27-09-2012, 12:00 PM
FACTORS AFFECTING EMPLOYEE’S JOB SATISFACTION UNDER NFL PLANT BATHINDA
PROJECT REPORT ON JOB SATISFACTION.docx (Size: 477.16 KB / Downloads: 62)
INTRODUCTION ON THE COMPANY
National Fertilizer Limited(NFL)
NFL was incorporated on 23rd August 1974 with two manufacturing Units at Bathinda and Nangal Unit of Fertilizer Corporation of India came under the NFL fold. The Company expanded its installed capacity in 1984 by installing and commissioning of its Vijaipur gas based Plant in Madhya Prades.
The Vijaypur Plant was a landmark achievement in project management in India. The plant was completed well within time and approved project cost. In recognition of this achievement, the project was awarded the First Prize in Excellence In Project Management by Govt. of India. Vijaypur Expansion Unit i.e. Vijaypur-11 in 1997. Three of the Units are strategically located in the high consumption areas of Punjab and Harayana. The Company’s strength lies in its sizeable presence, professional marketing and strong distribution network nationwide.
NFL, a profitable public sector undertaking operates under the administrative control of Department of Fertilizers in the Ministry of Chemicals & Fertilizers. Kisan Urea NFL’s popular brand is sold over a large marketing territory spanning the length and breadth of the country. The Company alse manufactures and markets Bio-fertilizers and a wide range of, industrial products like Methanol, Nitric Acid, Sulfer, Liquid Oxygen, and Liquid Nitrogen etc. The Company has developed Neem coated Urea which on demonstration has improved the crop yield by 4-5%. The company is focusing its thrust to widen the marketing operations of Neem coated Urea. The company is also undertaking R&D for the development and production of other value added products like Zincated& Sulphur coated urea. NFL over the years has developed a team of dedicated professionals in the areas of production, maintenance, project management, safety and environment control. These professionals are sought after in the industry: both in India & Abroad for their specialized services.
INTRODUCTION
“Workers are not just the faces in the crowed they are the real performer”
Employee’s satisfaction has been defined as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences or more simply, the extent to which people enjoy their jobs.
The satisfaction level of employees can be measured using a number of different methods. One of the most, common methods used by most of the organization is Employee’s satisfaction survey, conducted from time to time.
It is a sense of inner fulfillment and pride achieved when performing a particular job. Employee’s satisfaction occurs when an employee feels he has accomplished something having importance and value worthy of recognition; sense of joy.
Employee’s satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal well-being Employee’s satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Employee’s satisfaction further implies enthusiasm and happiness with one's work. The Harvard Professional Group (1998) sees employee’s satisfaction as the keying radiant that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.
Employee’s satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person's parent. There are a variety of factors that can influence a person's level of satisfaction; some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership and social relationship, and the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Workers satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance Employee’s satisfaction and performance, through methods such as job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work groups. Employee’s satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Employee’s satisfaction can be influenced by a variety of factors, example, the quality of one's relationship with their supervisor, the quality of the physical environment in which they work, degree of fulfillment in their work, etc.
PHYSICAL WORKING CONDITIONS & FACILITIES.
F. Herzberg, Elton Mayo, they have stated about these in the Hawthrone experiment.Physical working conditions in an organisation effects the satisfaction of the employees. Physical working conditions includes facilities like drinking water, spittoons, washroom, lighting ( natural & artificial ), décor, comfort, cleanliness etc.
SAFETY MEASURES .
There are different type of organization some are involved in electronics, scientific equipments, some in software’s, some in services and many more. So different organization have different manufacturing or working and they need special safety measures in the organization for the wellbeing of the employees. Safety measures include gloves, masks, fencing, etc. These safety measures can vary according to nature of organization.
WORK LIFE BALANCE.
Normally in the organisations people are very busy in their tight schedule of work. They had normally found to be in the condition where they fail in maintaining the balance between their family and work life. So this infects much of their satisfaction level.
FLEXIBILITY OF WORK HOURS
There are some organisations that have five day a week working and others have six day working in a week. People with five day a week working have found much satisfied with their job as compare to people with six day a week working. It is found in many organisations that employees are not happy with the flexibility of work hours as they have to work eight to eight in a day. And even they don’t get the proper time for lunch or other refreshments due to the workload.
COMPENSATION.
According to the theory of expectancy Prof. Vroom have given different determinants of employees satisfaction, such as incentives, fringe benefits, rewards, promotion etc. If the employee of an organisation gets incentives for his extra work and his meeting of the target then he will more improve his efficiency of working, he will be given other fringe benefits, rewards and promotion with the passage of time.
WELFARE ACTIVITIES .
Welfare activities includes first aid facility, canteen facility, and ESI facilities etc.
Do the company provide good food in the canteen of the company? Is the canteen facility cheep then outside restaurant etc. Do the food available is hygienic. Do the company maintain ESI records and funds for the welfare of the employees. Are medical facilities available there.
DEVELOPMENT AND GROWTH.
Employees in the organisation has very much career and growth oriented, they see their future in terms of the salary, promotions etc. If the company provides good growth to their employees then they feel much satisfied with their job. Now a days the new candidate to start his career in the organisation first of all checkout the future growth. So it is the measure determinant of the employees satisfaction.
JOB SECURITY.
what normally an employee feel about his job in the organisation that how long is he going to survive there, determines the satisfaction level of an employee in the organisation.
TIMELY LEAVES IN EMERGENCY.
This factor is very important as per the expectations of the employee. Due to heavy workload of work employee don’t get proper leaves, so they always have this regret from the company. As we know man is a social animal and he have many other responsibility to perform in his family surroundings, and if he don’t get timely leaves he can be dissatisfied with his job.
FINANCIAL HELP.
Financial help is also one of the crucial factors of employees satisfaction, people meet different problems in their life, such as accidents, family functions etc. and for that they need funds. They have to be given timely financial help from the company if they don’t then they can be dissatisfied.
GRIVANCE HANDELLING.
Many time employee in the company faces different problems, and management solve these problems, if the problem are not solved the employee get frustrated and will definitely be dissatisfied with the management. So there grievances should be solved properly.
AUTONOMY .
Some people are not happy with the continuous restrictions of the management on them, they don’t feel freedom, there are not much freedom for new innovative ideas in some of the organisation. Due to this employees are seen dissatisfied.
SALARY AND WAGES.
Salary is the very important factor of the dissatisfaction of the employees, in many organisation the people don’t get good salary or wages as according to their work, that’s why they found to be dissatisfied. So it is the big determinant to be taken into the consideration to satisfy the employees of the organisation.
JOB CONTENT.
Job content in terms of achievement recognition, advancement, responsibility and the work itself, tend to provide satisfaction where the job is less repetitive and there us variation on job content, workers satisfaction tends to be highest.
OCCUPATIONAL LEVEL.
The higher the level of the job in the organisations hierarchy, greater the satisfaction of the individual. This is because positions at higher levels are generally better paid, more challenging and provides greater freedom of operation.