bausch+lomb employee satisfaction survey

8/19/2019 bausch+lomb employee satisfaction survey

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INDEX

Particulars Page no.

Executive summary 2

Introduction 3-7

Company proile !it" #$%&

analysis

'-()

&"eoretical *spects o +o,

#atisaction

(7-22

esearc" et"odology 23-2/

Data *nalysis 20-/1

indings #uggestion 04-03

5uestionnaire 0/-0)

6i,liograp"y 07


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2

Executive #ummary

The core objective of the internship is to get the hands-on experience of the real worldorganization and is to fill the requirement of the BBA program as prescribed by the I!

!niversity"

The main aim of the study is to analyze and examine level of job satisfaction among theBausch # $omb India vt" $td employees and to %now the problems faced by theemployees of the various categories" It further explains the area on which employees aremostly dissatisfied" The level of satisfaction has been measured& through a survey& mainly

based on the following factors

• 'alaries

• Incentives 'chemes

• (or%ing )nvironment• *anagement relationship with employees

• +acilities provided to employees

• olicies

• )mployee Training

Based on that survey it was found that besides several other factors the economicdevelopment of a country depends upon the effective functioning of employees"*otivated employees always have higher productivity # this is only possible by ta%ingnecessary steps for the satisfaction of employees in their respective jobs" Themanagement should be more helpful and sympathetic towards the problems faced by thewor%ers at the wor%station"


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Introduction

,uman resource is considered to be the most valuable asset in any organization" It

is the sum-total of inherent abilities& acquired %nowledge and s%ills represented by the

talents and aptitudes of the employed persons who comprise executives& supervisors and

the ran% and file employees" It may be noted here that human resource should be utilized

to the maximum possible extent& in order to achieve individual and organizational goals"

It is thus the employees performance& which ultimately decides& and attainment of goals"

,owever& the employee performance is to a large extent& influenced by motivation and job satisfaction


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The term relates to the total relationship between an individual and the employer

for which he is paid" 'atisfaction does mean the simple feeling state accompanying the

attainment of any goal. the end state is feeling accompanying the attainment by an

impulse of its objective" /ob satisfaction does mean absence of motivation at wor%"

0esearch wor%ers differently described the factors contributing to job satisfaction and job

dissatisfaction"

The survey made regarding the job satisfaction in Bausch # $omb will facilitate

and enables the management to %now the perceptions and inner feelings regarding the job

they are performing on day-to-day basis" The term job satisfaction reveals and focuses on

the li%es and disli%es of the employees of Bausch # $omb" In this particular study the

researchers tries to identify the causes for satisfaction and dissatisfaction among the

employees" 'o this is the most effective and selective instrument for diagnosing and

peeping into the employees problems"

/ob satisfaction survey can give the most valuable information the perceptions and

causes" +or satisfaction1dissatisfaction among the employees attitude towards job

satisfaction may be either positive or negative" This positive feeling can be re-in forced

and negative feelings can be rectified" This survey can be treated as the most effective and

efficient way& which ma%es the wor%ers to express their inner and real feelings

undoubtedly"

+or any future course of action1 development& which involves employees

participation& is considered" The management will get a picture their employees

acceptance and readiness" This survey also enables to avoid misinterpretations and helps

management in solving problems effectively" It is observed during study some of the

employees accepted the proposal survey research"

A perfectly contentment and satisfaction motivates an employees to be confident

with a high morale& it is an asset to organization as a whole"


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Thus the high motivation and morale of an employee ma%e him to remain in the

organization and encourage him to face cut throat competition and gives him enough

dynamism to face challenges"

)very human being possess him own unique resource& if properly channels it by

supportive and supplement& ultimately for achieving organization goals"

As proper breathing and diet is necessary to healthy human being so as is contentment to

the job satisfaction" This contentedness ultimately acts as a %ey factor to human resource

development"

Deinition

/ob satisfaction refers to a persons feeling of satisfaction on the job& which acts as

a motivation to wor%" It is not the self-satisfaction& happiness or self-contentment but the

satisfaction on the job"

,oppoc% describes job satisfaction as 2any combination of psychological&

physiological and environmental circumstances that cause and person truthfully to say I

am satisfied with my job"

/ob satisfaction is defined as the& 2pleasurable emotional state resulting from the

appraisal of ones job as achieving of facilitating the achievement of ones job values"


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%6+EC&IE# % &8E #&9D:

The main aim of the study is to analyze and examine level of job satisfaction

among the Bausch # $omb India vt" $td employees and to %now the problems faced by

the employees of the various categories" The specific objectives are as follows3

o To present a profile of Bausch # $omb and organizational structure etc"&

o To identify the extent of job satisfaction in the Bausch # $omb employees"

o To evaluate the wor%ing environment in Bausch # $omb"

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"


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#C%PE % &8E #&9D:

The study is limited to the employees wor%ing in Bausch # $omb 4urgaon office" The

study tries to understand the level of satisfaction among the employees of Bausch #

$omb" It further explains the area on which employees are mostly dissatisfied"

/ob satisfaction of the employees has been analyzed on the basis of the following

seven job related factors"

• 'alaries

• Incentives 'chemes

• (or%ing )nvironment

• *anagement relationship with employees

• +acilities provided to employees

• olicies

• )mployee Training


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05+I$) 5+

BA!'6, # $5*B I78IA

0I9AT) $I*IT)8


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Bausch # $omb Inc" is the !nited 'tates: leading ophthalmic goods firm and stands as

one of the premiere contact lens manufacturers in the world" The company also produces

0ay-Ban sunglasses& the best-selling line of sunglasses in the world& as well as several

other brands of high-end sunglasses"

It sold such unrelated units as its s%in care products and its oral care business and

directed acquisitions toward high-margin eye care products& such as those for ophthalmic

surgery"

The company:s pharmaceutical unit was also narrowing its focus to prescription and over-

the-counter ophthalmic" 9aleant harmaceuticals International& Inc"& ;7 completed its acquisition of Bausch ? $omb in August& @C" 9aleant

harmaceuticals International& Inc" ;7 is a multinational specialty

pharmaceutical company that develops& mar%ets and manufactures a broad range of

pharmaceutical products primarily in the areas of dermatology& eye health& neurology and

branded generics" Bausch ? $omb& is the well-%nown company and respected for

healthcare brands in the world"

The 6ompany offers the widest and finest range of eye care products including contact

lenses and lens care products& pharmaceuticals& intraocular lenses and other surgery

products" The company is solely dedicated to protecting and enhancing the gift of sight

for millions of people around the world D from the moment of birth through every phase

of life" Bausch and $omb mar%ed its commercial operations presence in EE@ with vision

care business in India and then started surgical Business in EEF"

6urrently the company is the mar%et leader in contact $ens # $ens care categories and is

ran%ed as the Crd largest in the surgical 5phthalmology space"

Bausch and $omb India is %nown for introducing world class products in consistent

fashion" Bausch and $omb then entered into Aesthetics segment with wide range of

invasive and noninvasive aesthetics treatments into the anti-ageing& s%in tightening& body-contouring and s%in enrichment segment"


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6ontact lens ma%er Bausch # $omb entered India:s aesthetic mar%et with the launch of

American brands li%e Thermage and +raxel"

The company entered into aesthetic mar%et with launch of brands li%e Thermage& +raxel

and clear?Brilliant" India is the Crd largest country in terms of sales revenue in the south

Asia 0egion"

Accountability the company ta%e responsibility to deliver on duties and promises to the

sta%eholders" 6reativity and )ntrepreneurship the 6ompany constantly search for new

ways to do things better while creating value" 0esourcefulness the 6ompany wor% best as

a lean& high-performing wor%force and invest in resources only where it ma%es business

sense to do so"

'peed The 6ompany ma%e decisions and wor% quic%ly without sacrificing execution"

Transparency The 6ompany share information openly and communicate directly"

Teamwor% and Talent 8evelopment the 6ompany strive to build the best team in the

industry by investing in one another"

)5$) 'T0AT)4< Bausch and $omb people strategy is a critical component in the

Bausch and $omb way of driving performance" It acts as a roadmap for attracting&

retaining and developing our most valuable assets eople" The strategy sets out specific&

actionable steps that are in place& to support employees worldwide in becoming the best at

what they do"


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ision ission #tatement

i" ision; To be number one the most admired and valuable health # (ellness

6ompany transforming lives positively"

ii" ission3 Build value for all sta%eholders by providing innovative health and

wellness solutions to the community we serve" B#$ helping consumers to see

better to live better through innovative technology and design"

iii" The most important objective is to serve all our sta%eholders& patients #

consumers who use the companys products& physicians who recommend them

and the customers who provide retail outlets for these products"

iv" Implementation of Triple play as a regular commercial proposition


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6usiness #trategy

Business strategy is to focus on core geographies" The growth of the business is further

augmented through lower ris%& out-put focused research which can primarily be achieved

by3

• +ocusing on innovation through internal research and development& acquisition and in

licensing

"• +ocusing on capabilities and critical s%ills needed to bring new technologies to the

mar%et"

•+ocusing on productivity through measures such as outsourcing commodity services

and leveraging industry overcapacity

In addition to product development and selective acquisitions& their strategy also involves

deploying cash through repurchases and debt repayments& as well as share buybac%s" This

strategy allows them to maximize both the profitability and growth rate of the 6ompany

and to enhance shareholder value"


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Business Units

Vision care Refractive Aesthetics Surgical

13

Product < 6usiness Portolio

Bausch ? $omb offer the worlds widest and finest range of products" In

India It has following Business units3

&"e product portolios under eac" 6usiness units are as under;

ision care- This division deals with contact lens and lens care products" B#$ contact

lens offerings span the entire spectrum of wearing modalities and include such well-

%nown brand names as ure9ision& 'of$ens& Boston and 5ptima" B#$ lens care products

include Biotrue and renu brand of chemical disinfectants for soft contact lenses as well as

the Boston line of products for cleaning 4 contact lenses"

eractive- 5ffers full spectrum of leading laser procedures

*est"etics- rovides innovative safe and effective derma solutions for patients"

#urgical- It provides the worlds most valuable ophthalmic experience" 8evices #

machines for cataract and vitreoretinal surgery" The products are3

P"aco e=uipment

Intra ocular lenses


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Company anagement

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#trengt"s;

• Trust& mutual respect and ethical behavior are essential to Bausch ? $ombs

relationships with eye care professional partners& customers& and employees" In

these relationships& they conduct their business with the highest ethical standardsalways assuring that their behaviors are consistent with both the letter and thespirit of company policies& laws and regulations H and with the exercise of good

business judgment" ;'ource Bausch ? $omb 6ode of Business 6onduct and)thics">

• Bausch # $omb India owns more than J mar%et share in lens category and

around EJ mar%et share in lens care category ;source 3 ress release byindiantelevision"com osted on 3 @ 7ov @K>

• Bausch # $omb Brands has strong reputation in the mar%et"

• )mployees are assets" The people of Bausch ? $omb are the driving force behind

what they accomplish for their customers and patients";source 3 5ur eople

'trategy in Action available on website>

• Bausch ? $omb is committed to good corporate citizenship and donates millions

of dollars and thousands of volunteer hours to hundreds of organizationsworldwide that support their mission of perfecting vision and enhancing life";'ource 3 (ebsite>

• B?$ competitors are slow to adopt new technologies"

$eaAnesses3

• Bausch # $omb has little mar%et presence in tier C cities"

• *ar%eting spends are very low"• 8ropout rate of consumers are very high

• $ow penetration in India

• $ow product range 9s competition in 'urgical Business

%pportunities;

• B?$ business sector is expanding& with many future opportunities for success"

• arent co wants to encourage Indian businesses"


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&"reats;

• 8evelopments in technology may change this mar%et beyond B?$ ability to adapt"

• The competitor 6ooper 9ision is very aggressive in mar%eting

• A small change in the focus of a large competitor might wipe out any mar%et

position B?$ achieve"

6onclusion- B?$ should decide to specialize in rapid response& good value services tolocal businesses and expand his distribution reach to Tire C cities" *ar%eting would be inselected local publications to get the greatest possible mar%et presence for a setadvertising budget& and the B#$ should %eep up-to-date with changes in technologywhere possible" B#$ should also ma%e their policies employees friendly"


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&"eoretical *spects

o

+o, #atisaction


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2I am satisfied with the jobL is one way to define job satisfaction"

$imelight on job satisfaction was brought by ,op poc% in ECM" ,e reviewed C@ studies

on job satisfaction" rior of ECC the job satisfaction is combination of psychological&

physiological and environmental circumstances that course to say truthfully that 2I am

satisfied with my job"L

The success of any organization depends on the effective utilization and motivation of

human resources""

/ob satisfaction is an integral of the organizational climate and importance element in

management and employee relationship"

/ob satisfaction is derived from the $atin words 2'atisL and 2facereL& which means

2enough and to doL respectively" /ob satisfaction refers to an employees general attitude

towards his job"

• 'ituational +actor"

• Individual 6haracteristics"

• 4roup and social relationship outside the job"

/ob satisfaction is the ultimate function of all these and many individual attitudes put

together" *any thin%ers consider it a collective force and not a unitary phenomenon"

)very individual has some needs and desires that need to be fulfilled" Any job& which

fulfils these needs& provides satisfaction" 'atisfaction is ones contentment job that

induces motivation and interest in wor%& which creates pleasure or happiness from job"

,ence satisfaction plays a vital role in every aspect of individuals life& without

satisfaction in life it becomes very difficult to survive"


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eaning

The term job satisfaction refers to an employees general attitude towards his job"

• /ob satisfaction is the favorableness or un-favorableness with which employees

view their wor%"

• In order to understand job satisfaction& perhaps the first step should be to

demarcate the boundaries among such terms as attitudes motivation and morale"

• A job is an important part of life" /ob satisfaction influences ones general life

satisfaction"

• The result is that satisfaction arises from a complex set of circumstances in the

same way the motivation does"

+o, #atisaction ?eads &o

♦ *otivates towards high productivity"

♦ (ant to remain with organization"

♦ Act effectively in crisis"

♦ Accept necessary changes without resentment or resistance"

♦ romotes the interest of the wor%ers in the organization"

&"eories

There are vital differences among experts about the concept of job satisfaction" Basically&

there are four approaches1 theories of job satisfaction"

They are3

> +ulfillment theory

@> 8iscrepancy theory

C> )quity theory


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K> Two-factor theory

B( ulillment t"eory

The main aim of this theory is to measure satisfaction in terms of rewards a person

receives or the extent to which his needs are satisfied" /ob satisfaction cannot be regarded

merely as a function of how much a person receives from his job but it is the strength of

the individuals desire of his level of aspiration in a particular area"

The main difficulty in his approach as observed by willing is that job satisfaction is not

only a function of what a person receives but also what he feels he should receive& as

there would be considerable difference in the actual and expectations of persons"

B2 Discrepancy &"eory

The proponents of this theory is that satisfaction is the function of what a person actually

receives from his job satisfaction and what he than%s receives or expects to receive"

This approach does not ma%e it clear whether or not over satisfaction is a part of

dissatisfaction and if so& how it differs from dissatisfaction"

B3 E=uity &"eory

The proponents of this theory are of the view that a persons satisfaction

determined by his perceived equity which in from is determined by his input-output

balance when compared to others input-output balance" Input-output balance is the

perceived ratio of what a person received from his job relative to what he contributes to

the job"


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B/ &!o-actor &"eory

This theory was developed by ,erzberg& *anusner& aterson and 6apwell who identifiedcertain factors as satisfiers and dissatisfies"

+actors such as achievement& recognition responsibility etc"& are satisfiers& the presence of

which causes satisfaction but their absence does not result in dissatisfaction on the other

hand the factors such as supervision salary& wor%ing conditions etc" are dis-satisfiers the

absence of which cause dissatisfaction however their presence does not result in job

satisfaction"

This theory is considered invalid as a person can get both satisfaction and dissatisfaction

at the same time"

DE&EIN*N % +%6 #*&I#*C&I%N

According to Abraham A" Gumar there two types of variables& which determine the job

satisfaction of an individual" These are3" 5rganization 9ariables

@" ersonal 9ariables

(. %rgani>ation varia,les;

i. %ccupational ?evel; The higher the level of the job& the greater the

satisfaction of the individuals" This is because& higher level of jobs carry

greater prestige and self-control" This relationship between occupational

level and job satisfaction stems from social reference group theory in our

society values some jobs more than others" ,ence people in values li%e

them more than those who are in non-valued jobs" The relationship may

also stem from the need fulfillment theory"

ii. +o, content; 4reater the variation in job content and less the

repetitiveness with which the tas%s must be performed& the greater the

satisfaction of the individuals involved" 'ince job content in terms of


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variety and nature of tas%s called for is a function of occupational level"

The theoretical arguments given above apply here also"

iii. Considerate ?eaders"ip; eople to be treated with consideration" ,ence

considerate leadership results in higher job satisfaction than in considerate

leadership"

iv. Pay and Promotional opportunities; All other things being equal these

two variables are positively related to job satisfaction"

v. Interaction among Employees; ,ere the question is& when interaction in

the wor% group is a source of job satisfaction and when it is not"

Interaction is more satisying !"en;

a> It results in the cognition that other persons attitudes are similar to

ones own since& this permits are ready calculability of the others

behavior and constitutes a validation of ones self"

b> It results in being accepted by other and

c> It facilitates and achievement of goals"

2. Personal aria,les

+or some people& it appears that most jobs will be dissatisfying irrespective

of the organizational conditions& where for other most jobs will be satisfying personal

variable for this difference"

i> Age

ii> )ducational $evel

iii> 0ole perception

iv> 'ex


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esearc" et"odology

9niverse #ources o data

In the preparation of this report& the primary data is collected from questionnaire and

secondary data from company /ournals& magazines& newspapers and web sites"

#ample si>e;

The satisfaction survey has been conducted among all India )mployees" There are E

employees in the 4urgaon office of Bausch # $omb" The responses were received from

C employees which are close to NJ"

et"ods o data collection

8ata& which is gathered by administering questionnaires& was processed in simple manner

to determine the level of satisfaction among employees" )very response was assigned

some score based on this overall satisfaction level was determined"

It "as ,een analy>ed !it" 3 met"ods.

" At over all 6ompany level" 'atisfaction of overall employees for each questionhas been interpreted"

@" At 8epartment $evel3 the overall responses have been categorized into the

following department # responses of each questions has been analyzed"

a" 'ales b" 6ommercialc" 'erviced" 'upply 6haine" +inance # ITf" 4eneral # Admin

C" At experience level3 )mployees has been categorized into following @ groups #has been analyzed thru 6,I square test"

" )xp - All employees who have more than C year experience in this company has been considered in thisgroup"

@" )xp @-All employees who have less than C year experiencein this company has been considered in this group"


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&ools and tec"ni=ues o analysis o Data

C"i-#=uare &estThe 6hi-'quare Independence Test is used to determine whether two categorical variablesassociated with the same item act independently on that item"

The project analyses dependency the results of the various questions in the questionnaireon experience of the employee" n

6hi-'quare 'tatisticO =@OP ;Actuali D )xpectedi >@

iO )xpectedi

Contingency &a,leA contingency table is a two-way cross-tabulation" )ach row in the contingency table isassociated with one of the levels of one of the categorical attributes and each column isassociated with one of the levels of the other categorical attribute"

8ata collected is carefully tabulated and analyzed by using satisfaction methods and also

various graphs and J methods are used to present the data"


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D*&* *N*?:#I#


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D*&* *N*?:#I# @Company level

" Are you satisfied with the wages paid to youQ

Yes No

Interpretation3 F percent of the employees are satisfied with the wages paid to tem"5nly @ percent of the employees feel that there should be a hi%e in wages paid to them"


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@" 8o you have any incentives wage schemes for efficient wor% on your organizationQ

Yes No

0

10

20

30

40

50

60

70

80

Interpretation3 N percent of the employees feel that there should be an incentive wage

scheme for efficient wor% in the organization"


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C" Are you satisfied with the present wor%ing conditions and environmentQ

Yes

No

0 10 20 30 40 50 60 70 80 90 100

Interpretation3 Almost all the employees are satisfied with the present wor%ing

conditions and environment"


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K" Is the management helpful and sympathetic to your problemsQ

To 'ome extent To $arge extent

N C

;8ata in ercentage>

Yes No0

10

20

30

40

50

60

70

Interpretation3 NJ of the employees feel that the management is sympathetic to some

extent in their problems faced at wor%station"


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M" Are you satisfied with the facilities provided with the organizationQ


E

Yes No

0

10

2030

40

50

60

70

80

90

;8ata in ercentage>

Interpretation3 Almost all the employees are satisfied with facilities provided with the

organization"


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" 8oes the management have good relation with the employeesQ


N C

Yes No

0

10

20

30

40

50

60

70

;8ata in ercentage>

Interpretation3 NJ of the employees feel that the management has a good relation with

the employees and only CJ of them feel that the management should improve their

relation with the employees"

N" 8o you feel that the company policies really protect your interestQ


K


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Yes No

;

8ata in ercentage>

Interpretation3 J of the employees feel that the company policies really protect their

interest" KJ of them feel that their interests are not protected"


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F" 8o you have any problems with the present management setupQ


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E" -8o you feel that the company policies should be changedQ


K

;8ata in ercentage>

Yes No

0

10

20

30

40

50

60

Interpretation3 J of the employees feel that the company policies should be changed

and KJ of them feel that the policies of the company are up to their satisfaction"


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" 8oes the company provide any training to improve your performanceQ If yes& are you

satisfied with the training providedQ


E

;8ata in ercentage>

Yes No

Interpretation3 Almost all the employees are satisfied with the training provided by the

company to improve their performance"


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D*&* *N*?:#I# @Department level


8epartment 7umbers J


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8epartment 7umbers J


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Department Numbers %

Yes No Yes No

Sales 42 5 89% 11%

Commercial 36 3 92% 8%

Serice 8 0 100% 0%

Suppl! c"ain 9 1 90% 10%

#inance $ & 12 3 80% 20%

'eneral an( )(min* 10 1 91% 9%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%

#0%100%

% $es

% o

Interpretation3 *ost of the employees are satisfied with the present wor%ing conditions

and environment"


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Department Numbers % Yes No Yes No

Sales 35 12 74% 26%


Serice 4 4 50% 50%

Suppl! c"ain 9 1 90% 10%

#inance $ & 8 7 53% 47%

'eneral an( )(min* 7 4 64% 36%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%

#0%

100%

% $es

% o

Interpretation3 6lose to MJ employees in service and finance feel that management is

not helpful to their problems whereas in other departments this percentage goes down to

less than CNJ"This shows that management is helpful to the employees who are directly

related to sales"


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M" Are you satisfied with the facilities provided with the organizationQDepartment Numbers %

Yes No Yes No

Sales 41 6 87% 13%


Serice 8 0 100% 0%

Suppl! c"ain 9 1 90% 10%

#inance $ & 13 2 87% 13%

'eneral an( )(min* 10 1 91% 9%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%#0%

100%

% $es

% o

Interpretation3 Almost all the employees are satisfied with facilities provided with the

organization"


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Yes No Yes NoSales 32 15 68% 32%


Serice 6 2 75% 25%

Suppl! c"ain 8 2 80% 20%

#inance $ & 11 4 73% 27%

'eneral an( )(min* 6 5 55% 45%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%

#0%

% $es

% o

Interpretation3 )mployees in sales ;C@J> and general # admin ;KMJ> feel that the

management should do more to improve their relationship"


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Yes No Yes No

Sales 29 18 62% 38%

Commercial 25 14 64% 36%Serice 6 2 75% 25%

Suppl! c"ain 6 4 60% 40%

#inance $ & 9 6 60% 40%

'eneral an( )(min* 4 7 36% 64%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%

% $es

% o

Interpretation3 *ore than J employees in all department except general # admin

;CJ> feel that the current policies really protect their interest"


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Yes No Yes No

Sales 4 43 9% 91%


Serice 0 8 0% 100%

Suppl! c"ain 0 10 0% 100%

#inance $ & 1 14 7% 93%

'eneral an( )(min* 1 10 9% 91%

0%

10%

20%

30%

40%

50%

0%

!0%

"0%

#0%100%

% $es

% o

Interpretation3 *ost of the employees are satisfied with the present management setupin all departments"


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E" 8o you feel that the company policies should be changedQ


Yes No Yes No

Sales 31 16 66% 34%


Serice 5 3 63% 38%

Suppl! c"ain 6 4 60% 40%

#inance $ & 9 6 60% 40%

'eneral an( )(min* 7 4 64% 36%

0%

10%

20%

30%

40%

50%

0%

!0%

% $es

% o

Interpretation3 close to J of the employees feel that the company policies should be

changed and close to KJ of them feel that the policies of the company are up to their

satisfaction"


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" 8oes the company provide any training to improve your performanceQ


Yes No Yes No

Sales 44 3 94% 6%


Serice 8 0 100% 0%

Suppl! c"ain 10 0 100% 0%

#inance $ & 14 1 93% 7%

'eneral an( )(min* 11 0 100% 0%

0%

10%20%

30%

40%

50%

0%

!0%

"0%

#0%

100%

% $es

% o

Interpretation3 Almost all the employees are agreeing that training is provided toimprove their performance"


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" If yes& are you satisfied with the training providedQ


Yes No Yes No

Sales 43 4 91% 9%


Serice 8 0 100% 0%

Suppl! c"ain 9 1 90% 10%

#inance $ & 11 4 73% 27%

'eneral an( )(min* 10 1 91% 9%

0%

10%

20%

30%

40%

50%

0%

!0%"0%

#0%

100%

% $es

% o

Interpretation3 Almost all the employees are satisfied with the training provided by the

company to improve their performance"


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Data Ana#y$i$%At eerience #ee#


8ypot"esis-The level of experience of employees has no effect on the satisfaction with

the wages paid to them"

The 6hi-square statistic is "NF" The value is "E@EKCC" This result is not significant

at p R "M"

Thus& the null hypothesis cannot be rejected"


8ypot"esis-The experience level of employees has no effect on the incentives given to

them"

The 6hi-square statistic is "@FKC" The value is "MECFE" This result is not significant at

p R "M"



8ypot"esis-The experience level of employees has no effect on the satisfaction of employees towards present wor%ing conditions and environment"

The 6hi-square statistic is "FC@" The value is "KFKEC" This result is not significantat p R "M"



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8ypot"esis- )mployees feel that management is helpful to their problem irrespective of their level of experience"

The 6hi-square statistic is "EC" The value is "@CFF" This result is not significantat p R "M"



8ypot"esis-The experience level of the employees has no significant effect on the levelof satisfaction with the facilities provided in the organization"

The 6hi-square statistic is "FC@" The value is "KFKEC" This result is not significantat p R "M"



8ypot"esis-The level of experience of employees have no significant effect on therelations of management and employees"

The 6hi-square statistic is "N@C" The value is "CEMMM" This result is not significant at p R "M"



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indings

• *ost of the employees are satisfied with the wages paid to them" In 4eneral #

Admin" C percent of the employees feel that there should be a hi%e in wages paid

to them" " The result is independent of experience group"

• N percent of the employees feel that there should be an incentive wage scheme

for efficient wor% in the organization" )mployees in service feel that there should

be a change in incentive wage scheme for efficient wor% in the organization" " The

result is independent of experience group"

• Almost all the employees in all departments are satisfied with the present wor%ing

conditions and environment"

• 5ver all NJ of the employees feel that the management is sympathetic to some

extent in their problems faced at wor%station" (hen we further drill down to

department wise we find 6lose to MJ employees in service and finance feel that

management is not helpful to their problems whereas in other departments this

percentage goes down to less than CNJ"This shows that management is helpful to

the employees who are directly related to sales" The result is independent of

experience group"

• Almost all the employees in all departments are satisfied with the facilities

provided with the organization"

• 5verall NJ of the employees feel that the management has a good relation with

the employees" )mployees in sales ;C@J> and general # admin ;KMJ> feel that the

management should do more to improve their relationship" The result is

independent of experience group"

• J of the employees feel that the company policies really protect their interest&

but KJ employees in general # admin feel that their interests are not protected"

• EJ of the employees are satisfied with the present management setup and the

other J is not satisfied and feel that there should be change in the setup"


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• J of the employees feel that the company policies should be changed and KJ

of them feel that the policies of the company are up to their satisfaction

• Almost all the employees are agreeing that training is provided to improve their

performance" The result is dependent on experience group" )mployees having

higher experience in this company feel that training provided to them is sufficient

to improve their performance whereas newer employees are not satisfied with the

current training"


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#9E#&I%N#;

"

• 6lose to MJ employees in service& +inance and IT are dissatisfied with the

managements approach to solve their problems" Therefore management should be

more helpful and sympathetic towards the problems faced by the wor%ers at the

wor%station and as% for suggestions from the employees from every department

about their problems"

• *ore than J employees in all the departments feel that the current company

policies should be changed" This shows that the current policies are not meeting

the expectations of the employees" Therefore the company policies should be

reviewed # revise in such a way that it protects the interests of all employees

regardless of their department"

• *ore than CCJ employees in shared services i"e" supply chain& finance and

general and administration are dissatisfied with the current incentive schemes"

*anagement should alter the current schemes to ma%e it lucrative to employees of all departments"

• 6hi @ analysis shows that employees having experience of more than C years feel

that the training provided to them should be more effective" Therefore there

should be an effective training system which will help to enhance the performance

# s%ills of all employees regardless of their experience"

• It has been observed that the satisfaction level is very high of employees who are

directly related to the sales i"e" sales& commercial and service whereas the

satisfaction level is average of the employees in shared services1support function

i"e" supply chain& finance& IT and general # administration" *anagement should

give equal importance to all the departments and there should be more

participation from shared services employees in defining the policies"


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*nnexures


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59E#&I%NN*IE

*. Proile;

7ame 3

8epartment 3

8esignation 3

8ate of /oining 3


;a> 7o

@" 8o you have any incentive wage schemes for efficient wor% in your

organizationQ

;A>" " 7o


;A>" " 7o


;A>" " 7o


;A>" " 7o



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;A>" " 7o


;A>" " 7o


;A>" " 7o

E" 8o you feel that the company policies should be changedQ

;A>" " 7o

" 8oes the company provide any training to improve your performanceQ

;A>" " 7o

" If yes& are you satisfied with the training providedQ

;A>" " 7o

6I6?I%*P8:


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6ooAs 3

• 8avis& Geith" ,uman 0elations in Business" 7ew

bausch+lomb employee satisfaction survey

Documents