My Company Employee Satisfaction

8/9/2019 My Company Employee Satisfaction

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CONTENTS

S. No. Contents Page No

1

INTRODUCTION

Introduction to the Job SatisfactionCompany ProfileOrganisation ChartReview of Literature

2 STATEMENT OF THE PROBLEM

3 OBJECTIVE OF THE STUDY

4 RESEARCH METHODOLOGY

5 LIMITATION OF THE STUDY

6 DATA ANALYSIS ANDINTERPRETATION

7 FINDINGS

8 SUGGESTIONS

9 CONCLUSION

10

APPENDIX

QuestionnaireArticles

Bibliography & Webliography


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INTRODUCTION

Management, observed Mary parker Follett is to get things done

through people. Any business activity basically require four Ms, viz. Men,

Material, Money and Machinery. Of all these resources people are the most

important resource of production. Today, the corporate world has started

acknowledging the fact that it is people and money, machinery or materials

that run organizations. The burden of performance is no longer on

mechanically advanced systems, but on the resourcefulness, initiative and

responsibility of the people who are intrinsically the process owners.

There has always been a gap between the corporate visions and the

ambitions of individuals. In the past, the human resource function did not try

to bring about compatibility between corporate needs and that of individuals.

But, todays the managements have to ensure congruence between

organizational objectives and employees aspirations.

The task of coordinating all the other factors of production, except man

is felt easier, because man cannot be controlled fully at all times. He can act

according to his own desired. And most of the time human being will be

manipulated by the work environment and by the group. Human behaviour is

unpredictable. One will act according to ones own. Hence, only by

providing more facilities to human factor, we can motivate them to work.


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Then only it is possible to direct the combination of all factors towards the

goal.

There are numerous factors, which will influence the human factors.

Among them the levels of human relations in the organization play a

significant role. In ancient days it was felt that by using power and authority

human relations in the organization could he improved. Through this concept

we cannot get workers co-operation and involvement at their level best. But,

they will work because of fear not without involvement.

The second concept is, only by providing monetary increments and

incentives, human relations can be improved in the organization. This concept

also failed to achieve is goal but at certain level it increased human relations.

Now, the recent human relations theory prescribes participatory

management according to which all are allowed to play their roles and the

management will play a participatory role.

By enhancing human relations we can improves the efficiency of the

workers. If they are fully satisfied, then they will give their full efforts. As a

result, the achievement of organizational goal becomes an easy one.

Therefore employees job satisfaction alone is responsible for the

attainment organizational goals. Hence, it is important to provide more

facilities in the form of work environment, improved human relations, fair


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wages and welfare measures. The management can improve them and satisfy

the workers. By satisfying workers they will reach their goal. Thus is the

individual and the organizational goals will reached simultaneously. People

see organization as a means to help them to reach their goals while

organization needs people to reach organizational objectives.

DEFINITION OF THE TERM JOB SATISFACTION

Locke gives a comprehensive definition of job satisfaction. According

him job satisfaction is a pleasurable or positive emotional state resulting from

the appraisal o ones job or job experience. Job satisfaction is a result of

employees perception of how well their job provides those things, which are

viewed as important. It is generally recognized in the organizational

behaviour field that job satisfaction is the most important and frequently

studied attitude.

DETERMINANTS OF JOB SATISFACTION

According to Abraham A. Korman, there are two types of variables,

which determine the job satisfaction of an individual. They are:

I. Organizational variables, and

II. Personal variables


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ORGANISATIONAL VARIABLES

1. Occupational Level : The higher the level of the job, the greater the

satisfaction at the individual will be. This is because higher level jobs carry

greater prestige and self control. The relationship between occupational level

and job satisfaction stems from social reference group theory in that our

society values some jobs more than the others. Hence people in valued jobs

will like tern more than those who are in non-value jobs. The relationship way

also stern from the need-fulfilment theory. People in higher level jobs find

most of their needs more satisfied than when they are in lower level ones.

2. Job Content : Greater the variation in job content and the less the

repetitiveness with which the tasks must be performed, the greater the

satisfaction of the individuals involved will be. Since job content in terms of

variety and nature of tasks called for is a function of occupational level, the

theoretical arguments giver above apply here also.

3. Considerate Leadership : People like to be treated with consideration.

Hence Considerate leadership results in higher job satisfaction than

inconsiderate leadership.


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4. Pay and Promotional Opportunities : All other things beings equal these

two variables are positively to job satisfaction. An explanation for this finding

lies in both the theories discussed above.

5. Interaction in the Work Group: Here the question is; when is interaction

in the work group a source of job satisfaction and when is it not? Interaction

is most satisfying when

i. It result in the cognition that other persons attitudes are similar to

ones own, since this permits the ready calculability of the others

behaviour and constitutes a validation of ones self;

ii. It results in being accepted by others and

iii. It facilitates the achievement of goals.

PERSONAL VARIABLES

For some people, it appears that most jobs will be dissatisfying

perspective of the organizational conditions involved, whereas for others, most

jobs will be satisfying. Personal variables like age, educational level, sex, etc.,

are responsible for this difference.

1. Age: Most of the evidence on the relation between age and job

satisfaction, holding such factors are occupational level constant,

seems to indicate that there generally a positive relationship


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between the two variables up to the pre-retirement years and then

there is a sharp decrease in satisfaction. An individual aspires for

better and more prestigious jobs in the later years of his life. Finding

his channels for advancement blocked, his satisfaction declines.

2. Educational Level: With occupational level held constant, there is a

negative relationship between the educational level and job

satisfaction. The higher the education, the higher the reference

group, which the individual looks for guidance to evaluate his job

rewards, will be.

3. Role Perception: Different individuals hold different perceptions about

their roles, i.e., the kind of activities and behaviours they should

engage themselves in to perform then jobs successfully. Job

satisfaction is determined by this factor also. The more accurate the

role perception of an individual the greater his satisfaction will be.

4. Sex: There is yet to consistent evidence as to whether women are more

satisfied will their jobs than men, holding such factors as job and

occupational level constant. One might predict this to be the case,

considering the generally lower occupational aspirations of women.


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COMPANY PROFILE

Type Public Company BSE: HERO HONDA MIndustry Automotive Founded January 19, 1984 in Gurgaon, Haryana,India Headquarters New Delhi, India Key people Brijmohan Lal Munjal(Chair and Founder)

Toshiaki Nakagawa (Joint Managing Director)

Products Motorcycles, Scooters Revenue U$ 2.8 billion

Website: www.Herohonda.com

Company Profile

Hero is the brand name used by the Munjal brothers for their flagship

company Hero Cycles Ltd. A Joint venture between the Hero Group andHonda Motor Company was established in 1984 as the Hero Honda Company,

India.

During the 1980s, the company introduced motorcycle that were popular in

India for their fuel economy and low cost. A popular advertising campaign

based on the slogan Fill it Shut it Forget it that emphasised the

motorcycles fuel efficiency helped the company grow at a double digit pacesince inception.

Hero Honda has three manufacturing facilities based at Dharuhera and

Gurgaon in Haryana and at Haridwar in Uttarakhand. These plants together

are capable of churning out 3.9 million bikes per year. [Citation needed] Hero

Hondas has a large sales and service network with over 3,000 dealerships and

service points across India. Hero Hondas customer loyalty program, [clarification


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needed] the Hero Honda Passport Program, claims to be one of the largest

programs of its kind in the world with over 3 million members.

The 2006 Forbes 200 Most Respected companies list has Hero Honda

Motors ranked at 108.

LIST OF MODELS

Achiever Ambition 133, Ambition 135 CBZ, CBZ Star, CBZ Xtrems CD 100, CD 100 SS, CD Dawan, CD Deluxe, CD Deluxe (Self Start

Glamour, Glamour F.1 Hunk Joy Karizma, Karizma R, Karizma ZMR F1 Passion, Passion +, Passion Pro Pleasure Street Splendor, Splendor +, Splendor + ( Limited Edition), Super Splendor,

Splendor NXG


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1.1. ORGANIZATION PROFILE

About the dealer

Nithya Motors is situated near koviloor main road, Old Bus Stand,Karaikudi. The Managing Director of the Nithya Motors,Mr. K. Somasundaram M.B.A.

The Nithya Motor is the main dealer of hero Honda Motorcycles.There are five sub dealers. They are

1. Matha Agencies, Kalayarkoil2. Amir Motors, Thiruppathur,3. Victory Motors, Thondi

4. PKN Motors, Puduvayal5. Kanapiran Motors, Thiruvadanai6. Veera Motors, Keelchevalpatti

In Nithya Motors, Totally 75 Employees are working


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Promotional activities

Nithya Motors undertake the following sales promotional activities for hero Honda two wheelers.

1. Local technician training.2. Sponsors3. Exchange Melas etc4. Customer Safety Ride Programs5. Learning Process Management System (LPMS)

Other Activities

1. Free water service camps2. Marketing Survey3. Free Service Camp4. Efforts by service points to promote sales5. Exchange melas6. Service har jahan (service at all places)7. Green Environmental Activities


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SPARES

SPARES

The Role of SPARES Department concentrates three paths of sales they are 1)Counter Sales, 2) Service Sales, 3) Sub Dealers Sales. The Separate inventorysystem and marketing system are strictly followed to attain the Target which isgiven by Hero Honda Motors Ltd, below given process is being followed by

Nithya Motors and monitored by HHML

SERVICE

SERVICESUB

DEALERSCOUNTER

DIRECT SALES TO WALK IN

CUSTOMERS &

BILLING

SPARES ISSUEDAGAINST JOB

CARD ANDBILLING AT

SERVICE

COUNTER

SENDING WITHLOGISTICAL

PROCESS ANDDEBITED ON

THEIR

ACCOUNTS


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SERVICE

The world high class sophisticated Automated Workshop takes care inSERVICE of Hero Honda vehicles. HHML Trained Technicians onlymaintained the vehicles with Systematical procedures.

All Models have different technology and so different S.O.P is followed

5 - S Concepts, Kaisen Management CRM are adopted to lead the ServiceManagement to retain the level of customer satisfaction.

Following flow of process and management system is of better understanding

ON SERVICEPROCESS

POST SERVICEPROCESS

PRE SERVICEPROCESS

1. JOB CARD MAKING.

2. TRAIL TAKING AND DIAGNOSIS.

3. EXPLAINING PREVENTIVEMAINTANANCE.

4 . EXPLAINING MANDATORY JOBS.1. WATER WASH.

2. JOB ALLOCATION TO TECHNICIANS TRAINING LEVEL.

3. JOB WITH S.O.P.4 . QUALITY CHECKUP.

5. INTIMATION TO CUSTOMER.

6. DELIVERY PROCESS & BILLING.

7. DAILY PERFORMANCE FEEDBACK SYSTEM.1. AFTER ONE WEEK POSTSERVICE FOLLOW UP SYSTEM.

2. REMINDER SYSTEM FOR NEXTSERVICE.

3 . DROP OUT CUSTOMER LEAKAGEANALYSIS.

4. DOOR PICK UP SERVICE


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REVIEW OF LITERATURE

A Literature review is the summary and critical evaluation of pervious published or unpublished researches made by various scholars and researchers.The source of literature review may be newspapers, articles, journals,magazines, books, thesis, reports etc. It may also include discussions,methodological issues and suggestions for future research.

Slno Author Name of the Study Determinants o JobSatisfaction1 Catherine T.

Kwantes (2009)Culture, job satisfaction andorganizational commitmentin India and the United States

1) Job satisfaction is found torelate to affectivecommitment in both theIndian and American samples2)Different patterns of relationships emerge in theUS and India.

2 Fauzia JabeenPh.d inManagementfrom U.P.

TechnicalUniversity,Lucknow, UttarPradesh, India.&Member of National HRDNetwork (NHRDN),

Impact of Personality Traitson Job Satisfaction of PublicSector Employees

1)Knowledge management.2) LeaderShipTraits 3)Emotional Intelligence andPersonality traits

3Guru Pandi

Job Satisfaction Of Employees In Spinning Mills

What job is a part of one'slife and such work not only

physical needs are fulfilled

through monetary gain butalso giving psychologicalsatisfaction. It is the work and through it the individualfinals opportunities for thesatisfaction of many of hissocial personal needs.

4Mirza S.

Saiyadain

Indian Institute

Personal Characteristics andJob Satisfaction: India-

Nigeria Comparison

This study examines therelationship between jobsatisfaction and personalcharacteristics on samples of 778 Indians and 620

Nigerians. The results


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of Management,Ahmed

abad,India

indicate no relationship between sex, marital status,and annual income and jobsatisfaction for both thesamples. Age showed

quadratic and linear relationship with satisfactionfor Indian and Nigeriansamples respectively.Satisfaction increased withincreasing number of dependents and work experience and decreasedwith increasing years of education for both thesamples. The regressionanalysis showed that allseven personal characteristicsaccounted for 34.9 per centand 71.7 per cent variation in

job satisfaction for Indianand Nigerian employees,respectively. Culture andlevel of industrialization have

been examined to explain thedifferences in the results.

5Brown, Forde,

et. al.(2008

"Changes in HRM and jobsatisfaction

Improvements in perceptions of job security,the climate of employmentrelations and managerialresponsiveness are the mostimportant factors inexplaining the rise insatisfaction with senseof achievement

6Jain, Jabeen, et.

al.(2007)

Job Satisfaction as Related toOrganisational

Climate and OccupationalStress: A Case Study of Indian Oil"

significant difference between managers and

engineers in terms of their job satisfaction and14

both the groups appearedalmost equally satisfied withtheir jobs. When themanagers andengineers were compared onorganizational climate, it wasfound that both the groupsdiffered significantly.

Managers scoredsignificantly high on


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organizational climate scalethanthe engineers indicating thatthe managers are moresatisfied due to the

empowerment givento them.

7Shahu & Gole

(2008)

Effect of Job satisfaction onPerformance: AnEmpirical Study

stress & satisfaction is to betaken up in theindustries to make themaware of the benefits of knowledge of stress and itsrelationship withsatisfaction and achievementof goal of industries.Job Satisfaction is in regardto one's feeling or state-of-mind regarding the nature of their work. Job Satisfaction can beinfluenced by a variety of factors,eg, the quality of one'srelationship with their supervisions, the quality of the physical environment inwhich theywork, degree of their fulfillment in their work etc.

8Rao (2005)

feelings of satisfaction onthe job, which acts as amotivation to work

happiness or selfcontentment but the satisfaction of the job.According to him, there are 4types of theories:1. Need Fulfillment Theory2. Equity Theory3. Two Factor Theory4. Discrepancy Theory

9Aswathappa

(2003)

Job Satisfaction of employees can be judgedthrough thesystem of wage payment

Different organisation adaptsdifferent type of wage

paymentsystem. Along with wagesand salaries they are payingincentives, perquisites andnonmonetary

benefits.According to him, he

explained 3 theories of remuneration:


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A. Reinforcement andExpectancy TheoryB. Equity TheoryC. Agency Theory

10Velnampy (2008)

Job Attitude and EmployeesPerformance of Public Sector Organizations in JaffnaDistrict, Sri Lanka

job satisfaction does haveimpacton future performancethrough the job involvement,

but higher performance alsomakes

people feel more satisfiedand committed. It is a cycleof event that is clearly inkeeping withthe development perspective.Attitudes such as satisfactionand involvement areimportant tothe employees to have highlevels of performance. Theresults of the study revealedthatattitudes namely satisfactionand involvement, and

performance are significantlycorrelated.


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STATEMENT OF THE PROBLEM

Human behaviour is unpredictable. One can act according to ones

own decision. No one can expect the same type of behaviour from anyone at

all circumstances. Human behaviour is highly influenced by the environment.

Because of this factor, we cannot expect that one can act in the same way on a

particular problem in all situations.

Most times human behaviour is influenced by the nature of work group.

Friendly cooperative co-workers will definitely have a positive approach

towards their work. The work group serve as a source of support, comfort,

advice and assistance to the individual workers. An good work group makes

the job more enjoyable, and the performance of the group will be very high.

This will automatically lead to the attainment of the individual as well as die

organizational goals. As a result every one of the organization will have a

high job satisfaction and will have a peaceful life .

If there is dissatisfaction with the job it will make the workers become

restless which may be reflected in the form of low production, high wastage of

materials, accidents, conflicts among workers, absenteeism, high employee

turnover, strike and lockouts etc. Therefore, it is more important to study the

job satisfaction of workers as it one of deciding factors which will determine

the whole operation of an organization.


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OBJECTIVE OF THE STUDY

To study the level of job satisfaction of employees in Nithya Motors Company

To identify the factors which are closely associated with job satisfaction.

To find out the factors which dissatisfies the employees.

To know about the relationship with the superiors.

To identify the Revenue Loss which are closely associated with dissatisfaction

To identify the better solutions to retain the man power consistently.


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RESEARCH METHODOLOGY

A Research design is the arrangement of conditions for collection and

analysis of data in a manner that aims to combine relevant to the research

purpose with economy in procedure.

-setting, Johada, Dectscu and Cook

This study is based on explanatory design, which will explore and

analyse the factors that lead towards satisfaction. The questionnaire method is

used for data collection. This questionnaire consists 19 questions in a

structured way. During the course of interviews. Respondents were made to

fed free all were motivated, by giving clear information about this study, to

express their feeling. Hence, questionnaire is used as a tool for this study.


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RANDOM SAMPLING METHOD

The sampling technique adopted for this research is random sampling,

which is chosen for the convenience of the researcher.

Source of Data : Primary Data

Sampling Size : 75

Tools Used : Percentage Analysis

Bar Diagram

Pie Diagram

Interview Method : Face to Face


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LIMITATIONS

This study is mainly focused on staff members of Nithya Motors

Company. Hence the findings and suggestions may not be applicable to all

other organizations.

Initially, the researcher planned to conduct the current study in a large

scope. But due to time constraints, the questionnaire pattern was restricted to

15 questions and the scope of the study was narrowed down.


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CHART NO.1 - GENDER OF THE RESPONDENTS

TABLE No. 2 AGE WISE CLASSIFICATION

59 %

16 %0

10

2030

40

50

60

70

MALE FEMALE

NO of Respondents


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Inference:

From the above table is has been inferred that, Out of 75 respondents

47 % of the respondents are belongs to the age group of 18 27



Age No of respondents % of Respondents

18-27 35 47

28-37 29 39

38-47 8 10

48 & above 3 4

Total 75 100


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4 % of the respondents are belongs to the age group of 48 & above


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CHART NO.2 - AGE OF THE RESPONDENTS


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TABLE No. 3 - MARITAL STETUS WISE CLASSIFICATION

Marital Status No .Of Respondents %Of Respondents

Married 38 51

Un Married 37 49

Total 75 100%

Inference:


51 % of the respondents are Married

49 % of the respondents are Unmarried


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CHART NO.3 - MARITAL STATUS OF THE

RESPONDENTS


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TABLE NO. 4 - DESIGNATION WISE CLASSIFICATION

DESIGNATIONNo. OF

RESPONDENTS% OF RESPONDENTS

Managers 11 15

Technicians 33 44

Executives 18 24

Supervisors 13 17

Total 75 100

Inference:


15 % of the respondents are Manger,

44 % of the respondents are Technicians,

24 % of the respondents are Executives

17 % of the respondents are Supervisors


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CHART NO 4 - DESIGNATION OF THE RESPONDENTS


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TABLE NO. 5 EDUCATION WISE CLASSIFICATION

EducationNo .Of

Respondents%Of

Respondents

Graduate 45 60

Post Graduate 24 32

Higher Secondary 4 6

Others 2 2

Total 75 100

Inference:


60 % of the respondents are Graduate,

32 % of the respondents are Post Graduate,

06% of the respondents are Higher Secondary,

02 % of the respondents are Other.


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CHART NO.5 - EDUCATION OF THE RESPONDENTS


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TABLE NO. 6 - DEPARTMENT WISE CLASSIFICATION

Department No .Of Respondents %Of Respondents

Service 35 47

Sales 24 32

Spare 16 21

Total 75 100

Inference:


47 % of the respondents are Service Department,

32 % of the respondents are Sales Department

21 % of the respondents are Spare Department


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CHART NO.6 DEPARTMENT OF THE RESPONDENTS


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TABLE NO. 7 - EXPERIENCE WISE CLASSIFICATION

Experience No .Of Respondents %Of Respondents

Below 1 years 21 28

1-3years 23 31

4-6years 18 24

above 6 years 13 17

Total 75 100

Inference:


28 % of the respondents are belongs to 1-3 years experience,

31 % of the respondents are belongs to below 1 year experience,

24 % of the respondents are belongs to 4-6 years experience,

17 % of the respondents are belongs Above 6 years experience.


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CHART NO.7 EXPERIENCE OF THE RESPONDENTS


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TABLE NO. 8 - LEVEL OF SATISFACTION FOR WORKING

CONDITION

LEVEL OF SATISFACTION No .Of Respondents %Of Respondents

Satisfied 61 82

Partially Satisfied 11 14

Dissatisfied 3 4

Total 75 100

Inference:


82 % of the respondents are satisfied with their working conditions,

14 % of the respondents are Partially satisfied with their working

conditions,

4 % of the respondents are Dissatisfied with their working conditions,


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CHART NO.8 LEVEL OF SATISFACTION FOR WORKING

CONDITION


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TABLE NO. 9 - LEVEL OF SATISFACTION FOR JOB

SECURITY

LEVEL OF SATISFACTIONNo .Of

Respondents% Of Respondents

Satisfied 56 74


Dissatisfied 4 6

Total 75 100

Inference:


74 % of the respondents are satisfied with their Job Security,

20 % of the respondents are Partially satisfied with their Job Security,

6 % of the respondents are Dissatisfied with their Job Security.


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TABLE NO. 10 - SATISFACTION LEVEL WITH SUPPORT OF

CO-WORKERS


Satisfied 52 69


Dissatisfied 8 11

Total 75 100

Inference:


69 % of the respondents are satisfied with their support of Co-

workers,

20 % of the respondents are Partially satisfied with their support of

Co-workers,

11 % of the respondents are Dissatisfied with their support of Co-

workers


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CHART NO.10 - LEVEL OF SATISFACTION FOR SUPPORT OF

CO-WORKERS


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TABLE NO. 11 - SATISFACTION LEVEL ABOUT PROMOTION

POLICY OF THE CONPANY


Satisfied 46 61


Dissatisfied 10 13

Total 75 100

Inference:


61 % of the respondents are satisfied with their promotion policy of the

company,

26 % of the respondents are Partially satisfied with their promotion

policy of the company,

13 % of the respondents are Dissatisfied with their promotion policy of

the company.


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CHART NO.11 - LEVEL OF SATISFACTION FOR

PROMOTION POLICY


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TABLE NO. 12 - SATISFACTION LEVEL ABOUT COMPANY

POLICES AND ADMINISTRATION


Satisfied 49 66


Dissatisfied 3 4

Total 75 100

Inference:


66 % of the respondents are satisfied with their company policy and

administrations,

30 % of the respondents are Partially satisfied with their company

policy and administrations,

4 % of the respondents are Dissatisfied with their company policy and

administrations.


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CHART NO.12 - LEVEL OF SATISFACTION FOR COMPANY

POLICY AND ADMINISTRATION


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TABLE NO. 13 - SATISFACTION LEVEL ABOUT THE FRENCH

BENEFIT PROVIDED BY THE COMPANY


Satisfied 49 66


Dissatisfied 11 14

Total 75 100

Inference:


66 % of the respondents are satisfied with their French benefit

provided by the company,

20 % of the respondents are Partially satisfied with their French benefit

provided by the company,

14 % of the respondents are Dissatisfied with their French benefit

provided by the company.


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CHART NO 13 - LEVEL OF SATISFACTION FOR FRENCH

BENEFIT PROVIDED


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TABLE NO.14- SATISFACTION LEVEL OF TRAINING &

DEVELOPMENT PROGRAMMES


Satisfied 56 74


Dissatisfied 6 8

Total 75 100

Inference:


74 % of the respondents are satisfied with their Training &

Development programmes,

18 % of the respondents are Partially satisfied with their Training &

Development programmes,

8 % of the respondents are Dissatisfied with their Training &

Development programmes.


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CHART NO 14 - - LEVEL OF SATISFACTION FOR TRAINING

AND DEVELOPMENT PROGRAMMES


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FINDINGS

96% of the respondents are having confidence with their management.

It is felt that working environment is maintained very well here. 82%

of the respondents are Satisfied with their working conditions.

It is found that 74% of the respondents are satisfied with their job

Security.

It is found that 69% of the respondents are satisfied with their supportof Co-workers,

Nearly 61% of the respondents are satisfied with their promotion policy

of the company,

It is found that 66% of the respondents are satisfied with their French

benefit provided by the company.

74% of the respondents are satisfied with their training & development

programmes.


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SUGGESTIONS

Job satisfaction in the company is excellent. However the following

suggestions are made with the intention for still better conditions.

Suitable steps may be taken to revise the promotion polices.

Similarly attention may be given to create confidents in the employees

with regards to policy making decisions.

According to 66% of the respondents are satisfied with their French

benefit provided by the company is not enough to consideration of

Retention of Man power consistently.

New Type of Motivational System should be adopted.


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CONCLUSION

The study entitled Job Satisfaction among staff members in Nithya

Motors Company at Karaikudi was conducted with the following

major.

1. To study the level of job satisfaction of employees in Nithya MotorsCompany

2. To find out the factors which dissatisfies the employees

With the help of explanatory research design and random sampling

methods, the researcher comes out with the following major findings.

1. Many of the staff members are satisfied with their working

conditions

2. Considering relationship with superiors many of the staff members

were satisfied.

This study brings out the fact that in Nithya Motors Company, 96% the

staff members are having confidence with their management.


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APPENDIX

ARTICLES

About all industry

Leaders are not born, evolve over time. It all stared on the auspicious baiskhi day, the 13 th April, 1984. When the hero group and Honda motor &Co., joined hands. On its journey to take on the no.1. mantle, hero Hondacreated some prominent milestones.

1985 CD 100, Indias first 100 CC 4 Stroke bike rolls out of dharuhera plant. The original Fill it Forget it. Bike is born.

1991 hero Honda becomes one of Indias top 100 companies. 1991 CD100SS launched. The tough and rugged takes on the roads. 1994 hero Honda chairman declared business man of the year, by

business India magazine. 1994 designed to excel, the splendor takes centre stage. 1997 - state of the art gurgaon plant inaugurates ad the street is

launched with city riding made easy. 1998 hero Honda becomes the no.1 motorcycle brand. 1999 CBZ is launched motorcycling unplugged becomes the bikes

new manta. 1999 Hero Honda receives ISO 14001 certification, for environment

conservaton. 2000 splender becomes the worlds no. 1 two -wheeler brand. 2001 Hero Honda launches a customer relationship initiative the

passport programme, popularly known as suhana Safar, for its 4million plus customers.

2001 Hero Honda achieves OM the operation million land mark,creating history by reaching the target of selling a million bikes in asingle year.

2001 The new millennium witnesses the launch of passion whenstyle matters.

2001 sold a Record breaking 1,000,000 bikes in a year, making usthe worlds No.1 motor cycle company.


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Marker Share

Hero Honda has reported a 49.9% growth in Q4 net profit is 598.81crores After tax. And retained the World No. 1 Two wheeler Manufacturer

position for the 9 th Consecutive year.

Hero Honda, which currently has market share of close to 60% in theIndian two wheeler market, sold close to 30 million two wheelers

during April June this year, a 17.35% increase over the 37.22 lakhunits it sold in the yea-ago period.

Market share Nithya Motors in Karaikudi:

It has been reported 60% of market share.


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WEBLIOGRAPHY

Website : www.herohonda.comwww.google.com

managementhelp.org/person_wll/job_statisfaction.htm


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Reference of Guide

Above Project was prepared by my Student who is studying inJJ College at Pudukottai district Tamilnadu.india. under myguidance in my firm She did well and take focus on allmanagerial areas to learn more than theoretical.

I WISH HER ALL THE BEST FOR HER FUTUREBETTERMENTS.

My Company Employee Satisfaction

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