PROJECT REPORT

On
“A study on employee job satisfaction at metro cash
and carry”

Submitted in Partial fullfilment of requirement of the degree

in Master of Business Administration

(Affiliated to MD University Rohtak)

Session: 2022-24

Submitted To: Submitted By:

Controller of Examination Name – Komal
MDU , Rohtak MBA 4th Sem
Roll No:

1
 ACKNOWLEDGEMENT

First of all I thank to almighty god. He created everything . Then I am grateful my parents
for their love and affection, which has been the source of motivation for me forever. I owe
my gratitude to the entire staff of the SARAWATI MAHILA MAHAVIDHYALYA
who provided me the necessary and relevant information toward the completion of my
survey report. I thank them for the critical suggestion and soon logical and design
improvement during the project. Without their time and help it has been very difficult for
me to submitted this project well me on time.
The project would not have completed without the guidance and encouragement of
Ms.Sonia Kalra who provide me all the facilities and also helped me choosing my project.

Komal

2
 STUDENT DECLARATION

I am Komal student of MBA 4TH Sem (2022-2024) at SARASWATI MAHILA

MAHAVIDHYALYA, Palwal, Haryana hereby declare that the project report titled “A
study on employee job satisfaction at metro cash and carry” is my original piece of
work . All findings and recommendations are based on the data collected from primary
and secondary sources. The same has not been submitted elsewhere for the award of and
degree.

Komal

3
 BONAFIDE CERTIFICATE

Certified that the project titled “A study on employee job satisfaction at metro cash and
carry” is the bonafide work of Miss Komal, Roll No……. a bonafide student of Class MBA 4th
semester of our college. She has successfully completed the project report under the join
supervision of Ms Dolly Nhardwaj, head department of Management Faculty Guide as required
in partial fulfilment of the requirements for the award of the degree MBA of M.D.U University,
Rohtak.

Ms. Dolly Bhardwaj

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 TABEL OF CONTENTS

SR. NO Particulars PAGE

CHAPTER-1 INTRODUCTION 5-7

CHAPTER-2 ORGANISATION PROFILE 8-22

CHAPTER-3 REVIEW OF LITERATURE 23-29

CHAPTER-4 RESEARCH METHODOLOGY 30-33

CHAPTER-5 DATA ANALYSIS AND INTERPRETATION 34-61

CHAPTER-6 FINDINGS ,CONCLUSSION, SUGGESTIONS 62-65

CHAPTER - 7 BIBLIOGRAPHY 66-70

CHAPTER - 8 ANNIXURE 71-74

QUESTIONNAIRE

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Chapter - 01
Introduction

6
 Introduction

The study of employee’s job satisfaction in a company for six weeks, which is the project I have
worked on. And I got the permission at METRO CASH AND CARRY for the target to know and
analyze about the job satisfaction of the employees.

Project is an opportunity to apply my knowledge and my performance level and to learn some
organizational activities and the behavior in order to know how to interact with each and every
person in the organization, as well as how to response to the top level management and other level
management.

Project is the first step of work experience and it tells about our behavior in all the levels of
management and to know about the company performance in the market.

Industry profile company profile

Industry profile

It is a wholesale industry that wholesalers are the middleman where they buy products from the
distributers and sell it to the retailers.

The retailers go to the entire dealers to purchase items to recharge their stock, anyway the
wholesalers may likewise pitch to the end clients yet such deals are negligible

In Indian FMCG advertise, there are comprehensively two sorts of entire venders:

1. Modern discount stores, for example, Wal-Mart best value, Metro

2. The neighborhood entire venders around the lanes in India

Discount merchants will purchase the merchandise in mass and they do haggling at low costs from
the makers, wholesalers thus by items sought after what the retailers request at low costs from
discount merchants. Because of this reason the merchants of wholesalers are the mass purchasers
it is being seen that discount is more less expensive than the retailers, yet it likewise relies upon
what number of agent crosses through every add upon his edge to the deal esteem.
Reasons why retailers purchase from the wholesalers:

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 o No direct circulation of the brand to their stores o
Direct wholesalers directing terms o Low edges by
wholesalers o Better bargains at discount
o To know about high selling items and brands

Retailers additionally face a few drawbacks in purchasing from the wholesalers:

o Buying merchandise on quick money o

Transportation cost of the merchandise o Wholesalers
may not reclaim the unsold stock/stock.

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 Chapter - 02
Organisation Profile

9
Company profile:

Type Private
Industry wholesale
Founded 1964
Headquarters Dusseldorf, Germany
Products Fast-moving consumer goods
Revenue €31.6
Number of employees 100,000 in 2012
Website www.metro-cc.com

METRO is one of the overall self-administration wholesalers. It moving parts crosswise more than
Europe & in couple of nations like northern Africa & Asia. And also it is one of the major deals
divisions in the German trade & wholesale goliath metro

Metro is exclusive in relative to B2C retailers, for example, Wal-bazaar, Carrefour and Tesco in
this the industry plan is listening carefully towards the professional patrons instead of to the finish
clients. The metro funds & convey plan depends on oneself management & crowd purchase.
It is one of the main overall organizations in self-administration wholesales and works in excess
of 6,00 outlet in 29 nation. It is the 3rd leading trader on the planet, 2nd prevalent in Europe & 4th

10
Largest in germany with a revenue of €59.9 billion. It is functioning in the region of 2,378 area,
by the legislative body numbering approximately 2,63,000.

METRO offers an objective region as a more prominent effectiveness when contrast with
multilayered store network, it encourages them to get better with their business, by giving exact
answer to the buys and causes them to pick up the grouping by giving astounding items at sensible
rate and straightforward costs and additionally by offering them at a predictable supply source.

The imperative clients of metro money and convey India includes retailers, eateries, kirana stores,
all kind of workplaces, organizations and establishments, and furthermore independently
employed experts. Just the business clients are permitted to buy in METRO.

Promoters:

• Arvind Mediratta

• Raviganesh Venkataraman

• Suniana Calapa

• Manish Sabnis

• Udaiy Khann

Vision, mission and quality policy

Vision
Metro lead the wholesale division worldwide during its special production method, it enhances the
competitive of its consumers nationwide.

Mission
• Metro is a huge market for professionals and business.
• It provide worth commodities and production solution on the lowest possible price.

11
Quality policy
Rate for charge rewarded: consumers who buy product in metro feel with the aim of they indict
the correct quantity for commodities which they regularly acquire.
Sustain forces: it provides guarantee depend on the kind of manufactured goods purchase. It
give assurance taking place with its electronics.
psychosomatic: metro has as first-class atmosphere workers is a pleasant and receptive.

Products / Services profile areas of operation Products

/ services:

• Grocery

• Fruits and vegetables

• Fish and sea food

• Fresh meat and poultry

• Imported products and Gourmet

• Healthcare and wellness

• Footwear and Apparel

• Office and housekeeping

• Electronic and appliances

Areas of operations:
METRO enters to the Indian market in 2003. Now the company functions in 24 wholesale
distribution areas involving 6 in Bangalore, 2 in Mumbai, 4 in Hyderabad, 2 in Delhi, & 1 in
Kolkata, Jaipur, Amritsar, Vijayawada, Zirakpur, Ahmadabad, Jalandhar, Indore, Surat &
Lucknow.

Infrastructure facilities:
• Medical facility
• Canteen facility

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 • Awareness program
• Creation of 24*7 municipal water supply systems

Competitors:

Wal-mart (US based)and Bharti enterprises: The Walmart in India owns and operates
wholesale stores that offers grocery and other related products.

Carrefour (French retail giant): This company operates a network of hypermarkets and
discount stores that engages in selling food and non- food products.

Tesco (UK based): this organization is a world's no.3 retailer who intends to set up shop in
India with a discount money and convey business.

Reliance retail: The dependence retail will before long dispatch money and conveys group
stores for the discount business.

SWOT Analysis:

Strength:
1. Largest entire vender stage
2. They sell not many items with their image name
3. They don't spend a lot of cash on promoting through E-media 4. Metro qualities
its workers and clients

Weakness:
1. Not giving products using a loan bases
2. The goal is very far
3. Only arrangements in wholesales
4. High priced imported item
Opportunities:
1. Changing pattern of shopping, individuals may go to where they can discover most extreme
assortment below individual stain
2. Metro is thinking to release fresh focuses in various areas

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 3. Itself an open door that organization name as metro itself a prevalent given name & they
may extend selling among every organization they similar to
4. Public be upcoming further on the way to clean nourishment.

Threats:
1. Launching Walmart within Pakistan
2. Price increases of the nation
3. Government insecurity
4. Terrorism

Future growth and prospects:

Metro Cash & Carry is expecting its hotels, restaurants and caterers horeca segment to have a faster
growth post GST.

Besides, Metro is also helping its customers in Kirana and traders segment to digitize their
business.

"Post GST, horeca segment has started growing much faster and on the basis of that we are going
on horeca in a big way," The CEO & MD Arvind Mediratta of Metro Cash & Carry India told PTI.

It is presently 15 to 16 per cent of our total sales and we believe that this is a segment in the years
ahead, he said further.

People are now preferring more to dine outside as disposable income is on rise here,
"Our estimate is that there are around 1.3 crore of horeca businesses in the country, which is more
than the number of kirana shops in the country, which is around 1.2 crore,

The company is projecting itself as one stop destination as horeca segment's assortment needs,

Metro plans to help its b2b customers with horeca digital under, which it has set up websites for
small restaurants and also help in developing their menu and improving their quality at free of cost.

14
"We can help them with their food cost by modernizing their supply chain. Right now they follow
basic practices," he said, adding that it would also share the practices followed by big global firms
in supply chain.

Over the menu development, he said:" All dhabas sell basic Indian food but it is not very difficult
to make burgers like McDonald's. We can sell those burgers, frozen patties, mayonnaise.
We can help them to have pasta on their menu".

Besides, the company is now focusing on smaller kirana.

"This is the segment which has not been touched by the distributors of FMCG companies and there
is a big distribution opportunity and many big companies want Metro to be preferred route to the
market," he said.

In this segment, Metro is helping them by providing them hardware and software to track their
daily sales and profitability.

Financial statement:
METRO GROUP Annual Report 2015

Balance sheet as on 30th September 2015: Assets

30/9/2014 30/9/ 2015
(€ million) (€ million)
Assets
Non- current assets 15, 572 13, 207

15
Goodwill 3, 671 3, 301

Intangible assets 380 464

land, plant & tools 10,025 7,955

savings property 223 170

monetary reserves 71 117

reserves accounted for using the equity 95 184

Other financial and non- financial assets 272 292

Deferred tax assets 835 724

Current assets 12584 14,449

stock 5946 5,439

Trade receivables 560 702

Financial assets 1 6

Financial and non- financial assets 2981 3,435

Entitlements to IT refund 223 202

Cash and cash equivalent 2406 4,415

Assets held for sale 467 250

Total 28,156 27,656

METRO GROUP Annual Report 2015

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Balance sheet as on 30th September 2015: Equity and Liabilities

30/9/2014 30/9/2015
Liabilities (€ million) (€ million)

Equity 4, 999 5, 172

Share capital(SC) 835 835

Capital reserve(CR) 2,551 2,551

Reserves retained from earnings 1,602 1,793

Non- controlling interests(NCI) 11 -7

Non- current liabilities(NCL) 6,921 6,841

Provisions for pensions and similar
obligations 1,684 1,270

Other provisions 478 492

Borrowings 4,453 4,731

Other financial and non- financial liabilities 176 206

Deferred tax liabilities 130 142

Current liabilities(CL) 16,236 15,643

Trade liabilities 10,075 9,550

Provisions 615 628

Borrowings 2,615 2,635

Other financial and non- financial liabilities 2,528 2,488

Income tax liabilities 198 148

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 Liabilities related to assets held for sale 205 194
Total
28,156 27,656

METRO GROUP Annual Report 2016

Balance sheet as on 30th September 2016: Assets
30/9/2015 30/9/2016
(€ million) (€ million)
Assets

Non- current assets 13,207 13,369

Goodwill 3,301 3,361

Intangible assets 464 497

Property, plant and equipment 7,955 8,141

Investment properties 170 126

Financial assets 117 104

Investments accounted for using the equity
method 184 188

Other financial and non- financial assets 292 289

Deferred tax assets 724 663

Current assets 14,449 11,583

Inventories 5,439 5,456

Trade receivables 702 808

Financial assets 6 1

18
 Other financial and non- financial assets 3,435 2,734

Entitlements to income tax refunds 202 216

Cash and cash equivalents 4,415 2,368

Assets held for sale 250 0

Total 27,656 24,952

METRO GROUP Annual Report 2016

Balance sheet as on 30th September 2016: Equity and Liabilities

30/9/2015 30/9/2016
Liabilities (€ million) (€ million)

Equity 5,172 5,332

Share capital 835 835

Capital reserve 2,551 2,551

Reserves retained from earnings 1,793 1,934

Non- controlling interests -7 12

Non- current liabilities 6,841 5,950

Provisions for post- employment benefits plans and
similar obligations 1,270 1,414

Other provisions 492 383

Financial liabilities 4,731 3,812

Other financial and non- financial liabilities 206 191

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 Deferred tax liabilities 142 150

Current liabilities 15,643 13,670

Trade liabilities 9,550 9,383

Provisions 628 705

Financial liabilities 2,635 947

Other financial and non- financial liabilities 2,488 2,465

Income tax liabilities 148 170

Liabilities related to assets held for sale 194 0

Total
27,656 24,952

Financial ratio analysis

a) Current ratio
It is a financial ratio that shows the percentage of a company’s current asset to its current
liabilities.

Current assets / current liabilities

Table 1.1 Table showing Current Ratio

Years Current assets Current liabilities Current ratio

(€ million) (€ million)
2016 23166 27340 0.84
2015 28898 31286 0.92
2014 25168 32472 0.77

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INFERENCE:

The current high rate is the announcement that the company will receive sufficient funds to pay
current liabilities and other obligations. In 2014, the current ratio was 0.77, lower than in 2016 and
2016, which is 0.92 and 0.84

b) Net profit ratio

This is the ratio of interest after valuation to net transactions, a known productivity ratio
that shows the relationship between net interest after fees and net transactions.

= Net profit / Net sales * 100

Table 1.2 Table showing the Net Profit Ratio

Years Net profit Net sales (€ Net profit ratio
(€ million) million)

2016 649 67264 0.96

2015 657 58417 1.12
2014 714 59219 1.20

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INFERENCE

The net profit ratio depicts that the company had good profits in the year 2014 which was 1.20, but
reduced to 0.96 in the year 2016.

c) Fixed turnover ratio

It is the proportion of offers on the benefit or misfortune record to the estimation of fixed resources
on the asset report.

Fixed turnover ratio = Net sales / Fixed assets

Table 1.3 Table showing Fixed Turnover Ratio

Years Net sales (€ Fixed assets Fixed turnover

million) (€ million) ratio

2016 67264 13369 5.03

2015 58417 13207 4.42
2014 59219 15572 3.80

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INFERENCE:

Higher the proportion is more than the productivity of usage of fixed resource lower proportion
shows under use of fixed resources. In the year 2014 the company fixed assets turnover ratio is
3.80 which is less than the previous year 2015 and 2016 that is 4.42 and 5.03.

d) Debt equity ratio

Is a money-related ratio that shows the overall extent of the investor's value and commitment to
fund the benefits of the institution.

Debt equity ratio = Total Liability / Share holder’s equity

Table 1.4 Table showing Debt Equity Ratio

Years Total liability Share holder’s equity Debt equity ratio

2016 19620 5332 3.67

2015 22484 5172 4.34
2014 23157 4999 4.63

INFERENCE:

The huge figure in the ratio shows that the organization is unlikely to be able to produce enough
money to meet its obligations in any case. However, the low value of the commitment may
similarly demonstrate that the Organization is not taking advantage of the increased benefit that

monetary influence may have. In 2014, the company's equity ratio was 4.63, higher than the
previous year 2015 and 2016, which is 4.34 and 3.67.

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Chapter 3 – Review of Literature

24
Theoretical background of the study

Employee job satisfaction

It is a standout amongst the most research factors in work environment region of brain research
and it has been related with the different mental issues beginning from employment structure to
initiative, henceforth this article plots the key meanings of job satisfaction, the fundamental
speculations are related with clarifying employee satisfaction and furthermore the sorts and issues
encompassing in the estimation of employment fulfillment.

Meaning of job satisfactiion

The difficulty of achieving employment in reliable brain science and words, and the different
experts and specialists have given their own sense of fulfillment of the job, where the two most
common definitions of clarity work is completed as "the next beautiful emotional state of
assessment of the person." Activity also encourages or achieves individual activity and "how much
people love or deny their careers.

History

The assessment of occupation fulfillment all through representative unidentified overviews wound
up normal spot in 1930. Albeit prior to that time there was the start of enthusiasm for worker
demeanors, there were just a bunch of concentrates distributed. Budworth and Latham brief that
Uhrbrock in 1934 was the primary analysts to utilize recently created frame of mind measurement
strategies to evaluate assembly line laborer disposition. They likewise note down that in 1935

25
Hoppock direct an examination that concentrated obviously on employment fulfillment that is
overstated by both the idea of the activity and associations with collaborators and administrators.

Theories of job satisfaction:

1. Hertzberg's Two Factor hypothesis of Job Satisfaction:

A model dependent on two free, totally unrelated arrangements of components that lead to work
fulfillment are independent and remarkable from the elements that lead to work disappointment.
The activity content factor identified with the basic exercises of the activity, while containing
sparks, for example, chance of the representative to encounter the accomplishment,
acknowledgment, intriguing work, expanded obligation and development, will result to more
noteworthy employment fulfillment.

2. The Five Factor Theory of Job Satisfaction:

Since individual frames of mind, convictions, perceptions, and practices are resolved to some
degree, by identity, singular identity will mirror the one of a kind certainties of every people, the
characteristics that characterize the person's pith, and will be reflected in the person's musings
and activities.

3. Emerging Job Satisfaction Theory:

Mental Capital:
In the light of positive brain science, positive organizational behavior (Y) and positive POS (POS)
in the previous decade are presented as new hypotheses. Two speculations are firmly set.
However, they are gradually working in a reliable dimension.

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Literature Review:

1. Addis (2008) in his examination it is identified with the great administration and
supervisory abilities incorporates extraordinary aptitudes in managing, controlling,
arranging, sorting out, critical thinking, and apportioning assets. It involves a procedure
of affecting by making the inspiration and the desire of the association's individuals to
seek after the mission of the association.

2. Austin (2011) and Engstrom (2010) in their examination Employees in the working
environment need important work. Important work for representatives implies they are
engaged with the ID and arrangement of the issues that influence them. Directors ought
to endeavor to guarantee significant work for representatives since it is the key towards
the activity.

3. Banerji and Krishnan (2000) stated that it is fundamental for administrators to create
a moral situation that integrates moral decisions. Managers set the tone for the
association and influence the ethics of the work environment. It is imperative that
pioneers understand the accomplishment, business arrangements and activities of the
association, as well as their effects on the association.

4. Benson-Armer & Stickel (2000) in their investigation the Negative associations with
colleagues and supervision make it confounded to accomplish an agreement inside a
group before choices are made. Likewise, issues may happen when a colleague misses
a gathering, on the grounds that the colleague may stress over being sold out in light of
not being available. At the point when groups are not profitable, it influences the whole
association.

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5. Berl, Williamson, and Powell (1984) explored the typical work needs related to
selfcompletion and limited time opportunities, as well as work needs related to pay,
safety, companions, bosses and clients, as part of an investigation that attempted to
inspire Maslow's hypothesis from a perspective. The survey focused on the company,
as companies are known to use Maslow's hypothesis to inspect the structures of
inspiration, needs and reward of the workers.

6. Bigley & Pierce (1998) in their examination there is one impact negative connections
have in associations is that workers turned out to be less able to take part in helpful
exercises as a result of dread of being abused. For the most part, they oppose work
change or any work that makes them be progressively reliant on different
representatives. This sort of conduct isn't fitting for a group situation or building
positive connections.

7. Beslin & Reddin (2004) in their investigation A pioneer or chief must be trusted and
regarded, in light of the fact that trust assembles larger amounts of employment
fulfillment, devotion, better correspondence, and believability.

8. Caldwell & Nord (2003) in their examination the Relationships between colleagues
are critical for occupation fulfillment and the life of associations. Be that as it may,
connections have declined making trouble for associations to confront inner
difficulties, focused weights, and undermining economy.

9. Cook & Wall (1980) in their review, it is essential that the performance of an activity
depends on their confidence in the characteristics, abilities, choices, practices, activities
and choices of their colleagues.

10. Daley & Vasu (1998) during their review, they identify themselves with Positive
Connections and set up a system of execution and efficiency of the tasks, the

28
 representatives concentrating their most extreme efforts on the achievement of
hierarchical objectives and individuals and the development of a typical vision as a
group within the association.

11. Dirks & Ferrin (2002) in their examination the Employees' pledge to accomplish the
objectives of the pioneer and the association is a consequence of positive connections.
The representatives' duty to accomplish these objectives involves uplifting frames of
mind from the workers, for example, trustworthiness, honesty, and a conviction that the
pioneer and association have the representatives' best enthusiasm on a basic level.

12. Frauenheim (2006) in his examination the Supervisors who are dependable in
associations perfectly affect the association's activity fulfillment levels, business
expenses, and rates of achievement. On the off chance that hierarchical pioneers might
want to guarantee that their objectives are met, they have to instruct managers on the
significance of structure connections and making positive conditions.

13. Hackman and Oldham (1975) in their investigation they made a vocation fulfillment
estimation that comprised of a five-factor model of occupation fulfillment. The
components are identified with the present work on employment. These variables are
ability assortment, task personality, and assignment noteworthiness. This model
brought about the activity attributes show, in light of the case that aptitude assortment,
task personality, and errand importance, independence and input adds to trust in the
association, work fulfillment, and a higher act drive.

14. Ismail (2011) in his investigation Compensation is an imperative capacity of the

activity of HRM. It involves compensation, compensation, compensations, reward and
pay framework. Pay and compensation are terms frequently utilized conversely having
a similar importance in associations. At the point when the impressions of
representatives were that compensation was satisfactory, it prompted a larger amount
of occupation fulfillment in associations examined.

29
15. Jones & George (1998) in their examination it is connected that When workers have
significant associations with their directors and colleagues, they are here to the
requirements of the association and pioneers and are increasingly strong, better
entertainers, and have higher profitability. Positive connections are a characteristic
inspiration for representatives and guarantee they are happy with their occupations.

16. Kleinman (2004) in his examination announced that transformational and valuebased
authority styles adequately add to work fulfillment. Representatives who are fulfilled
react emphatically to procedures from the two styles.

17. Lewicki & Wiethoff (2000) in their investigation, it is identified with When the
workplace has negative relationships, disappointment at work, low generation,
conflicts and problems are available; negative connections lead to high achievements
of the profession, participation, sharing of data and critical thinking.

18. Locke (1969) in his examination the fought activity fulfillment is cultivated when one
sees the estimation of the activity in a manner that has a result that is satisfying.

19. Moynihan & Pandey (2007) in their investigation that analyzed manners by which
open directors can impact distinctive parts of work inspiration and occupation
fulfillment, recommended that work inspiration and employment fulfillment are vital
factors as it identifies with urging representatives to move in the direction of
hierarchical objectives.

20. Walton (1985) in his investigation declared that workers need more attention regarding
the enthusiastic actualities of the association, for example, articulations of warmth,
transparency among individuals, and individual confidence.

30
 Chapter 4
Research Methodology

31
 Statement of the problem:

This research attempts to understand if employees are fully satisfied with their work within the
organization, so that they are motivated to work effectively in the organization.

Need of the study:

Obviously job satisfaction plays a main role in organization success, without employee satisfaction
towards their job none of the employees will perform well and it is very difficult to reach the
organizational goals and objectives, hence job satisfaction help to yield maximum output or
performance from the employees, so that this study is undertaken to measure the satisfaction of the
employees towards their job in metro.

Objectives:

To study the various factor determines job satisfaction(JS) of the employees

To evaluate the effectiveness of job satisfaction measures at metro
To determine the relationship between work stress and employees job satisfaction

Scope of the study:

The scope of the study is limited to METRO Cash & Carry, located in Yeshwanthpur, Bangalore.

32
Research methodology:

1. Type of research: Descriptive research

2. Data collection design:
• Primary data: The data is collected from employees of metro cash and carry using
questionnaire
• Secondary data: The data is collected from articles, company records and website.
3. Sampling technique: Convenience sampling
4. Area of the study: Yeshwanthpur, Bangalore city
5. Population size: 150 employees 6. Sample size: 40
7. Instrument design: the instrument used in this research is questionnaire, which is composed
of 26 questions.

Hypotheses:

• H0: There is no significant relationship between work stress and job satisfaction.
• H1: There is a significant relationship between work stress and job satisfactiion.

Limitations:

Limited time: The time duration for this study is only six weeks, because of which a
detailed study could not be done
Limited number of respondents: The data collected only from 40 respondents because of
time limitation and the busy schedule of employees
The respondents were hesitant to give the response, because of which there can be some
amount of error

Chapter scheme:

33
Chapter 1-This chapter consists of introduction about topic “job satisfaction” followed by industry
and company profile which includes promoters, vision, mission, quality policy, service profile and
areas of operation and so on.

Chapter 2-This chapter gives information regarding conceptual theoretical background of study
and literature review on job satisfaction.

Chapter 3-This chapter includes information of research design followed by explanation of

problem, objective of study, need and scope of the study, research methodology with hypotheses
and limitations.

Chapter 4-This chapter explains analysis and interpretation of data and statistical tool result using
chi-square.

Chapter 5-This chapter consists of summary of findings, conclusions and suggestions.

34
 Chapter 5
Data Analysis and Interpretation

35
Here, SIA- Strongly1Agree, A1- Agree, N - 1Neutral, D1- Disagree, S1D - Strongly1Disagree, this
shortform were used in the table & total is also represented by T.

Analysis and interpretation of the data:

A structured question given to employee for the data collection with 5 point scale
i.e., the Likert scale.
Table 4.1
Table showing the Age group of respondents

Sl. No Age No of %age

Respondents
1 20 - 30 20 50.0
2 31 - 40 13 32.5
3 41 - 50 4 10.0
4 50 & above 3 7.5
Total 40 100.0

Graph 4.1
60 50 32.5
50
40
30
20
10 7.5
10
0
20-30 41-50 50 &
31-40
above
Series1

Interpretation

From the above analysis it is understood that majority of the employees are belongs to 20-40 age
group, so the employees working in the metro are youngsters and middle age people.
Table 4 .2

36
 Table showing the gender of respondents

Sl. n o Gender No of %age

respondents
1 Male 30 75.0
2 Female 10 25.0
Total 40 100.0

Graph 4.2

80 75
70
60
50
40
30 25
20
10
0

male female

Series1

Interpretation

From the above analysis it is understood that majority of the employees are men who dominate
women in the organization.

Table 4. 3

37
 Table showing the marital status of respondents

Sl. no Marital status No of %age

respondents

1 Married 30 75.0
2 Unmarried 10 25.0
Total 40 100.0

Graph 4.3

80 75
70
60
50

40
25
30
20
10
0
married unmarried

Series1

Interpretation

From the above analysis it is clear that majority of employees are married who dominate unmarried
employees in the organization.

Table 4. 4

38
 Table showing experience of respondents

Sl. no Experience No of %age

respondents

1 0-1 yr 11 27.5

2 2-3 yrs 11 27.5

3 4-5 yrs 6 15.0

4 5-6 yrs 6 15.0

5 6 yrs & 6 15.0

above

Total 40 100.0

Graph 4.4
30 27.5 27.5

25

20
15 15 15
15

0
0-1 year 2-3 years 4-5 years 5-6 years 6 & above

Series1

Interpretation

From the above analysis it shows that majority of employees are experienced between 0-3 years
that is both fresher and experienced employees are more in the organization.
Table 4 .5

39
 Table showing educational qualification of respondents

Sl . no Education No of %age
qualification respondents

1 10th 1 2.5

2 PUC 5 12.5

3 Degree 21 52.5

4 Post graduate 13 32.5

Total 40 100.0

Graph 4.5
60 52.5
50
40 32.5
30
20 12.5
2.5
0
10th PUC Degree Post graduate

Series1

Interpretation

From the above analysis it is clear that majority of employees are qualified with degree and post
graduate and there are employees working with the qualification of 10th and PUC in this
organization.

Table 4. 6

40
 Table showing monthly income of the employees

Sl. no Monthly Income No of %age

respondents

1 15000 – 25000 17 42.5

2 25000 – 35000 10 25.0

3 35000 – 50000 10 25.0

4 50000 & above 3 7.5

Total 40 100.0

Graph 4.6

45 42.5
40
35
30
25 25
25
20
15
10 7.5
5
0
15000 - 25000 25000 - 35000 35000 - 50000 50000 & above

Series1

Interpretation

From the above analysis it is clear that the employees are getting salary with respect to their
experience and qualification, so here the more number of employees are paid with 15000 – 25000
salary in this organization.
Table 4. 7

41
 Table showing fair compensation of the employees

Sl. no Factors No of %age

respondents

1 SA 13 32.5

2 A 14 35.0

3 N 10 25.0

4 D 2 5.0

5 SD 1 2.5

T 40 100.0

Graph 4.7
40
35
35 32.5
30
25
25
20

5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that organization is having fair compensation system for the
employees. Based on their workload, designation, experience, performance and education.

Table 4. 8

42
Table showing employee’s opinion about noticing their performance by their superior

Sl. no Factors No of %age

respondents

1 SA 15 37.5
2 A 13 32.5
3 N 7 17.5
4 D 2 5.0
5 SD 3 7.5
T 40 100.0

Graph 4.8
40 37.5
35 32.5
30
25
20 17.5
15

10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that employee’s efforts are noticed by the superior with that we
can understand that employee’s efforts are recognized which will make employee’s feel that they
have been observed for the performance and make employees work towards better performance.
Table 4. 9

43
 Table showing respect and cooperation of respondents

Sl. no Factors No of %age

respondents

1 SA 12 30.0
2 A 19 47.5
3 N 4 10.0
4 D 2 5.0
5 SD 3 7.5
T 40 100.0

Graph 4.9
50 47.5
45
40
35
30
30
25
20
15
10
10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that there is respect and cooperation within the organization
which leads to employee motivation. Employees are satisfied in terms of emotional aspects.
Table 4. 10

44
 Table showing care of employees by management

Sl. no Factors No of %age

respondents

1 SA 9 22.5
2 A 10 25.0
3 N 15 37.5
4 D 3 7.5
5 SD 3 7.5
T 40 100.0

Graph 4.10
40 37.5
35
30
25
25 22.5
20
15
10 7.5 7.5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that the employee’s are neutral in caring them by the
management but there are the employee’s who are strongly agree and also disagree, so the
management has to take care the employees for their satisfaction.

Table 4. 11

45
 Table showing problem recognition of the employees

Sl. no Factor No of %age

s
respondents

1 SA 13 32.5
2 A 11 27.5
3 N 11 27.5
4 D 1 2.5
5 SD 4 10.0
T 40 100.0

Graph 4.11
35 32.5
30 27.5 27.5
25
20
15
10
10

5 2.5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that most of the employees are strongly agree, but some of the
employees are disagree with this statement, so the company should recognize the problem and
make it solve which helps them to be more satisfied with their job.

Table 4. 12

46
 Table showing superiors’ involvement with the employees

Sl. no Factors No of %age

respondents

1 SA 8 20.0
2 A 18 45.0
3 N 9 22.5
4 D 3 7.5
5 SD 2 5
T 40 100.0

Graph 4.12
45 40
40
35
30 25
25 22.5
20
15
10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees are agree so the company
supervisors should continue the involvement with employees, which makes the employees more
satisfied.
Table 4. 13

47
 Table showing aware of activities given to the employees

Sl. no Factors No of %age

respondents

1 SA 10 25.0
2 A 16 40.0
3 N 9 22.5
4 D 3 7.5
5 SD 2 5.0
T 40 100.0

Graph 4.13
45 40
40
35
30 25
25 22.5
20
15
10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it clear that majority of employees are agree that the company is making
awareness to the employees about all their activities performing in the organization which makes
the employee motivation and better performance.
Table 4. 14

48
 Table showing free flow communication of the employees at workplace

Sl. no Factors No of %age

respondents
1 SA 14 35.0
2 A 12 30.0
3 N 9 22.5
4 D 3 7.5
5 SD 2 5.0
T 40 100.0

Graph 4.14

40
35
35
30
30
25 22.5
20
15

10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that, majority of the employees are strongly agree, so there is
an open communication among the employees at workplace, to increase the satisfaction of the
employees.
Table 4. 15

49
 Table showing clear job description of the employees
Sl. no Facto No of %ag
rs e
respondent
s
1 SA 10 25.0
2 A 14 35.0
3 N 7 17.5
4 D 5 12.5
5 SD 4 10.0
T 40 100.0

Graph 4.15
40
35
35

30
25
25
20 17.5
15 12.5
10
10
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees are agree with the clear job
description in order to better performance with their job to increase the job satisfaction.
Table 4. 16

50
 Table showing that fellow employees know how to get the job done

Sl. Facto No of %ag

no rs e
respondent
s
1 SA 11 27.5
2 A 16 40.0
3 N 7 17.5
4 D 4 10.0
5 SD 2 5.0
T 40 100.0

Graph 4.16
45 40
40
35
30 27.5
25
20 17.5
15 10
10 5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees are agree, hence all the fellow
employees are know how to get the work done, this makes better process in the organization.

Table 4 . 17

51
 Table showing that employees are responsible for their work activities

Sl. no Factor No of %age

s
respondents
1 SA 15 37.5
2 A 12 30.0
3 N 6 15.0
4 D 5 12.5
5 SD 2 5.0
T 40 100.0

Graph 4.17
40 37.5

35
30
30
25
20
15
15 12.5
10
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that most of the employees are strongly agree with this, because
employees are responsible for their work activities in the organization for better satisfaction with
their job.
Table 4. 18

52
 Table showing whether employees are feeling motivated at work

Sl. no Factors No of %age

respondents

1 SA 2 5.0
2 A 13 32.5
3 N 15 37.5
4 D 3 7.5
5 SD 7 17.5
T 40 100.0

Graph 4.18
40 37.5
35 32.5
30
25
20 17.5
15
10 7.5
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees is neutral, so if company
provides good motivational training to the employees, it will increases the employees job
satisfaction.
Table 4. 19

53
 Table showing that whether employees are work in a team environment

Sl. no Factors No of %age

respondents

1 SA 8 20.0
2 A 12 30.0
3 N 8 20.0
4 D 5 12.5
5 SD 7 17.5
T 40 100.0

Graph 4.19
35
30
30

25
20 20
20 17.5

15 12.5

0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that employees are agree with the team work in the organization
for good environment, better performance and coordination between the employees.
Table 4 . 20

54
 Table showing that employees are feel stressed at work

Sl. no Factor No of %age

s
respondents
1 SA 10 25.0
2 A 14 35.0
3 N 7 17.5
4 D 3 7.5
5 SD 6 15.0
T 40 100.0

Graph 4.20
40 35

30 25

20 17.5
15

10 7.5

0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees are agree that they are exposed
to high stress during working hours in the organization. This causes employee retention problems
and more absenteeism of employees in the organization.

Table 4. 21

55
 Table showing that employees are deal with a manageable workload

Sl. no Factors No of %age

respondents
1 SA 9 22.5
2 A 11 27.5
3 N 7 17.5
4 D 9 22.5
5 SD 4 10
T 40 100.0

Graph 4.21
30 27.5

25 22.5 22.5

20 17.5
15
10
10
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that more number of employees are agree, the employees are
the person to manage the workload given by the company accordingly by the time given for their
job satisfaction.
Table 4. 22

56
 Table showing whether employees are using professional skills

Sl. no Factor No of %age

s
respondents
1 SA 9 22.5
2 A 10 25.0
3 N 10 25.0
4 D 7 17.5
5 SD 4 10.0
T 40 100.0

Graph 4.22
30
25 25
25 22.5
20 17.5
15
10
10
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that equal numbers of employees are chosen between agree and
neutral, so during working hours the employees not only use job related skills but also they can
use their professional skills in their job for better performance.

Table 4. 23

57
 Table showing that whether employees are doing fair work assignments
Sl. no Factors No of %age
respondents

1 SA 10 25.0

2 A 11 27.5

3 N 8 20.0

4 D 7 17.5

5 SD 4 10.0

T 40 100.0

Graph 4.23
30 27.5
25
25
20
20 17.5

15
10
10

0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that most of the employees are agree in doing the work
assignments fairly given by the management for better improvement and satisfaction with their
work.
Table 4. 24

58
 Table showing whether employees are in safe and comfortable environment

Sl. no Factors No of %age

respondents

1 SA 14 35.0
2 A 17 42.5
3 N 5 12.5
4 D 3 7.5
5 SD 1 2.5
T 40 100.0

Graph 4.24
50
42.5
40 35

30

20
12.5
10 7.5
2.5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that the employees are agree with more response, it is understood
that the employees are feeling safety and comfortable environment in working in this organization.
Table 4 . 25

59
 Table showing the employees satisfaction with respect to their job

Sl. Facto No of %ag

no rs e
respondent
s
1 SA 7 17.5
2 A 15 37.5
3 N 9 22.5
4 D 5 12.5
5 SD 4 10.0
T 40 100.
0

Graph 4.25
40 37.5
35
30
25 22.5
20 17.5
15 12.5
10
10
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is clear that majority of employees are agree and feel satisfactory due
to environment and other financial and non- financial incentives though there is a more stress still
other factors contribute for employee satisfaction.
Table 4 . 26

60
 Table showing whether the organization is a good place for the employees to work

Sl. no Factor No of %age

s
respondents
1 SA 11 27.5
2 A 12 30.0
3 N 8 20.0
4 D 7 17.5
5 SD 2 5.0
T 40 100.0

Graph 4.26

35
30 27.5 30

25
20 20 17.5
15
10
5
5
0
SA A N D SD

Series1

Interpretation

From the above analysis it is understood that majority of employees are agree, so the employees
are happy to work in the metro company because they feel this a good place for them to work in
the organization.
Hypothesis testing:

• H0: There is no significant relationship between work stress and job satisfaction.
• H1: There is a significant relationship between work stress and job satisfaction.

61
 Table 4.27
Table showing hypothesis testing

Correlations

Job satisfaction work stress

Job PearsonICorrelation 1 -.363*

satisfaction
Sig. (2-tailed) .021

N 40 40

work stress PearsonICorrelation -.363* 1

Sig. (2-tailed) .021

N 40 40

Suggestion:

The correlation table above shows that there is a significant and negative correlation between work
stress and employee satisfaction at work, with the sign value of 0.021 being less than 0.05. This
means that if work stress decreases, satisfaction increases and vice versa.
The organization can propose strategies that reduce stress, which has an impact on employee
satisfaction.

62
Chapter 6 – Findings, Conclusions and Suggestions

63
Findings:

In this company majority of the employees are youth and middle age people

Majority of employees are married in this organization

More number of employees are qualified in degree in this organization

The employees are satisfied with their income in this organization

Employees are agree that there is respect and cooperation within the organization

Majority of employees are agree that supervisors involvement with them is good

Employees are feel that company is making awareness about all the activities given
to the employees

Majority of employees are feeling stressed in doing their work in this organization

The employees in this organization are satisfied with respect to their job, salary for
better performance

64
 Conclusions:

Findings and suggestions depends on the study requested; they must be examined and measures
taken in this direction for further development.

From the survey, I guess the activity gives representatives the opportunity to showcase their
abilities in the workplace. Number of representatives recognized from time to time that there is a
great adaptability in the organization of work and that they are satisfied with the current
correspondence of the funeral. In MC & C Ltd, Bangalore, they continue the process of
organization and audit to evaluate the worker's performance.

The investigation also found that conditions for improving working conditions at MC & C Ltd.
were improved. The total compensation would increase, so it could very well be in line with the
market rate.

Finally, I would like to deduce that the representatives of MC & C Ltd, Bangalore are satisfied
with their work and their association.

65
Suggestions:

If the company provides increment benefit to the employees which makes them
more satisfied with their pay

If there is respect and cooperation within the organization which leads to employee
motivation and employees are satisfied in terms of emotional aspects The
company should recognize the employees problem and make it solve leads to be
more satisfied with their job and better performance

The supervisors should continue the involvement with employees in all the
department which makes the employees job satisfaction

The company should make awareness about all the activities given to the employees
for better understand and satisfaction

There should be an open communication among the employees at work place makes
them more satisfied. If the company provide all necessary factors to the employees
makes them more satisfied with their job.

The employees should be clear with their job description in the organization for
better improvement

The fellow employees should know how to get the work done easily, which makes
better process in the organization

The company should reduce the job stress given to the employees for their
satisfaction

66
 CHAPTER – 7
BIBLIOGRAPHY

67
Bibliography

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71
CHAPTER – 8
ANNEXURE

72
Annexure (Questionnaire)
1. Age o 20-30 years o 31-40 years o
41-50 years o 50 & above

2. Gender o Male o female

3. Marital status o married o unmarried

4. Experience o 0-1 year o 2-3 years o

4-5 years o 5-6 years o 6 & above
5. Educational Qualification o 10th o
PUC o Degree o Post Graduate

6. Income o 15,000-25,000 o 25,000-

35,000 o 35,000-50,000 o Above
50,000
7. I feel reasonably compensated for my
work. o SA o A o N o D o SD

8. If I put exertion into my work,

someone will notice. o SA o A o N
o D o SD

9. I work in an atmosphere where there

is respect and co-operation. o SA o A
o N o D o SD

73
10. My superior cares about my private
needs. o SA o A o N o D o SD

11. Problems in the workplace are

addressed promptly and effectively. o
SA o A o N o D o SD

12. Supervisors are involved in the daily

operation of my department. o SA o
A o N o D o SD

13. Senior management is responsive of

activities in my department. o SA o
A o N o D o SD

14. There is an free flow communication

throughout the workplace. o SA o A
o N o D o SD

15. I have a clear written job description.

o SA o A o N o D o SD

16. My fellow employees know that how

to get job done. o SA o A o N o D o
SD

17. I am responsible for setting up my

work activities. o SA o A o N o D o
SD

74
18. I believe motivated at work. o SA o
A o N o D o SD

19. I work in a team environment. o SA

o A o N o D o SD

20. I feel stressed at work. o SA o A o N

o D o SD

21. I deal with a manageable workload. o

SA o A o N o D o SD

22. I use my professional skills

frequently. o SA o A o N o D o SD

23. Work assignments are assign fairly. o

SA o A o N o D o SD

24. I work in a safe and comfortable

environment. o SA o A o N o D o SD

25. I am satisfied with the job. o SA o A

o N o D o SD

26. Overall this organization is a good

place to work. o SA o A o N o D o
SD

75
76