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A RESEARCH REPORT ONEMPLOYEES SATISFACTION
ON
Pantaloon Retail (India) Limited a Future GroupVenture
Submitted in Partial Fulfillment ofMASTER OF BUSINESS ADMINISTRATION (MBA) PROGRAMME
Under U.P. Technical University, Luck now.
UNDER THE GUIDENCE OF:
FACULTY GUIDEMR.MUKESH SRIVASTAVA
ASSIS.PROFESERAMBALIKA INSTITUTE OF MANAGEMENT & TECHNOLOGY, LUCKNOW
SUBMITTED BY
MANISH KUMAR SRIVASTAVAMBA IV SEMESTER
AMBALIKA INSTITUTE OF MANAGEMENT AND
TECHNOLOGY Maurawa Road, Mohanlal Ganj, Lucknow.
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RESEARCH PROJECT
PROJECT TITLE: EMPLOYEES SATISFACTION
COMPANY: FUTURE GROUP
INTERNAL GUIDE: MR.MUKESH SRIVASTAVA
ASSISTANT PROFESSER,
AIMT,MOHANLALGANJ,
LUCKNOW.(UP)
SUBMITTED BY
NAME: MANISH KUMAR SRIVASTAVA
INSTITUTE: AMBALIKA INSTITUTE OF MANAGEMENT &
TECHNOLOGY, LUCKNOW.
ROLL NO: 0936370030
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PREFACEIn spite of the theoretical knowledge gained through classroom study, a person is
incomplete if not subject to practical exposure of real corporate world and may have to
face hurdles, which will be difficult to overcome without any first hand experience of
business.
In this context two months summer training has been design to make the person aware of
happening of the real business world .The report, entitled HR Initiatives has been doneby me at Future Group.
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ACKNOWLEDGEMENT
This project has been a great learning experience for me and I would like to express my
gratitude towards all the people who guided me throughout, and without whose guidance
and support, this project would not have been completed successfully. It is not possible to
mention the names of all the people who came as more than help for me during the
project. Nevertheless, I cannot stop myself from explicitly coming out about some, who
have guided me through out the project.
I would like to thank FUTURE GROUPE COMPANY for giving me the opportunity to
work then and gain first hand practical knowledge of the corporate sector.
I am really out of words to express my heartfelt gratitude to FUTURE GROUPE
COMPANY, Contribution has been outstanding, as regards invaluable advice on all
aspects of the project, irrespective of the specialty boundaries. I wouid like to give thanks
to Mr.Mukesh Srivastava who stood as an embodiment of inspiration during my entire
stay with the company. I am also thankful to him for showing confidence in me and
providing this opportunity.
I am also thankful to Mr. Ashwin Dubey HOD of MBA department of AIMT, Lucknow
with his very beneficial for me to understand and design the strategy of the project and
also me for his invaluable support through out the project.
Back at the institute, I found my faculty to be obliging, catering to the academic aspects
of the project. My internal guide Prof. Mukesk Srivastava helped me on each occasion
she as sort for. He has been a source of knowledge and inspiration.
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To sum up, my experience with FUTURE GROUPE COMPANY has been a valuable
one. The value addition was enormous and impact long lasting. I thank every one once
again.
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DECLARATION
I MANISH KUMAR SRIVASTAVA declare that the project report entitled
Employees Satisfaction A Study at Pantaloon Retail (India) Limited a Future
Group is an original and bonafide work .This is being submitted in the partial fulfillment
of the requirement for the award of degree of the Master of Business Administration
(Kipm-College Of Management). The matter embodied in this report has not been
submitted for the award of any other degree or diploma.
MANISH KUMAR SRIVASTAVA
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EXECUTIVE SUMMARY
Organizations are social systems, which consist on interacting with another. Managers
need to understand the variety of human behaviors that are within the organization to
maintain an effective environment and they must focus on individual needs. Many
managerial styles are in the business world today. Therefore, a manager must find the
right style for them and the corporation.
Employees are not afraid to explain their needs. A few needs are job satisfaction, job
enrichment, incentives either with pay or other bonuses, recognition, special privileges
and an effective environment. The behaviors within the Organization behavior is
composed of several behavioral sciences like; psychology, sociology, anthropology and
practicing managers. Managers need to keep an open mind to all the sources of
information that gives insights to understanding human behavior. A motivated employee
is an effective employee. Managers can enhance motivation through job satisfaction.
Motivation is based on meeting employee needs.
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, 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.
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The employee satisfaction is respect for workers and the job they perform. In every
interaction with management, employees should be treated with courtesy and interest. An
easy avenue for employees to discuss problems with upper management should be
maintained and carefully monitored. Even if management cannot meet all the demands of
employees, showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.
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INDEX
TOPIC PAGE NO.
Acknowledgement 4
Declaration 6
Executive Summary 7
Purpose of study 10
CHAPTER 1: Introduction
History of Company 15
Industry profile 17
Project Details 23
Objective of Employees satisfaction 24
CHAPTER 2 : Collection and Analysis of information
Research Methodology 34
Research Design 35
Data Collection 36
Sampling Method 37
Limitations 39
CHAPTER 3 : Project findings and recommendation
Findings 65
Conclusion derived from Data Analysis 66
Recommendation 69
BIBLIOGRAPHY 72
ANNEXUR 73
Questionnaire 74
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PURPOSE OF STUDY
A positive work environment starts with people having a clear sense of purpose
and direction, as well as having the opportunity to participate, engage and be
involved in that process. This includes giving your staff some degree of self-
determination, and making sure they know their objectives and specific goals.
An open environment of feedback, support and challenge from their boss and
from the people around them is vital. We all spend a lot of time at work but if
there is a clear sense of success, output and delivery connected to a clear goal and
purpose then people will feel a lot more engaged and committed to what they are
doing. Essentially, the overall workforce will be highly motivated if the alignment
between what the organization is trying to achieve as a whole and what the
individual employee is trying to do within their particular role is strong and
coherent.
As well as pay levels, research by the Corporate Leadership Council (CLC) found
that people also joined organizations on the basis of career opportunity,
organizational stability and its future prospects.
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NEED OF THE EMPLOYEE SATISFACTION
The satisfied, motivated employees facilitate higher customer satisfaction and, in turn,
positively influence organizational performance. Organizations that invest in measuring
employee opinions and attitudes, by incorporating Employee Satisfaction Surveys into
their existing HR processes, can develop such a workforce.
More Accurate Perspective
Organizations can attain clearer perspective on how their employees prioritize and rank
the importance and value of topics such as corporate benefits, versus compensation,
versus career development.
.
Increased Employee Loyalty
By quantifying and analyzing employee attitudes and opinions, enterprises can identify
problem areas and develop solutions that create a supportive work
environment and foster a motivated, loyal workforce.
Training Needs Assessment
Employee Satisfaction Surveys help to develop individual goals and career potential.
With more insight into employee opinions and attitudes, management can establish
effective professional development initiatives.
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Improved Customer Service
Because motivated employees are critical to improved organizational initiatives, such as
increasing customer satisfaction, enterprises that value and strive for greater Employee
Satisfaction ultimately create higher customer satisfaction.
ADVANTAGE OF THE EMPLOYEE SATISFACTION
Employee Satisfaction with consumer-driven plans is high. Benefits employee
cite of choosing consumer-driven plans are:
Increased awareness of benefits and cost, which promotes positive behavior
Changes.
Greater personal investment in their healthcare decision because they manage
account balances.
More control of their choices.
Web- based tools that offer valuable provider quality and personal health
information.
Improve employee motivation and retention.
Improve employer branding.
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In the project a Questionnaire was prepared and was asked and fill by the Team member
in the BIG BAZZAR NOIDA. The questionnaire had two parts:
Personal Information
Information about the company/individual
The questionnaire was asked and fills by the 60 Team member but 45 responded out of
them.
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INTRODUCTION
THE HISTORY OF THE COMPANY
Pantaloon Retail (India) Limited is Indias leading retailer that operates multiple retail
formats in both the value and lifestyle segment. Kishore Biyani is Known as India s
King of Retail. Pantaloons headquarter is in Mumbai. The company currently operates
over 5 million square feet of space and has plans to increase it to 30 million sq. ft by
2011. Pantaloon has to open over 3000 new stores by 2010.Pantaloons origin can be
traced to 1987 when the company was incorporated as Manz Wear Private Limited.
The company launched Pantaloons trouser, Indias first formal trouser brand. In 1992 ,
Pantaloon launched its IPO. BARE Indian Jean brand launched 1989-90 ,John miller-
Shirt inspired by America - Formal shirt in popular segment launched 1993-94
Distribution of branded garments through multi-brand retail outlets across nation and
exports of garments 1993-94.
The Pantaloon ShoppeExclusive menswear store in franchisee format launched across
nation 1993-94Big Bazaar , Indias First hypermarket chain was launched. In 2002, Food
Bazaar , the supermarket chain was Launched. In 2006 , Future Capital Holding, the
companys financial arm launched real estate funds, Kshitij and Horizon and private
equity fund In division.
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MISSION OF PANTALOON RETAIL(INDIA) LIMITED A FUTURE
GROUPE
We share the vision and belief that our customers and stakeholders shall be served
only by creating and executing future scenarios in the consumption space leading
of economic development.
We will be the trendsetters in evolving delivery formats, creating retail realty,
making consumption affordable for all customer segments- for classes and for
masses.
We shall infuse Indian brands with confidence and renamed ambition.
We shall be efficient, cost-conscious and committed to quality in whatever we do.
We shall ensure the our positive attitude sincerity, humility and united
determination shall be the driving force to make us successful.
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INDUSRY PROFILE
INCEPTION
Future Group is one of the countrys leading business groups present in retails, asset
management consumer finance, insurance, retail media, retail spaces and logistics. Future
Group is present in 61 cities and 65 rural location. The groups flagship company,
Pantaloon Retail (India) Limited operates over 10,000,000 square feet (930,000 m2) of
retail space; has over 1,000 stores and employs over 30,000 people. Some of its leading
retail formats include Pantaloons, Big Bazaar, Central, Food Bazaar, Home Town,
EZone, Depot, Future Money and online retail format.
Future Group Companies includes, Future Capital Holdings, Future Generally India,
Indus League Clothing and Galaxy Entertainment which manager Sports Bar, Brew Bar
and Bowling Co. Future Capital Holdings, the groups Financial arm, focuses on asset
management and consumer credit. It manages assets worth over $ 1billion that are being
invested in developing retail real estate and consumer-related brands and hotels.
The groups joint venture partners include Italian insurance major Generally, French
retailer ETAM group, US-based stationary products retailer Staples Inc and UK-based
Lee Cooper and India-based Jaywalkers, Blue Food and Liberty Shoes.
Future Groups vision is to, Deliver Everything, Everywhere, Every time to Every Indian
Consumer in the most profitable manner. The group considers Indian-ness as a core value
and its corporate credo isRewrite rules, Retain values.
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COMPANY TIME LINE
Major Milestones
1987
Company incorporated as Manz Wear Private Limited. Lunch of Pantaloons trouser,
Indias first formal trouser brand.
1991
Launch of BARE, the Indian jeans brand.
1992
Initial public offer (IPO) was made in the month o May.
1994
The Pantaloon Shoppe-exclusive menswear store in franchisee format launched across
the nation. The company starts the distribution of branded garments through multi-brand
retail outlets across the nation.
1995
John Miller- Formal shirt brand Launched.
1997
Pantaloons- Indias family store Launched in Kolkata.
2001
Big Bazaar, Is se sasta aur accha Kahi nahin-Indias first hypermarket chain Launched.
2002
Food Bazaar, the supermarket chain is launched.
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2004
Central- Shop, Eat, Celebrate In The Heart Of Our City- Indias first seamless mall is
launched in Bangalore.
2005
Fashion Station- the popular fashion chain is Launched
Alla little largeexclusive stores for plus- size individuals is launched
2006
Future Capital Holdings, the companys financial arm launched real estate funds Kshitij
and Horizon and private equity fund In division. Plans forays into insurance and
consumer credit. Multiple retail formats including Collection i, Furniture Bazaar ,Shoe
Factory, Zone, Depot and futurebazaar.com are launched across the nati
2007
Images Retail Awards:
1. Most admired retail face of the year: Kishore Biyani
2. Most admired retailer of the year : Large format, Multi product store: BIG
BAZAAR.
3. Most admired retailer of the year : Food and Grocery: FOOD BAZAAR.
4. Most admired retailer of the year: Home $ office improvement: Home Town.
5. Most admired retail company of the year: Pantaloon Retail (India) Ltd.
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NATIONAL RETAIL FEDERATION AWADS:
International Retailer for the year 2007- Pantaloon Retail (Indian) Ltd.
WORLD RETAIL CONGRESS AWARDS:
Emerging market retail of the year 2007- Pantaloon Retail (India) Ltd.
HEWITT BEST EMPLOYERS 2007:
Best employers in India (Rank 14th )- Pantaloon Retail (India) Ltd
PC WORLD INDIAN WELSITE AWARDS:
Best India website in the shopping Category- Future Bazaar.Com.
Coca-Cola Golden Spoon Awards 2008:
Were given away for the first time as a culmination of the Food Forum India 2008.
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ACHIEVEMENTS: (2007-2009)
The company has achieved significant milestones during the year under review:
Financials Achievements of Big Bazaar
FULL YEAR ABP (2007-2008) = 63.66CR
ACHIEVED (2007-2008) = 66.56
THIS YEAR ABP (2008-2009) = 78.91CR
Board of Directors
Anju Poddar : Independent Director
S . Doreswamy : Independent Director
Rakesh Biyani : Wholetime Director
Gopikishan Biyani : Wholetime Director
Shailesh Haribhakti : Independent Director
Kishore Biyani : Managing Director
Ved Prakesh Arya : Operations & COO
Darlie Koshy : Independent Director
Bala Deshpande : Independent Director
Anil Harish : Independent Director
Anju Poddar : Independent Director
S . Doreswamy : Independent Director
Rakesh Biyani : Wholetime Director
Gopikishan Biyani : Wholetime Director
Shailesh Haribhakti : Independent Director
Kishore Biyani : Managing Director
Ved Prakesh Arya : Operations & COO
Darlie Koshy : Independent Director
Bala Deshpande : Independent Director
Anil Harish : Independent Director
Board of
Directors
Board of
Directors
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Event Achiement Target Duration
FLAT 50% OFF 113% 1.10 CR
6 May to 9May
2007
5 Din Mahabachat 102% 2.69 CR
11Aug to
15Aug2007
DEEPAWALI DHAMAKA 129% 6.69 CR
29Oct to
9Nov2007
MANO YA NA MANO 115% 2.80 CR
15thDec to 31st
Dec2007
SABSE SASTE 3 DIN 105% 2.70 CR
25th Jan to 27th
Jan
EXCANGE OFFER
NOT
SPECIFIC
3rd Feb to 14th
Mar
CITY ANNIVERSARRY OFFER 109% 2.70 CR 11th to 20th April
HABACHAT OFFER 89% 3.10 CR 13th to 17th Aug
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COMPETITOR OF FUTURE GROUP
1.RPG
2. Reliance Retail
3. Life style
4.Vishal Megamart
PROJECT DETAILS
EMPLOYEES SATISFACTION
The company to maintain a standards & increase productivity by motivating the
employees. This study tells us how much the employees are capable & their interest at
wok place? What are the things still to be satisfy to the employees. Although "human
resource" are the most important resources for any organization, so to study on
employees satisfaction helps to know the working conditions & what are the things that
affects them not to work properly. Always majority of done by the machines/equipments
but without any manual moments nothing can be done. So to study on employee
satisfaction is necessary.
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, 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.
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OBJECTIVE OF THE EMPLOYEES SATISFACTION
The value of the five is employees satisfaction.
Interesting work.
No one wants to do the same boring job over and over, day after day. Although any job
will require some repetitive tasks, all jobs should include at least some parts that are of
high interest to employees.
Information.
Information is power and employees want to have the information they need to know to
do their jobs better and more effectively. And, more than ever, employees want to know
how they are doing in their jobs and how the company is performing overall. It is vitally
important to open the channels of communication in an organization to allow employees
to be informed, ask questions, and share information and to inspire them to share the
vision of the company.
Involvement.
Managers today are faced with an incredible number of opportunities and problems and,
as the speed of business continues to increase, the amount of time that they have to make
decisions continues to decrease. Involving employees in decision-making, especially
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when the decisions affect them directly, is both respectful and practical. Not only do
those closest to the problem typically have the best insight as to what to do, involving
them in decision-making will increase their commitment and improve the success of
implementing new ideas or change. Similarly, management needs to follow through on
promises and live the values they preach.
Independence.
Few employees want their every action to be closely monitored. Most employees
appreciate having the flexibility to do their jobs as they see fit. Giving employees latitude
increases the chance that they will perform as desired, as well as bringing additional
initiative, ideas, and energy to their jobs. Employees also need to be encouraged to
achieve their best potential.
Increased visibility.
Everyone appreciates getting credit when it is due. The occasions to share the successes
of employees with others are almost limitless. Giving employees new opportunities to
perform, learn, and grow as a form of recognition and thanks is highly motivating for
most people.
NEED OF THE EMPLOYEE SATISFACTION
This is a fairly simple tip. There are two questions to ask yourself.
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Do you have employees?
Do you know how they feel about their jobs and their work environments?
If the answer to the first question is yes and the answer to the second question is no, you
need to conduct an employee satisfaction survey, even if you have only a few employees
and gather the information through informal discussions.
The urgency of the matter is another thing entirely. The need to survey is greater when
one or more of the following factors are present.
1. Rapidly growing organization.
When an organization is growing quickly, it is critical to find out how employees
feel about their jobs, the organization, and their fit and future within it.
2. High or growing turnover rate.
While some industries have a naturally high turnover, growing turnover is a
problem for any organization. If your absolute level of turnover exceeds the
industry average, you have a problem that an employee satisfaction survey is
the first step to solving.
3. Excessive rumors.
A strong rumor mill is symptomatic of other problems in the organization. These
can include communications, trust, and fear. Only a survey can uncover the extent
to which any of these issues exists.
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4. Planned or recent organizational changes, including change of
leadership.
Change can be difficult for many people. If not handled properly, productivity and
profits can decline.
5. Highly competitive industry.
In a highly competitive industry, turnover minimization and productivity and
creativity maximization are keys to success. Staying in touch with employees is
necessary to facilitate continued competitiveness.
6. Contemplated changes in pay and benefits.
You must know what needs to be "fixed" and how much "fixing" it needs to
maximize return on invested money and people resources.
ADVANTAGE OF THE EMPLOYEE SATISFACTION
Employee Satisfaction with consumer-driven plans is high. Benefits employee
cite of choosing consumer-driven plans are:
Increased awareness of benefits and cost, which promotes positive behavior
Changes
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Greater personal investment in their healthcare decision because they manage
account balances
More control of their choices
Web- based tools that offer valuable provider quality and personal health
information.
Improve employee motivation and retention.
Improve employer branding
DISADVANTAGE OF EMPLOYEES SATISFACTION
Creates challenges for supervisors who must manage their areas during the leave
time and provide the same quality of service to customers.
May make coverage for technical positions or positions working alternate shifts
more difficult during the leave period.
Subjects the department to unplanned costs or impacts productivity if there is a
need to provide additional coverage during the leave period or to train existing
staff to provide coverage.
Reduces the employee's salary, some benefits, leave accruals, and the security of
his/her position.
Employee morale is often affected by frequent reassignment because the
employee may feel that management is using him or her. Clear and positive
communication is essential in these situations.
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Managers must monitor the assignment and determine a course of action should
the assignment become permanent.
Requires supervisors to closely monitor staffing levels so as not to compromise
service or to inadvertently incur overtime costs.
Employees who have been receiving premium overtime or working second jobs
on an on-going basis may feel entitled to extra pay; taking away the opportunity
to earn extra money could negatively impact morale.
Can become expensive if lots of non-exempt workers become eligible for time-
and-one-half compensation.
Managers will need to provide the same level of service to customers with a
reduced staff.
Productivity and morale of the remaining employees would be affected by the fear
of a temporary layoff.
This option is a negative recruitment and retention tool.
Good employees could be lost by securing employment elsewhere.
HOW TO KEEP EMPLOYEES SATISFACTION WITHEN YOUR
ORGANIZATION
How much do you think it costs to train a new employee? The costs involved with hiring
and training employees, called replacement costs can be up to 150% of the salary.
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Companies don't always see the relationship between recruiting and retention, which is
crazy" Branch, Retention does not mean to keep every employee, but it means to keep
the good ones that are making a difference within the organization.
It is important to try and retain employees. Managers can do this through incentives,
effective communication and the feeling of being appreciated. Provide the employee
with job satisfaction, satisfying duties and expand their knowledge of the organization.
Make employees feel like they are important.
Retention is not part of human resources. It is the manager's responsibility to provide
employees happiness. I believe that retention is an important issue for all organizations
in today's society. As a manager, you must keep employees involved within the
organization. Maintaining effective communication and provide updates on the
organizations performance.
If employees feel like they are a necessary function, they will choose to stay with the
organization and do their best. Managers can use incentives for maintaining employee
satisfaction and motivation. Once again, a satisfied employee is a valuable employee.
Retention and motivation provide organizational success. Retention of employees allows
your organization to focus on operations and deal with employee-employer relations.
Retain employees through incentives, effective communication and the feeling of being
appreciated. Retaining employees increases your chances of satisfying customers with
accurate and knowledgeable advice.
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EMPLOYEES SATISFACTION WITH BUSINES
How do we balance employee satisfaction and business
performance?
1 - Be careful what you measure
What gets measured, gets managed. If your measures of employee engagement are really
measurements of satisfaction, you may find yourself focusing your resources on the
wrong issues. For example, measuring how many people are thinking of leaving an
organization could be very misleading. If very few are leaving, perhaps they are very
comfortable, rather than very motivated.
2 - Goals not Work
Just giving people more work rarely makes them feel better unless they were very bored
in the first place. Giving people additional meaningful goals can motivate them to take on
more work as well as make them feel more responsible and important. Put simply - work
is pressure, goals are responsibility .
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3 - Engagement not Satisfaction
Employees may be satisfied simply because the terms and conditions are much better
than other work they could find in the area. Engaged employees are committed to the
organization and its goals. Find measures that will reflect commitment to your
organization. Examples might be: contributing new ideas; giving extra time on occasions;
helping out with community support programmers; recommending new employees.
4 - Communicate the organizational goals
Employees cannot be committed to the success of the organization if they don't know
what it's trying to achieve. No matter how large or small your company, don't leave
people to guess what is going on.
5 - Feedback
People are happier if they know how they are doing. If they know they are doing a good
job, and that's acknowledged, they will generally continue to do a good job, and may well
strive to do more. If you don't give people feedback, and they aren't doing a good job,
you can't expect them to be either satisfied or productive.
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RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. In it we study the
various steps that are generally adopted by a researcher in studying his research problem
along with the logic behind them.
Thus when we talk of research methodology we not only talk of the research methods but
also consider the logic behind the methods we use in the context of our research study
and explains why we are using a particular method or technique and why we are not
using others so that research results are capable of being evaluated either by the
researcher himself or by others.
This section contains the methodological issues in research. It focuses primarily on
providing help with the tools and techniques used in the research. These tools and
techniques differ from discipline to discipline. Researchers also have specific blazes.
Some will prefer Qualitative over Quantitative approaches or vice-versa. Generally
speaking, an integrated approach is advisable. A study that contains only qualitative data
or solely quantitative data messes the rich texture of interpretation that an integrated
approach makes possible. While this section may be organized in a way that suggests a
defined process, this is not the intention.
"Marketing research is the systematic design, collection, analysis and reporting of
data and findings and relevant to specific marketing situations facing the
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company."
With the face to face questionnaires with to team member in BIG BAZAAR. The
questionnaire was divided in two parts:
1. Personal Information
2. Information about Company/ Individual
RESEARCH DESIGN
A research project conducted scientifically has a specific framework of research from the
problems identification to the presentation of the reports. This framework of conducting
research is known as the RESEARCH DESIGN.
A research design is the arrangements of conditions and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure.
Research design provides the glue that holds the research project together. A design is
used to structure the research, to show how all of the major parts of the research project-
the samples or the groups, measures, treatments or programs, and methods of assignment-
work together to try to address the central research questions. There can be following
types of research design:
EXPLORATORY RESEARCH STUDIES:
Exploratory Research studies are also termed as formulate research studies. The main
purpose of such studies is that of such studies is that of formulating a problem for more
precise investigation or of developing the working hypothesis from an operational point
of view. The major emphasis in such studies is on discovery of idea and insight. As such
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research designs appropriate for such studies must be flexible enough to provide
opportunity for considering different aspects of a problem under study.
Inbuilt flexibility in research design is needed because the research problem, broadly
defined initially is transformed into one with more precise meaning in exploratory
studies.
DESCRIPTIVE RESEARCH STUDIES:
Descriptive Research studies are those studies which are concerned with are concerned
with describing the characteristics of a particular individual, or of a group. Studies
concerned with narration of facts and characteristics concerning individual, group or
situation are all examples of descriptive research study most of the social research comes
under this categories.
METHODS OF DATA COLLECTION & INSTRUMENT USED
The task of collecting the data begins after a research problem has been defined and
research design/plan chalked out. While deciding about the method of data collection to
be used for the study the researcher should keep in mind two types of data viz., primary
and secondary.
Primary source- The primary data are those which are collected afresh and for the first
time, and thus happen to be in original in character.
"Primary data may be described as those data that have been observed and
recorded by the researchers for the first time to their knowledge."
Primary source of data collection used is
- Questionnaires
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Secondary source- The secondary data are those which have been already collected by
someone else and which have already been passed through the statistical tool.
"Secondary data are statistics not gathered for the immediate study at hand but for
some other purposes."
- Websites
- News letters
- Books
- Articles
QUESTIONNAIRE:
This method of data collection is quite popular particularly in the case of big enquiry. It is
being adopted by private individual, research worker, private & public organization &
even by the government. In this method a questionnaire is sent to the person concerned
with a request to answer the question and return the questionnaire. A questionnaire
consists of a number of question printed or type in a definite order on a form of or set of
forms.
SAMPLING PLAN
When field studies are undertaken in practical life, consideration of time and cost almost
invariably lead to a selection of respondents i.e., selection of only few items. The
respondents selected should be as representative of the total population as possible in
order to produce a miniature cross-section.The sampling design used in this research is
non-probability convenience sampling.
NON-PROBABILITY SAMPLING:
Non-Probability sampling is that sampling is that sampling procedure which does not
afford any basis for estimating the probability that each item in the population has of
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being included in the sample. On-Probability sampling is also known by different names
such as deliberate sampling, purposive sampling and judgment sampling. In this type of
sampling, items for the sample are selected deliberately by the research.
CONVENIENCE SAMPLING
In convenience sampling selection, the researcher chooses the sampling unit on the basis
of convenience or accessibility. It is called accidental samples because the sample-unit
enters by accident. This is also knows as a sample of the man in the street, i.e. , selection
of units where they are. Sample units are selected because they are accessible. For
example, in testing a potential new product, the sample works isdone by adding the newproduct to the appropriate shops in the locality. Purchasing and selling of the new product
is observed there.
For the purpose of this research we have usedNon Probability Convenience Sampling.
STEPS IN SAMPLE PLAN
Type of universe:
The first steps in developing any sample design are to clearly define the set of objects,
technically called the universe, to be studied. The universe can be finite or infinite. In
finite universe the number of items is certain, but in of an infinite universe the number of
items is infinite i.e., we cannot have any idea about the totalnumber of items.
Sample Size: 60
This refers to the number of items to be selected from universe to constituent the names.
This major problem before a researcher the size of sample should neither be expressively
large nor should too small it be optimum.
Sampling unit:
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A decision has to be taken concerning a sampling unit before selecting sample. Sampling
unit may be a geographical one such as state, district, village, etc or a construction unit
such as house flat, etc, or it may be social unit such as family, club school etc, or it may
be an individual. My sampling unit is Young Customer (College Students) in Lucknow
city.
TRAGET GROUP
With the face to face questionnaires with team members but the response came from only
45 so the sample size had to be limited to that only.
Constraints / Limitations
Restriction of target group to the team members only.
Delay in response
Lack of Communication
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Data Analysis
1. Overall, how satisfied are you with PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
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Analysis of data-:On analyzing data retrieve from employees as a response for the first
question , 5.6 % employee was strongly disagree, 38.8 % employees were disagree
somewhat 88.4 % employees were neutral, employees were Agree some what & 55.5%
employees were agreeing strongly.
2. I have confidence in the leadership of PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
1
7
16
1110
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE SOMEWHAT AGREE STRONGLY
OVERALL SATISFIED
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Analysis of data-:On analyzing data retrieve from employees as a response for the
second question , 4 % employee was strongly disagree, 12% employees were disagree
somewhat 32% employees were neutral, 52% employees were Agree some what &
80%employees were agreeing strongly.
3. Management does not play favorites.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
1
3
8
13
20
0
5
10
15
20
25
STRONGLY
DISAGREE
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
STRONGLY AGREE
CONFIDENCE LEADERSHIP
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Analysis of data-:On analyzing data retrieve from employees as a response for the third
question , 5.6 % employee was strongly disagree, 55% employees were disagree
somewhat 88 % employees were neutral, 38.8% employees were Agree some what &
61.1% employees were agreeing strongly
4. Management does not say one thing and do another.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
1
10
16
11
7
0
2
4
6
8
10
12
14
16
18
STRONGLY
DISAGREE
DISAGREE
SOMEWHAT
NEUTRAL DISAGREE
SOMEWHAT
STRONGLY
DISAGREE
PLAY FAVORITES
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Analysis of data-:On analyzing data retrieve from employees as a response for the
fourth question , 12.5 % employee was strongly disagree, 56.25% employees were
disagree somewhat 93.75 % employees were neutral, 68.75% employees were Agree
some what & 50% employees were agreeing strongly.
5. Quality is a top priority with PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
2
9
15
11
8
0
2
4
6
8
10
12
14
16
STRONGLY
DISAGREE
DISAGREE
SOMEWHAT
NEUTRAL AGREE SOME
SOMEWHAT
STRONGLY
AGREE
MANAGEMENT COMMENTS TOEMPLOYEES
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Analysis of data-:On analyzing data retrieve from employees as a response for the fifth
question , 5.6 % employee was strongly disagree, 27% employees were disagree
somewhat 33 % employees were neutral, 94% employees were Agree some what &
88.8% employees were agreeing strongly.
6. Individual initiative is encouraged at PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
1
56
1716
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
QUALITY PRIORTY
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Analysis of data-:On analyzing data retrieve from employees as a response for the sixth
question , 87.5 % employee was strongly disagree, 93.75% employees were disagree
somewhat 43.75 % employees were neutral, 37.5% employees were Agree some what &
18.75% employees were agreeing strongly.
.
7. Nothing at PANTALOON keeps me from doing my best every day.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
1415
7 6
3
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
INITIATIVE TO MANAGEMENT
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Analysis of data-:On analyzing data retrieve from employees as a response for the
seventh question , 31.5 % employee was strongly disagree, 50% employees were
disagree somewhat 68.75 % employees were neutral, 87.5% employees were Agree some
what & 43.75% employees were agreeing strongly.
8. Company communication with you are frequent enough.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
5
8
11
14
7
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE SOMEWHAT AGREE STRONGLY
COMMENTS ON PANTALOON EMPLOYEES
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Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
eighth question , 5.6 % employee was strongly disagree, 5.6% employees were disagree
somewhat 83.3 % employees were neutral, 94.4% employees were Agree some what &
61.1%employees were agreeing strongly.
9. I feel I can trust what PANTALOON tells me.
Disagree Strongly
Disagree Somewhat
Neutral
1 1
15
17
11
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
COMPANY COMMUNICATION
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Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
ninth question , 16.6 % employee was strongly disagree,27.7 % employees were disagree
somewhat 27.7 % employees were neutral, 88.8% employees were Agree some what &
88.8% employees were agreeing strongly.
10.There is adequate communication between departments.
Disagree Strongly
Disagree Somewhat
3
5 5
16 16
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
TRUST ON PANTALOON
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Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the tenth
question , non employee was strongly disagree, 18.75%employees were disagree
somewhat 75 % employees were neutral, 93.75% employees were Agree some what &
93.75% employees were agreeing strongly.
11.Does company do career planning for you?
Disagree Strongly
0
3
12
15 15
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
ADEQUATE COMMUNICATION WITH
DEPARTMENT
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Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
eleventh question , 88.8 % employee was strongly disagree,83.3% employees were
disagree somewhat 38.8 % employees were neutral, 11.1% employees were Agree some
what & 27.5% employees were agreeing strongly.
12.Does your company give you enough opportunities to learn and grow?
1615
7
2
5
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
CAREER PLANNING
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Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
twelfth question , 93.75 % employee was strongly disagree, 87.5% employees were
disagree somewhat 62.5 % employees were neutral, 37.5% employees were Agree some
what & non employees were agreeing strongly.
13.My last performance appraisal accurately reflected my performance.
1514
10
6
00
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
COMPANY OPPORTUNITIES
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Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
thirteen question , 71.4 % employee was strongly disagree, 71.4% employees were
disagree somewhat 85.74 % employees were neutral, 50% employees were Agree some
what & 42.85% employees were agreeing strongl
10 10
12
76
0
2
4
6
8
10
12
14
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
EMPLOYEES PERFORMANCE APPRAISAL
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14.The performance appraisal system is fair.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
fourteen question , 64.26 % employee was strongly disagree,71.42% employees were
910
13
5
8
0
2
4
6
8
10
12
14
DISAGREE
STRONGLY
DISAGREE
STRONGLY
NEUTRAL AGREE
SOMEWHAT
AGREE
STRONGLY
REVIEW ON PERFORMANCE APPRAISAL
SYSTEM
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disagree somewhat 92.84 % employees were neutral, 35.71% employees were Agree
some what & 57.14% employees were agreeing strongly.
15.Are you well versed with company mission and vision.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
fifteen question , 18.75 % employee was strongly disagree, 12.5% employees were
32
1312
15
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
MISSION AND VISSION
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disagree somewhat 81.25 % employees were neutral, 75% employees were Agree some
what & 93.75% employees were agreeing strongly.
16.Politics at this company are kept to a minimum.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
10
5
15
10
5
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
COMPANY POLITICS
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Analysis of data-:On analyzing data retrieve from employees as a response for the
sixteen question , 62.5 % employee was strongly disagree, 31.25% employees were
disagree somewhat 93.75 % employees were neutral, 62.75% employees were Agree
some what & 31.25% employees were agreeing strongly.
17. Is your job secure?
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
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Analysis of data-:On analyzing data retrieve from employees as a response for the
seventeen question , 33.33 % employee was strongly disagree, 33.33% employees were
disagree somewhat 61.11% employees were neutral, 27.77% employees were Agree
some what & 94.44% employees were agreeing strongly.
18.Are working condition in the company are good enough?
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
6 6
11
5
17
0
2
4
6
8
10
12
14
16
18
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
JOB SECURE
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Analysis of data-:On analyzing data retrieve from employees as a response for the
eighteen question , 37.5 % employee was strongly disagree, 43.75% employees were
disagree somewhat 31.25 % employees were neutral, 93.75% employees were Agree
some what & 75% employees were agreeing strongly.
19.Are you able to balance between work and personal life.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
67
5
15
12
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
COMPANY WORKING CONDITION
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Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
nineteen question , 18.75 % employee was strongly disagree, 43.75% employees were
disagree somewhat 37.5 % employees were neutral, 87.5% employees were Agree some
what & 93.75% employees were agreeing strongly.
20.PANTALOONS provided as much parambn training as you needed.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
3
76
1415
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
BALANCE BETWEEN WORK & PERSONAL LIFE
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Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
twenty question , 87.5 % employee was strongly disagree, 93.75% employees were
disagree somewhat 62.5 % employees were neutral, 31.25% employees were Agree some
what & 6.25% employees were agreeing strongly
21.Are you given training on regular basis.
Disagree Strongly
Disagree Somewhat
1415
10
5
10
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
PANTALOON PARAMBN TRAINNING
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Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
twenty one question , 85.7 % employee was strongly disagree, 50% employees were
disagree somewhat 42.8 % employees were neutral, 71.4% employees were Agree some
what & 71.4% employees were agreeing strongl
22.Are you aware of all benefits PANTALOON RETAIL INDIA provides?
Disagree Strongly
Disagree Somewhat
12
76
10 10
0
2
4
6
8
10
12
14
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
REGULAR TRAINNING
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Neutral
Agree Somewhat
Agree Strongly
Analysis of data-:On analyzing data retrieve from employees as a response for the
twenty two question , 18.75 % employee was strongly disagree, 12.5% employees were
disagree somewhat 93.75 % employees were neutral, 81.75% employees were Agree
some what & 75% employees were agreeing strongly.
23.How long do you plan to continue your career with PANTALOONS?
Less than a year
32
15
1312
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
PROVIDES OF ALL BENEFITS
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One to two year
Two to five years
More than five year
Dont know
Analysis of data-:On analyzing data retrieve from employees as a response for the
twenty three question , 8 % employee was less than a year, 12.5% employees were one
to two year, 4 % employees were two to five years, 28% employees were more than five
year,& 85%employees were dont know.
2
5
10
7
21
0
5
10
15
20
25
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
CAREER PLAN CONTINUE WITH PANTALOON
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24.Would you recommend employment at PANTALOON to a friend?
Definitely not
Probably not
May be
Probably would
Definitely would
Analysis of data-: On analyzing data retrieve from employees as a response for the
twenty four question , 18.75 % employee was definitely not, 12.5% employees were
probably not, 93.75 % employees were maybe, 81.25% employees were probably would
& 75% employees were definitely would.
32
15
1312
0
2
4
6
8
10
12
14
16
DISAGREE
STRONGLY
DISAGREE
SOMEWHAT
NEUTRAL AGREE
SOMEWHAT
AGREE STRONGLY
RECOMMEND EMPLOYMENT
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FINDINGS
1) Store performing well in attracting the customers.
2) Big bazaar provides better shopping experience.
3) Brands and products availability in big bazaar is not up to the mark. Especially inapparels.
4) Noisy and unpleasant environment is irritates customer,Air conditioning is reallygood.
5) Discounts and offers doing well in the store.
6) In offer days the store management is good.
7) Home delivery services are not used by customer.
8) Product display and signage is good.
9) Quality in products is not up to the mark.
10) Location of big bazaar is outstanding. It is situated central business district (CBD)
11) Parking facility in big bazaar is good.
12) Cleanliness and hygiene maintained in the store is up to the mark
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CONCLUSION
Organizations thrive on a mixture of communication, behaviors, motivation, job
satisfaction, and learning. As a manager, in today's organizations one must be
knowledgeable of every feature. The key component is motivation. One must motivate
each and every employee within the organization to expect an effective outcome.
Motivation can be done by a series of factors. These factors include: incentives, the
need theories, providing clear and effective goals, meeting the corporate culture
status, and effective training. Verbal motivation of the employees is an important fact.
Motivating the employee leads them to the better performance in the job. Employees are
often referred as the l customers of the organization. Understanding the attitudes,
behavior, their motivations, feelings and issues affecting them and their performance is
an elementary concern for any and every organization, as they play an extremely
important role in shaping and directing the organizations productivity and achievement
of the goals and overall success. The importance of employee opinions has been an issue
of debate for organizations and HR experts from a long time now. Once motivation has
been met, most likely job satisfaction will occur. Job satisfaction is also affected by
communication. The better the managers' communication, the more satisfied employees
are with all aspects of their work life. Most managers, when shown these results, are
willing to allow that a more satisfied employee is a more productive employee. A good
boss will also have the ability to maintain a constant flow of feedback, communication
and debate with their employees, which means regular one-to-ones and team meetings,
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and an open door, approachable style. Managers need to keep communication open
throughout the organization, allowing employees to bring forth ideas and/or problems to
your attention. The key is never let communication slip through your fingers.
Communication not only provides job satisfaction. It provides the opportunity for the
organization to achieve higher goals with the help of employees knowing the original
goals. Communication allows an employee to complete their job in the acceptable
behavior. Behaviors within the organization often conflict with others. One must stop
negative behaviors through communication to promote better job performance. The last
major component of organizational behavior is learning. Learning is important within the
organization because it allows employees to have the knowledge to complete their job
effectively. Each of these components is tied together, to complete one, you must
complete another. Managers need to establish a "happy" atmosphere and this can be done
through communication, motivation, learning, job satisfaction and ideal behaviors. By
completing each of these components, a manager will have employees that are satisfied
with the atmosphere and will do there best, therefore the organization will succeed.
So who is the most important of your organization? That is right, THE EMPLOYEES!!
Satisfy the employees first, then they will satisfy the customers with varies services.
The employees should have given good environment to work. By this they would
recommend their friend for this organization and company do not have to go for any
consultancy for hiring employees.The data colleted for the employees feedback must
be put in appraisal for evaluation and negative points must be pointed out as well as
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positive point should be rewarded .Long term service should be awarded for the
encouragement of the employees go. It can throw good effect on other employees.
Favorites of the employees must to come in the focus, like outdoor games quiz show ,
singing compition ,this would give employees good working environment and fun to
work .Employees should encourage taking initiatives in their work & developing their
leadership skills at workplace.
Organization should communicate with the employees time to time, for their feeling
about work, carrier and growth for their personality and growth relation with the
organization.
Organizational policies should be transparent and very clear to each individual. For this at
the joining time of the employees they must have been given some induction training so
that they can aware of all the rules and regulation and policies about the organization , if
some changes occurs in polices in future organization must ensure that each individual is
updated by this .Organization should organize training for the employees to learn
technical and non technical stuffs as they can keep updating their skills as the market
trends.
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RECOMENDATION
Communicate the fact that while employee responses are confidential, the data
gathered will be used to improve the work place .I have mixed emotions about
confidential or secret surveys. On the one hand, I want the employees comfortable
responding in a truthful manner. On the other, the reason employers do employee
satisfaction or customer satisfaction surveys is to telegraph their openness to
employee input. The second is to genuinely understand what is on their
employees minds. As an external consultant, I always explain to employees that
my purpose in talking with them is to share information for the common good.
Consequently, my promise about confidentiality is that I will use the information
to assist the company to make positive progress
.
Performance appraisal should be more compatible as for the market strategy.
Organization must analyze the market strategy and trend especially with their
competitor before appraisal .Their should not be high variants.
Employee should encourage by giving reward for their work time to time.
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For employees help for their day to day personal work like filling eclectic bills,
tax return , railway reservation ,flight reservation etc ,a third party Organization
like Mitr should be introduced. Mtir is well known third party organization
which mostly works in corporate sector for the help for their personal work as
mentioned above .It work on very minimal charge. This will delegate the
employee burden.
For the new jonnies or on the relocation of the employee, at least 15 days
accommodation should have been given.
Work assignment should be manage according to employee experience and choice
Management should assign work as for employee interest and their skill/skills,
their should not be assignment like if some one having experience in one skill and
wok assign to him in different skill/skills , it will obviously effect on the
productivity .
The organization should take care of favorites of employees like out door games,
quize compition .
Employees should be tested and trained periodically.
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Employees should get good environment to work so they recommend for their
friends and colleges for this organization.
Long term service should be rewarded and encourage. If employee is working for
long time in the organization like 4 years or more than 4 years that should be
awarded and encourage because people move for Salary hike form one company
to another frequently and causes instability to the organization, This reward would
be mile stone for the other employee.
Feed back should be colleted for individual and negative points must be escalated.
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Bibliography
BOOKS:
1. Kotler, Philip. Marketing management
3. Business Line Catalyst
4. Times Of India Brand Equity
5. Back Issues of business world
6. Research Methodology ( C.R. kothari)
7. L.M.Prasad
8. Dr. B.Rathen Reddi
9. R.K.Shau
WEBSITE
www.pantaloon.com
www.business-standard.com
www.economictimes.com
www.india-today.com
www.google.co.in
http://www.business-standard.com/http://www.economictimes.com/http://www.india-today.com/http://www.india-today.com/http://www.economictimes.com/http://www.business-standard.com/ -
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ANNEXURE
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QUESTIONAIRE
Future Group Employee Satisfaction Survey Questions.
1. EMPLOYEES NAME-
2. SECTION-
3. HOW LONG HAVE YOU WORKED FOR PANTALOONS
4. WHAT IS YOUR SEX?
MALE
FEMAL
5.Overall, how satisfied are you with PANTALOON.
Disagree Strongly
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Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
6.I have confidence in the leadership of PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
7.Management does not play favorites.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
8.Management does not say one thing and do another.
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Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
9. Quality is a top priority with PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
10. Individual initiative is encouraged at PANTALOON.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
11. Nothing at PANTALOON keeps me from doing my best every day.
Disagree Strongly
Disagree Somewhat
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Neutral
Agree Somewhat
Agree Strongly
12. Company communication with you are frequent enough.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
13. I feel I can trust what PANTALOON tells me.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
14. There is adequate communication between departments.
Disagree Strongly
Disagree Somewhat
Neutral
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Agree Somewhat
Agree Strongly
15. Does company do career planning for you?
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
16. Does your company give you enough opportunities to learn and grow.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
17. My last performance appraisal accurately reflected my performance.
Disagree Strongly
Disagree Somewhat
Neutral
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Agree Somewhat
Agree Strongly
18. The performance appraisal system is fair.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
19. Are you well versed with company mission and vision.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
20. Politics at this company are kept to a minimum.
Disagree Strongly
Disagree Somewhat
Neutral
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Agree Somewhat
Agree Strongly
21. Is your job secure?
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
22. Are working condition in the company are good enough?
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
23. Are you able to balance between work and personal life.
Disagree Strongly
Disagree Somewhat
Neutral
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Agree Somewhat
Agree Strongly
24. PANTALOONS provided as much parambi training as you needed.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
25. Are you given training on regular basis.
Disagree Strongly
Disagree Somewhat
Neutral
Agree Somewhat
Agree Strongly
26. Are you aware of all benefits PANTALOON RETAIL INDIA provides?
Disagree Strongly
Disagree Somewhat
Neutral
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Agree Somewhat
Agree Strongly
27. How long do you plan to continue your career with PANTALOONS?
Less than a year
One to two year
Two to five years
More than five year
Dont know
28. Would you recommend employment at PANTALOON to a friend?
Definitely not
Probably not
May be
Probably would