Deccan 360

A STUDY ON THE JOB SATISFACTION OF EMPLOYEES AT DECCAN CARGO & EXPRESS LOGISTICS PVT LTD, BANGALORE BANGALORE
Submitted By GEETHU GEORGE ROLL NO-H821 Under the Guidance of Mr. Simon C Jacob In partial fulfillment of the requirement for the award of the Masters Degree in Human Resource Management (2010-2012) Of the Mahatma Gandhi University
RAJAGIRI COLLEGE OF SOCIAL SCIENCES KAKKANAD, KOCHI-682039 KERALA
DECLARATION
I, Geethu George, hereby declare that the internship report titled A study on the job satisfaction of employees is a bonafide report of the project work done by me at Deccan Cargo & Express Logistics Pvt Ltd, Bangalore, during the period May 2, 2011 to June 10, 2011. This study was undertaken in the partial fulfillment of the requirement of the degree in Master in Human Resource Management at Rajagiri School of Management, Kakkanad, Cochin, affiliated to Mahatma Gandhi University, Kottayam, Kerala. I also declare that this report has not been submitted to any other university/ board for the award of any degree/diploma. PLACE: Kakkanad DATE: 6th July 2011
ACKNOWLEDGEMENT This study would not have been possible without the help and cooperation of a number of individuals. Let me take this opportunity to extend my sincere thanks to each of them.
I would like to thank the Principal of Rajagiri School of Management, Dr. Joseph Injodey, for providing me with the opportunity of undertaking this project.
I would also like to thank my faculty guide, Mr. Simon C Jacob for all the support that he has provided during the course of the project. I would also like to extend my gratitude to Dr. Anilkumar K., Assistant PGP, who has also fully supported and guided me.
My heartfelt thanks to the HR Head Mr. RAVI ACHARYA and my project guide Mr.TS Manoj Kumar, Senior Manager HR at Deccan Cargo & Express Logistics Pvt Ltd for permitting me to undertake this project in their esteemed organization and for his valuable and inspiring guidance with interest and concern throughout the project in spite of his busy schedule. I would also like to thank all the employees who have assisted me and provided me with valuable information during the course of the project.
My parents, family and friends support and prayers have also played a crucial part in the conduct of the project.
And finally, I would like to thank the God Almighty for the guidance and blessings at every step.
TABLE OF CONTENTS
Chapter PARTICULARS Executive summary PAGE NO. 6
SECTION I
Profile Study of the Organization Industry Profile Incorporation and History Vision Products and Services Human Resource Department HR Policies 7 8 9 10 10 11 12
SECTION II
Problem Centered Study Chapter 1 Problem Formulation Title of the study Background of the study Statement of the problem Relevance of the study Chapter 2 Research Process Objectives of the study Scope of the study 16 17 18 18 19 19 20 21 21
Research Design Tools for Data collection Methods for Data collection Sampling and Sample size Chapter 3 Chapter 4 Analysis and Interpretation Findings, Suggestions and Conclusion Bibliography Annexure
21 21 22 22 24 47 50 52
EXECUTIVE SUMMARY
Job satisfaction has been the pivotal element that employers give due attention to in the past few decades. It is a major factor that determines how well the organization survives in the industry. Especially in case of a start-up company job satisfaction plays a key role in achieving its targeted milestones in a time bound race for excellence. The Human Resources Department plays the role of an intermediary, in this sense, which assesses the employees perception of the organization and their level of satisfaction with their association with the company. This project is an assessment of the job satisfaction of Deccan Cargo & Express Logistics Pvt Ltd. It helped to find out the various factors that affect job satisfaction and thereby lead to an understanding of the level of satisfaction of the employees. The data was collected using questionnaire. The involvement of the employees was completely voluntary.
SECTION 1
PROFILE STUDY OF THE ORGANIZATION
INDUSTRY PROFILE Logistics is defined as a business planning framework for the management of material, service, information and capital flows. It includes the increasingly complex information, communication and control systems required in today's business environment. It is the management of the flow of goods and services between the point of origin and the point of consumption in order to meet the requirements of customers. Logistics involved the integration of information, transportation inventory, warehousing, material handling, and packaging, and often security. Logistics as a business concept evolved in the 1950s due to the increasing complexity of supplying businesses with materials and shipping out products in an increasingly globalized supply chain, leading to a call for experts called supply chain logisticians. Business logistics can be defined as "having the right item in the right quantity at the right time at the right place for the right price in the right condition to the right customer", and is the science of process and incorporates all industry sectors. The goal of logistics work is to manage the fruition of project life cycles, supply chains and resultant efficiencies. In business, logistics may have either internal focus (inbound logistics), or external focus (outbound logistics) covering the flow and storage of materials from point of origin to point of consumption. The main functions of a qualified logistician include inventory management, purchasing, transportation, warehousing, consultation and the organizing and planning of these activities. Logisticians combine a professional knowledge of each of these functions to coordinate resources in an organization. There are two fundamentally different forms of logistics: one optimizes a steady flow of material through a network of transport links and storage nodes; the other coordinates a sequence of resources to carry out some project.
INDIAN LOGISTICS INDUSTRIES The Indian scenario is dominated by main players like Blue Dart (which is the domestic market leader) FedEx and DHL. But the logistics industry in its express service connecting all the major cities and suburbs of India are still in its developmental stage. It is estimated that the express
logistics sector is set to grow at a rate of 18-20% in the next couple of years, which in itself is indicative of the tremendous untapped potential of the industry
INCORPORATION AND HISTORY OF THE ORGANIZATION Deccan 360 is an express transportation and logistics company that began operations in November 2009. It was founded by Captain Gopinath, who is known for his revolutionary venture Air Deccan, which redefined air connectivity in India. Likewise with Deccan 360, he aspires to revolutionize the countrys logistics and distribution network Deccan 360 is an express transportation business which is born out of a need. A need to play a part in the Indias march to economic supremacy .A need for a new benchmark in reliability. A need to revolutionize the way Indians do business. Deccan 360 will be the first Indian company to adapt a hub and spoke distribution model in the express industry in India. In fact, once operational Deccan 360 air and surface network will offer unmatched, next-day connectivity to more than 85% of the Indian GDP. Once the company was founded and set up its corporate office in Bangalore, all efforts have been to get the Air Cargo taking off. The efforts culminated in Deccan 360 launching its first Cargo flight (airbus 310) from Delhi to Hongkong on 27th May 2009. The revenue started pouring in only then and the company has a long way to go in realizing its ultimate goal in becoming the most preferred Cargo Carrier of every logistics and forwarding company, offering innovative and tailored air transport solutions. It currently has round services to India (Bangalore, Chennai, New Delhi), Honkong and Dubai. The express venture of the company is still in its developmental stage. Deccan 360 ultimately sets its goal on spreading their reach to the international market via the Middle-East and South East Asia.
VISION STATEMENT Where dreams are fuelled by reliability and professional ethics. Where a small town and a metropolitan city are given the same importance. Where the whole country achieves its goals in one united and seamless effort This is Captain G.R. Gopinaths vision for his new company. The philosophy araised out of his experience with the logistics scenario before the company was founded whereby he experienced a delay in delivery of a much needed aircraft repair cargo for one of his flights CORPORATE OFFICE Bangalore INITIAL INVESTMENTS $25 Million PRODUCTS/SERVICES Deccan 360 Aviation offers a variety of services including Economy, Priority and Premium services. In the international sector, Deccan 360 Aviation offers the below-mentioned portfolio of services: General Freight
General Freight is our most economical global distribution cargo product. Designed for airportto-airport transportation of general freight, this product is available on all flights to Hong Kong and bookings can be made through our efficient agents based in Hong Kong. Special handling are given for various types of equipment and sensitive goods. Hence, it offer secure cargo services for all our customers. Charter Services
With fleet of regional freighter aircrafts, they offer reliable, flexible and cost-effective worldwide charter services. They provide full or part world-wide charter services with very few restrictions on the type of cargo that can be carried and destinations served. Our charters let us fly your cargo to destinations not on our regular routes, outside our normal schedules. Over the
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years, they provided charters for every imaginable shipment to different corners of the world. This customized service can handle any cargo, on tight deadlines. Deccan 360 Aviation is well equipped and has been operating charters for pharmaceuticals (vaccines) and temperature sensitive products. Temperature controlled service offers a seamless air transportation chain suitable for carriage of pharmaceutical and perishable cargo. Dangerous Goods
Highly qualified and licensed staff is trained in the acceptance, handling and loading procedures required to ensure safe movement of dangerous goods. Our dangerous goods air cargo product is offered in compliance with IATA and established international regulations. CUSTOMERS/CLIENTS An express logistics venture, the company will operate under the brand Deccan 360, and aims to provide end-to-end logistic solutions to corporate customers. Deccan 360 will provide service to various industry verticals pharmaceuticals, machinery, manufacturing, retail, electronics, textiles, banking, etc. The firm also provides technology solutions, which will help Deccan track all its shipments 24x7. HUMAN RESOURCE DEPARTMENT The HR department at present procures the personnel requisition request from the departments and prepares the offer letter for the employees. Till the company is set in full motion, the HR function of recruitment is restricted mainly taking care of the joining formalities of the new employees. The recruitment as of now is done by the concerned department as per when the need arises. The vacancy is posted in the companys website www.deccan360.in and one HR associate manager is given access to the company mail id. The associate manager inturn goes through all the resumes carefully and sort them according to the department and the same is sent to its concerned department. The departmental heads go through the resumes and short list the candidates who are inturn called in for interview by the associate manager. During the interview an HR representative sits through the process and once the employee is selected the HR departmentss
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role is to take care of the joining formalities and collect all the necessary certificates/forms to maintain personal files. The responsibilities of the HR executives include: Manpower recruitment Preparation and implementation of HR policies Ensuring statutory requirements Processing payroll information Welfare activities Maintaining a CV data base of the job applicants Assist aviation and air operations department in assessing the need for recruitment Organizing monthly parties/trips to facilitate informal interaction of the employees. The responsibilities of the administrative personnel include: Collecting all necessary papers from the new employees for maintaining personal files Maintaining the attendance register Issuing leave cards Data entry of all relevant employee information in to the master file in computer Updating the documents Taking care of travel insurance Assisting finance department to maintain records of accomodation provided by the company to the employees. Watching over housekeeping activities which is outsourced. Issuing of ID cards
The HR department at present procures the personnel requisition request from the departments and prepares the offer letter for the employees. Till the company is set in full motion, the HR function of recruitment is restricted mainly taking care of the joining formalities of the new employees.
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The recruitment as of now is done by the concerned department as per when the need arises. The vacancy is posted in the companys website www.deccan360.in and one HR associate manager is given access to the company mail id. The associate manager inturn goes through all the resumes carefully and sort them according to the department and the same is sent to its concerned department. The departmental heads go through the resumes and short list the candidates who are inturn called in for interview by the associate manager. During the interview an HR representative sits through the process and once the employee is selected the HR departmentss role is to take care of the joining formalities and collect all the necessary certificates/forms to maintain personal files. HR POLICIES Leave travel assistance: Leave travel assistance is paid only once in a year, on completion of the financial year end. Employees who join in between the year will be paid on a pro rata basis. The employee can submit a claim for self, spouse and dependent children for reimbursement. Any difference in claim and allowance will be [paid as an allowance subject t tax deduction. The employee has t o take a minimum of 5 working days in order to claim the leave travel allowance Training and development: There is constant emphasis on training programs be it in-house, external, MDPs.IN HOUSE: in house programs are customized and are provided to employees at all levels. In many of the jobs they spend several weeks during the first year in formal and informal training programs Performance mgmt system: All employees are assessed bi annually .we follow an open & transparent appraisals system where the employee performance is evaluated against pre-determined and mutually agreed targets/MBOs followed by a post appraisal frank and open discussion and feedback on the progress/performance/action needed for further improvement/advancement which is provided by the immediate manager/department head
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Reward management: Currently the annual compensation package has a base pay component and a performance and a performance linked variable bonus pay component The annual base pay increase provided will be essentially to help absorb inflation and related costs The performance linked variable bonus pay component payout will be linked to the individuals performance as also the performance of the organization against the identified parameters for the year under consideration The introduction of this is to reward high achievers and provide motivate on for employees to perform /outperform Seperation: All confirmed /probationary employees who have decided to leave services of the company are require to convey through prior notice as per the terms of appointment their intention to do so Recruitment: Mainly internal sources, (referals), Extenal sources/job portals/naukiri/wal ins/.The minimum age for the service with company shall be at least 18years on t date of joining level joining.There are different levels like L1, l2,l3,l4 etc for the purpose of employment in the company .The minimum entry qualification for employment in the company is fixed as a graduate in any discipline .however the company recognizes that for certain categories assignments like pick up and deliver personnel, loader ,packer etc, a graduate is not required and even an SSLC may be considered
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Performance appraisal: A Performance appraisal report will be initiated on every employee below the directors level provided he /she has been on the roll of the company for a period of 180 days as on 1april every year.PA report is a confidential document and will be treated as such at all levels Gratuity All employees will be entitled to gratuity as per the government regulations provided they have completed five years of continuous service with the company .The gratuity benefit to an employee is 15 days salary (basic +d a) for every completed year of service subject to a maximum ceiling of rs 3 50000.Gratuity will be payable at the time of leaving the services of the company through recruitment /resignations after at least 5 yrs continuous service with the company. ESIC Al l employees drawing a salary of rs 10000 and below w will be covered under the esic act and deductions to the tune of 4.75% and 1.75% will be made from the employer and employee respectively
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SECTION II PROBLEM CENTERED STUDY OF THE ORGANIZATION
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CHAPTER I PROBLEM FORMULATION
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TITLE OF THE STUDY A study on the Job Satisfaction of employees in Deccan cargo & Logistics Pvt Ltd, Bangalore BACKGROUND OF THE STUDY Job satisfaction means the degree in which an individual feels towards different facets of their job (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, coworkers, nature of work and communication) which determine their work performance. This definition is adapted from Paul E. Spectors definition (1997) Job satisfaction is simply how people feel about their jobs and different aspects of their jobs. To assess employee satisfaction, organizations will routinely have obligatory surveys face-toface meetings with employees to gain data. Both of these strategies have pros and cons, and should be chosen carefully. Surveys are often nameless, allowing workers more liberty to be honest without fear of ramification. Interviews with company administration can feel threatening, but if done suitably can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can really get to the heart of the data surroundings individuals satisfaction and can be the main tools to identify specific problems leading to lowered employee morale. With the changing times, one aspect of an organization that is being looked into the most is its Human Resources. An organization in present times spends a lot of time and energy on keeping its human capital content. The same ultimately leads to a transaction between the employer and the employee which is symbiotic. In a start-up company, especially when the employees placed are the ones with considerable years of experience in the industry, doing a continuous assessment of their satisfaction with the company is of primary importance. So to mention, this in turn gives the organization the needed security of the employees working for the same goals as projected. Employee satisfaction is also indicative of an organizations success.
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STATEMENT OF THE PROBLEM There has been no formal assessment of the level of Job satisfaction since the company started in Aug 2007. The logistics industry being highly competitive, it is the need of the hour to assess the Job satisfaction and take necessary measures to tackle the problem, if any. The factors affecting the Job satisfaction are also to be understood better. RELEVANCE OF THE STUDY Deccan Cargo & Express Logistics Pvt Ltd was started by pooling in employees with considerable experience in the logistics industry. Employees have joined with tremendous expectations. Now that its first cargo aircraft has been launched and the company finally launched itself under the brand Deccan360, it is the right time to go in for a formal assessment as to how satisfied the employees are with the company. Since the company started, there has been no formal Job satisfaction assessment. The same is of crucial importance because the employees having experience might choose to leave the company in search of better arena where they can put their experience to use. The study will also form the first step of what is termed Survey Feedback Action (SFA). After the survey and feedback from the employees the Human Resources Department together with the top management consider what is to be one in order to maintain the employee satisfaction.
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CHAPTER II RESEARCH PROCESS
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OBJECTIVES OF THE STUDY To assess the level of satisfaction of employees To identify the factors which improve the job satisfaction of employees To offer valuable suggestion to improve the satisfaction level of employees
SCOPE OF THE STUDY The scope of the study is to assess the level of Job satisfaction of the employees and also to understand the factors which improve job satisfaction better. It is to gain an insight into what factors go into achieving job satisfaction and to determine the measures to be taken to effectively address the problem of job satisfaction. RESEARCH DESIGN Descriptive Research studies are concerned with describing the characteristic of a particular group thereby obtaining complete and accurate information with regard to the studies. The project has taken on the descriptive study methodology. It seeks to assess the level of job satisfaction of the employees and also to describe the factors that affect the level of satisfaction. TOOLS FOR DATA COLLECTION Questionnaire was the tool used to collecting data. There were 21 questions which were to be responded to on a five point Likert-type rating scale, the choice of responses as follows: Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied
The respondents were asked to put a tick on the response that they related to the most regarding each item in the questionnaire.
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METHODS OF DATA COLLECTION The sources are both primary and secondary: Primary data was collected by way to of distributing the questionnaire to the employees. Secondary data was collected by consulting the Human Resource Department and the employees by way of conversations, checking the organization template and websites. POPULATION OF THE STUDY The population of the study was defined as the employees of Deccan Cargo & Express Logistics. SAMPLING AND SAMPLE SIZE The questionnaire was distributed to all the employees. The sample size is 57 employees working in the corporate office of Deccan Cargo & Express Logistics Pvt Ltd in Bangalore.
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CHAPTER III
ANALYSIS AND INTERPRETATION OF DATA
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3. ANALYSIS AND INTERPRETATION OF DATA

Table 3.1 shows the level of employee satisfaction with their overall job.
OPINION Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
NO OF RESPONDENTS 11 30 4 5 0 Chart 3.1
PERCENTAGE 22 60 8 10 0
10% 8%
0 22% Very satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
60%
INTERPRETATION: From the above analysis, out of 50 respondents 22% are satisfied, 60% are very satisfied,8% are neither satisfied nor dissatisfied, 10% of the sample is dissatisfied with the job they are doing, but are continuing for simple reason of earning a livelihood. None of them are very dissatisfied with the job.
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Table 3.2 shows the level of employee satisfaction about the leaders in the work environment as positive role models
60% 50% 40% 30% 20% 10% 0% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
INTERPRETATION: From the above analysis, out of 50 respondents, 28% are very satisfied and 48% are satisfied and of the opinion that their leaders in the work environment are positive role models and help them to achieve smaller goals as the foundation for achieving larger goals.28% of the respondents are neither satisfied nor dissatisfied .6% are dissatisfied and 6% are very dissatisfied.
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Table 3.3 shows the level of employee satisfaction with the direct supervisor?
10% 4% 36% 6% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied Very Satisfied
44%
INTERPRETATION: From the above analysis, out of 50 respondents, there is seen a clear majority of 44% in the case of satisfied. They feel that they have a very comfortable relationship with the management.36% of the respondents in the sample were very satisfied.6% were neither satisfied nor dissatisfied but think that certain changes can be definitely be brought about. A minority portion of 4% is dissatisfied and 10% are very dissatisfied.
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Table 3.4 shows the opinion of employees that their manager keep well informed what is going on in the company?
4%
6% 28% Very Satisfied
10% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
52%
INTERPRETATION: From the above chart out of 50 respondents, 52% reported that they are satisfied with the communication between employees and senior management and 28% of respondents are very satisfied and of the opinion that senior management communicate with employees so that they understand the organizations what is going on in the organization. 10% are neither satisfied nor dissatisfied and of the opinion that changes can be brought in the organization to keep the lines of communication clear and keep employees in the loop.4% are dissatisfied and 6% are very dissatisfied with the communications between employee and supervisor.
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Table 3.5 shows the opinion of employees that their views and participation are valued
70% 60% 50% 40% 30% 22% 20% 8% 10% 0% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied 8% 4% 58%
INTERPRETATION: The above chart says, out of 50 respondents 58% of the employees are satisfied and 22% are really satisfied that their views and participation are valued.8% are neither satisfied nor dissatisfied and of the opinion that organizational effectiveness can be achieved through encouraging employee participation.8% are dissatisfied and 4% are very dissatisfied.
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Table 3.6 shows the employees opinion that the manager cares and is responding to employee related issues .
4%
4%
Very Satisfied 14% Satisfied 40% Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
38%
INTERPRETATION: The above chart shows that out of 50 respondents,40% of the employees are very satisfied and 38% of the employees are satisfied that the manager cares and responding to their issues.14% are neither satisfied nor dissatisfied and think that certain changes can definitely be brought about.4% are dissatisfied and 4% are very dissatisfied .
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Table 3.7 shows the level of employee satisfaction with respect to the professionalism of the people with whom you work.
2% 10% 24% Very Satisfied Satisfied 8% Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
32%
INTERPRETATION: Out of the 50 repondents,24% very satisfied,32% satisfied,8% neither satisfied nor dissatisfied,10% dissatisfied and 2% very dissatisfied with the professionalism of the people with whom they work.
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Table 3.8 shows the level of employee satisfaction with respect to the team spirit in their work environment.
50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Very Satisfied 28%
46%
14% 10% 2%
Satisfied
Neither Satisfied Nor Dissatisfied
Dissatisfied
Very Dissatisfied
INTERPRETATION: During the course of survey, out of 50 respondents, 28% of the respondents are very satisfied and 46% of the respondents are satisfied with the team spirit in the work environment.14% are neither satisfied nor dissatisfied.10% are dissatisfied and 2% are very dissatisfied with the team spirit in the work environment.
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Table 3.9 shows the level employee satisfaction with respect to the morale of people with whom they work
NO OF RESPONDENTS 10 29 5 5 1
Chart 3.9
2% 10% 20% Very Satisfied 10% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
58%
INTERPRETATION: The above chart will clearly shows that out of 50 respondents, 20% very satisfied,58% are satisfied with the morale of other employees with whom they work.10% are neither satisfied nor dissatisfied .10% 0f the employees are dissatisfied and 2% of the employees are very dissatisfied.
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Table 3.10 shows the level of employee satisfaction with respect to their own morale.
6% 12%
2%
Very Satisfied 38% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
42%
INTERPRETATION: Out of 50 respondents, 42% of the respondents are satisfied with their own morale and have the capacity to maintain belief in oneself and others.38% are very satisfied.12% are neither satisfied nor dissatisfied.6% are dissatisfied and 2% are very dissatisfied. From this we can conclude that three-forth of the respondents are satisfied with their own morale.
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Table 3.11 shows the level of employee satisfaction with respect to their work gives that gives a feeling of professional accomplishment.
10%
2%
Very Satisfied 10% 38% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
40%
INTERPRETATION: 40% of the respondents are satisfied in the professional accomplishment of work and is very important for the employee job satisfaction.38% are very satisfied.10% are neither satisfied nor dissatisfied.10% are dissatisfied and 2% are very dissatisfied .From this it can be concluded that three-forth of the respondents are satisfied in their work.
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Table 3.12 shows the level of employee satisfaction with respect to what they receive for their contribution.
NO OF RESPONDENTS 17 28 11 2 2
Chart 3.12
60% 50% 40% 30% 20% 10% 0% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
INTERPRETATION: Above chart clearly says that out of 50 respondents, 36% employees are satisfied with the recognition for their contribution and 34% are really satisfied.22% are neither satisfied nor dissatisfied and of the opinion that personal recognition is a powerful tool in building morale and motivation and 4% employees are dissatisfied and 4% very dissatisfied.
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Table 3.13 shows the level of employee satisfaction with respect to the empowerment that they have to influence the quality of their work
4% 6% 22% 12% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
56%
INTERPRETATION: The chart depicts that out of 50 respondents 56% of the employees are satisfied about the empowerment that greatly influence the quality of work .It helps employees to behave, take action, and control work and decision making in autonomous ways.22% of the employees are fully satisfied.6% of the employees are dissatisfied and 4% are very dissatisfied. The observation also shows that 12% of the employees are neither satisfied nor dissatisfied.
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Table 3.14 shows the level of employee satisfaction with respect to the reasonableness of their work responsibilities.
4% 2% 16% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied 16%
62%
INTERPRETATION: Out of the 50 respondents more than half of the employees, are satisfied with the reasonableness of work responsibilities i.e. (62% satisfied and 16% very satisfied). 16% are neither satisfied nor dissatisfied, 2% are dissatisfied and 4% are very dissatisfied.
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Table 3.15 shows the level of employee satisfaction with respect to their ability to maintain a reasonable balance between family life and work life.
50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Very Satisfied 22%
46%
16% 8%
6%
Satisfied
Dissatisfied
Very Dissatisfied
INTERPRETATION: Flexibility to balance work and life, also referred to as work/life balance, and out of 50 respondents 46% are satisfied and 22% are very satisfied .16% are neither satisfied nor dissatisfied.6% are dissatisfied and 8% are very dissatisfied.
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Table 3.16 shows the level of employee satisfaction with respect to the compensation for their current job assignment.
4% 8%
18% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
20%
50%
INTERPRETATION: Employees who are compensated poor may be more likely to be frustrated, less productive and dissatisfiedall of which may negatively affect the dynamics of a team. The chart shows that out of 50 respondents, 50% employees are satisfied and 18% are very satisfied and of the opinion that they are compensated fairly by their current job assignments.20% are neither satisfied nor dissatisfied.8% are dissatisfied and 20% are very dissatisfied with the compensation/pay they are getting.
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Table 3.17 shows the level of employee satisfaction with respect to their overall job security.
10% 0% 24% Very Satisfied 16% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
50%
INTERPRETATION:
The survey also asked employees what factors have influenced their sense of job security during the current economic climate. Out of 50 respondents, nearly one-half of employees(50%) indicated that their professional abilities/skills and the importance of their job (role) to their organizations overall success increased their sense of job security and they are satisfied and 24% are very satisfied. Location of employees company had little impact on their sense of job security.16% are neither satisfied nor dissatisfied.10 % are very dissatisfied.
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Table 3.18 shows the employees opinion that their managers recognizes their contributions and efforts in the company and in the area of work place?
NO OF RESPONDENTS PERCENTAGE 12 24 26 52 8 16 2 4 2 4 Chart 3.18
60% 52% 50% 40% 30% 24% 20% 10% 4% 0% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied 4% 16%
INTERPRETATION: Employee recognition is a communication tool that reinforces and rewards the most important outcomes people create for their business. According to the survey, out of 50 respondents 24% are very satisfied and 52% are satisfied and of the opinion that their managers recognizes their contributions and efforts in the company and in the area of work place, 16% are neither satisfied nor dissatisfied.4% are dissatisfied and 4% are very dissatisfied.
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Table 3.19 shows the opinion about Deccan 360 as a great place to work in.
OPINION
NO OF RESPONDENTS
PERCENTAGE
Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied Chart 3.19
18 23 4 4 1
26 46 8 8 2
Sales
8% 8% 2% 26% Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied
46%
INTERPRETATION: According to the survey, out of 50 respondents 26% is very satisfied, 46% is satisfied and of the opinion that Deccan 360 is one of the best place to work in.8% is neither satisfied nor dissatisfied and of the opinion that much change can definitely be brought in, 8% is dissatisfied and 2% is very dissatisfied.
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Table 3.20 shows the opinion of the employee whether he would recommend/influence his friends/colleagues/associates in the industry/outside to take up a job opportunity with Deccan 360 or not.
OPINION Yes No
NO OF RESPONDENTS 41 9
PERCENTAGE 82 18
Chart 3.20
18%
Yes No
82%
INTERPRETATION: Out of the 50 respondents, 82% influence his friends/colleagues/associates in the industry/outside to take up a job opportunity with Deccan 360 and 18% would not recommend. From this it is very clear that more than three-fourth of the employers are really interested to work with Deccan 360
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Table 3.21 shows the opinion of employees with respect to their skills/knowledge &experience being utilized fully in their current profile.
OPINION Yes No
NO OF RESPONDENTS 40 10 Chart 3.21
PERCENTAGE 80 20
20%
Yes No
80%
INTERPRETATION: Out of 50 respondents,80% of the employees are of the opinion that their skills/knowledge &experience being utilized fully in their current profile and 20% of the employees said no.
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Table 3.22 shows the current level of employee satisfaction when compared to when he joined in Deccan 360
OPINION
NO OF RESPONDENTS
PERCENTAGE
Very Satisfied Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied Chart 3.22
70% 62% 60% 50% 40% 30% 20% 10% 0% Very Satisfied Satisfied
7 31 4 5 3
14 62 8 10 6
14% 8% 10% 6%
Dissatisfied
Very Dissatisfied
INTERPRETATION: Out of 50 respondents more than half of the employees are now satisfied with their overall job compared to the when he joined in Deccan 360.14% satisfied, 62% very satisfied,8%neither satisfied nor dissatisfied,10% dissatisfied and 6% very dissatisfied.
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CHAPTER IV FINDINGS, SUGGESTIONS AND CONCLUSIONS
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FINDINGS Majority of the employees are satisfied with their job More than half of the employees are satisfied with the direct supervisor and manager keep employees well informed what is going on in the company The employees, a good majority of them, responded that their views and participation are valued and the manager cares and responding to their issues Regarding the professionalism of the people with they work, majority of the employees are satisfied Majority of the employees are satisfied with their own morale and the morale of the people with whom they work More than half of the employees are satisfied with the team spirit in the work environment and says that their work gives a feeling of professional accomplishment Most of the employees are of the opinion that the empowerment influence their quality of work About sixty eight percent of the employees maintain a reasonable balance between family life and work life Majority of the employees are satisfied with the compensation they recieve for their current job assignment and for their contribution Majority of the employees are satisfied with the company as a place to work and enable them to utilize their knowledge and skill in their current profile Majority of the employees contented that they have personal satisfaction and job security with the company and they will recommend Deccan 360 to their friends and colleagues as the best place to work in SUGGESTIONS Deccan Cargo & Express Logistics is a start-up company, and for the same reason it has successfully conveyed what it is trying to achieve to its employees Build employees' competence and self-confidence through training, feedback and recognition.
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The employees selected have considerable experience in the industry and for the same reason have high expectations out of the company; hence the company should provide the necessary background for the employees to put their valuable experience to use.
Communicate the value of the organization's services, and the role the organization plays in the marketplaces where it operates.
The top management should ensure that all relevant information are passed on to the employees and the employees should be up to date on the workings of the company for smooth functioning and employee satisfaction
Encourage positive workplace relations.
CONCLUSION The study assessed the satisfaction of the employees with the company. It highlighted the major variables that determine employee satisfaction. It provided valid insight into what the top management and the Human Resource Department should work upon to improve the level of satisfaction of the employees.
Employees named opportunities to use their skills and abilities as one of the top five factors influencing job satisfaction. If organizations are not aware of the skill sets of their employees or fail to utilize them, they may risk losing some of the most talented and valuable employees when the economy improves.
As evidenced by this study, several factors influence employees job satisfaction, and these factors are dynamic. Job dissatisfaction can contribute to multiple organizational problems and has been associated with increased levels of turnover and absenteeism, which ultimately cost the organization in terms of low performance and decreased productivity
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BIBLIOGRAPHY
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BOOKS 1) RAO, V.S.P: HUMAN RESOURCE MANAGEMENT ( 2002 ); EXCEL BOOKS; NEW DELHI
WEBSITES 1. 2. 3. 4. 5. www.shrm.org/research www.deccan360.in

www.hrmindex.com www.hrm .com
www.hrsurvey.com
1)1 1: www.shrm.org/research SHRM Survey Findings: www.shrm.org/surveys SHRM Online: www.shrm.org SHRM Research: www.shrm.org/research SHRM Survey Findi1111111gfhghngs: www.shrm.org/surveys
SHRM Online: www.shrm.org SHRM Research: www.shrm.org/research SHRM Survey Findings: www.shrm.org/surveys
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ANNEXURE
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QUESTIONAIRE ON JOB SATISFACTION NAMEDEPARTMENT
RATING LEGEND
1)Very Satisfied 2)Satisfied 3) Neither Satisfied nor Dissatisfied
4)Dissatisfied
5)Very Dissatisfied
How satisfied are you 1)with your overall job? 2).that the leaders in your work environment are positive role models? 3)..with your direct supervisor? 4)..that your manager keeps you well Informed about what is going on in the company? 5)..that your views and participation are valued? 6)..that your manager cares and is Responding to the issues of most importance to you?
7)with the professionalism of the people with whom you work? 8)with the team spirit in your work environment?
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9)with the morale of people with whom you work? 10).with your own morale?
11).that your work gives you a feeling of professional accomplishment? 12)..that you receive appropriate recognition for your contributions? 13)..with the empowerment you have to Influence the quality of your work? 14)..with the reasonableness of your work responsibilities? 15)..with your ability to maintain a reasonable balance between family life and work life? 16)..that you are compensated fairly for your current job assignment? 17)..with your overall job security? 18)..that your manager recognizes your contributions and efforts in the company and your area of work place? 19)..with Deccan 360 as a great place to work in? 20)Would you recommend/influence your friends/colleagues/associates in the industry/ Outside to take up a job opportunity with Deccan 360? a)Yes b)No
21) Are your skills/knowledge &experience being utilized fully in your current profile? a)Yes b)No 22) Compared to when you joined Deccan 360, how would you describe your overall job satisfaction as of today?
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a) b) c) d) e)
Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied

Very Dissatisfied
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A STUDY ON THE JOB SATISFACTION OF EMPLOYEES AT DECCAN CARGO & EXPRESS LOGISTICS PVT LTD, BANGALORE BANGALORE

RAJAGIRI COLLEGE OF SOCIAL SCIENCES KAKKANAD, KOCHI-682039 KERALA

SECTION II PROBLEM CENTERED STUDY OF THE ORGANIZATION

CHAPTER I PROBLEM FORMULATION

CHAPTER II RESEARCH PROCESS

3. ANALYSIS AND INTERPRETATION OF DATA

NO OF RESPONDENTS 11 30 4 5 0 Chart 3.1

NO OF RESPONDENTS 14 24 6 3 3 Chart 3.2

NO OF RESPONDENTS 18 22 3 2 5 Chart 3.3

NO OF RESPONDENTS 14 26 5 2 3 Chart 3.4

6% 28% Very Satisfied

10% Satisfied Neither Satisfied Nor Dissatisfied Dissatisfied Very Dissatisfied

NO OF RESPONDENTS 11 29 4 4 2 Chart 3.5

NO OF RESPONDENTS 20 19 7 2 2 Chart 3.6

NO OF RESPONDENTS 14 26 4 5 1 Chart 3.7

NO OF RESPONDENTS 14 23 7 5 1 Chart 3.8

Neither Satisfied Nor Dissatisfied

NO OF RESPONDENTS 19 21 6 3 1 Chart 3.10

NO OF RESPONDENTS 19 20 5 5 1 Chart 3.11

NO OF RESPONDENTS 11 28 6 3 2 Chart 3.13

NO OF RESPONDENTS 8 31 8 1 2 Chart 3.14

NO OF RESPONDENTS 11 23 8 3 4 Chart 3.15

Neither Satisfied Nor Dissatisfied

NO OF RESPONDENTS 9 25 10 4 2 Chart 3.16

NO OF RESPONDENTS 12 25 8 0 5 Chart 3.17

NO OF RESPONDENTS PERCENTAGE 12 24 26 52 8 16 2 4 2 4 Chart 3.18

NO OF RESPONDENTS 40 10 Chart 3.21

Neither Satisfied Nor Dissatisfied

CHAPTER IV FINDINGS, SUGGESTIONS AND CONCLUSIONS

Encourage positive workplace relations.

WEBSITES 1. 2. 3. 4. 5. www.shrm.org/research www.deccan360.in

QUESTIONAIRE ON JOB SATISFACTION NAMEDEPARTMENT

Very Satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied

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