STUDY ON job satisfaction of BSNL employees

SUBMITTED BY
MONIKA SHANKAR NATH

[Link] (SEM III-ACCOUNTANCY)

ROLL NO- 80

UNDER THE GUIDANCE OF

ANITA MANNA MADAM

IN THE PARTIAL FULFILLMENT OF THE

MASTER DEGREE OF COMMERCE

[Link] COLLEGE OF ARTS,COMMERCE AND SCIENCE,

GANDHARI, KALYAN (W)

 Certificate
This is certified that miss monika shankar nath has worked and completed
his/her project work for the degree of masters in commerce in the faculty of
commerce in the subject of accountancy and finance on the title of project

work to be written , “study on job satisfaction of BSNL

employees, under my supervision it is her own work and facts reported
by her personal findings and investigation.

Name and signature of guide

Date of submission
 Declaration

I hereby declare that the project entity “study on job satisfaction

of BSNL employees” has been completed successfully and this project
submitted towards the partial fulfillment of the recruitment in the academic
year 2020 22 the information submitted its true and original to the best of
knowledge.

Place: kalyan
Date:

(Monika shankar nath)

Signature of student
 Acknowledgement
I take this opportunity to thank university of mumbai per giving
me a chance to do this project

I express my sincere gratitude to the principal Mrs. Anita manna course co-
ordination and guide and other teachers for their constraints support and
help me for completing my project.
I am also grateful to my friends for giving supports in my project and I
would like to thank each and every person who help me in completing my
project specially my parents.

Monika shankar nath

Signature of student
 INDEX

[Link] PARTICULARS PAGE NO.

1. Introduction
(a) Objective of study 7-15
(b) Hypothesis of Study
(c) Research Methodology
(d) Scope of Study
2. Literature Review
16-28
3. Industrial Profile

29-37
4. Analysis & Interpretation
(a) Table Representation
(b) Graphical Representation

38-45

5. Finding 46
6. Conclusion and Recommendation 47-48
(a) Weblography
(b) Biblography
(c) Questionnaire
 Introduction

1.1 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.

1.2 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. 3 Reasons why
retailers purchase from the wholesalers: 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.
 Hypothesis of the study

1) There isn’t any significant difference between experience of the

respondent and the level of satisfaction over the payment package.
2) There is little difference between educational qualification of the
respondent and their satisfaction over training and development.
 OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job
satisfaction among the BSNL employees and to know the problems faced
by the employees of the various categories. The specific objectives are as
follows: o To present a profile of BSNL and organizational structure etc., o
To observe the level of satisfaction among of employees relating to the
nature of the job and other factors. o To identify the extent of job
satisfaction in the BSNL employees and its impact on the job performance
of the employees. o To evaluate the working environment in BSNL. o To
examine satisfaction regarding the salary and other benefits of its
employees. o To suggest suitable measures to improve the overall
satisfaction of the employees in the organization.
 RESEARCH METHODOLOGY

In the preparation of this report, the researcher the data from different sources.
The sources of data as follows: Primary data: This data is gathered from first hand
information sources by the researcher, this data collection from employees,
managers, clerks etc., by administrating the questionnaire having face to face
interaction with employees. Secondary data : This will give the theoretical basis
required for the report presentation which can be available from various sources
such as magazines, office files, inter office manual and web site.
 SCOPE OF THE STUDY

In the survey an attempt has been made to analyze the job satisfaction of
employees of BSNL, Warangal. The Head Office of the BSNL is situated at New Delhi
with as Circle Office in the Capital of Andhra Pradesh and a Divisional Office at
Warangal District. The study tries to understand the level of satisfaction among the
employees of BSNL. It further explains the area on which employees are mostly
dissatisfied. Job satisfaction of the employees has been analyzed on the basis of the
following seventeen job related factors. ¬ Salary and monetary benefits ¬ Job
security ¬ Promotion policy ¬ Working environment ¬ Employees participation in
management ¬ Freedom of expressions ¬ Nature of job ¬ Interest taken by
superiors ¬ Superiors and sub-ordinate relationship ¬ Medicare ¬ Loans ¬
Conveyance ¬ L.T.C. HYPOTHESI
 Board of Directors and Human Resources

The corporate structure of BSNL Board consists of CMD and fivefull time Directors.
Human Resources Planning and Development, new services, operations, financial,
commercial and marketing who manage the entire gamut of BSNL. There are two
government nominees on the time Board of directors of the BSNL. Chairman and
M.D. Mr. Gopal Das Director (Finance) Mr. Gopal Das Director (HRD) Mr. Gopal Das
With a corporate philosophy that human resources as the most prized assets of the
organization. It’s natural for BSNL to continually to plan, recruit, train, develop and
apprise of the organization have build up a strong base for the conducting the
business activities. In that order BSNL believes in the following: ¬ BSNL has a vast
reservoir of highly skilled and expertise work force about 4,50,000 personnel. ¬
BSNL believe that their staff is one of the best trained man owed in the telecom
sector is the biggest asset of the organization. ¬ The organization believes that their
future depends on our staff that provides service to valued customers and says to
touch with them. ¬ To meet the technological challenges, employees are trained
for technology up gradation, modernization, computerization etc. in BSNL’s training
centers spread across country. These centers are properly equipped with the
requisite infra structure facilities such as lecture rooms, modern audio visual aids,
libraries, hostels etc. ¬ Different curriculum run in these centers to import
technology based training for additional change, basic education and skill
development programmes etc.
 Review of Literature

Maurer and Lippstreu, (2008) states that the support from employer for the
personal development of the employee is a Human Resource function that aids in
changing employee behavior and further it leads to employees’ positive response as
being occupied and pledged. Ali and Ahmed (2009) confirmed that there is
significant statistical relationship between recognition and reward, also between
inspiration and contentment. Ekaterini Galanou, (2011) focuses on the primary
purpose of performance appraisal as to prepare a useful feedback to individuals so
that they could enhance their performance. There are eight appropriate methods
suggested: Personal improving plan, Personal appraisal, 360 degree appraisal, self
appraisal, Coaching, Competence assessment, objective setting, performance
related to pay . Gurusamy and Mahendran (2013), in their scrutiny established the
fact that Salary occupies the First position in the determination job satisfaction
when compared with other major determinants. About 300 respondents were
studied and the study is limited to automobile industries of India. Gopinath and
Shibu (2014 ) examined the level of promotion and transfer related to job
satisfaction among BSNL employees using Job Descriptive Index (JDI) Scale. The JDI
scale included pay, promotions, supervision, work and co-worker. The results
demonstrated that promotion and transfer process are important praxis for human
resource development and are crucial in affecting the success of an organization.
The analysis further proves that promotion and transfer highly influence job
satisfaction of employees in BSNL. So the 45 % employees are having job
satisfaction in high level and 55 % employees having job satisfaction in moderate
level. Rashid Saeed (2014), in his study found that factors such as promotion, pay,
fairness and working condition are key constituents that contribute to employee’s
job satisfaction. The study was conducted on 200 telecom sector employees of
Pakistan and concluded that money and Payment play an important role in the job
satisfaction of the telecom employees of Pakistan.
Data Analysis and Interpretations
 Findings, Suggestions and Conclusion

Findings It is found that out of 150 sample respondents; nearly 50 per cent of the
respondents jointed this organization due to high degree of job security, nearly 27
per cent of the respondents referred Payment package as their reason for joining
this organization. About 23 per cent of the respondents have joined due to
availability of career development opportunities in the organization. It can be
inferred from the study that the organization provides high degree of job security to
its work force. As much as 36 per cent of the respondents opined that the Payment
package of the organization is the main motivating factor and 21 per cent of the
respondent stated that the recognition and reward is the effective motivating factor
that drives in work. About 20 per cent of the respondents felt that the high degree
of job security is the effective motivating factor. Therefore it is inferred from the
table that the Payment package, and Career development are important motivating
factors to stimulate the employees to achieve the organization goals. As per the
study the majority of the respondents are dissatisfied with the Payment package
(salary/wages, bonus, fringe benefits and rewards) provided by the study units. It is
inferred from the study that the job satisfaction of the employee is very low in
relation to Payment package.
It is found that there is no significant difference between experience of the
respondents and their level of satisfaction over salary/ wages and there is a
significant difference between experience of the respondents and their level of
satisfaction over bonus, fringe benefits and rewards. As much as 52 per cent of the
respondents are dissatisfied with the availability of opportunities to grow the career
of the employees and 38 per cent of the respondents are satisfied with it. On the
other hand 54 per cent of the respondents are dissatisfied and 34 per cent of
respondents are satisfied with their promotion in the employment. Therefore it
may be concluded that the employees have low job satisfaction with regards to
career development. As per the study, majority of the respondents are satisfied
with the work stress, Work timings, availability of the infrastructure facilities,
delegation of authority and responsibility and leave policy of the organization. This
is due to strong trade union in the study unit. On the other hand nearly 80 per cent
of the respondents are dissatisfied with their work load because that they felt that
the top level management imposes heavy work on them. It can be concluded from
the study that the job satisfaction of employees in relation to working
circumstances is satisfactory except work load. Most of the respondents in the
study are satisfied with the interpersonal relation, which include Relationship with
superior, Relationship with collogues, and Sense of team work. Therefore it is
inferred from the table that the job satisfaction in relation to interpersonal relation
is very high among the employees in the organization. Out of 150 sample
respondents, about 83 per cent of the respondents are satisfied with the training
and development policy of the organization of which 45 per cent of the
respondents are highly satisfied with it and a meager portion of the respondents
are dissatisfied with the training and development policy practiced by the study
unit. Therefore it can be concluded that the job satisfaction of the employees is
very high with regards to training and development policy of the organization. It is
found that there is no significant difference between educational qualifications of
the respondents and their satisfaction level over training and development. Most of
the respondents are not satisfied with the recognition for good performance and
performance based incentives in the organization. This is due to that the employees
felt that they are not properly recognized good performance and also incentives are
not given based on the performance in the organization. Therefore it can be
concluded that the job satisfaction of the employees in relation to Inspiration is
very poor. Out of six job factors, the respondents are dissatisfied with the Payment
package, the career development and Inspiration and satisfied with the working
conditions (except work load, and leave policy), Interpersonal relation, Training and
development. It is inferred from the table that the over all job satisfaction of the
employees in the organization is not at satisfactory level.
 Reference

1. Michael Vaz & Vinayak Parlikar (2000) Management and Humna Resource
development, Monal publication.
2. Girdhar. J. Gyani (1992), Training Manual on ISO 9000 and TQM
3. Beri.G.C “Marketing Research”-Third Edition- Tata Mcgraw Hill publication Private
Limited, New Delhi.
4. Bohlander, Shell, Sherman “Managing Human Resources” -12 edition Eastern
Press Private Limited, Bangalore.
5. Ali, R., and Ahmed, M. S., (2009), The impact of reward and recognition programs
on employee’s Inspiration and satisfaction: an empirical study. International review
of business research papers, 5(4), pp 270-279.
6. [Link], [Link], “The Improve Concept Of Web Personalization On
Task Based Modeling In Web Usage Mining Techniques”, International Journal of
Innovations in Scientific and Engineering Research (IJISER), Vol.2, no.11, pp.233-
237, 2015.
7. Edwina Pio, (2007), HRM and Indian epistemologies: A review and avenues for
future research. Human resource management review, 17(3), pp 319 -335.
8. Ekaterini Galanou, G. G., (2011), The effect of reward system on job satisfaction
in an. International journal of human sciences, p 2.
9. Eunmi Chang., (2005), Employees’s overall perception of HRM effectiveness.
Human relations, Sage journals, 58(4), pp 523-544.
10. Aryee, S., Chen, Z.X., Budhwar, P. (2004), "Exchange fairness and employee
performance: an examination of the relationship between organizational politics
and procedural justice", Organizational Behavior and Human Decision Processes,
Vol. 94 No.1, pp.1-14.
11. Budhwar, P., Varma, A., Singh, V., Dhar, R. (2006), "HRM systems of Indian call
centers in India: an exploratory study", International Journal of Human Resource
Management, Vol. 17 No.5, pp.881-97.
12. Chatterjee, S.R., Hueur, M. (2006), "Understanding Indian management in a
time of transition", in Davis, H.J., Chatterjee, S.R., Hueur, M. (Eds),Management in
India: Trends and Transitions, Response Books, New Delhi, pp.11-27.
13. Dieterly, D., Schneider, B. (1974), "The effect of organizational environment on
perceived power and climate: a laboratory study", Organizational Behavior and
Human Performance, Vol. 11 pp.316-37.
 Conclusion

The study highlights the career satisfaction of employees in the study unit. Bharat
Sanchar Nigam Ltd., Thiruvarur, is well organized in many aspects. However the
study reveals that the most of the employees are not satisfied with their job. Job
dissatisfaction creates a lack of will to work and forces the employee to go away
from work as far as possible. It is also found that an unhappy worker quit the job
over time and seeks satisfaction elsewhere. Therefore the organization should take
necessary measure to enhance job satisfaction of employees to achieve the
organization goals.
 Suggestions

The following suggestions are offered to maximize satisfaction on the career of

employees in the study unit. The study discloses that the most of the respondents
are dissatisfied with the Payment package. Therefore the organization must take
necessary steps to modify the Payment package to improve the job satisfaction of
the employees.
The study reveals that the employees have low job satisfaction with regards to
career development. Therefore the organization may create an opportunity to
improve the employee career development in the organization and the employees
and promote in time, in accordance with their performance. The study indicates
that nearly 80 per cent of the respondents are dissatisfied with their work load
because that they felt that the top level management imposes heavy work on them.
Therefore, the organization may try to reduce the work load through proper
allocation of work and by way of appointing additional employees. It is suggested
that the organization must recognize the employees for their good performance
and also the organization may provide performance based incentives to enhance
the job satisfaction of employees in relation to Inspiration. Overall findings of this
research indicate that the job satisfaction of the employees in the study unit is not
satisfactory. So measures should be taken to maximize job satisfaction of the
employees.
 ANNEXURE

QUESTIONNAIRE

NAME :
AGE :
GENDER :
OCCUPATION :

1. Are you working in BSNL company?

Yes
No

2. How satisfied are you with the BSNL product?

Very satisfied
Satisfied
Neutral
Unsatisfied

3. What impressed you most about the product?

Quality
Shopping experience
Price
Customer service

4. Would you recommend BSNL product to other people?

Definitely
Prob
Not sure
Definitely not

5. Would you use BSNL product in the future?

Yes
No
 6. Overall, how satisfied are you working for the company as employee?
Extremely satisfied
Neutral
Very dissatisfied
Somewhat satisfied

7. The company clearly conveys it's mission to its employees?

Neither agree nor disagree
Strongly agree
Strongly disagree
Somewhat agree

8. Is there good communication from manager to employees in BSNL

company?
Yes
No
Not sure

9. Is there good trainning available in BSNL company?

Yes
No
Not sure

10. The amount of work expected of employees is reasonable?

Disagree
Agree
Strongly agree
Strongly Disagree

11. In the last year,did you buy any BSNL product?

Yes
No

12. Did benefits offere by the company?

Yes
No
Not sure
13. Do you give any rate to BSNL company for their service?
Yes
No

14. How satisfied are you as an employee in this company?

Neutral
Very
Somewhat dissatisfied
Somewhat satisfied

15. Attitude towards purchasing BSNL product?

Positive
Negative
Favorable

16. As an employee, your progression at BSNL company thus far?

Dissatisfied
Satisfied
Neutral

17. Is there any issue occurs in this company?

Yes
No
Not sure

18. Your job give you the opportunity to learn?

Agree
Disagree
Neither agree nor disagree

19. Would you recommend BSNL company as a good place to work?

Yes
No
Not sure
20. According to you, how is provided service by BSNL company to
people?
Very good
Bad
Average
Good

21. How much experience you have about this service?

1-2 years
None
2-4 years
Over 4 years

22. BSNL is the only service provider making focussed efforts and planned
in rural -urban area?
Agree
Disagree
Completely agree
Completely disagree

23. Does the company provides good service?

Yes
No

24. How long have you been using BSNL product?

Less than a month
1-12 months
Over 4 years
None

25. What is the feedback of BSNL service? *

Select your own choice
2
3
4
5