 40
Total 50 100
(Source: Survey)
Pie-char No:8
Interpretation:
The above table and pie-chart shows that, 12 percent respondents are
disagree, 40 percentrespondents are agree, 40 percent respondents are
somewhat agree and 8 percent respondents are strongly agree with the
consideration by the management towards personnel problem of the employee.
0%
12%
40%
40%
8%
0%
Pie-chart showing theconsideration by themanagement
towards personnelproblemof the employees

Table No:9
9. Table showing the best work schedule (shift) of the employee.
1 Day Shift 26 52
2 Afternoon Shift 13 26
3 Night Shift 11 22
Total 50 100
(Source: Survey)
Pie-chart No:9
Interpretation:
The above table and pie-chart shows that,52 percentrespondents are
agree to day shift, 26 percent respondents are agree to afternoon shift. And 22
percent respondents agree to night shift.
52%
26%
22%
0%
Pie-chart showing thebest work scheduleof theemployee
Day Shift Afternoon Shift Night Shift

Table No:10
10. Table showing the satisfaction level of the employee regarding motivation given
by the management for efficient performance.
1 Yes 31 62
2 No 19 38
Total 50 100
(Source: Survey)
Pie-chart No:10
Interpretation:
agree, 38 percent respondents are disagree with the satisfaction level of the employee
regarding motivation given by the management for efficient performance.
62%
38%
0% 0%
Pie-chart showing thesatisfication level of the respondents
Yes No

Table No:11
11. Table showing the satisfaction level of the employees regarding teamwork.
2 Disagree 10 20
3 Agree 18 36
Total 50 100
(Source: Survey)
Pie-chart No: 11
Interpretation:
disagree, 36 percent respondents are agree, 32 percent respondents are
somewhat agree and 12 percentrespondents are strongly agree with the
satisfaction level of the employees regarding teamwork.
0%
20%
36%
32%
12%
0%
Pie-chart showing thesatisfaction level of therespondent
regarding teamwork

Table No:12
12. Table showing the employee willing to recommend to other to join the company.
1 Yes 38 76
2 No 12 24
Total 50 100
(Source: Survey)
Pie-chart No:12
Interpretation:
The above table and pie-chart shows that ,76 percent respondents
are agree, 24 percent respondents are disagree with the employee willing to
recommend to other to join the company.
76%
24%
0%
Pie-chart showing therespondent willing to recommend to
otherto join thecompany
Yes No

Table No:13
13. Table showing the employees are satisfied in life comes from his work.
2 Disagree 02 04
3 Agree 07 14
Total 50 100
(Source: Survey)
Pie-chart No:13
Interpretation:
disagree, 14percent respondents are agree, 34 percent respondents are
somewhat agree and 48 percent respondents are strongly agree with the
employee are satisfied in life comes from his work.
0% 4%
14%
34%
48%
0%
Pie-chart showing theemployee are satisfied in life comes from
his work

Table No:14
14. Table showing the employee describe the relation in his work place between
management and employee.
2 Disagree 11 22
3 Agree 16 32
Total 50 100
(Source: Survey)
Pie-chart No:14
Interpretation:
The above table and pie-chart shows that, the employee describe the
relation in his work place between management and employee. Out of 50
respondents, 42 percent respondents opined it ‘very good’, 22 percent
respondents ‘quite good’, 32 percentrespondents are ‘neither good nor bad’
and 4 percent respondents are ‘quite bad’ with his satisfaction level.
42%
22%
32%
4% 0% 0%
Pie-chart showing theemployee describein his work place
between management and respondent

FINDINGS
1) It is found that maximum respondents (72 percent) are agreeing with the
involvement in decision making. (Refer table No. 01)
2) It is found that majority of respondents (92 percent) are agreeing with the
work environment.(Refer table No.02)
3) It found that maximum respondents (72 percent) are not satisfied with the
mission statement of the department.(Refer table No.03)
4) It is found that maximum respondents (56 percent) are satisfied with the
awareness of their job requirements.(Refer table No.04)
5) It is found that minimum respondents (48 percent) are satisfied with the
training provided by the management.(Refer table No.05)
6) It is found that majority of respondents (62 percent) are satisfied with
recognition given by the management.(Refer table No.06)
7) It is found that maximum respondents (82 percent) are strongly agreed with
the use of abilities and skills of employees by the management.(Refer table
No.07)
8) It is found that majority of respondent (88 percent) are strongly agreed with
consideration employee’s personal problem by the management.(Refer table
No.08)
9) It is found that only very few respondents (22 percent) are satisfied with night
shift (schedule).(Refer table No.09)
10) It is found that maximum respondents (62 percent) are satisfied with regarding
motivation given by the management for efficient performance.(Refer table
No.10)
11) It is found that maximum respondents (80 percent) are strongly agreed with
teamwork.(Refer table No.11)
12) It is found that maximum respondents (76 percent) are satisfied with the
statements that they will recommend others to work for the company.(Refer
table No.12)
13) It is found that maximum respondents (96 percent) are satisfied with describe
in work place between management and employees.(Refer table No.13)
14) It is found that maximum respondents (36 percent) are strongly respondents
are strongly agreed in life comes from his work.(Refer table No.14)

CONCLUSION
Finding suggestions are based on the survey conducted and these points are to be
looked into and steps are to be taken in this regard for higher growth.
From this analysis I conclude that job provides the opportunity to the employee
to exercise his/her skills at work place.Number of the employees accepted that at
times there is a considerable flexibility in co-ordination with work and they are
satisfied with the existing job they are performing.
“Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar KarkhanaLtd;
Chandrabhaganagar” follows a systematic planning and review process and the can be
concluded in the following areas:
It is found that maximum respondents are agreeing with the involvement in decision
making., requirements, the training provided by the management, satisfied with
recognition given by the management, maximum respondents are strongly agreed
with the use of abilities and skills of employees by the management, agreed with
consideration employee’s personal problem by the management and especially are
satisfied with day shift.
It can also be taken as a note that there is a scope for the improvement of working
conditions in “Shri. Sahakar Shiromani Vasantrao Kale Sahakari Sakhar
KarkhanaLtd; Chandrabhaganagar” along with salary package.
Finally I would like to conclude that the employees of “Shri. Sahakar Shiromani
Vasantrao Kale Sahakari Sakhar KarkhanaLtd; Chandrabhaganagar”, are in general
parlance are satisfied with their work and organization.

BIBILOGRAPHY
Human Resource Management-SubbaRao
WEBLIOGRAPHY
www.google.com
www.employeesatisfaction.com
www.hr.com

QUESTIONNAIRE
Dear Sir/Madam,
I am Miss. Priyanka N.Dongare M.B.A.-II year student of SVERI’s College of
Engineering, (Department of M.B.A.) Doing my project work entitled “A study on
employee satisfaction with reference toShri. Sahakar Shiromani Vasantrao Kale
Sahakari Sakhar KarkhanaLtd; Chandrabhaganagar”.
The information furnished by you will be kept confidential and used for academic
purpose only.
Q.1.General information:
Name:
Address:
Contact No:
Gender: A: Male B: Female
Age Group:
A:21-25 B:26-30 C: 31-35
D: 36-40 E: 41 and above
Education:
A: 10th B: 12th Graduation
C: ITI D: Diploma E: Other
Income:
A: Below 5000 B: 5000-7000 C: 7000-10000
D: 10000-15000 E: 15000 and above
Q.2. Is your opinion taken in the consideration in decision making process?
A: Yes B: No

Q.3. Management has created an open and comfortable work environment?
A: Strongly Disagree B: Disagree C: Agree
D: Somewhat Agree E: Strongly Agree
Q.4. Would familiar with the mission statement of your department?
A: Yes B: No
Q.5. Do you know your job requirements and expectation for daily basis?
A: Yes B: No
Q.6. Is sufficient training is provided to you related to your job?
A: Yes B: No
Q.7. Do you related with recognition by management and the people you work with?
A: Yes B: No
Q.8. Management recognizes and makes use of your skills and abilities?
Q.9. Does management considers your personal problem at the time when needed?
Q.10. Which of the following best describes your usual work schedule (shift)?
A: Day Shift B: Afternoon Shift
C: Night Shift
Q.11. Are you encouraged to develop new and more efficient ways to do your work?
A: Yes B: No
Q.12. Employee work well together to solve problems and get the job done?
Q.13. Are you recommended other to work for this company?
A: Yes B: No

Q.14. In general, how would you describe management and employees relation at
your work place?
A: Very Good B: Quite Good C: Neither Good nor Bad
D: Quite Bad E: Very Good
Q.15. Are you overall satisfied with the current job?
Q.16. What changes, If any, do you feel need to made in your department to improve
working condition?

A study of employee satisfaction with reference to sahkar shiromani vasantrao kale sahkari sakhar karkhana ltd; chandrabhaga nagar

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A study of employee satisfaction with reference to sahkar shiromani vasantrao kale sahkari sakhar karkhana ltd; chandrabhaga nagar