Job Satisfaction the Major Factor Influencing Attrition (2)

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INTRODUCTION

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1.1 WHAT IS JOB SATISFACTION?

Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of their work. Job

satisfaction can be influenced by a variety of factors, for example the quality of one's relationship

with their supervisor, the quality of the physical environment in which they work, degree of fulfilment

in their work, etc.

1.2 INDEX OF THE MOST INFLUENTIAL FACTORS LEADING TO JOB

DISSATISFACTION:

1. PAY

Findings from several studies underline pay as one of the most important factors influencing one's level of

job satisfaction.

In a study conducted pay has been identified as a determinant factor as most employees rate it as the most

influential factor related to job satisfaction.

Employees who are dissatisfied with their pay, are likely to be dissatisfied with their job.

2. JOB SECURITY

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Job security has attracted a great deal of research interest in recent years.

The importance of job security comes from the fact that it is vital for influencing work-related outcomes.

Job security appears to be an important determinant , for employee turnover , for job satisfaction and for

organizational commitment .

The impact of job insecurity on organisational commitment and job satisfaction and found that job insecurity

leads to reduced satisfaction and commitment. There is also evidence were job insecurity reduces job

performance .

3. SOCIAL SIMULATION

Work and social simulation is another determinant factor of job satisfaction.

Employees prefer positions were they are active rather than bound to a working routine that is likely produce

feelings of boredom.

Employees who perceive their job as a way of making a career out of it rather than seeing it as a temporary

position, are more likely to prefer challenges in their working tasks and seek further developmental

opportunities in their working role .

4. DEMOGRAPHIC FACTORS

Studies have shown that age, race and gender have important effects on job satisfaction.

Job offered to what category of person depending on his qualification and job profile is very important in

order to make vertical and horizontal comparisons between and within types of jobs and departments.

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5. OPPORTUNITY FOR PROMOTION

Employee perceptions about opportunity for promotion are also another determinant that influences job

satisfaction.

One survey found that a perceived lack of promotion opportunities was the strongest reason why federal

employees left government service .

6. RECOGNITION & APPRECIATION

recognition and appreciation were found to be motivating factors responsible for increased effectiveness of

employees at work and their high levels of job satisfaction .

7. INTERPERSONAL RELATIONS

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Several studies take a social approach to job satisfaction, examining the influence of supervision,

management, and co-worker social support.

An individual's level of job satisfaction might be a function of personal characteristics and the characteristics

of the groups to which she or he belongs to. The social context of work is likely to have a significant impact

on a worker's attitude and behaviour relationships with both co workers and supervisors are important.

Some studies have shown that the better the relationship, between fellow workers and between workers and

their immediate boss, the greater the level of job satisfaction .

8. OPPORTUNITY TO USE ONE’S ABILITIES

Internal rewards involve job characteristics, or the nature of the task that an employee performs.

Employees generally need and like jobs that make use of their abilities.

9. WORKING HOURS & PHYSICAL CONDITIONS

Two elements related to job satisfaction are the working hours and the physical conditions under which

workers spend their working days.

The level of importance to some factors is strongly related to job type.

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10. ADEQUATE AUTHORITY & SENSE OF CONTROL

Another important component of job satisfaction is the worker's attitude toward the job. The intrinsic

rewards of a job, such as a sense of control over one's work and a feeling of accomplishment are important

determinants of job satisfaction. Employees are more satisfied when they have adequate freedom and

authority to do their jobs and to choose their own method of working. When workers have various

autonomous tasks in their jobs, they tend to have more of a sense of control.

11. EQUAL OPPORTUNITY WORKING ENVIRONMENT

Other factors that affect one's levels of job satisfaction appear to be related to ethical issues and individual

differences. Workers prefer an equal opportunities environment where they will be respected in terms of

their race, religion, gender, educational background, physical disability etc.

An environment as such encourages workers to feel equal among them and contributes to job satisfaction.

1.3 WHAT IS ATTRITION?

The unpredictable and uncontrollable, but normal, reduction of work force due to resignations for not being

satisfied by the job, retirement, sickness, or death. Which is done voluntarily by the employees. Thus job

satisfaction is the very important aspect .

http://www.businessdictionary.com/definition/death.html

http://www.businessdictionary.com/definition/sickness.html

http://www.businessdictionary.com/definition/retirement.html

http://www.businessdictionary.com/definition/due.html

http://www.businessdictionary.com/definition/force.html

http://www.businessdictionary.com/definition/work.html

http://www.businessdictionary.com/definition/reduction.html

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COMPANY

PROFILE

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JAY-VIJAY MOTORS

2.1 PROFILE

1992: Mr. M.V Shah starts sholapur motor stores in Sholapur with the franchise for Chevrolet cars.

1934: he established india garage in pune and mumbai with franchises of skoda cars, bushing nag trucks

and zundapp motorcycles.

1940: imports were stopped due to world war ii.

1947: Mr.v.m shah established the premier garage in pune with the franchise for plymouth cars and fargo

trucks.

1954: the premier garage were appointed authorised dealers of premier automobiles ltd. For fiat 1100

cars.

1961: mr. V.m shah also acquired massey ferguson tractor dealership from tafe.

1983: the premier garage acquired lml scooters dealership for pune. Sangli and surrounding areas.

1987: mr. Jay v shah and vijay shah joined their family business.

1995:the premier garage acquired dealership of pal –peugeot ltd.

1997: jay vijay motors pvt .ltd was established and awarded the dealership of fiat india auto ltd.

1998: peugeot closed india operations.

2001: 2005- jay vijay motors pvt. Ltd was offered twice maruti suzuki dealership and once hyundai

motors dealership but declined due to condition of ending fiat relationship.

2008: fiat india tied up with tata motors and jay vijay motors pvt .ltd accepted the offer of maruti suzuki

dealership.

2009: was offered volkswagen dealership and new company vidyut motors pvt .ltd was established for

vw. Relinquished maruti suziki dealership as their policy would not allow not allow a dual dealership.

2010: accepted the renault dealership in pune and surrounding territories of maharashtra not having

renault dealership.

2011: commencement of operation of renault dealership at pune.

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WHY RENAULT ?

2.2 RATIONALE & MARKET ATTRACTIVENESS

India is strongly influenced by european markets.

Dynamic and futuristic ideas like electric cars, alternate fuels etc.

Gives high priority to safety and environment in their product development

Company has finger on pulse of indian market e.g. Logan.price conscious yet indians expects latest

technology.

Has wide range of products especially suiting indian needs

Has aggressive plans and willing to invest big in india.

Strong company- should endure market ups and downs in longer term in India and abroad.

Have worked with french car makers, known and appreciate French style of functioning.

Have waited for appropriate brand and company for our 3s facility. Renault ideal for fulfilling our

dreams.

We have prospered over 8 decades in same business and same market.

With renault we can go much further. Looking for business over generations

2.3 VISION AND MISSION OF THE GROUP

Shah family has pioneers of car dealership in pune.

Capitalise on experience, knowledge, and goodwill accumulated over 80 years,to further our company

image over the ever growing and new market of pune.

Easily possible with the world- renowned brand like renault.

Most loved and appreciated dealership from customer points of view.no.1 in sales satisfaction & and

customer satisfaction index.

Ideal renault dealership from company’s point of view.

Recognition by way of awards every year.

We are confident that we have what it takes to be no.1 renault dealer.

Have a business relationship which will last over generations.

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INDUSTRY

PROFILE

RENAULT CAR DEALERSHIP

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3.1PROFILE

Renault, the french automaker, founded in 1898 has its headquarters in boulogne-billancourt. The company

has formed an alliance with nissan. Renault and nissan are leading electric car development among major car

companies, investing 4 billion euros ($5.16 billion) in eight electric vehicles over the next 3 - 4 years.

Renault owns the roman automaker automobile dacia, the korean automaker renault samsung motors, rci

banque and motrio. Renault sold renault agriculture to claas in 2008.

Spanning over 118 countries, renault sold 3.19 million cars in 2010. Renault also set up a network of

18,000 sites all over the world. Renault sells most of its car in europe. In fact, it sells 63 per cent of its cars

to western europe as of 2010.

The laguna and clio are the current most popular cars. The revenues for the year 2010 total to 38,971 million

euros. The company has a total workforce of 1, 22,615 employees as of 2010. Carlos ghosn is the current

chief executive officer of renault. Iso 140001 certified 100 per cent of renault industrial sites. The company

in partnership with nissan has sold 72, 76,398 vehicles as of december 2010.

Renault sells the following models: clio campus, clio iii, espace iv, fleunce, kangoo ii, koleos, laguna iii,

latitude, megane ii, megane iii, modus, safrane ii, scenic iii, symbol, twingo ii, wind, duster, logan, sandero,

kangoo express, master and trafic.

3.2 COMPANY HISTORY

Renault was founded in 1898 by louis renault. Louis invented a cycle called de dion-bouon and turned it into

a four-wheel car. He had a bet with his friends about taking the car up the slope of the lepic street in

montmartre and after he won the bet, he received an order for twelve such cars. During the next twenty

years, renault was involved in the production of taxi cabs, trucks and in motor racing. In 1905, he received

an order to make 250 taxi cabs. They also helped in the production of tanks for the first world war.

Renault set up its first production line in billancourt in 1929. At this time renault was nationalized and was

called régie nationale des usines renault (rnur) as on 1945.

During 1945-1975, renault, continued to launch new cars. The launch of the 4cv the first “small car for

everybody,” the renault 4, renault 5 and the upmarket renault 16 gathered pace. The brand failed to conquer

the us market and continued its expansion in the foreign market. In the 1980s the company launched the

renault 25 and the espace and also entered into formula 1 racing. However, since it was incurring losses

during this time, it started focusing on its core skills.

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Renault was in talks with volvo; however these merger talks failed and in 1999, renault took a stake in

nissan. Taking advantage of mergers and acquisitions, renault acquired samsung motors and dacia. In 2009,

renault enjoyed entering into the electric vehicle market.

Renault, as part of its renault 2016 – drive the change plan, aims to meet the following objectives in 2011-

2013 – sales of 3 million vehicles in 2013 and two billion euros in free cash flow.

3.3 VISION AND VALUES

Renault’s vision is to be one of the top three manufacturers of cars and vans. It also aims to become one of

the most profitable car companies of europe.

Renault has four values: pride, innovation, empowerment and openness.

Pride: they always want to deliver great results and perform better than other companies.

Innovation: the company likes to innovate and take further steps in staying ahead of the competition

Empowerment: the company encourages responsibility and people taking initiative

Openness: the company has a culture where people can share their ideas and thoughts. It is a culture of

collaboration.

Renault has a good team and great people. The company gives bonuses and rewards to members of the team

who perform exceptionally well. They also provide customers with products they like and support services.

The company also has long-term partnerships with other companies. There is collaborative talk within the

organization between the various people to optimize their contribution and improvements.

3.4 MANUFACTURING FACILITIES

Renault along with nissan set up a greenfield facility in oragadam, near chennai by investing 5,000 crores.

this was as a memorandum of understanding with the tamil nadu government. the manufacturing facility will

produce 4,00,000 cars per year and assemble fluence in completely knocked down (ckd) format.

renault also has a logistics center in pune which focuses on international development of renault. the center

contributed 200 million euros of components by 2010.

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the renault design studio is in mumbai, and it deals with high-profile projects including the logan steppe

concept and does research and development in luxury textiles. this center is the first international design

center in india for cars. it designs cars for india and international markets.

there is also a renault-nissan technical business center that operates out of chennai. this center is a 50-50

joint venture between renault and nissan that operates in manufacturing engineering, purchasing, design and

cost management and information systems development. this center has a workforce of 1,500 employees. the

center opened in 2008.

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SCOPE AND

OBJECTIVES

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4.1 SCOPE

Understanding the reason of attrition and dissatisfaction of the employees .

Goal oriented targets of the company are achieved.

smooth functioning of the business.

Study the job content and context.

4.2 OBJECTIVES

The objective of the study is to understand the reason of high attrition rate through job satisfaction

questionnaire in jay-vijay motors.

To find out the reason for high attrition in the company.

To study the job content and context.

To identify various factors that could be used in retaining the employee in the organisation.

To identify the factors that motivates the employees.

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RESEARCH

METHODOLOY

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Methodology is the systematic, theoretical analysis of the methods applied to a field of study, or the

theoretical analysis of the body of methods and principles associated with a branch of knowledge. It,

typically, encompasses concepts such as paradigm, theoretical model, phases and quantitative or qualitative

techniques.

A methodology does not set out to provide solutions but offers the theoretical underpinning for

understanding which method, set of methods or so called “best practices” can be applied to a specific case.

5.1 TYPES OF RESEARCH

1) DESCRIPTIVE RESEARCH:

Descriptive research includes surveys and fact finding enquires of different kinds.

2) ANALYTICAL RESEARCH:

Information is used to make critical evaluation .in analytical research detailed analysis of facts is done.

3) APPLIED RESEARCH:

It is also called as action research. It aims at finding a solution for an immediate problem facing to the

society , business or an organization.

4) FUNDAMENTAL RESEARCH:

Fundamental research is for finding information, which has broad base of application.

5) QUALITATIVE RESEARCH:

This research aims at discovering the underlying motives and desires.this research is important in

behavioural science.

6) QUANTITATIVE RESEARCH :

This research is based on the measurement of quantity or amount.

7) CONCEPTUAL RESEARCH:

This research is related to some abstract ideas or theory. This research mostly used by philosophers , thinkers

to develop new concepts.

8) EMPIRICAL RESEARCH:

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This research is based on experience or observations. It is a database research, in which first hand facts are

main source of information, evidences gathered through empirical studies or experiments.

9) HISTORICAL RESEARCH:

The research in which historical records,documentations,study of past events is used to prove something.

10) LOGITUDINAL RESEARCH:

The research which is carried on several time periods is called longitudinal research.

11) ONE TIME RESEARCH:

It is research which is related to single time period.

12) FIELD RESEARCH:

It is research which is carried in actual domain of problem i.e.instead of working in labs the researcher will

actually work in live situation.

13) LABORATORY RESEARCH:

Research that is carried on in laboratory is called laboratory research.

14) EXPLORATORY RESEARCH:

It is research in which development of hypothesis is more important than testing.

15) FORMALIZED RESEARCH:

It is a research which has specific approach, test a specific hypothesis based on substantial structure.

16) DECISION ORIENTED RESEARCH:

This research is always made for decision maker .it based on scientific approach.

17) CONCLUSION ORIENTED RESEARCH:

Here researcher is free to pick up a problem, redesign the enquiry as he proceeds and prepare to

conceptualize as he wishes.

This study is descriptive type of research as it includes fact findings enquires of different kinds and also

analytical research as information used to make critical evaluation. In analytical research detailed analysis of

facts is given.

5.2 RESEARCH DESIGN

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A researcher attempting to solve his problem , should necessarily prepare a plan which will help him to

attain his ultimate motto. This plan is nothing but a research design.

As the main aim of the project is to prove that the reason of attrition taking place in jay-vijay motors is job

satisfaction .

For this study source of primary data was used.

It was necessary to collect the views and responses of the employees which are randomly selected from total

number of employees.

Data is collected through the questionnaire through which major reasons of attrition were found.

The feedback taken from the employees were kept confidential.

Data collection and analysis was done through pie diagram.

With this result various factors used in retaining the employees are found.

Solutions for many other problems faced by the company are given.

5.3 METHOD OF RESEARCH

This type of study is conducted in descriptive type of study and analytical type of study .descriptive type of

study includes surveys and fact findings enquires of different kinds. And researcher has no control over the

variables .he too can only report what has happened and what is happening .

Where in analytical type of research information used to make critical evaluation, analytical research gives

shows detailed analysis of the facts.

This is a survey method in which questionnaire is used and is filled by the random sample of employees.

5.4 SAMPLING TECHNIQUE

The sampling technique of the study was simple random sampling. A simple random sample is selected by a

process that not only gives to each element in the population an equal opportunity of being included in the

sample but also makes the selection appropriate and valid .for that purpose ,i have taken a random sample of

35 employees out of 120 employees from different departments .

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5.5 SOURCES OF DATA COLLECTION

While deciding the methods of data collection to be used for the study, the researcher should keep in mind 2

types of data:

PRIMARY DATA

Primary data are those which are collected from the employees point of view. The primary data is the data

which is original in nature collected directly. Taking the personal interview of the employees, union leader

and supervisors collected the primary data.

SECONDARY DATA

The secondary data means the data that is already available that is they refer to the data, which have already

been collected and segregated by someone else. The researcher has to determine various sources of obtaining

secondary data. Secondary data may be published or unpublished in nature. The source of secondary data

includes office journals, manuals, reference books, magazines ,websites etc.

5.6 LIMITATIONS

Constraints of time and resources .

Biased responses as people were sceptical about answering the questions.

Employees were busy with their daily work.

Language problem.

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DATA

COLLECTION

AND DATA

ANALYSIS

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1) Are you happy with your current job profile?

A) yes b)no

yes45%

no55%

INTERPRETATION:

From the selected sample of 35 employees which were randomly selected:

55% employees are not happy with the current job profile.

45% employees are happy with the current job profile.

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2) Do you feel secured in your job?

a) yes b) no

yes28%

no72%

INTERPRETATION:

From the selected sample of 35 employees which were randomly selected :

72% employees do not feel their job secured.

28% employees feel their job secured.

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3) Do you find your job meaningful ?

a)yes b) no

yes54%

no46%

INTERPRETATION:


46% employees do not find their job meaningful.

54% employees find their job meaningful.

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4) Do you find your job challenging ?

a) yes b) no

yes58%

no42%

INTERPRETATION:


42% employees do not find their job challenging.

58% employees find their job challenging.

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5) Are you given proper training for your job?

a) yes b) no

yes56%

no44%

INTERPRETATION:


44% employees do not agree that they are given proper training for their job.

56% employees agree that they are given proper training for their job.

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6) Have your management given you good career opportunities ?

a) yes b) no

yes55%

no45%

INTERPRETATION:


45% employees do not think that their management have given them good career opportunities.

55% employees think that management have given them good career opportunities.

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7) Have the management provided you with open , comfortable , clean environment?

a) yes b) no

yes41%

no59%

INTERPRETATION:


59% employees do not think that management has given them open, comfortable and clean environment.

41% employees think that management has given them open, comfortable and clean environment.

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8) Are you comfortable with your seating arrangement?

a) yes b) no

yes34%

no66%

INTERPRETATION:


66% employees say that they do not have comfortable seating arrangement.

34% employees say that they have comfortable seating arrangement .

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9) Are you provided with all resources to perform ?

a) yes b) no

yes69%

no31%

INTERPRETATION:


31% employees say that they are not provided with all the resources to perform.

69% employees say that they are provided with all the resources to perform.

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10) Are you feeling stressed in your job?

a) yes b) no

yes48%no

52%

INTERPRETATION:


52% employees say that they are not feeling stressed at their job .

48% employees say that they are feeling stressed at their job.

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11) Are the safety measures taken at your work place?

a) yes b) no

yes61%

no39%

INTERPRETATION:


39% employees say that safety measures are not taken at their work place.

61% employees say that safety measures are taken at their work place.

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12) Is the compensation paid in the company equal to the responsibilities shouldered?

a) yes b) no

yes45%

no55%

INTERPRETATION:


55% employees think that compensation paid in the company is not equal to the responsibilities shouldered.

45% employees think that compensation paid in the company is equal to the responsibilities shouldered.

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13) Are you satisfied with the appreciation or reward system provided by your management?

a) yes b) no

yes65%

no35%

INTERPRETATION:


35% employees say that they are not satisfied with the appreciation and reward system provided by the

management.

65% employees say that they are satisfied with the appreciation and reward system provided by the

management.

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14) Does the company views its employees as assets .?

a) yes b) no

yes36%

no64%

INTERPRETATION:


64% employees say that company does not view its employees as assets.

36% employees say that company views its employees as assets.

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15) Does your management accept your views or suggestions?

a) yes b)no

yes61%

no 29%

INTERPRETATION:


39% employees say that their views and suggestions are not accepted.

61% employees say that their views and suggestions are accepted.

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16) Are you happy with your welfare scheme?

a) yes b) no

yes41%

no59%

INTERPRETATION:


59% employees say that they are not happy with their welfare scheme .

41% employees say that they are happy with their welfare scheme.

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17) Does the management understands the importance of maintaining work life balance?

a) yes b) no

yes64%

no36%

INTERPRETATION:


36% employees say that management does not understands the importance of maintaining the work life

balance.

64% employees say that management understands the importance of maintaining the work life balance.

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18) Do you have effective communication?

a) yes b) no

yes51%

no49%

INTERPRETATION:


49% employees say that they do not have effective communication.

51% employees say that they have effective communication.

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19) Do you have co-ordination between your team members ?

a) yes b) no

yes44%

no56%

INTERPRETATION:


56% employees say that there is no co-ordination between the team members.

44% employees say that there is co-ordination between the team members.

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20) Is the work given to you supervised by the expertise at regular intervals ?

a) yes b) no

yes45%

no55%

INTERPRETATION:


55% employees say that the given work is not supervised by the expertise after regular interval.

45% employees say that the given work is supervised after regular interval.

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21) Is your senior clearly defining you your job responsibilities ?

a) yes b) no

yes55%

no45%

INTERPRETATION:


45% employees say that seniors are not clearly defining the job responsibilities.

55% employees say that seniors are defining the job responsibilities.

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22) Have you ever observed or experienced any forms of

discrimination in the company?

a) yes b) no c) if any

yes14%

no86%

INTERPRETATION:


86% employees say that they are have not seen any type of discrimination in the company.

14% employees say that they have seen discrimination in the company.

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JOB CONTENT

Job Profile

Job Security

Meaningfu

l Job

Challengin

g Job

Job Train

ing

Career

Opportunities

Resource

Availab

ility

Stress

level

safety

Compensati

on

Reward

syste

m

supervisio

n

job responsib

ilities

0%

10%

20%

30%

40%

50%

60%

70%

80%

YESNO

45

JOB CONTEXT

Comfortable a

tmosphere

Seating a

rrangem

ent

Employee

s consid

ered as

assets

Particip

ation valued

Welfare

Schem

e

Work ilfe

balance

Effective

communication

Team co

ordination

Discrimination betw

een em

ployees

0%10%20%30%40%50%60%70%80%90%

100%

YESNO

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FINDINGS AND

CONCLUSIONS

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About 37% employees are not happy with their current job profile because compensation levels are

not up to the level of satisfaction.

Employees feel in secured at their job because they are not given their appointment letters on time.

Equal no of employees do not find their job meaningful because employees are not happy with their

current job profiles.

60% employees find their job challenging because they think their abilities are equal to the offered

job.

Proper training for the job is not given but is exercised by experience and practice and on jobtraining

techniques are used.

Around 45% employees think that they are not given good career opportunities because management

thinks that their skills and qualification are limited to their current job profile and so they are not

given good opportunities by giving chances and opportunities to develop.

Many employees think that management have not provided them with open comfortable and clean

environment because limited working space for back office department where there is a problem of

cleanliness and ventilation .

Service and hr department working in the back office are facing problem of limited workingspace.

Employees like drivers and bodyshop people are also not having proper refreshment areas .moreover

employees working in jay-vijay motors have no proper place available to have their lunch.

Management have made place in the parking area for having lunch and employees say that conditions

in the parking are very poor.

About 70% employees say that they are provided with all the resources to perform , but some of the

employees said that some resources are not available on time ,and on the proper place. The

classification and consolidation of the data available of employees , customers, employee salary or

any other data in the company is not updated on time may it be in hard copy or soft copy. There is no

sufficient place for everything and has no arrangement for this. Which increases the confusion .it is

noticed that specific data is not available on time and in the proper place when demanded by the

management or by the staff.

Some employees feel that they get stressed at their job because of the on time car delivery but they

do know that this is one of the unavoidable issue.

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Around 60% employees say that their management takes safety measures in case of body shop

people or the employees who deal with car handling matters. But, some employees say that there are

no proper hygienic conditions maintained. Mosquitoes is the major problem.

Around 55% employees think that compensation paid in the company is not equal to the

responsibilities shouldered because management convinces the employees to raise their salary

according to the employees future performance.

65% employees say that they are happy with the reward system. It is noticed that employees working

in the sales department are appreciated but the people working in body shop and service department

should also be valued for their existence and their performance .

Around 64% employees say that management does not view its employees as asset as retention

strategies are not adopted by the management .

It has been noticed that management encourages feedback of the employees and accepts the

suggestions .but almost 40% employees gave negative feedback and the reason for that is the

management dint work on the suggestions and the feedback.

Almost 60% of the employees say that they are not happy with the companies welfare policy in case

of seating arrangements, working atmosphere(hygiene) ,refreshment area . But employees even

mentioned that in the difficult times of the employees management has helped them with financial

help.

64% employees gave positive remark that management understands the importance of maintaining

work life balance. As it has been noticed that when employees work for extra time or on weekends

management allows them to take voluntary comp off on any of the week days but by submitting the

comp off form. Even though long working hrs or working for extra time exhausts the employees and

they don’t get sufficient time to spend with their family and perform their duties.

Around 50% employees say that they face communication problem with their management due to

language as a barrier or they think management will take action against what they discuss or speak.

Around 54% employees say that there is no co-ordination between their team members because of

the lack of on time communication.

Almost more than half of the employees working in the company say that their given work is not

supervised on time by the expertise .as the superiors working in the company guide or direct the

employees in their work. But they commented that it should be done on regular interval basis .as

delay in supervision wastes a lot of time in correcting after the work is almost done.

Job responsibilities are almost 50 percent defined .it is seen that most of this questions answer is

related to the companies job description for the every job. Where job description is not well defined

here.

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Any kind of discrimination was not observed ever in the company .as positive feedback was given.

Employees working in jayvijay motors voluntary leave their job and do not provide the management

any prior notice because of which confusion increases as handling over the job responsibilities from

the previous employee to new appointed employee is not done .

Increase in number of expenses on recruitment and selection due to attrition.

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SUGGESTIONS

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Compensation paid for a specific job profile should be equal to the difficulty level involved and also

the type of skills used ,thus company should be fair with the employees .

Appointment letter or the offer letter should be strictly given on time to all the employees.

It acts as the proof that the company accepts the individuals as the employees and both are liable to

perform their own duties and responsibilities over the things agreed.

Employees should be offered job profiles having good compensation , having job description , and

job specification.

Employees offered job should be slightly challenging over their abilities depending on the skills so

that their true potentials will be utilised.

Proper training should be given to the employees for their job which depending on the type of the

job offered it should be given by the expertise .the technique of on the job training, job instruction

training ,vestibule training, learning by seeing are some of the techniques which are suitable for a car

dealer company .

Good career opportunities are given to the employees on satisfactory level still to make available

career opportunities for the employees which will motivate them to compete with the high

competition and will pursue multitalented skills in variety of fields.

Company should give back office which is including the hr and service department good

ventilation, and measures should be taken to keep the surroundings clean, and comfortable.

Back office department is really facing a major problem of limited working space it includes service

and hr department .even there is no space for having lunch in the office. For this back office should

be provided sufficient working space this is very important to increase the efficiency of the

employees and arrangements should be made for the canteen .comfort of the employees should be

taken care off.

Satisfactory level of the employees gave the feedback that the resources are available to

perform .though many employees stated that availability of resources at proper place and at the

proper time is very important for which management should make arrangements in such a way that

there should be place for everything and everything at its place. Good habit of classification and

consolidation should be followed.

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The on time car delivery makes the employees stressed this is taken into consideration even though

for which it is suggested that following the time table for the month including the delivery dates and

for which arrangements should be made well in time .

Safety measures are taken in the body shop for which the positive feedback is provided for which it

is suggested that management should continue doing this. But safety related to hygiene is not

available mosquitoes is the issue .for which cleanliness should be maintained in the surroundings by

sweeping and mopping ,saturation of water should not take place in rainy season .

Management and the employees should come together and agree mutually taking into consideration

details of the job profile including the compensation . The management is liable to fulfil everything

agreed during the issue of the appointment letter.

As it has been noticed that the people in the sales department are appreciated for the work they do.

But comparatively the people in service ,body shop and such other department are not appreciated to

that extent .so every employee working in the company should be valued for the job they do for

better performance and to motivate them to work more.

It has been observed that offering the appointment letter to the employees is delayed and not given in

time. Moreover employees feel insecurity towards their job because of the appointment letter not

issued on time was also noticed in the feedback given by the employees.

for which basic practices which should be kept in mind in the employee retention strategies are:

http://retention.naukrihub.com/

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these practices can be categorized in 3 levels: low, medium and high level

Management should think over the suggestions and views given by the employees as they may come

with new innovative ideas for solving problems. They should be given opportunities to express

themselves.

Employees say that they are happy with the companies welfare scheme when it comes to helping

employees in their bad times ,company should keep doing this to maintain their goodwill. But when

it comes to the rest of the employees feedback.

Employees are happy with the comp off system of the company provided to the employees in case of

the extra time worked . But the extra working time exhausts the employees and they don’t get

sufficient time to give their family . For this company should give the employees holiday on demand

by taking permission .and company’s welfare scheme should also consider some family issues.

Management must openly discuss every issue of the company .company should create a bonding

between the employees by being friends with them .management can also organize get togethers to

have good communication and to understand each other more.

Team members should communicate with each other about the every news related to their job given a

sec of delay should be avoided as it may lead to real loss .as team members are liable to share every

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single detail about the job given .moreover loss of time, money, and resources is not affordable. Co-

ordination is very important which is only possible with good communication.

Superiors supervise the work but it should be done at regular intervals .no delay in supervising

should be done .

Seniors are clearing defining job responsibilities .but half of the crowd says seniors are not clearly

defining you job responsibilities. Here job description should be well defined of the companies every

job profile.

Companies attitude of treating every employee equally is very appreciable and it should be continued

in long run .

Management should make an compulsory agreement with the employees in the company during the

offer of the appointment letter .

Retaining strategies should be adopted by the company and company should treat the employees as

assets.

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LIMITATIONS

employees hesitate to share the information.

constraints of time and resources.

biased responses as people were sceptical about answering the questions.

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employees were busy with their work.

language problem.

employees fear giving negative answers as they think as their mangers would take objection or this

will affect their job.

BIBLIOGRAPHY

HUMAN RESOURCES AND PERSONNEL MANAGEMENT – K. Ashwathppa

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Research Methodology- C.R. Kothari

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REFERENCEShttp://retention.naukrihub.com/retention-strategies.html

http://lifestyle.iloveindia.com/lounge/job-satisfaction-factors-11920.html

http://pioneerjournal.in/conferences/mapping-for-excellence/8th-national-conference/3460-job-satisfaction-an-

effective-tool-for-reducing-attrition.html

http://pioneerjournal.in/conferences/mapping-for-excellence/8th-national-conference/3460-job-satisfaction-an-effective-tool-for-reducing-attrition.html

http://pioneerjournal.in/conferences/mapping-for-excellence/8th-national-conference/3460-job-satisfaction-an-effective-tool-for-reducing-attrition.html

http://lifestyle.iloveindia.com/lounge/job-satisfaction-factors-11920.html

http://retention.naukrihub.com/retention-strategies.html

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ANNEXURE

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JOB SATISFACTION QUESTIONNAIRE

(CONFIDENTIAL)

Department

How long you have been working in the company

1)Are you happy with your current job profile?

A) yes b) no

2)Do you feel secured in your job?

A) yes b) no

3) Do you find your job meaningful ?

A) yes b) no

4) Do you find your job challenging ?

A) yes b) no

5) Are you given proper training for your job?

A) yes b) no

6) Have your management given you good career opportunities?

A) yes b) no

7) Have the management provided you with open, comfortable, clean environment?

A) yes b) no

8) Do you really enjoy / relax in your tea time and lunch break?

A) yes b) no

9) Are you provided with all resources to perform ?

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A) yes b) no

10) Are you feeling stressed in your job?

a) yes b) no

11) Are the safety measures taken at your work place?

A) yes b) no

12) Is the compensation paid in the company equal to the responsibilities shouldered?

A) yes b) no

13) Are you satisfied with the appreciation or reward system provided by your management?

A) yes b) no

14) Does the company views its employees as assets .

A) yes b) no

15) Are your views or participation valued?

A) yes b) no

16) Are you happy with your welfare scheme?

A) yes b) no

17) Is the management flexible and understands the importance of balancing the work with personal life?

A) yes b) no

18) Do you face communication problem with your subordinators or the management

A) yes b) no

19) Do you have co-ordination between your team members?

A) yes b) no

20) Is the work given to you verified and assessed by the expertise at regular intervals?

A) yes b) no

21) Is your senior clearly defining you your job responsibilities ?

A) yes b) no

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22)Have you ever observed or experienced any forms of

discrimination in the company ?

A) yes b) no c) if any

Suggestions:

Job Satisfaction the Major Factor Influencing Attrition (2)

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