rizwan project report on job satisfaction of employee in spar hyper market
TRANSCRIPT
A PROJECT REPORT ON JOB SATISFACTION OF EMPLOYEE IN SPAR HYPER MARKET
MALLESWARAM BANGALORE
Submitted in Partial Fulfillment of the Requirements of
INTERNATIONAL INSTITUTE OF BUSINESS STUDIES
For the Award of
Master Degree in Business Administration
SUBMITTED BY:- RIZWAN ALAM
REG.NO:- 9212400039
CONTACT:- 8880567060
E-MAIL:- [email protected]
UNDER THE GUIDANCE OF
PROF:- H.PRABHAKAR
CONTACT:- 988663571
E-MAIL:[email protected]
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ACKNOWLEDGEMENT
This project has been prepared as a part of an internship required during the
completion of MBA programme at International Institute of Business Studies.
(Bangalore)
I was involved with SPAR HYPER MARKET Malleshwaram Bangalore for a period
Of around 3 months, and I came across a lot of people who put in their time and
Effort towards acclimatizing me to the workings of their organization. I express
my thanks to my company guide Mr. Murli HR of SPAR in Malleshwaram, He has
given me lots of Idea details so that I can finished my project .And Also under his
Guidance I was able to enhance my analytical as well as inter-personal
Skills and logical concepts behind store management.
These past 3 months were of utmost importance as they added value towards my
path of knowledge. I would like to end this acknowledgement by thanking the
whole department workers (GM, CSA, SUPERVISORS, and CSD) with whom I have
interacted during the course of my training.
I would like to thank respected Store manager of SPAR malleshwaram Mr. Kumar
swamy, who has been a source of motivation and support during my training.
Last, but definitely not the least, I express my gratitude to the entire staff of SPAR, I would like to express my feelings for my parents without their blessings the Project work couldn’t be possible, also the moral support of my family members have worked a lot.
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Executive summary
Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between one‘s expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of one‘s environment of job is an important part of life as Job Satisfaction influences one‘s general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer.
However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employee‘s age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction
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This study was to job satisfaction of employee in SPAR hyper market malleshwaram.
It was requested by ( IIBS) for the submission to the PTU university for the award of master degree of business administration.
It was requested on 15/11/2010
The investigation was done by Rizwan Alam.
The main finding were that employees in SPAR malleshwaram are not 100% satisfied with there job there are so many reason that’s why employees wear not 100% satisfied.
It was concluded that employees at SPAR are not satisfied 100%with there company due to
1. Salary is less compare to the other retail company.
2. Overburden of work.
3. Many employees can speak only Kannada they do not know Hindi and English they are not able to communicate with everyone.
4. Due to less people in some department employees are not able to take leave for there personal purpose.
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Table of contents
CHAPTER NO.
CONTENTS PAGE NO
1 Job satisfaction- an introduction 07-10
1.1 Model of job satisfaction 111.2 Importance of job satisfaction 121.3 Importance of motivation 131.4 Employee benefits and welfare 141.5 Modern method of measuring job satisfaction 15-161.5 Determinants of job satisfaction 17-191.6 Reason and effect of job satisfaction 201.7 Creating job satisfaction 21-222 Profil of comapny 23-25
2.1 Attraction and product offered in SPAR 262.2 Organizational chart 27-283 Research methodology 29-30
3.1 Data collection 313.2 Data analysis and interpretation 323.3 Problem of study 33-353.4 Object of the study 363.5 Scope of the study 373.6 Limitation of the study 384 Analysis and Interpretation of Data 39-69
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REVIEW OF LITERATURE
Employee satisfaction and motivation of staff has become the major concern for HR department in the SPAR HYPER MARKET as a retail industry. Looking at the strenuous schedules and tasks involved in the retail industry, it becomes imperative for HR staff to take good care of their employees who form the building blocks of their retail chain. The undercurrents among the employees regarding company policies are many and they must be felt from time to time to sustain the quality crowd and reduce the dissatisfaction. It is learnt that the dissatisfaction rates are comparatively high when it comes to the retail industry.
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CHAPTER 1
JOB SATISFATION- AN INTRODUCTION
Job satisfaction is the amount of pleasure or contentment associated with a job. If you like your job intensely, you will experience high job satisfaction. If you dislike your job intensely, you will experience job dissatisfaction. By Andrew J DuBrins
Job satisfaction is one part of life satisfaction. The environment influences the job. Similarly, since a job is important part of life, job satisfaction influences one‘s general life satisfaction. Manager may need to monitor not only the job and immediate work environment but also their employee‘s attitudes towards other part of life.
Human life has become very complex and completed in now-a-days. In modern society the needs and requirements of the people are ever increasing and ever changing. When the people are ever increasing and ever changing, when the people‘s needs are not fulfilled they become dissatisfied. Dissatisfied people are likely to contribute very little for any purpose. Job satisfaction of industrial workers us very important for the industry to function successfully. Apart from managerial and technical aspects, employers can be considered as backbone of any industrial development. To utilize their contribution they should be provided with good working conditions to boost their job satisfaction. Any business can achieve success and peace only when the problem of satisfaction and dissatisfaction of workers are felt understood and solved, problem of efficiency absenteeism labour turnover require a social skill of understanding human problems and dealing with them scientific investigation serves the purpose to solve the human problems in the industry
a) Pay.
b) The work itselfS
c) Promotion
d) The work group.
e) Working condition.
f) Supervision
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PAY
Wages do play a significant role in determining of satisfaction. Pay is
instrumental in fulfilling so many needs. Money facilities the obtaining of food,
shelter, and clothing and provides the means to enjoy valued leisure interest
outside of work. Moreover, pay can serve as symbol of achievement and a source
of recognition. Employees often see pay as a reflection of organization. Fringe
benefits have not been found to have strong influence on job satisfaction as
direct wages.
THE WORK ITSELF
Along with pay, the content of the work itself plays a very major role in determining how satisfied employees are with their jobs. By and large, workers want jobs that are challenging; they do want to be doing mindless jobs day after day. The two most important aspect of the work itself that influence job satisfaction are variety and control over work methods and work place. In general, job with a moderate amount of variety produce the most job satisfaction. Jobs with too little variety cause workers to feel bored and fatigue. Jobs with too much variety and stimulation cause workers to feel psychologically stressed and ‗burnout‘.
PROMOTION
Promotional opportunities have a moderate impact on job satisfaction. A promotion to a higher level in an organization typically involves positive changes I supervision, job content and pay. Jobs that are at the higher level of an organization usually provide workers with more freedom, more challenging work assignments and high salary.
SUPERVISION
Two dimensions of supervisor style:
1. Employee centered or consideration supervisors who establish a supportive personal relationship with subordinates and take a personal interest in them.
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2. The other dimension of supervisory style influence participation in decision
making, employee who participates in decision that affect their job, display a
much higher level of satisfaction with supervisor an the overall work situation.
WORK GROUP
Having friendly and co-operative co-workers is a modest source of job
satisfaction to individual employees. The working groups also serve as a social
support system of employees. People often used their co-workers as sounding
board for their problem of as a source of comfort.
WORK CONDITION
The employees desire good working condition because they lead to greater
physical comfort. The working conditions are important to employees because
they can influence life outside of work. If people are require working long hours
and / or overtime, they will have very little felt for their families, friends and
recreation outside work.
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Job 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 job
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 relationships, 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. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1 represents “not all satisfied” and 5 represents “extremely satisfied.
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MODELS OF JOB SATISFACTION
There are various methods and theories of measuring job satisfaction level of employees in the organization given by different authors.
List of all the theories and methods measuring job satisfaction level is given below:
A MODEL OF FACET SATISFACTION
Affect theory(Edwin A. Locke 1976)
Dispositional Theory( Timothy A. Judge 1988) Two-Factor Theory (Motivator-Hygiene Theory) (Frederick
Herzberg‘s) Job Characteristics Model (Hackman & Oldham) Rating scale Personal interviews action tendencies Job enlargement Job rotation Change of pace
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IMPORTANCE OF JOB SATISFACTION
job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.
Job satisfaction can partially mediate the relationship of personality variables
and deviant work behavior. Common research finding is that job satisfaction is
correlated with life style.
This correlation is reciprocal meaning the people who are satisfied with the life
tends to be satisfied with their jobs and the people who are satisfied their jobs
tends to satisfied with their life.
This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, ―A happy worker is a productive worker.‖ It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization
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IMPORTANCE OF MOTIVATION
Probably, no concept of HRM receives as much attention of academicians, researchers and practicing manager‘s motivation. The increased attention towards motivation is justified by several reasons
1. Motivated employees are always looking for better ways to do a job. This
statement can apply to corporate strategists and to production workers. It is the
responsibility of managers to make employees look for better ways of doing their
jobs.
2. A motivated employee generally is more quality oriented. This is true whether
we are talking about a top manager spending extra time on data gathering and
analysis for a report or a clerk taking extra care when filing important document.
3. Highly motivated worker are more productive than apathetic worker .The high
productivity of Japanese worker and the fever worker are needed to produce an
automobile in Japan than elsewhere is well known. An appreciation of the nature
of motivation is highly useful manager.
4. Every organization requires human resources in addition to financial and
physical resources for it to function .Three behavioral dimensions of HR are
significant to organizations (i) people must be attracted not only to join the
organizations but also to remain it (ii) people must perform he tasks for which
they are hired and must do so in a dependable manner and (iii) people must go
beyond this dependable role per performance and engage in some form of
creative, spontaneous, and innovative behavior at work.
5. Motivation as a concept represents a highly complex phenomenon that affects.and is affected by .a multitude of factors in the organizational milieu .an understanding of the topic of motivation is thus essential in order to comprehend
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more fully the effects of variations in other reaction as they relate to theperformance, satisfaction, and so forth
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EMPLOYEE BENEFITS AND WELFARE
Employee welfare is a comprehensive term including various services, benefits and facilities offered to employees & by the employers. Through such generous fringe benefits the employer makes life worth living for employees.
Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families.
Employee welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. The important benefits of welfare measures can be summarized as follows:
They provide better physical and mental health to workers and thus promote ahealthy work environment.
Facilities like housing schemes, medical benefits, and education anrecreation facilities for workers‘ families help in raising their standards of living. This makes workers to pay more attention towards work and thus increases their productivity.
Employers get stable labor force by providing welfare facilities. Workers take active interest in their jobs and work with a feeling of involvement and participation Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.
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MODERN METHOD OF MEASURING JOB SATISFACTION
In this method of measuring job satisfaction the comparison between various
organizational terms and conditions at managerial level and also the organization
at a large.
Satisfaction with human resources management policies of the organization:
1. Management has a clear path for employee‘s advancement 2. Decisions are made keeping in mind the good of the employees3. Management is extremely fair in personal policies4. Physical working conditions are supportive in attaining targets5. Innovativeness is encouraged to meet business problems.
Satisfaction with supervision:
1. I feel I can trust what my supervisor tells me2. My supervisor treats me fairly and with respect3. My supervisor handles my work-related issues satisfactorily4. I get frequent appreciation of work done from supervisors5. I get enough support from the supervisor
Satisfaction with compensation levels
1. Overall I am satisfied with the company‘s compensation package 2. I am satisfied with the medical benefits3. I am satisfied with the conveyance allowance4. I am satisfied with the retirement benefits5. I am satisfied with the reimbursement of the expenses as per the eligibility6. I am satisfied with the holiday (vacation) eligibilities
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satisfaction with task clarity:
1. Management decisions are Ad Hoc and lack professionalism (reverse scaled)
2. Rules and procedures are followed uncompromisingly
3. My job responsibilities are well defined and clear
Satisfaction with career development:
1. I have adequate opportunities to learn and grow2. I get opportunities to handle greater responsibilities3. My skills and abilities are adequately used at workFrom all above we can conclude level of job satisfaction of our employees.
Rating scale:
to measure Job It is one of the most common methods of measuring job satisfaction. The popular rating scale used satisfaction is to include
Personal interviews:
This method facilitates an in-depth exploration through interviewing of job
attitudes. The main advantage in this method is that additional information or
clarifications can be obtained promptly
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DETERMINANTS OF JOB SATISFACTION
While analyzing the various determinants of job satisfaction, we have to keep in
mind that: all individuals do no derive the same degree of satisfaction though
they perform the same job in the same job environment and at the same time.
Therefore, it appears that besides the nature of job and job environment, there
are individual variables which affect job satisfaction. Thus, all those factors
which provide a fit among individual variables, nature of job, and situational
variables determine the degree of job satisfaction. Let us see what these factors
are.
Individual factors:
Individuals have certain expectations from their jobs. If their expectations are met from the jobs, they feel satisfied. These expectations are based on an individual‘s level of education, age and other factors.
Level of education:
Level of education of an individual is a factor which determines the degree of job satisfaction. For example, several studies have found negative correlation between the level of education, particularly higher level of education, and job satisfaction. The possible reason for this phenomenon may be that highly educated persons have very high expectations from their jobs which remain unsatisfied. In their case, Peter‘s principle which suggests that every individual tries to reach his level of incompetence, applies more quickly. Age:
Individuals experience different degree of job satisfaction at different stages of their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising up to certain stage, and finally dips to a low degree. The possible reasons for this phenomenon are like this. When individuals join an organization,
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they may have some unrealistic assumptions about what they are going to drive from their work. These assumptions make them more satisfied. However, when these assumptions fall short of reality, job satisfaction goes down. It starts rising again as the people start to assess the jobs in right perspective and correct their assumptions. At the last, particularly at the far end of the career, job satisfaction goes down because of fear of retirement and future outcome.Some of the important factors which affect job important factors which affect job satisfaction are given below
1. Working conditions:
Working conditions, particularly physical work environment, like conditions of
workplace and associated facilities for performing the job determine job
satisfaction. These work in two ways. First, these provide means job
performance. Second, provision of these conditions affects the individual‘s
perception about the organization. If these factors are favourable, individuals
experience higher level of job satisfaction.
2. Supervision:
The type of supervision affects job satisfaction as in each type of supervision;
the degree of importance attached to individuals varies. In employee-oriented
supervision, there is more concern for people which is perceived favourably by
them and provides them more satisfaction. In job oriented supervision, there is
more emphasis on the performance of the job and people become secondary.
This situation decreases job satisfaction.
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3. Equitable rewards:
The type of linkage that is provided between job performance and rewards
determines the degree of job satisfaction. If the reward is perceived to be based
on the job performance and equitable, it offers higher satisfaction. If the reward is
perceived to be based on considerations other than the job performance, it
affects job satisfaction adversely.
4. Opportunity: It is true that individuals seek satisfaction in their jobs in the context of job nature and work environment by they also attach importance to opportunities for promotion that these job offer. If the present job offers opportunity of promotion is lacking, it reduces satisfaction.
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REASONS AND EFFECT OF LOW JOB SATISFACTION Reasons why employees may not be completely satisfied with their jobs:
Conflict between co-workers
Conflict between supervisors Not being opportunity paid for what they do. Have little or no say in decision making that affect employees. Fear of losing their job.
Effects of low job satisfaction
High absenteeism Absenteeism means it is a habitual pattern of absence from duty or
obligation.
If there will be low job satisfaction among the employees the rate of
absenteeism will definitely increase and it also effects on productivity of
organization. In the above diagram line AB shows inverse relationship between job
satisfaction and rate of turnover and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism
is low and vice versa. High turnover In human resource refers to characteristics of a given company or industry
relative to the rate at which an employer gains and losses the staff. If the employer is said to be have a high turnover of employees of that
company have shorter tenure than those of other companies. Training cost increases
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As employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees, So that the training expenditure will increases.
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Creating Job Satisfaction
So, how is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful.Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following:
Flexible work arrangements Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible
supervisor who provides timely feedback as well as congenial team members
Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job
satisfaction is that there are many factors that affect job satisfaction and that
what makes workers happy with their jobs varies from one worker to another and
from day to day. Apart from the factors mentioned above, job satisfaction is also
influenced by the employee's personal characteristics, the manager's personal
characteristics and management style, and then a ture of the work itself.
Managers who want to maintain a high level of job satisfactionin the work force
must try to understand the needs of each member of the work force. For example,
when creating work teams, managers can enhance worker satisfaction by placing
people with similar backgrounds, experiences, or needs in the same work
group.Also, managers can enhance job satisfaction by carefully matching
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workers with the type of work. For example, a person who does not pay attention
to detail would hardly make a good inspector, and a shy worker is unlikely to be a
good sales person. As much as possible, managers should match job tasks to
employees' personalities.
Managers who are serious about the job satisfaction of workers can also take other deliberate steps to create a stimulating work environment. One such step is job enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job enrichment usually includes increased responsibility,recognition, and opportunities for growth, learning, and achievement. Large companiesthat have used job-enrichment programms to increase employee motivation and job satisfaction.
Good management has the potential for creating high morale, high productivity,
and a sense of purpose and meaning for the organization and its employees.
Empirical findings show that job characteristics such as pay, promotional
opportunity, task clarity and significance, and skills utilization, as well as
organizational characteristics such as commitment and relationship with
supervisors and co-workers, have significant effects on job satisfaction. These
job characteristics can be carefully managed to enhance jobsatisfaction.
Of course, a worker who takes some responsibility for his or her job satisfaction
will probably find many more satisfying elements in the work environment.
Everett (1995) suggests that employees ask themselves the following questions:
•
When have I come closest to expressing my full potential in a work situation?
What did it look like? What aspects of the workplace were most supportive? What aspects of the work itself were most satisfying? What did I learn from that experience that could be applied to the present situation?
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CHAPTER 2
PROFIL OF COMPANY
SPAR is the world's largest food retailer, with approximately 14000 stores in 35 countries worldwide. Spar originated in the Netherlands in 1932 by legendary retailer Mr. Adrial Van Well and now, through its affiliate organisations, operates through most European countries, Nigeria, South Africa, Asia, Greenland and Australia It operates on a principle similar to retailers' co-operatives elsewhere, with owners grouping together to get bulk discounts from suppliers/wholesaler It has its headquarters in Amsterdam.
SPAR was founded in 1932 in the Dutch city of Zoetermeer. In 1953 an International Spar office was opened in Amsterdam to control and further develop the organisation throughout Europe and other continents. Most SPAR stores are in Europe, but they can also be found in a few countries outside of Europe, such as South Africa, Botswana, Namibia, Zimbabwe, Zambia, Swaziland, Australia, Mauritius, China, India and Japan. In Japan the store operates under the name Hotspar, although the store logo colouring remains unchanged. In the United Kingdom Spar has become known primarily as a convenience store, although in Northern Ireland as well as the Republic of Ireland Spar operates using the subformat Eurospar too.
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A SPAR store may be owned independently, by a franchisee, or be part of a chain, depending on the model applied in any given country. The owners of the parent company vary from country to country and may include the store owners themselves. The only common link between the stores in different countries is the branding—the name and the current logo, which was most recently revised in 1968 by Raymond Loewy and has remained unchanged ever since
There are a number of sub-brands under the Spar brand, with larger supermarkets being branded "Eurospar" or in Africa "Superspar", smaller stores "Spar Express", and hypermarkets "Interspar". Not all of these brands or formats are used in every country, however.
The company has been a major sponsor of the European Athletic Association and its events since 1996.There is a Drive-Thru Spar on the Cliftonville Road in Belfast, Northern Ireland
SPAR opened in the Republic of Vanuatu on the 1st December 2009 ending Au Bon Marche's grocery monopoly that it has held for many years. However, Car penter Group is set to open a Cash 'n Carry early 2010.
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“SPAR was founded in the Netherlands in 1932 by Adriaan van well,as a voluntary chain of grocers under the name “De SPAR” his purpose was to secure cooperation between independent wholesalers and retailers as a response to the emergence of grocery chain in Europe”
Max hyper markets india pvt Ltd tied up with SPAR and MAX Hypermarkets is a part of duabi based landmark group opend SPAR Hyper market in Bangalore, India on 29th September 2007.Is nearly 100,000 square feet spar hypermarket,well organized and shopping is really hassling free.Max will have access to spar’s best practices and technical knowledge in tinernational . retailing.SPAR provides expertise,knowledge transfer and rights to the brand while max manager the finances and operations.
SPAR offers a truly international shopping experience and customer satisfaction,because of there service and business they have received goodwill worldwide and improved and dominant all over.SPAR,the world’s largest food retailer has 13,700 stores in 33 countries in 4 continents there are 1,80000 employees who serve about 1 crore customers worldwide.
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Attractions at SPAR.
Ample shopping space
Parking space
Quality product
Freedom to choose
Trollivator
Very attractive prices
Friendly staff
Good offers
Products offered in SPAR
MAX branded Apparel: for man and woman.they offer varieties of formals,casuals ethnic wear,sportswear,and denim for man and woman with nominal prices.
Baby shop: for baby and kids.they offer a wide range of choice for children upto 12 years and all the popular brands in clothing.toys and other accessories for children.they also have school and stationary needs. One can tryly say that it is a one stop shop for all kids needs.
Shoe Mart: Travel accessories,fashion bags,foot and shoe care for all age group men,woman and children.
Accessories: It is a fragrance and beauty section for all luxury items mostly envied by all the range includes watches,health and beauty products, sunglasses,pens international perfumes cosmetics and personal grooming items.
Groceries: varieties of rice,grams,vegetables,seafood’s,mutton and chicken,and ingredients,detergent items,pickles biscuits and alcoholic items etc.they have there private labeled items in rice,flours,spices,dhal etc.
Accessories for all traveling needs: comprise of a varied range and the brands,like crew bag,passport pouch,make up kit and saving kits etc.
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SPAR HIERARCHY CHART
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ORGANIZATION CHART
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CHAPTER 3
research METHODOLOGY
Research Methodology
Research methodology is the systematic way to solve the research problem. It
gives an idea about various steps adopted by the researcher in a systematic
manner with an objective to determine various manners.
Research Approach
The research worker contacted the respondents personally with well- prepared
sequentially arranged questions. The questionnaire is prepared on the basis of
objectives of the study. Direct contract is used for survey, i.e., contacting
employees directly in order to collect data.
Sample size The study sample constitutes 50 respondents constituting in the research area.
Sampling Area The study is conducted in employees of SPAR hyper market malleshwarm.
Sampling Design During my research i used probability sampling in which stratified random sampling is used.
Collection of Data
Most of the data I have collected from primary data through personal interview,
where I and the respondent operate face – to – face.
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Research Instrument
The researcher has used a structured questionnaire as a research instrument tool
which consists of open ended questions, multiple choice and dichotomous
questions in order to get data. Thus, Questionnaire is the data collection
instrument used in the study. All the questions in the questionnaire are organized
in such a way that elicit all the relevant information that is needed for the study
Statistical Tools
The statistical tools used for analyzing the data collected are percentage method, chi square, bar diagrams and pie diagrams
Analysis of Data
The data are collected through survey and books, reports, newspapers and
internet etc., the survey conducted among the employees of Orient Glass Pvt Ltd.
The data collected by the researcher are tabulated and analyzed in such a way to
make interpretations.
Various steps, which are required to fulfill the purpose, i.e., editing, coding, and
tabulating. Editing refers to separate, correct and modify the collected data.
Coding refers to assigning number or other symbols to each answer for placing
them in categories to prepare data for tabulation refers to bring together the
similar data in rows and columns and totaling them in an accurate and
meaningful manne
Research period
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The research period of the study was from 15 november to 15 febuary 2011
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DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no
means of study. Data collection plays an important role in any study. It can be
collected from various sources. I have collected the data from two sources which
are given below:
1. Primary Data
Personal Investigation Observation Method Information from correspondents Information from superiors of the organization
2. Secondary Data •
Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.
Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees
Websites like SPAR.COM official site, some other sites are also searched to find data
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DATA ANALYSIS AND INTERPRETATION
The data after collection is to be processed and analyzed in accordance with the outline and down for the purpose at the time of developing research plan.
Technically speaking, processing implies editing, coding, classification and
tabulation of collected data so that they are amenable to analysis. The term
analysis refers to the computation of certain measures along with searching for
pattern groups. Thus in the process of analysis, relationship or difference should
be subjected to statistical tests of significance to determine with what validity
data can be said to indicate any conclusions
The analysis of data in a general way involves a number of closely related operations, which are performed with the purpose of summarizing the collected data and organizing them in such a manner that they answer the research questions. In this study the researcher followed above process carefully and it is presented in this chapter.
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PROBLEM OF THE STUDY
It is said that satisfied employee is a productive employee,any kind of grievance relating to organizational or personal to a greater extent influence on the job.
So every organization is giving higher priority to keep ther employees with satisfaction by providing several facilities which improve satisfaction and reduce dissatisfaction.
Job satisfaction is considered as a key issue by the entrepreneur where efforts are taken and programs are initiated.
If an employee is not satisfied with the job there are chances for absenteeism,low turnover,lower productivity,committing of mistakes,diverting energy for different types of conflicts keeping this things in view all organization are trying to identify the areas where satisfaction to be improved to get out of the above dangers
In this connection a survey was conducted in SPAR hyper market malleswaram to identify the level of satisfaction in terms of strongly agree to strongly disagree on various job related factors.
SPAR at mantri square in malleshwaram was establish in 2010.there are various problem in SPAR what I observed is that employee are not 100% satisfied with there job
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There are the some reason why people those who are working in SPAR hyper market malleshwarm are not 100% satisfied with ther jobs why after working few months they are leaving
Salary is less compare to the other retail company.
Overburden of work there are few department they have less people in there department due to this work pressure is very high.
Many employees can speak only Kannada they do not know Hindi and English they are not able to communicate with everyone.
Due to less people in some department employees are not able to take leave for there personal purpose.
These are the some problems in spar hyper market .my this research study will focus on analyse the job satisfaction of employee in SPAR hyper market malleshwarm and this study will help company to know the various reason why employees are not 100% satisfied. It also help management to find out the best solution.
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There is few more cause why employees at SPAR are not satisfied
Physical and psychological strain.
Insufficient payment.
Cooperation and teamwork among individual.
Fatter salary offered by competitors.
Lack of training infrastructure.
Unfavorable policies of reward and recognition.
Unfavorable HR policies (policies of payment and termination.
Long duty hours in the evening shifts.
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OBJECTIVES OF THE STUDY
To measure the employees job satisfaction level in SPAR Hyper market Mallheswaram.
To understand the various problem of employee and reason of not satisfy with there job.
To identify the factors that’s motivate the employees
To study the attitude of the employees toward there work.
To give suggestion for the growth & perspective of the company.
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SCOPE OF THE STUDY
The scope of this research study has got a wider coverage which involves the analysis of the problem through employees satisfaction survey of spar
Job satisfaction is the important output that employees work for organization.
The study made on the topic of job satisfaction will reveal the factor of feelings of employees.
This report is useful to the management of the company to know the satisfaction level of the employee.
This study helps to make a managerial decision to the company
This study has revealed the main reason of dissatisfaction among the employees
This study will increase employee’s satisfaction at workplace.
This study will provide a better quality of work life among the employees of spar.
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LIMITATIONS OF THE STUDY
For this research I had only three month 15/11/2010 to 15/2/2011 within this three month I had to finish my research. This may be the one of my limitation of the research.
Conversation with the employee those who do not know English &Hindi was the one of the limitation of this research.
Lack of money and time was the another limitation of the research.
Employee fear to give the wrong information about there satisfaction level.
Out of 289 employee in the SPAR hyper market malleshwaram I have collected data from the 50 employees it could be the other limitation of my research.
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Analysis and interpretation
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To know working experience of the employees
sL no Work experience
No of respondents
percentage
1 Below 2 years
19 38%
2 2-4 years 21 42%3 4-6 years 7 14%4 Above 6
years3 6%
Total
From above table it shows that 38% of the employees have Below 2 years experience.
42% of employees are having 2-4 years of experience
14% of employees are having 4-6 years of experience
And 6% of employees are having above 6 years of experience
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Below 2 years38%
2-4 years42%
4-6 years14%
Above 6 years6%
This figure
REPRESENTS THE EXPERIENCE OF THE EMPLOYEES SPAR HYPERMARKET
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To know the physical working environment
Sl no Working Environment
No. of Respondents
Percentage
1 Excellent 8 16%2 Good 22 44%3 fair 15 30%4 poor 5 10%
From the above table it shows that 16 % of the employees think that working environment is excellent in SPAR 44% employees think working environment is good 30% employees think working environment is just fair And 10% employees think that working environment is poor
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Excellent16%
Good44%
fair30%
poor10%
Chart Title
THIS FIGURE
REPRESENTS THE PHYSICAL WOKING ENVIRONMENT
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To know the satisfaction level of employees towards the non-monitory benefits
Sl no Non-Monitory Benefits offered to Employees
No. of Respondents
Percentage
1 Highly satisfied
8 16%
2 Satisfied 27 54%3 Neither
Satisfied nor Dissatisfied
9 18%
4 Dissatisfied 5 10%5 Highly
Dissatisfied1 2%
TOTAL 50 100%
From the above table it shows that 16 % of the employees were Highly satisfied towards the non-monitory benefits.
54% of the employees were satisfied
18% of the employees were neither satisfied nor dissatisfied
10% of the employees were dissatisfied. 2% of the employees were highly dissatisfied.
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49
GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied16%
Satisfied54%
Neither Satisfied nor Dissatis-fied18%
Dissatisfied10%
Highly Dissatisfied2%
THIS FIGURE
REPRESENTS THE SATISFACTION LEVEL OF EMPLOYEES TOWARDS THE
NON-MONITORY BENEFITS
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How much you are satisfied with the general amenities
Concept:
This question has been asked to know the condition of facilities
like drinking water, canteen and toilets facility at work place. This
will reveal the quality of hygiene and cleanliness at work place.
INTERPRETATION:
FIELDS NO. OF RESPONSES % OF RESPONSES
EXCELLENT 16 8
GOOD 66 33
AVERAGE 38 19
POOR 28 14
VERY POOR 52 26
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The above diagrams explain that only 8% of employees feel that the general amenities canteen, drinking water and toilets facilities at spar are excellent. 33% people believe that it is good. 19% people believe it is average. 14% people believe that it is poor and 26% employees believe that it is very poor and they are not satisfied with the facility. This area required attention from the side of management.
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To know the satisfaction level of respondents towards the workassigned
Sl no Amount of work
No. of Respondents
Percentage
1 Highly satisfied
13 26%
2 Satisfied 28 56%3 Neither
Satisfied nor Dissatisfied
5 10%
4 Dissatisfied 3 6%5 Highly
Dissatisfied1 2%
TOTAL
From the above table it shows that 26% of the respondents were highly satisfied towards the work assigned.
56% of the respondents were satisfied.
10% of the respondents were neither satisfied nor dissatisfied
6% . of the respondents were dissatisfied.
2% of the respondents were highly dissatisfied
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied26%
Satisfied56%
Neither Satis-fied nor Dissat-
isfied10%
Dissatisfied6%
Highly Dissatisfied2%
THIS FIGURE
REPRESENTS THE SATISFACTION LEVEL OF RESPONDENTS
TOWARDS THE WORK ASSIGNED
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To know the cooperation of co-workers
Sl no Co-operation of Workers
No. of Respondents
Percentage
1 Highly satisfied
14 28%
2 Satisfied 20 40%3 Neither
Satisfied nor Dissatisfied
9 18%
4 Dissatisfied 5 10%5 Highly
Dissatisfied2 4%
TOTAL 50 100% From the above table it shows that 28% of the employees were Highly satisfied with the cooperation of co-workers.
40% of the employees were satisfied.
18 % of the employees were neither satisfied nor dissatisfied. 10% of the employees were dissatisfied.
4% of the employees were highly dissatisfied.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied28%
Satisfied40%
Neither Satisfied nor Dissatisfied
18%
Dissatisfied10%
Highly Dissatisfied4%
THIS FIGURE
REPRESENTS THE COOPERATION OF CO-WORKERS
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To know the satisfaction of Respondents with top management
Sl no Satisfaction with Top Management
No. of Respondents
Percentage
1 Highly satisfied
15 30%
2 Satisfied 19 38%
3 Neither Satisfied nor Dissatisfied
10 20%
4 Dissatisfied 4 8%
5 Highly Dissatisfied
2 4%
TOTAL
From the above table it shows that 30 % of the employees were highly satisfied with the top management.
38% of the employees were only satisfied with the top management.
20% of the employees were only neither satisfied nor dissatisfied with the top management.
8% of the employees were dissatisfied with the top management.
4% of the employees were highly dissatisfied with the top management.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied30%
Satisfied38%
Neither Satisfied nor Dissatisfied
20%
Dissatisfied8%
Highly Dissatisfied4%
THIS FIGURE
REPRESENTS THE SATISFACTION OF RESPONDENTS WITH TOP MANAGEMENT
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To know the level of satisfaction regarding nature of job
Sl no Job Satisfaction
No. of Respondents
Percentage
1 Highly satisfied
8 16%
2 Satisfied 21 42%
3 Neither Satisfied nor Dissatisfied
12 24%
4 Dissatisfied 6 12%
5 Highly Dissatisfied
3 6%
TOTAL 50 100%
From the above table it shows that 16 % of the employees were Highly satisfied with their job.
42% of the employees were satisfied with their job.
24% of the employees were neither satisfied nor dissatisfied with their job.
12% of the employees were dissatisfied with their job.
6% of the employees were highly dissatisfied with their job.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied16%
Satisfied42%
Neither Satisfied nor Dissatisfied
24%
Dissatisfied12%
Highly Dissatisfied6%
THIS FIGURE
REPRESENTS THE LEVEL OF SATISFACTION REGARDING THE NATURE OF JOB
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To know whether there is any job pressure in their work
SL NO Job Pressure No. of Respondents
Percentage
1 YES 37 74%2 NO 13 26%TOTAL
From the above table it shows that 74 % of employees said there is job pressure in their work.
26% employees said there is no job pressure in their work
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
YES74%
NO26%
THIS FIGURE
REPRESENTS WHETHER THERE IS ANY JOB PRESSURE IN THEIR WORK
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To know the opinion regarding opportunity provided by theorganisation in developing skills & talents
SL NO Development of Skills and Talents
No. of Respondents
Percentage
1 Highly Agree 8 16%2 Agree 19 38%3 Neither Agree
nor Disagree11 22%
4 Disagree 4 8%5 Highly
Disagree8 16%
Total 50 100%
From the above table it shows that 16 % of employees are highly agreed
regarding opportunit provided by the organisation in developing skills & talents.
38% of employees are agreed regarding opportunit provided by the organisation
in developing skills & talents.
22% of employees are neither agree nor disagree regarding opportunit provided
by the organisation in developing skills & talents.
8% of employees are disagree regarding opportunit provided by the organisation in developing skills & talents.
16% of employees are highly disagree regarding opportunit provided by the
organisation in developing skills & talents
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly Agree16%
Agree38%
Neither Agree nor Disagree22%
Disagree8%
Highly Disagree16%
THIS FIGURE
REPRESENTS THE OPPORTUNITY PROVIDED BY THE ORGANISATION IN DEVELOPING SKILLS & TALENTS
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To know the employee satisfaction towards the salary
SL NO Payment Satisfaction
No. of Respondents
Percentage
1 Yes 22 44%
2 No 28 56%TOTAL
From the above table it shows that 44 % of the employees were satisfied with their salary.
And 56% of the employees were not satisfied with their salary
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Yes44%
No56%
THIS FIGURE
REPRESENTS THE SATISFACTION OF EMPLOYEES TOWARDS THE SALARY
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To know the employees willingness to continue
SL NO willingness to continue
No. of Respondents
Percentage
1 Yes 27 54%2 No 23 46%TOTAL
From the above table it shows that 54 % of the employees were willing to continue in this organisation.
And 46% of the employees were not willing to continue in the organization
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Yes54%
No46%
THIS FIGURE
REPRESENTS THE EMPLOYEES WILLINGNESS TO CONTINUE
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To know the opinion about company’s policy and practices
SL NO Company’s Policy and Practices
No. of Respondents
Percentage
1 Excellent 8 16%2 Very Good 11 22%3 Good 25 50%4 Bad 4 8%5 Very bad 2 4%Total 50 100%
From the above table it shows that 16 % of the employees feels excellent about the company policy and practices.
22% of the employees feels very good about the company policy and practices.
50% of the employees feels good about the company policy and practices.
8% of the employees feels bad about the company policy and practices.
4% of the employees feels very good about the company policy and practices.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
THIS FIGURE
REPRESENTS THE OPINION ABOUT COMPANY’S POLICY AND PRACTICES
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To know the company’s promotion policy
Sl no Company’s Promotion Policy
No. of Respondents
Percentage
1 Highly satisfied
6 12%
2 Satisfied 12 24%3 Neither
Satisfied nor Dissatisfied
25 50%
4 Dissatisfied 5 10%5 Highly
Dissatisfied2 4%
TOTAL 50 100%
From the above table it shows that 12 % of the employees were highly satisfied about the company’s promotion policy.
24% of the employees were satisfied about the company’s promotion policy.
50% of the employees were neither satisfied nor dissatisfied about the company’s promotion policy.
10% of the employees were dissatisfied about the company’s promotion policy.
4% of the employees were highly dissatisfied about the company’s promotion policy.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
THIS FIGURE
REPRESENT THE COMPANY’S PROMOTION POLICY
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To know the overall job satisfaction
Sl no Overall Job Satisfaction
No. of Respondents
Percentage
1 Highly satisfied
9 18%
2 Satisfied 15 30%3 Neither
Satisfied nor Dissatisfied
16 32%
4 Dissatisfied 4 8%5 Highly
Dissatisfied6 12%
TOTAL 50 100%
From the above table it shows that 18 % of the employees were highly satisfied in their over all job satisfaction.
30% of the employees were satisfied in their over all job satisfaction.
32% of the employees were neither satisfied nor dissatisfied in their over all job satisfaction.
8% of the employees were dissatisfied in their over all job satisfaction.
12% of the employees were highly dissatisfied in their over all job satisfaction.
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GRAPHICAL REPRESENTATION OF LAST PAGE DATA
Highly satisfied18%
Satisfied30%
Neither Satisfied nor Dissatisfied
32%
Dissatisfied8%
Highly Dissatisfied12%
THIS FIGURE
REPRESENT THE OVERALL JOB SATISFATION OF THE EMPLOYEES
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Chapter 4
PERFORMANCE AND APPRAISAL OF EMPLOYEES
The history of performance appraisal is quite brief. But this is not very helpful for
the same may be said about almost everything in the field of modern Human
resource management. As a distinct and formal management procedure in the
evaluation of work performance, appraisal really dates from the time of the
Second World War– not more than 60 years ago. Yet in a border sense the
practice of performance appraisal is a very ancient art. In the scale of things
historical, it might well lay claim to being the world‘s second oldest profession.
DEFINITION
Randell:
Organizations attempting to develop their staff appraisal and development
procedures are strongly advised to keep the activities of performance, not only
but also in paperwork, procedure and responsibility. All employing organizations
carry out some form of performance with their implications for design and
conduct of appraisal schemes and emphasis appropriate training of staff
involved.
Heyel:
It is the process of evaluation of the performance and qualifications of the employees in terms of the requirements of the job for which he is employed, for purpose of administration including placements, selection for promotion, providing financial rewards and other action which require differential treatment among the members of a group as distinguished from action affecting all members equally.
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THEORETICAL PERSPECTIVE OF THE STUDY
Performance appraisal are considered to be the vital tool, to measure the
performance of an employee and use the information collected, to optimize the
resource of individuals in an organization. It is systematic evaluation of
individuals with respect to their task performance and their potential for
development individually and collectively. It refers to the assessments of an
employee‘s actual performance, behaviour on jobs and his/her potential for
further performance. The main purposes of appraisal are to assess training need
to effect promotion and to give high pay.
We may say that appraising the performance of an individual has been known as
merit rating, but in recent years, we may closure different terminologies have
been used to denote this process such as performance appraisal, performance
review, performance evaluation, employee appraisal, progress appraisal report,
personal preview and so on.
ESSENTIALS OF GOOD APPRAISAL SYSTEM:
It must be easily understandable. If the system is too complex or time consuming
it may be anchored to the ground by its own dead– weight of complicated forms
which nobody but the experts understand.
The system should be open and participate. Not only should it provide feedback
to the employees on their performance. It should also involve then in the goal
setting process. This helps in planning performance better.
The system should be both valid and reliable. The validity of ratings is the degree
to which they are truly indicative of the tonic merit of employees. The reliability of
ratings is the consistency with which the ratings are made, either by different
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raters at different times. Both validity and reliability result from objective
database.
The system should have built-in-incentive that is a reward should follow
satisfactory performance. Many authors, however, advocate against a direct
linkage between appraisal and rewards. In their opinion, such a connection
throttles downward communication of performance appraisal because superiors
do not like being questioned by disgruntled subordinate in the event of an
adverse appraisal.
The systems have genuine follow-up mechanism to identify employees‘ growth
needs. In the absence of such mechanism, every employee would view the post
appraisal interviews, as a more eyewash or as an exercise by meet to force its
views on him.
The system should make the employee fell that has been treated in a supportive
manner, some authors hold the view that even the best conducted performance
appraisal and review interview do not make the interviewee feel that he has been
treated in a supportive manner. In a study, it was revealed that for 82% of
subordinate personnel involved, the performance review was an ego-deflating
experience.
The system should be periodically evaluated to be sure that is continuing to meet
its goals. Not only there is the danger that subjective criteria may become more
salient than the objective standards originally established, there is the further
danger that the system may become rigid in a tangle of rules and procedures,
many of which are no longer useful.
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PURPOSE OF APPRAISAL:
Helps promotions. Aids to training and development program Develop international relationship Wages or salaries administration Employee‘s development Employees effectiveness Identifying the strength and weakness Serves as an feedback to the employee It provides rational foundation for the payment of piece-work wages,
bonus and so on Helps management to do planning such as fixing targets,
responsibilities.
METHODS OF PERFORMANCE APPRAISAL
TRADITIONAL
1. Rating Scales
2. Check list
3. Forced Choice Method
4. Critical Incident Method
5. Forced Distribution Method
6. Behavioral anchored rating scales
7. Field review method
8. Performance test and observations
9. Annual confidential reports
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10. Essay method
11. Cost accounting approach
12. Comparative evaluation approach
MODERN
1. Assessment center
2. Management by objectives
3 Psychological appraisal
4 The 360o appraisal technique
5. Human asset accounting method
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PROBLEM IN PERFORMANCE APPRAISAL
The problem with subjective measure is the rating which is not verifiable by
others and has the opportunity for bias. The rate biases include: (a) halo effect (b)
the error of central tendency, (c) the leniency and strictness biases (d) personal
prejudice, and (e) the recent performance effect.
a) Halo Effect: It is the tendency of the raters to depend excessively on the rating of one trait or behavioral consideration in rating all others traits or behavioral considerations. One way of minimizing the halo effect is appraising all the employees by one trait before going to rate on the basis of another trait.
b) The error of Central Tendency: Some raters follow play safe policy in rating by all the employees around the middle point of the rating scale and they avoid rating the people at both the extremes of the scale. They follow play safe policy because of answerability to management or lack of knowledge about the job and person he is rating or least interest in his job.
c) The Leniency and Strictness: The leniency bias crops when some raters have a tendency to be liberal in their rating by assigning higher rates consistently. Such ratings do not serve any purpose. Equally damaging one is assigning consistently low rates.
d) Personal Prejudice: If the rater dislikes any employee or any group, he may rate them at the lower end, which may distort the rating purpose and affect the career of these employees.
e) The Recent performance Effect : The raters generally remember the recent actions, of the employee at the time of rating and rate on the basis of these recent actions favorable or unfavorable than on the whole activities.
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FINDINGS OF THIS RESEARCH STUDY
The major finding of this research study is that employee at spar are not 100% satisfied working at spar hyper market.
Less salary in spar demotivate employee due to this employee do not want continue there work in spar.
There is no welfare programm for the employee at spar hyper market.
Work pressure is very high due to this employees feel immense pressure during there there working hour
Future growth opportunity is also very less in SPARThat’s why after working few months employees leaves the company.
Many employees can speak only Kannada they do not know Hindi and English they are not able to communicate with everyone.
The employees are unsatisfied with the reward and recognition procedure at the company. This indicates that they have never been rewarded during their work life in spar.
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