A

SYNOPSIS ON

“ANALYZING LEVELS OF EMPLOYEE SATISFACTION”

AT

“LG ELECTRONIC LTD”

Submitted in partial fulfillment of the requirement for the award of the

MASTER OF BUSINESS ADMINISTRATION

BY

JAVAJI PRAVALIKA

H.T NO: 1422-21-672- 239

Department of management studies

CSI INSTITUTE FOR P.G. STUDIES

(Affiliated to Osmania University)

EAST MARREDPALLY, SECUNDERABAD, TELENGANA

2021-2023
 INTRODUCTION
Employee satisfaction is the terminology used to describe whether employees are happy

and contented and fulfilling their desires and needs at work. Many measures purport

that employee satisfaction is a factor in employee motivation , employee goal

achievement, and positive employee morale in the workplace. Factors contributing to

employee satisfaction include treating employees with respect, providing regular

employee recognition, empowering employees, offering above industry-average benefits

and compensation, providing employee perks and company activities and positive

management within a success framework of goals, measurements, and expectations.

Employee satisfaction is often measured by anonymous employee satisfaction surveys

administered periodically that gauge employee satisfaction. Employee satisfaction is

looked at in areas such as Management, Understanding of mission and vision,

Empowerment, Teamwork, Communication, and Co-worker interaction.

Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-

worth and produces anxiety. At the same time, monotonous jobs can erode a worker's

initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Employee

Satisfaction and occupational success are major factors in personal satisfaction, self-respect,

self-esteem, and self-development. To the worker, employee Satisfaction brings a pleasurable

emotional state that often leads to a positive work attitude. A satisfied worker is more likely

to be creative, flexible, innovative, and loyal.

For the organization, employee Satisfaction of its workers means a work force that is

motivated and committed to high quality performance. Increased productivity the quantity

and quality of output per hour worked seems to be a byproduct of improved quality of
working life. It is important to note that the literature on the relationship between employee

Satisfaction and productivity is neither conclusive nor consistent. However, studies dating

back to Herzberg's (1957) have shown at least low correlation between high morale and high

productivity, and it does seem logical that more satisfied workers will tend to add more value

to an organization. Unhappy employees, who are motivated by fear of job loss, will not give

100 percent of their effort for very long. Though fear is a powerful motivator, it is also a

temporary one, and as soon as the threat is lifted performance will decline.

Tangible ways in which employee Satisfaction benefits the organization include

reduction in complaints and grievances, absenteeism, turnover, and termination; as well as

improved punctuality and worker morale. Employee Satisfaction is also linked to a healthier

work force and has been found to be a good indicator of longevity. And although only little

correlation has been found between employee Satisfaction and productivity, Brown (1996)

notes that some employers have found that satisfying or delighting employees is a

prerequisite to satisfying or delighting customers, thus protecting the "bottom line." No

wonder Andrew Carnegie is quoted as saying: "Take away my people, but leave my factories,

and soon grass will grow on the factory floors. Take away my factories, but leave my people,

and soon we will have a new and better factory"

Creating Employee Satisfaction

So, how is employee Satisfaction created? What are the elements of a job that create

employee Satisfaction? Organizations can help to create employee Satisfaction by putting

systems in place that will ensure that workers are challenged and then rewarded for being
Successful .Organizations that aspires to creating a work environment that enhances

employee Satisfaction need to incorporate the following:

 Flexible work arrangements, possibly including telecommuting

 Training and other professional growth opportunities

 Interesting work that offers variety and challenge and allows the worker opportunities

to "put his or her signature" on the finished product

 Opportunities to use one's talents and to be creative

 Opportunities to take responsibility and direct one's own work

 A stable, secure work environment that includes job security/continuity

 An environment in which workers are supported by an accessible supervisor who

provides timely feedback as well as congenial team members

 Flexible benefits, such as child-care and exercise facilities

 Up-to-date technology

 Competitive salary and opportunities for promotion.

Employee satisfaction has become a very important determinant of a company’s

productivity. Employees are demanding more and more from their organization in exchange

for their services. Employee turnover is very high in most industries, and retaining good

talented employees has become a tedious task for even the best companies across the world

today.

Every company is faced with the challenge of understanding what drives employees

most. Satisfied employees not only remain with the company but are more productive. They

are also loyal and are most likely to recommend their company’s products and services

whenever and wherever possible. They would also help the company to attract the best talent

for future recruitment. Almost every company conducts employee satisfaction surveys now

and then to feel the pulse of the employer .A happy employee is a productive worker. For a

worker to be productive, he should be extremely happy with his job. Similarly since a job is

an important part of life, it is very important that organization take necessary measures to

improve the satisfaction levels of employees. There is a need for the study of employee

satisfaction because of the following factors.

1. Rapidly growing organization:

When an organization is growing quickly, it is critical to find out how employees feel

about their jobs, the organization, and their fit and future within it.

2. High or growing turnover rate:

While some organizations have a naturally high turnover, growing turnover is a

problem for any organization. If the absolute level of turnover exceeds the industry average,

that can be solved by conducting an employee satisfaction survey.

3. Excessive rumors:
 A strong rumor will lead to other problems in the organization. These can include

communications, trust and fear. Only a survey can uncover the extent to which any of these

issues exists.

4. Planned or recent organizational changes:

Planned or recent organizational changes, including change of leadership. Change can

be difficult for many people. If not handled properly, productivity and profits can decline.

5. Contemplated changes in pay and benefits:

It means knowing what needs to be “fixed” and how much “fixing” it needs to

maximize return on invested money and people resources.

The study has the following objectives:

1. To understand the employee satisfaction.

2. To identify the important factors which contribute towards employee satisfaction.

3. To understand the relationship within the organization.

4. To learn the practical aspects of the business.

5. To find whether there is scope for improvement within the organization.

6. To determine the workers participation in decision making.

SCOPE OF THE STUDY

This study enables us to understand the employee satisfaction regarding the pay structure and

also the overall job satisfaction, which includes the following...

1. Work, recognition and rewards

2. Remuneration

3. Motivation

4. Training and Development

5. Individual Goals

6. Welfare

7. Employee Benefits

8. Career Planning Development

The procedures by which researchers go about their work of describing, explaining and

predicting phenomena are called methodology. Methods comprise the procedures used for

generating, collecting and evaluating data. Methods are ways of obtaining information useful

for assessing explanations.

Geographical Area Covered

The survey was conducted in LG ELECTRONIC LTD.

Method of Data Collection

Sources used for collecting the data are

Primary Data

Information obtained directly from the mechanics and during the course of action

is termed as primary data.

Secondary Data

Secondary data was collected with the help of company records.

Research Design

The type of research used in this project is descriptive in nature. Descriptive studies

aim at portraying accurately the characteristics of a particular group or situation.

Sampling Design

Sample size

The sample size for the study is 100 respondents

Sampling procedure
 The sampling techniques used in the study is non-probability convenience sampling

adapted and used for the study

Convenience sampling

Convenience sampling as the name implies is based on the convenience of the

researcher who is to select a sample. This type of sampling is also called accidental sampling

as the respondent in the sample are included into merely on account of their being available

and the spot where the survey is in progress. Many times the researcher is work under certain

constraints.

Research Instrument

The instrument used by the researcher to collect the information is through the questionnaire

method.

Questionnaire method

The form of the question may be either closed (i.e. ‘Yes’ or ‘No’ type) or open (i.e., inviting

free response) but should be stated in advance and not constructed during questioning.

The questionnaire is prepared based on both closed and open structure.

TOOLS

 Percentage analysis

 chi-square test as a non-parametric test

Percentage analysis

The expression of date in terms of percentages is one of the simplest statistical devices used

in the interpretation of business and economic statistics percentage is useful chiefly for the

purpose of aiding comparison. A percent is the number of hundred parts on number is of

another. Using the algebraic notation in which

comparison, b1 represents given data to be compared with the base then the percentage of the

given number in the base may be defined as

P% = b1/b0*100

Generally percentages are recorded to one decimal place, sometimes to grasp the

relationships. Whole percentages should not be calculated if the absolute number is small,

especially if the base is appreciably less than 100.

Chi-Square as a non-parametric test

Chi-square is an important non-parametric test and such no rigid assumptions are

necessary in respect of the type of population. We require only the degrees of freedom

(implicitly of course the size of the sample) for using this test. As a non-parametric test, chi-

square can be used (i) as a test of goodness of fit and (ii) as a test of independence.

Chi-square

The level of significance for the test is 5%

Steps for using Chi-square test

 First of all calculate the expected frequency on the basis of given hypothesis or on the

basis of null hypothesis. Usually in case of a 2*2 or any contingency table, the

expected frequency for any given call is worked out as under. Expected frequency of

any cell = (row total for the row that cell * column total cell) (grand total).

 Obtain the deference between observed and expected frequencies and find out the

square of such differences that is calculated (Oij-Eij)2

frequency to get (Oij-Eij)2/Eijand this should be done of all the cell frequencies or the

group frequencies.

 Find the summation of (Oij-Eij)2/Eij values

 This is the required chi-square value.

 The required chi-square value obtained as such should be compared with relevant

table value of chi-square.

 The result is based on the following rules.

 If the calculated value is less than the table value the null hypothesis is accepted.

 If calculated value is greater than the table value the null hypothesis is rejected.

LIMITATIONS

 Managers could get lost in data.

 Inaction could destroy credibility.

 Employees may not reveal innermost feelings.

 Togeneral in scope to affect individuals.

BOOKS:

 UNDERSTANDING JOB SATISFACTION by Michael M. Grunberg.

 ORGANIZATIONAL BEHAVIOUR by Stephen P. Robbins

 PERSONNEL MANAGEMENT by P. SubbaRao

 ORGANIZATIONAL BEHAVIOUR by K. Ashwatappa.

WEBSITES:

 www.hr_survey.com - employee attitude.html

 www.hrsolutionsinc.com

 www.human links.com

 www.question pro.com

 www.teamtechnology.co.uk / employee - satisfaction - survey.html.

 www.knowledgenetwork.gov.uk

 www.lg.co.in