SUMMER TRAINING PROJECT

ON

“A Study on Employee Satisfaction of UAS INTERNATIONAL”

Submitted in partial fulfillment of the requirements for the award of the degree of
Bachelor of Business Administration programme of Guru Gobind Singh
Indraprastha University

Submitted To: Submitted by:

ALISHA KUMAR kunika kaushik

00696788820
B.COM (H)

Kamal Institute of Higher Education and Advance Technology

K-1 Extension, Mohan Garden,
New Delhi – 110059
Batch (2020-2022)
 DECLARATION
I hereby declare the major project report, entitled “A Study on Employee Satisfaction of
UAS International” is based on my original study and has not been submitted earlier for
award of any degree or diploma to any institute or university.

The work of other authors, wherever used, has been acknowledgement at appropriate
places.

Place: Delhi Candidate’s Signature

Date kunika Kaushik

08/12/2022 00696788820

Name: Alisha Kumar Name: Dr. Anudeep Arora

Assistant Professor Director

Kamal Institute Of Higher Education Kamal Institute of Higher Education

and Advanced Technology and Advanced Technology
CONTENTS

Chapter Particular(s) Page No. Sign

Certificates

Acknowledgements

Executive Summary

1 Introduction 6 - 14

2 Literature Review 15 – 17

3 Research Methodology 18 – 20

4 Data Reduction, Presentation & Analysis 21 – 44

5 Data Interpretation 45 – 47

6 Summary & Conclusions 48

References/ Bibliography 49-50

Appendices 51

- List of Tables 51

- List of Figures 52
 ACKNOWLEDGEMENT

I wish to express my sincere gratitude to all those with whom I worked and whose thoughts
and inspection contributed towards the completion of this project.

This project would not have started and much less completed without the encouragement
and support of my faculty guide Alisha Kumar without whose valuable insights the project
would not have seen daylight.

Finally, I would also like thank to all my dear friends for their kind cooperation, advice
and encouragement during the long and arduous task of preparing this report and carrying
out the project.

At last but not the least, I would like to acknowledge my dear family members whose
blessings, inspiration and encouragement have resulted in the successful completion of the
project.

Kunika Kaushik

00696788820

B.COM(H)
EXECUTIVE SUMMARY

A Study on “Employee Satisfaction of Employees” was carried out in UAS INTERNATIONAL. The
main objective of the research was to find the satisfaction level of employees in the organization.
Employee satisfaction is essential to the success of any business. The important factors that are to be
considered in the employee satisfaction of employees are salary, promotion, working condition, and so
on...
The study was done as part of Descriptive Research. Convenience sampling technique was employed for
selecting the sample. The primary data was collected by means of questionnaire. The secondary data was
collected from the company records and websites. A structured questionnaire was given to fifty employees
and the data was collected based on the same. The data was analyzed using percentage method and Likert
scale method. Utmost care has been taken from the beginning of the preparation of the questionnaire till
the analysis, findings and suggestions. The analysis leads over to the conclusion that majority of the
employees are satisfied. Dissatisfaction with reference to some of the factors was also reported. It was
found that dissatisfaction among employees will affect the work performance and productivity of the
organization. Valuable suggestions and recommendations are also given to the company for the better
prospects.

1.2 RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization achieves its
objectives. It is very important from the organization point of view to keep them satisfied. The purpose of
study is to understand the level of satisfaction among the employees to UAS INTERNATIONAL and
suggest the area for improvement if any.
CHAPTER – 1

INTRODUCTION
MEANING
Employee satisfaction is a measure of how happy workers are with their employee and working
environment. Keeping morale high among workers can be tremendous benefit to any organization, as
happy workers will be likely to benefit to any company. There are many factors for maintaining high
employee satisfaction, which wise employers would do will to implement.

EMPLOYEE SATISFACTION
To increase employee satisfaction, many companies will have mandatory survey or face to face meeting
either employees to gather information. Both of these tactics have pros and cons and should be chose
carefully. Surveys are often annoying allowing workers more freedom to be honest without fear. Interview
with company management can feel intimating but if done carefully can let to workers know their voice
has been heard and their concern addressed by those in changes. Surveys and meetings can truly got the
center of data surrounding employee satisfaction and can be great tools to identify specific problems
leading to lowering morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel
they are part of the family or team. Holding Office Events such as parties and group outings can help close
bonds among workers. Many companies also participate in team building retreats that are designed
strengthen the working relationship of the employers in the non-working related settings. Company trips,
pain ball wars and guided back parking trips are versions of this type of team building strategy, with which
many employees have founded success.
Of course, few will not experience a boost in morale after receiving more and many raises and bonuses
can seriously affect employee satisfaction and should be given when possible. Yet money cannot solve all
morale issues and of a company with wide spread problems for workers cannot improve their overall
improvement, a bonus may be quickly forgotten as daily stress of an unpleasant employee continuous to
mount.
The backbone of employee satisfaction in respect for workers and the employee they perform. In every
interaction with management, employees should be treated with courtesy and interest. In easy avenue for
employers 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 dedications into compromising will often help to improve morale.
IMPORTANCE OF EMPLOYEE SATISFACTION
Purpose or benefits of employee satisfaction include as following,
• Enhance employee retention.
• Increase productivity.
• Increase customer satisfaction.
• Reduce turnover, recurring and training cost.
• Enhance customer satisfaction and loyalty.
• Energetic employers
• Improve team work
• Higher quality products and or services due to more competent, energized employees.

ORGANISATIONAL DEVELOPMENT FACTORS

• Brand of organization in business field and comparison with leading competitor.
• Mission and vision of organization.
• Potential development of organization.

POLICIES OF COMPENSATION AND BENEFITS FACTORS

• Wages and Salary
• Benefits
• Rewards And Penalties

PROMOTION AND CAREER DEVELOPMENT FACTORS

> Opportunities for promotion.
> Training program participated or will do.
> Capacity of career development.

WORK TASK FACTORS

• Quantity of task.
• Difficult level of task.
RELATIONSHIP WITH SUPERVISORS FACTORS
• Level of coaching
• Level of assignment for employee.
• Treatment of Employee etc.

WORKING CONDITION AND ENVIRONMENT FACTORS

• Tools and equipment.
• Working methods
• Working environment

CORPORATE CULTURE FACTORS

• Relationship with co-workers
• Level of sharing etc...

COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE

FACTORS
• Competencies and personalities of employee are suitable for employee.
• Expectations of employee are suitable for policies of organization.

DEFINITION OF TERMS
SALARY
Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole employee in return for the
salary.
OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that employees work in excess.
DECISION MAKING
Decision making involves the selection of a suitable action from among two or more possible alternatives
in order to arrive at a solution to a problem.
PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is in trouble and went some kind of
help. It is to help such a person is a way that can give him justice to his satisfaction.
WELFARE FACILITY
Employee welfare aims at providing such service facilities and amenities, which enables a worker to
perform their employee well. An employee welfare facility consists of canteen, rest rooms, housing
facility, medical facility, educational facility and transportation facility. This study helps to find out the
various accretions facilities they are provided by the company.
TEAM WORK
The process of working a group of people in order to achieve a goal.
TRAINING
Training is the format and systematic modification of behavior. Which occurs as a result of education,
introduction development and planned experience.
EMPLOYEE SECURITY
It is the probability that an individual will keep his or her employee. A employee with a high level of
employee security in such that a person with the employee would have a small chance of become
employees.
EFFECTIVE COMMUNICATION
Communication is a process in defined and shared between diving organisms. Communication requires a
sender, a message and need not be present as aware of the seniors intent to communicate at the time of
communication thus communication can occurs across vast distances in time and space. Communication
requires that the communicating panics share an area of communication.
WORK SHCEDULE
Employees work schedules vary from full fill time lo part time to employee shares. All work schedules
have one thing in common; the employee is doing work under an employer. Today's employers understand
that flexibility is what employee requires in their work schedules. If they don't employers should beware
SIGNIFICANCE OF THE STUDY
Employee satisfaction is an important aspect as far as an organization is considered. Employees are back
bone of every organization. So it is responsibility of the management to keep the employees to contribute
more.
It is said that satisfied employees are more productive. So every organization is giving high priority to
keep their employees satisfied by providing several facilities which improves satisfaction and reduce
dissatisfaction.
I want to know whether the employees in UAS INTERNATIONAL are satisfied or not. So I had to
address the problem in my study.

1.2 OBJECTIVES OF THE STUDY

• PRIMARY OBJECTIVE

• The primary objective of the research is to find employees’ satisfaction level of the organization.
• SECONDARY OBJECTIVES

• To access the general attitude of the employees towards UAS INTERNATIONAL.

• To understand the problem of the employees in the working condition.
• To know how employees opinion about work place, pay and benefits.
• To study and analyses the various factors affecting the employee satisfaction level.

1.3 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in UAS INTERNATIONAL which
covers the various working schedule, remuneration, developing overtime allowance, work freedom,
employee position etc.. The scope is to understand the employee satisfaction. The study is conducted at
UAS INTERNATIONAL covering 50 employees and data collected based on the questionnaire prepared.
The backbone of the employee satisfaction is respect for workers and employee they perform. And
easy revenue for employee to discuss problems with upper management should be maintained and
carefully monitored. The study was done to know the employee satisfaction in UAS INTERNATIONAL.
Employee are backbone of every organization so the organization should consider a lot the employee
should be motivated and satisfied. So that they can work more and hence to reach the organization is to
its great.
1.4 COMPANY PROFILE
Here, at UAS, we care about the outcome.

UAS International (A Unit of United Accrual Services Pvt. Ltd.) is a people training and development
company. Established in 2013, on the principles of developing and delivering high quality training, which
results in a large number of on-board consultants & require Interns through-out the year. Hence Interns
can work at any point of time for either 2 months or 3 months or 6 months based on the college policy of
Internship program. Though our client base is spread across, BFSI &Telecom Sector. Since we have a
large client base in Banking Sector consisting more of Public Sector Banks. Few of the prominent Banks
are Punjab National Bank, Bank of Baroda & Bank of Karnataka etc. We are looking out for Interns
passionate to make their career in Banking & Insurance Sector, specifically in the area of HR & Marketing.
UAS International is able to facilitate various training and development programs/internships in India and
abroad with top B-schools and has trained almost 52000 and above interns till date. Liaison with 26
universities in India with the base size of 900 & above campus. International Liaison with 80 universities
in abroad with the base size of 500 & above. Having a Team of 42 exclusive corporate trainers. Company
is having asset under management of 80cr.The operations of the company are spread beyond
the national boundaries of India.
Keeping in mind the most critical needs in today's context, we have emerged as a service partner of
Various Banks providing a one stop Solution offering a gamut of services - Training & development,
International & National Internship, International & National Placement & Student exchange program
abroad. Moreover we are India's 1st Organization to launch a customer care for the students for
the mentioned Services - Training &development, International & National Internship, International &
National Placement & Student exchange program abroad. Thus, our mission is to establish high
standards of professional etiquette and to effectively. Facilitate a comprehensive and accomplished system
of continuing professional development for every possible profession through our exceptional
training solutions.

We understand the multiple needs of business world and recognize that there is a gap in what enterprises
expect and what people perform. We can meet the needs from a single source, with the facilities, resources
and learning expertise to fully achieve the desired goals. For the purpose, UAS International has come up
with a unique International Live Project to train and develop the knowledge and resource based skills in
the candidates to fill the void of the business environment.

1.4.3 Vision

“To be a progressive leader and the first choice of clients for providing dynamic solutions- integrating
people process and performance”.

Mission

“To establish high standards of professional etiquette and to effectively facilitate a comprehensive &
accomplished system of continuing professional development for every possible profession through our
exceptional training solutions.”

1.4.4 PRODUCT

• The only brand in India and abroad which is having the call centre for student for the mentioned
services.
• For international and national internship assistance
• For international and national placement assistance

ORIGIN OF THE ORGANIZATION

Keeping in mind the most critical needs in today context, I have emerged as a service partner providing
clients a one stop solution offering a gamut of services “ Training &development, International & National
Internship, International & National Placement & Student exchange program abroad. More are India's 1 st
Organization to launch a customer care for the students for the mentioned services Training
&development, International & National Internship, International & National Placement & Student
exchange program abroad. Thus, mission is to establish high standards of professional etiquette and to
effectively facilitate a comprehensive and accomplished system of continuing professional development
for every possible profession through our exceptional training solutions.
We understand the multiple needs of business world and recognize that there is a gap in what enterprises
expect and what people perform. We can meet the needs from a single source, with the facilities, resources
and learning expertise to fully achieve the desired goals. For the purpose, UAS International has come up
with a unique International Internship Program, International Live Projects, Various Training
Programs on Personality Development/Career Management/How to get a desirable Job etc. & 3 days
Workshops on how to choose career options to train and develop the knowledge and resource based skills
in the candidates to fill the void of the business environment. This is not all; we also look forward to the
successful placements of our Interns with the top companies of national and international repute.
 CHAPTER-2

LITERATURE REVIEW
LITERATURE REVIEW
According to Moyes, Shao & Newsome (2008) the employee satisfaction may be described as
how pleased an employee is with his or her position of employment. As Spector (1997) defined
job satisfaction as all the feelings that a given individual has about his/her job and its various
aspects. Employee satisfaction is a comprehensive term that comprises job satisfaction of
employees and their satisfaction overall with company’s policies, company environment etc.

According to Nancy C. Morse (1997) “Satisfaction refers to the level of fulfillment of one’s
needs, wants and desire. Satisfaction depends basically upon what an individual wants from
the world, and what he gets.” Employee satisfaction is a measure of how happy workers are
with their job and working environment. It is certain that there may be many factors affecting
the organizational effectiveness and one of them is the employee satisfaction. Effective
organizations should have a culture that encourages the employee satisfaction, Bhatti &
Qureshi, (2007)

According to Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction

(composed of four dimensions: general satisfaction with work; employee relationships;
remuneration, benefits and organizational culture; and employee loyalty). The model's
underlying hypotheses were conceptually developed and empirically tested. The findings
support the hypothesized relationships between employee satisfaction, entrepreneurship and
growth. The influence of the control variables was also assessed in the model and firm age
was found to be influential.
According to José Varela González, Teresa García Garazo, (2006) "Structural relationships
between organizational service orientation, contact employee satisfaction and citizenship
behavior is to contribute to the knowledge of how organization service orientation (OSO)
influences job satisfaction and organizational citizenship behavior (OCB) of customer‐
contact employees. The empirical results enable one to identify the dimensions of OSO on
which the managers of hotel firms should place greater emphasis in order to stimulate
employee job satisfaction and OCB.
In general, most definitions cover the affective feeling an employee has towards their
profession. This could be the job in general or their outlooks towards specific aspects of it, such
as: their colleagues, pay or working conditions (Luthans, 1992.) . In addition, the scope to
which job outcomes meet or go beyond expectations may decide the level of job contentment
(Taber, 1995) . However, job satisfaction is not only about how much an employee take
pleasure in doing work. Taber and Alliger (Maslow, 1995.)Found other measures (such as,
level of concentration required for the job, level of supervision, and task importance) all had
no impact on satisfaction. This study demonstrates that the accumulating pleasure of work
responsibilities added up to overall job satisfaction.
 CHAPTER – 3

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through questionnaire.
Analysis and interpretation has been done by using the statistical tools and data presented
through tables and charts.

RESEARCH DESIGN
The study was based on survey method. The aim of the study is to find satisfaction
levels of employees.

SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population.
Convenience sampling method used in selected samples.

PERIOD OF STUDY
This study on employee satisfaction was conducted during the period of Twenty One
Days.

SAMPLE SIZE
The sample size of this study is 50 respondents.

DATA COLLECTION
The data collected for the study consists of both primary and secondary data.

PRIMARY DATA
In this study primary data were collected through personnel interview using questionnaire. The
questionnaire was administered to fifty employees of UAS INTERNATIONAL.

SECONDARY DATA
Secondary data for this study was collected from.
• Previously published records, statistics, research reports and documents.
• Books, Periodical and websites.
QUESTIONNAIRE
In this study the researcher have used a questionnaire consisting of twenty multiple choice
based questions

TOOLS USED FOR ANALYSIS

Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the
analysis.

GRAPHICAL REPRESENTATION OF DATA

Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data
analysis.
 CHAPTER - 4&5

DATA ANALYSIS AND INTERPRETATION

TABLE NO.6.1: WORKING EXPERIENCE OF EMPLOYEES

EMPLOYEES NO OF RESPONDENTS PERCENTAGE

Below 2 years 10 20%
2-5 years 14 28%
Above 10 years 26 82%
Total 50 100

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

30

25

20

15

10

0
Below 2 years 2-5 years Above 10 years

NO OF RESPONDENTS

INTERPRETATION
From the above table, 20% of employees have the working experience below 2 years and 28%
in between 2-5 years, at the time 82% employees’ work above 10 years in this institution.
TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING
AND PROGRAMMES

OPINION NO OF RESPONDENTS PERCENATGE

Highly Satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINNING

AND PROGRAMMES

40%

30%

20%

10%

0%
Highly Satisfied Satisfied Dissatisfied

INTERPRETATION
From the above table 36% of employees are highly satisfied in training programmes, 40% of
employees satisfied and 24% dissatisfied.
TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES
OF INSTITUTION

OPINION NO.OF RESPONDENTS PERCENTAGE

Good 36 72%
Bad 8 16%
Average 6 12%
Total 50 100

CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES

OF INSTITUTION

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION
Form the above table 72% of employees had good opinion about the safety measure and 16%
had bad opinion, same time 12% employees had average safety measure only provided.
TABLE NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 20 40%
Satisfied 22 44%
Dissatisfied 8 16%
Total 50 100

CHART NO.6.4: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION
From the above table 40% of employee highly satisfied in their leave provided, 44% are
satisfied and 16% dissatisfied.
TABLE NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO
REALISE EMPLOYEES APPLICATION AND AMBITION

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 12 24%

No 8 16%

Can’t say 30 60%

Total 50 100

CHART NO. 6.5: SHOWING WHETHER THE EMPLOYEE OFFER TO

REALISE EMPLOYEES APPLICATION AND AMBITION

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 24% of employees are satisfied and 16 % are dissatisfied also 60% of
employees are not answered the question.
TABLE NO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY
CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 14 28%

No 6 12%

Can’t say 30 60%

Total 50 100

CHARTNO. 6.6: SHOWING WHETHER EMPLOYEES TO GET ANY

CHANCE TO BE INVOLVED AND IDENTIFICAL WITH GOAL AND
IMAGE

35
30
25
20
15
10
5
0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 8% of employees to get chance to be involved and identified with goal
and image. 12% should not get chance and 60% of employees are not answered the question
TABLE NO.6.7: WHETHER EMPLOYEES TO GET A CHANCE IN
PART OF DECISION MAKING

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 30 60%

No 6 12%

Can’t say 14 28%

Total 50 100

CHART NO. 6.7: SHOWING WHETHER EMPLOYEES TO GET A

CHANCE IN PART OF DECISION MAKING

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 60% of employees get chance to be involved in decision making 12%
should not get chance and 28% of employees are not answered the question.
TABLE NO.6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD
TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 20 40%

No 10 20%

Can’t say 20 40%

Total 50 100

CHART NO. 6.8: SHOWING WHETHER EMPLOYEES FEELS GOOD

TEAM SPIRIT EXIST IN YOUR WORK ENVIRONMENT

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 40% of employees feels the good team spirit, 20% should not feel and
40% of employees are not answered the question.
TABLE NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET
PROPER PROMOTION AND GROWTH OPPORTUNITES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 34 68%

No 6 12%

Can’t say 10 20%

Total 50 100

CHART NO. 6.9: SHOWING WHETHER EMPLOYEES TO GET

PROPER PROMOTION AND GROWTH OPPORTUNITES

40

35

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 6% employees to get proper promotion and growth opportunities, 12%
of employees should not get, 20% employees are not answered the question.
TABLE NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TO
THE OPINION AND SUGGESTIONS

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 28 56%

No 8 16%

Can’t say 14 28%

Total 50 100

CHART NO.6.10: SHOWING WHETHER SUPERVISOR LISTEN TO

THE OPINION AND SUGGESTIONS

30

25

20

15

10

0
Yes No Can’t say

NO OF RESPONDENTS

INTERPRETATION
From the above table 56% of employees are agreed that supervisor listen to their opinions and
suggestions, but 10% employees are disagree and 28% employees are not answered the
question.
TABLE NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN
OVERALL ALLOWANCES

OPINION NO OF RESPONDENTS PERCENTAGE

Yes 24 48%

No 16 32%

Can’t say 10 20%

Total 50 100

CHART NO.6.11: SATISFACTION LEVEL OF EMPLOYYES IN

OVERALL ALLOWANCES

35
30
25
20
15
10
5
0
Yes
No
Can’t say

NO OF RESPONDENTS
PERCENTAGE

INTERPRETATION
From above table 48% of employees satisfied the overall allowances, 32% should not satisfied
and 20% of employees are not answered the question.
TABLE NO. 6.12: OPINION OF EMPLOYEES REGARDING
BEHAVIOUR AND SUPPORT OF MANAGEMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 38 76%
Bad 4 8%
Average 8 36%
Total 50 100

CHART NO. 6.12: OPINION OF EMPLOYEES REGARDING

BEHAVIOUR AND SUPPORT OF MANAGEMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION
From above table 76% of employees are shared a good experience and 8% in a Bad level, 16%
in average level.
TABLE NO. 6.13: SHOWING WHETHER THE EMPLOYEEES
SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 18 36%

Satisfied 20 40%

Dissatisfied 12 24%

Total 50 100

CHART NO. 6.13: SHOWING WHETHER THE EMPLOYEEES

SATISFACTIED WITH WORK FACLITITES PROVIDED BY THE
COMPANY

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION:
From the above table 36% of employees are highly satisfied and the work facilities provided
by the company. 20% are satisfied and 24% of employees are not satisfied
TABLE NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN
WORKING RELATIONSHIP WITH THEIR SUPERVISOR

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 10 16%
Satisfied 38 74%
Dissatisfied 2 4%
Total 50 100

CHART NO. 6.14: SATISFACTORY LEVEL OF EMPLOYEES IN

WORKING RELATIONSHIP WITH THEIR SUPERVISOR

40

35

30

25

20

15

10

0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION
From the above table 16% of employees are highly satisfied the working relationship with their
supervisor and 76% satisfied and 4% is dissatisfied.
TABLENO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE
PROVIDED

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 44 88%
Satisfied 2 4%
Dissatisfied 4 8%
Total 50 100

CHARTNO. 6.15: SATISFACTORY LEVEL OF EMPLOYEES LEAVE

PROVIDED

NO OF RESPONDENTS

Highly satisfactory Satisfied Dissatisfied

INTERPRETATION
From the above table 88% is highly satisfied on companies’ motivational programmes and 4%
satisfied and 8% dissatisfied.
TABLE NO.6.16:SHOWING WHETHER THE EMPLOYEES SATISFIED
WITH THE TIME OF THE EMPLOYEE

SATISFACTORY LEVEL NO OF RESPONDENTS PERCENTAGE

Highly satisfactory 36 72%
Satisfied 4 8%
Dissatisfied 10 20%
Total 50 100

CHART NO.6.16: SHOWING WHETHER THE EMPLOYEES

SATISFIED WITH THE TIME OF THE EMPLOYEE

40
35
30
25
20
15
10
5
0
Highly satisfactory Satisfied Dissatisfied

NO OF RESPONDENTS

INTERPRETATION
From the above 72% of employees highly satisfied with the working time 8% satisfied and
20% dissatisfied.
TABLE NO.6.17: OPINION OF EMPLOYEES REGARDING
REFRESHMENT AND RECREATION FACILITIES

OPINION NO OF RESPONDENTS PERCENTAGE

Good 40 80%
Bad 4 8%
Average 6 12%
Total 50 100

CHART NO.6.17: OPINION OF EMPLOYEES REGARDING

REFRESHMENT AND RECREATION FACILITIES

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION
From the above table 80% of employees have good opinion about refreshment and recreation
facilities and 8% have bad opinion and 12% have average opinion.
TABLE NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT
IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%
Bad 4 8%
Average 40 80%
Total 50 100

CHART NO. 6.18: OPINION REGARDING MANAGEMENT SUPPORT

IN EMPLOYYES SUGGESTIONS AND GRIEVANESS

45
40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION
From the above table 12% of employees have good opinion about and regarding management
support in employees’ suggestion and grievances.
TABLE NO. 6.19: LEVEL OF UNDERSTANDING BY THE
MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

OPINION NO OF RESPONDENTS PERCENTAGE

Good 6 12%
Bad 4 12%
Average 38 76%
Total 50 100

CHART NO.6.19: LEVEL OF UNDERSTANDING BY THE

MANAGEMENT IN EMPOLYEE NEEDS AND WANTS

40
35
30
25
20
15
10
5
0
Good Bad Average

NO OF RESPONDENTS

INTERPRETATION
From the above table 12% of employees have good opinion regarding management
understanding of employees need and wants. 12% have bad opinion and 70% having an average
opinion.
NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK ENVIRONMENT

OPINION NO OF RESPONDENTS PERCENTAGE

Good 36 72%
Bad 6 12%
Average 8 16%
Total 50 100

CHART NO. 6.20: SATISFACTION OF EMPLOYEE IN WORK

ENVIRONMENT

40

35

30

25

20

15

10

0
Good Bad Average

NO OF RESPONDENTS PERCENTAGE

INTERPRETATION
From the above table 72% of employees satisfied with the work environment and 12% of them
having bad and 16% having an average satisfaction regarding our statement.
HYPOTHESIS TESTING
CHI-SQUARE TEST
H0: There is no significant relationship between employees’ satisfaction in work
facilities and working relationship with supervisor.
H1: There is significant relationship between employees’ satisfaction in work
facilities and working relationship with supervisor.

OBSERVED FREQUENCIES
OBSERVED FREQUENCY HIGHLY SATISFIED DISATISFIED TOTAL
SATISFIED
Employees work facilities 18 20 12 50

Employees work relationship 10 38 2 50

with supervisor
Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E

O= Observed Frequency
E= Expected Frequency
Expected Frequency= Row Total/Column Total * Grand Total

O E O-E (O-E)2 (O-E)2/E

18 50*28/100=14 4 16 1.142

20 50*58/100=29 -9 81 2.793

12 50*44/100=7 5 25 3.571

10 50*28/100=14 -4 16 1.142

40 50*58?Z9=29 11 121 4.172

∑ (O-E) 2/E= 12.82
Degree of Freedom= (c-1) (r-1)
5% level of significance= 2
Table value = 5.991

COMMENT

As the calculated value is more than table value. Therefore null hypothesis is
rejected and it concluded that there is significant relationship between employees’
satisfaction in work facilities and working relationship with supervisor.
 CHAPTER - 6

FINDINGS AND SUGGESTIONS AND CONCLUSION

FINDINGS

• Majority of the employees know the overall goals of the company.

• Most of employees are highly satisfied (88%) with motivational programmes provided
by the company.
• Only 16% of employees are dissatisfied with the leave and other conditions provided
by the company.
• Majority of the employees are dissatisfied with the chance to be involved and identified
with the goal and image.
• Majority of employees are satisfied with the allowances provided by the company.
• Higher portion of employees are satisfied with the promotion and growth opportunities
provided by the company.
• Most of the employees always get a chance a part of decision making (60%).
• Majority of employees satisfied (40%) with the good team exist in the organization.
• Majority of employee’s opinion are the superior listen to their opinion and suggestion.
• Only 16% of employees are not to get enough time to spend with your family on leave
occasion.
• Most of employees satisfied (72%) the time of the employee.
• 24% employees dissatisfied the training programmes conducted by the company.
• Majority of employees have a good opinion about safety measures provided by
institution (72%).
LIMITATIONS OF THE STUDY

• This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy
cannot be assured.
• The research was carried out in a short span of time, where in the research could not
widen the study.
• The period of study was too short. So it was not possible to collect the relevant
information with in that period.
• The findings are based on the answers given by the employees, so any error or bias may
be affect the validity of the finding

SUGGESTIONS

• Management have to make effective communication channels in the firm.

• Management should take remedial measures to improve general working condition of
the firm there by employees will be satisfied in their employee.
• Management should take proper care to maintain employee-employer relationship.
• Proper guidance and counselling should be provided to the employees so that their
mental satisfaction can be improved.
• Management should provide proper safety measures in the organization, so the
employees will be secured in the employee.
• Management should provide promotional facilities to the employees then only they will
be motivated in the employee.
• Management should provide proper leave to the employees.
• Management should take effective welfare measures to meet industry standards.
• Management should provide more opportunities to employees in order to participate in
decision making.
CONCLUSION

As a part of our project work, I got an opportunity to spend a period of thirty five days in UAS
INTERNATIONAL. It helped me to analyse the working of the organization which helped as
to convert our theoretical knowledge into practical.

The present study is an earnest attempt to determine employee’s satisfaction in UAS

INTERNATIONAL. It is indeed necessary for any organization to understand the need of their
employees and fulfil them before they leave the organization. If nothing is done by the
organization then there are chances to loose talented employees from any organisation to its
competitors. Hence it is necessary for any organization to ensure employees satisfaction.

From the study it was identified that the most of the employees are satisfied with the employee.
Majority of the employees are satisfied with the salary structure, promotional programs,
working condition, allowances provided by the organization. They are also satisfied with the
employer-employee relationship and communication channel in the organization. But still only
40% of the employees get opportunities to participate in decision making. Also majority of the
employees are not provided with the welfare measures. If the firm concentrates of the findings
and suggestions of their survey, we hopefully believe that the organization can further bring
out their labour with full satisfaction and obtain good result.
BIBLIOGRAPHY
• Jasna Auer Antoncic, Bostjan Antoncic, (2011) "Employee satisfaction,
entrepreneurship and firm growth: a model", Industrial Management & Data Systems,
Vol. 111 Issue: 4, pp.589-607, https://doi.org/10.1108/02635571111133560
• José Varela González, (2006) "Structural relationships between organizational service
orientation, contact employee job satisfaction and citizenship behavior", International
Journal of Service Industry Management, Vol. 17 Issue: 1, pp.23-50
• Kerry Fair brother, James Warn, (2003) "Workplace dimensions, stress and job
satisfaction", Journal of Managerial Psychology, Vol. 18 Issue: 1, pp.8-21
• Arnold B. Bakker, Evangelia Demerouti, (2007) "The Job Demands‐Resources model:
state of the art", Journal of Managerial Psychology, Vol. 22 Issue: 3, pp.309-
328, https://doi.org/10.1108/02683940710733115

• Lu, H., While, A.E. & Barriball, K.L., ‘Job satisfaction among nurses: a literature
review’, International Journal of Nursing Studies, 42, 2, 2005, pp. 211.. Luthans, F.,
Organizational Behaviour (6th Edition). New York, McGraw-Hill, 1992.

• www.uasinternational.com

• Google
 ANNEXURE
QUESTIONNAIRE

I Shivani Sharma 4th Semester BBA Students of Kamal Institute of Higher Education and
Advance Technology College. This is a survey conducted as part of my minor project in partial
fulfillment of the bachelor under the GGSIPU. The Information given by you will be used
purely for Academic purpose and will be kept confident. I will be very much obliged if you
spare some time for answering the following questions.

Name: Sex: Position:

PERSONAL INFORMATION
Age:
20-30 30-40 41-50 51 &Above

Education Qualification:
10TH 12TH Degree Other

Monthly Income:
Below 10000 10000-20000 20000-45000

1. Whether Company Give more concern for production or people?

People Production

2. Whether the company give reward to the employee?

Yes No
Opinion Highly- Satisfied Neutral Dis- Highly-
Satisfied Satisfied Dissatisfied

3. Salary provided

4. Incentives Provided

5. Drinking Facility

6. Rest Time

7. Break Duration

8. Food

9. Time Schedule of work

10. Reward Provided

11. Cohesive relationship with team members

12. Feelings of employee security

13. Able to adjust with colleagues and

mannerism
14. Fair employee grievance policy

15. Able to adjust with colleagues &

mannerism
16. Fair employee grievance policy

17. Compressed work week policy

18. Providing leave salary

19. Employee Improving Social Status

THE END