Employee Satisfaction -Vishal Mega Mart

A
PROJECT
ON

SUBMITTED IN PARTIAL FULFILLMENT OF
MASTER OF BUSINESS ADMINISTRATION
PROGRAMME: 2010-2012
OF
GAUTAM BUDDHA TECHNICAL UNIVERSITY, LUCKNOW

UNDER THE SUPERVISION OF
MR.SAJJAN CHAUDHARY

SUBMITTED BY
MAMTA GANGWAR

Faculty of Management

1

Certificate

This is to certify that Mamta Gangwar student of MBA-IV Semester has completed
her Research Project Report titled “A STUDY OF EMPLOYEE SATISFACTION
AND MOTIVATION IN RETAIL SECTOR (W.R.T VISHAL MEGA MART, BLY.)”
assigned by MBA Department and under my Supervision.

It is further certified that she has personally prepared this report that is the result of her
personal survey/observation. It is of the standard expected of MBA student and hence
recommended for evaluation.

2

PREFACE

“No learning can be complete without practicing.” When we study in the
classroom it clears our picture about the field of the area, but it proves to be useful
or thoughtful when it is applied in practical field. Now the time has changed
practical knowledge for management student is must to qualify as a potential
manager. It is for this reason that this project is prescribed as a part of syllabus for
Masters of business administration.

Success of any organization depends upon the quality of Human Resource.
Human Resource plays an important role for the growth of the organization.

The project report, which is presented after consist of “A Study of
Employee Satisfaction and Motivation in Retail Sector (W.R.T. Vishal Mega
Mart, Bly.)”

MAMTA GANGWAR

3

ACKNOWLEDGEMENT

Behind every study there stands a myriad of people whose help and contribution
make it successful. Since such a list will be a prohibitively long. I may be excused
for important omissions.

I express my gratitude to my Faculty Guide MR. SAJJAN CHAUDHARY who
helped me to complete my project with her inputs in the area of Human Resource.

Lastly, I owe my heartily thanks to all those who extended their timely support for
completion of this project.

This was a good exposure that will definitely help me in my professional career.

MAMTA GANGWAR

4

ABSTRACT
This report is a brief presentation of level of employee satisfaction and
motivation at “Vishal Mega Mart, Bareilly”, which is a retail chain. Retail
Sector consists of companies from several areas including apparel, department
stores, food stores, and miscellaneous shops.

Employee satisfaction is supremely important in an organization because it is what
productivity depends on. If employees are satisfied, they would produce superior
quality performance in optimal time and lead to growing profits. Satisfied
employees are also more likely to be creative and innovative and come up with
breakthroughs that allow a company to grow and change positively with time and
changing market conditions. And as it is such an important aspect for an
organization, therefore I have selected this topic as my research study.

With every job these is one common problem that people face, which is getting
stuck in the machine of time and routine. This leads to boredom, and is known to
be a de-motivator by the experts. It is for this reason that human resource
managers are asked to ensure that there are activities and varied ways and means
to keep employees motivated from time to time. Motivating the employees is vital
in order to get the maximum out of them and to keep employee burn out at bay.
5

And

ensuring

this

lies

in

the

hands

of

the

managers.

Why motivated employees are needed? The answer is survival (Smith, 1994).
Motivated employees are needed in rapidly changing workplaces. Motivated
employees help organizations survive. Motivated employees are more productive.
To be effective, managers need to understand what motivates employees within the
context of the roles they perform. Of all the functions a manager performs,
motivating employees is arguably the most complex. This is due, in part, to the
fact that what motivates employees changes constantly (Bowen & Radhakrishna,
1991).

For example, research suggests that as employee’s income increases, money
becomes less of a motivator (Kovach, 1987). Also, as employees get older,
interesting work becomes more of a motivator.

What Employee Satisfaction Really Is? Answer to this question is very vast as
employee satisfaction includes various aspects and parameters, and absence of any
one may dissatisfy the employees. This report covers various parameters on
grounds of which Level of Satisfaction is measured. Various determinants and
measurement techniques of Employee Satisfaction are covered under this project
report. A valuable knowledge of numerous indicators of dissatisfaction of
employees can be gained through the study of this report. Besides these, various
tips for improving the satisfaction level of employees are also being covered.
6

What all are the facilities provided by Vishal Mega Mart, Bareilly to their
employees in order to raise the satisfaction level is disclosed by this report.

At last analysis of the responses made by the employees of Vishal Mega Mart,
Bareilly is done and on the basis of those responses conclusion is draw
n and useful recommendations are made to the Vishal Mega Mart, Bareilly which
may be helpful to them in their bright future.

The study of "Employee satisfaction" helps the company to maintain standards &
increase productivity by motivating the employees. This study tells us how much
the employees are capable & their interest at wok place? Although "human
resource" is the most important resources for any organization, so to study on
employee’s satisfaction helps to know the working conditions & what are the
things which influence them to not to work properly. So to study on employee
satisfaction is necessary.

7

INDEX
CHAPTER 1
 Company Overview
 Theoretical Background
 Objective Of Study

28
50

 Scope and Importance of Study

CHAPTER 2

52

 Literature Review

CHAPTER 3
 Research Methodology

CHAPTER 4
 Data Analysis And Interpretation

CHAPTER 5
 Conclusion
8

 Limitations
 Recommendations

BIBLIOGRAPHY

ANNEXURE

9

10

11

C0MPANY OVERVIEW

12

VISHAL GROUP
Started as a humble one store enterprise in 1986 in Kolkata (erstwhile, Calcutta) is
today a conglomerate encompassing 183 showrooms in 110 cities / 24 states.
India’s first hyper-market has also been opened for the Indian consumer by Vishal.
Situated in the national capital Delhi this store boasts of the singe largest
collection of goods and commodities sold under one roof in India.
The group had a turnover of Rs. 1463.12 million for fiscal 2005, under the
dynamic leadership of Mr. Ram Chandra Agarwal. The group had a turnover of
Rs 2884.43 million for fiscal 2006 and Rs. 6026.53 million for fiscal 2007.
The group’s prime focus is on retailing. The Vishal stores offer affordable family
fashion at prices to suit every pocket. The group’s philosophy is integration and
towards this end has initiated backward integration in the field of high fashion by
setting up a state of the art manufacturing facility to support its retail endeavors.
Vishal is one of fastest growing retailing groups in India. Its outlets cater to almost

all price ranges. The showrooms have over 70,000 products range which fulfills
all your household needs, and can be catered to under one roof. It is covering
about 29, 90, 146 sq. ft. in 24 states across India. Each store gives you international
quality goods and prices hard to match. The cost benefits that is derived from the
large central purchase of goods and services is passed on to the consumer

13

INFRASTRUCTURE

Vishal Retail Ltd. has a factory in Gurgaon, Haryana. This factory has more than
700 imported machines that have a capacity to manufacturer 150000 pieces a
month. The factory occupies 80000 sq ft of covered space. The Vishal group
indirectly gives employment to more than a 1000 people. These people work in
ancillaries that supply finished goods to the company.

Vishal’s 10 warehouses cater to 183 showrooms in 24 states/110 cities across India.
It is covering about 29, 90, 146 sq. ft.

14

PRODUCTS
PRODUCT CATEGORIES

- HOME FURNISHING
Drawing Room
Bedroom
Door Mat
Bed Sheet
Carpet
Pillows
Curtains
Pillow Cover
Kitchen
Bathroom
Apron
Bath Mats
111Kitchen Napkin Towel Gift Sets
--------------------------------------------------------------------- SPORTS & FITNESS
INDOOR GAMES OUTDOOR GAMES
Basket Ball
Cricket Bat
T.T. Bat
Football
Boxing Kit
Lawn Tennis
Swimming
Tennis Racket
Costumes
Water Ball
Tennis Ball
Fitness Equip.
Personal Gym
-------------------------------------------------------------------- FOOTWEAR
BOYS
GIRLS
Shoes
Slippers
Sandals
Sandals
LADIES
MENS
Shoes
Shoes
Slippers

Slippers

15

- TELEMART
Communication
Mobile

Mobile Accessories
Mobile Batteries
Mobile Charger
Mobile Dori

----------------------------------------------------------------------- MENS
Upper
Lower
Shirt Casual
Jeans(MP)
Shirt Formal
Cotton Trouser(MPC)
Ethnic & Sports Winter Wear
Night Suits
Suit(WMC)
T-Shirts
Blazer(WMB)
Dupatta
Windcheater(WMW)
Sherwani
Jacket
----------------------------------------------------------------------- LADIES ACCESSORIES
Upper
Lower
Kurta
Pants Jeans
Skirt Top
Capri
Ethnic
Winter Wear
Nighty
Jackets
Lancha
Stawl
Sharara
Blazer
Salwar Suit
Track Suit
INFANTS
Garments
Accessories
Hot Pant
Bed Sheet
Frock
Under Garments
Baba Suit
Socks
Winter Wear
Sweater
Pull Ove
16

- WOMEN
Sarees
Fancy(SRF)
Synthetics
Banarsi
Jewellery
Necklace
Ring

Personal Items
Cap(LCA)
Socks(Las)
Cosmetics
LIp Gloss
Nail Polish

----------------------------------------------------------------------- KIDS BOYS
Lower
Sets
Winter Wear
Jeans
Night Suit
Suit
Bermudas
Baba Suit
Blazer
Dungries
Jacket
Upper
Ethnic
Shirt Formal Kurta- Pyjama
T-Shirt
- KIDS GIRLS
Lower
Hot Pant
Skirt
Dungries
Upper
Tops(GWT)

Sherwani

Sets
Night Suit
Capri Set

Winter Wear
Hipster Set
Blazer
Jacket

Ethnic
Sharara

Frock(GFK) Lancha
----------------------------------------------------------------------- TRAVEL ACCESSORIES
Luggages
Portfolio Bags
Suitcase
Shoulder Bags
Executive Bag
School Bags
Pouch & Cases
Waist Pouch
Vanity Cases
17

- HOUSEHOLD
Acrylic Ware Copper
Steel
Dinner Set
Jug
Cake Server
Pressure
Home Aids
Non Stick
Cooker
Floor Wiper
Cooker
Handi
Sanitary Brush Pressure Pan Dosa Tawa
General
Electrical App.Bone China
Plastic Goods
Coffee Mug
Chopper
Soup Set
Microwave
Bucket
Dessert Set
Oven
Glass Ware
Thermo Ware Porcelain
Cup
Tiffin
Cup & Saucer
Lemon Set
Container
----------------------------------------------------------------------- LIFESTYLE
Gifts &
Time Zone
Opticals
Novelties
Ladies Wrist
Ladies Sun Glass Flower Vase
Watch
Mens Wrist
Mens Sun Glass Key Chain
Watch
Mens
Electric &
Perfume/Deo
Accessories
Electronics
Items
Belts
Battery(ABT) Spray
Wallets
Calculator(EEC) Deo
- TOYS & GAMES
Soft Toys
Dolls
Cycles & Scooters
Musical Toys
Barbie Doll Cycles
Non-Musical
Other Dolls Scooters
Board Games Infant Toys Video Games
Wooden Blocks Teether
T.V. Video Game
Puzzles
Swing
Hand Video Game

18

- STATIONARY
School
Office
Exam Board
Office File
Punching
Clay
Machine
Party Stuff
Balloons

Paper Mart
Diary
File

Ribbons

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SOME POPULAR BRANDS OF VISHAL MEGA MART

Zeppelin : Men Shirts &
Trousers

Fizzy
Babe :

Kitaan
Studio :

Men Shirts &
Trousers

Jasmine : Ladies & Kids
Girls

Blues &
Khakis :

Men Trousers

Zero
Kids Boys
Degree :

Paranoia :

Men Shirts & TShirts

Chlorine : Men Shirts
Fume :

Ladies & Kids
Girls

Soil :

Men Shirts

Massa
Bay :

Men Trousers
& Bermudas

Men Shirts, TShirts,
Undergarments.

QUALITY CONTROL
20

Vishal Mega Mart’s dedicated professional Quality Control team ensures the
quality of their products. Their quality checks start the basic cloth and
accessories and end with our doing a full inspection on the finished items.
They believe that Quality Control is the key to success. Our goal is to give the
customer with the best quality and value for his money.

We never make compromise with quality

Quality always scores

LOYALTY PROGRAMMES
21

Vishal’s loyalty programme gives the Indian consumer of being rewarded
every time he makes a purchase at any of the Vishal’s stores anywhere in the
country. Consumers can make purchases at any store and accumulate points at
a central level. These points are redeemable at any of Vishal’s stores.
Consumers can accumulate points even when they make a purchase while
traveling and redeem points at any store. So no matter where you are in India
you can participate in Vishal Mega Mart’s loyalty programme.

CAREER WITH VISHAL MEGA MART
22

Vishal Retail Limited offers multidisciplinary career opportunities. These
opportunities are a result of corporate growth, internal promotions or the opening
up of new markets or product lines. It also maintains a data bank to be used as and
when suitable opportunities arise. The interested candidates can leave their biodata on the online data form. All information is treated in strict confidence.

Regional CEO: The Candidate should be MBA/CA with work exp. of min 12
years. Responsible for Complete profit generation of the designated region,
Building, Grooming, etc.

Area Manager (Operations): MBA/CA with relevant work exp. of min 10 years.
Responsible for handling multiple stores, Control costs and expenses etc.

Retail Store Manager: Graduate/Post Graduate with work exp. min 8 years in
Retail/FMCG industry. Responsible for all the store operations etc.

VISHAL MEGA MART, BLY.
23

Vishal Mega Mart in Bareilly was established on 7 Nov, 2007. It is situated at
D/85, Civil Lines, near Ayub Khan X-ing Bareilly. It is headed by Store
Manager, Mr. Abhishek Mathuria. There are 75 employees at this store.
There are 21 divisions and three sections.

SECTIONS AT VISHAL MEGA MART,BAREILLY

1) EDP(Execution Data Processor) section for system update
2) DC(Distribution Centre) section for store-keeping
3) House-keeping section

A new division has been started in Vishal Mega Mart of Bareilly i.e., Vishal
Care++ which deals in sale of commodities. It offers following insurances:

1) DLF Pramerica Life Insurance
2) Reliance General Insurance
3) Royal Sunderam General Insurance
4) Max New York Health Insurance
5) ICICI Lombard

STORE DIRECTORY

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 GROUND FLOOR
 Food Mart
 Men’s Wear
 Life Style
 Electronics
 Computers

 FIRST FLOOR
 Ladies Wear
 Kids Wear
 Footwear
 Home ware
 Sports & Fitness
 Travel Accessories
 Restaurant
 Household Items
 Stationary


Jewellery

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Terms & Conditions

1) Exchange within 7 days from the days of purchase along with cash
memo & price tag.
2) Books, Body Care products, CD-ROM, cosmetics, Hair Accessories,
Fashion Jewellery, Food Items, Toiletries, & Undergarment cannot be
exchanged.
3) Inter Store Exchange is possible only for selected range of products.
4) Exchange Timing 11:30 am to 4 pm(except Saturday & Sunday)
5) After Sale Service of Home Appliances, Watches, Electronics will be
provided by authorized vendor only.
6) We request patrons to kindly bear us, as exchange will not be possible
on merchandise sold during Clearance sales, Bargain Bin Stock or
against any promotion scheme used or altered garments.
7) We reserve the right to determine whether the goods have been damaged
or used.
8) Garments with the tendency of fading does not carry colour guarantee. Goods
once purchased cannot be reimbursed for cash.

All Disputes are subject to Delhi Jurisdiction.

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ORGANIZATION STRUCTURE OF VISHAL MEGA MART,
BAREILLY

STORE MANAGER
(MR. ABHISHEK MATHURIA)

ASSISTANT STORE
MANAGER
(MR. ANURAG PRADEEP)

LOSS PREVENTION HEAD
(MR. ABHISHEK SAXENA)

COMMERCIAL MANAGER
(MR. CHANDRESH)

HEAD CASHIER
(MR. SHYAM)

CASHIERS (4)

LINE OF BUSINESS HEADS (5)
(FLOOR MANAGER OF
DIVISION)

SALES EXECUTIVES
(TEAM LEADERS &
MEMBERS

27

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EMPLOYEE SATISFACTION
Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous
benefit to any company, as happy workers will be more likely to produce more,
take fewer days off, and stay loyal to the company. There are many factors in
improving or maintaining high employee satisfaction, which wise employers
would do well to implement.

To measure employee satisfaction, many companies have mandatory surveys or
face-to-face meetings with employees to gain information. Both of these tactics
have pros and cons, and should be chosen carefully. Surveys are often anonymous,
allowing workers more freedom to be honest without fear of repercussion.
Interviews with company management can feel intimidating, but if done correctly
can let the worker know that their voice has been heard and their concerns
addressed by those in charge. Surveys and meetings can truly get to the center of
the data surrounding employee satisfaction, and can be great tools to identify
specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction
is to make workers feel like part of a family or team. Holding office events, such
as parties or group outings, can help build close bonds among workers. Many
29

companies also participate in team-building retreats that are designed to strengthen
the working relationship of the employees in a non-work related setting.

The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. An easy avenue for employees to discuss problems with
upper management should be maintained and carefully monitored. Even if
management cannot meet all the demands of employees, showing workers that
they are being heard and putting honest dedication into compromising will often
help to improve morale.

30

VARIABLES CONTRIBUTING TO EMPLOYEE SATISFACTION

1. Overall Individual satisfaction: Employees should be satisfied with the
organization as a great place to work.

2. Work Environment: Employees have to feel satisfied with the environment
within which they work; it would result in high productivity.

3. Communication Methods: When administrative policies and all important
announcements are communicated to the employees, it boosts their morale. The
methods chosen for communication also play an integral role. Some of the
methods that could be used are intranet, monthly newsletters, weekly meetings
etc...

4. Compensation and benefits: This is the most important variable for employee
satisfaction. Employees should be provided with competitive salary packages and
they should be satisfied with it when comparing their pay packages with those of
the outsiders who are working in the same industry.

31

EMPLOYEE SATISFACTION AND PRODUCTIVITY

It was believed for a long time, particularly by human relations experts, that
satisfied, workers were productive workers, but later researchers sounds it to be a
myth. No doubt some studies have reported positive correlation between
satisfaction & productivity but these are often not statistically significant.
BAYFIELD & CROCKETT concluded from a review of a number of research
studies that job satisfaction did not necessarily imply high performance and that
“production may be only peripherally related to many of the goals towards which
the industrial worker may be striving”.

Relationship between satisfaction & productivity is very complex. There
are four possible relationships:

o High Satisfaction & Low Productivity: Highly satisfied workers may turn
out to be low in productivity, if management is interested only in “keeping
the employees happy”, and not demanding of high productivity.

o High Satisfaction & High Productivity: It exists when supervisor is both
employee oriented as well as task oriented. He tries his best to help his
employees in the fulfillment of their social & psychological needs.

32

o Low Satisfaction & Low Productivity: It occurs when the supervisor is
‘laissez faire’ type. He neither takes care of employees needs not of
production.

o Low Satisfaction & High Productivity: It may be found to exists together
where a highly task oriented and coercive supervisor uses scientific
management techniques to push up production without any regard to
employee needs and feelings.

33

MEASURING EMPLOYEE SATISFACTION
1) Employee Satisfaction Surveys: Employee satisfaction surveys and focus
groups help the employer to identify the areas of employee satisfaction and
dissatisfaction. Employee satisfaction surveys help employers measure and
understand their employee’s attitude, opinions, motivation, and satisfaction.

2) Conduct Simple Training Needs Assessment: This training needs assessment
works best in small to mid-sized organizations. It gives a quick assessment of the
training needs of an employee group. This training need assessment helps find
common training programs for a group of employees.

3) Exit Interviews: Exit interviews are one of the best ways to get true and honest
feedback from employees. The downside is that it takes time to build up a
significant amount of data from exit interviews.

4) Employee Attitude Surveys: Excellent guide to employee satisfaction attitude surveys: tells what they are, how to conduct them, how to use them
effectively.

34

5) Job Satisfaction Survey: The Company compares employee satisfaction with
their national benchmarks.

INDICATORS OF EMPLOYEE DISSATISFACTION
There are various indicators which reflect that the employee is dissatisfied from
the job, and management or the superior must check these in order to recognize
the problem of that employee and try to solve it out in order to create satisfaction,
which is beneficial for both employee as well as the organization. Some of these
indicators are:-

 Labour turnover
 Absenteeism
 Seeking a transfer
 Low Morale
 Frustration
 Higher error rate than anticipated
 Low performance
 Bad behaviour
 Try to avoid accepting new work
 Bad communication with subordinates

35

IMPROVE EMPLOYEE’S SATISFACTION
Flexible work hours aren't the only way to increase employee satisfaction. Here
are some other steps you can take to boost your workers' loyalty and dedication
while reducing turnover:


Show respect. Frustrated by a faltering economy, diminishing markets
and meddling investors, many business owners look close to home for
someone to blame-all too often, that's their own employees. The result?
A growing number of employees feel like they're being viewed as the
enemy, not as loyal partners. Its little wonder so many employees seem
ready to jump ship at the first sign of opportunity. On the other hand,
companies that truly value their employees earn more than gratitudethey win enhanced dedication and productivity as well. So be sure to
show your employees how much you respect and value them-tell them
how much you appreciate them, throw them a pizza party, recognize an
employee of the month, do anything you can to show them how much
you care.

36



Recognize the whole person. Employees are more than 9-to-5 robots who
turn off at night and can't wait until the starting bell rings the next morning.
All workers have lives, interests, and friends and family outside the officeand most are constantly struggling to balance increasingly hectic schedules.
While companies can't sacrifice unduly to the whims of a single individual,
making concessions where possible-allowing a long lunch break to attend a
child's school event, for instance, or permitting a sales executive to fly out
on Monday morning instead of Sunday night-can pay huge dividends in the
long run.



Mark out a clear path to growth. Some employees are content to remain
where they are in an organization, but most want to grow in their careers
over time. Business owners who wish to increase employee satisfaction
tend to look past formalities and establish genuine growth paths for all their
employees, not just their senior executives.

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EMPLOYEE SATISFACTION MODEL FOR RETENTION
The fundamental reason that employees leave organisations is that they are not
satisfied. Their dissatisfaction could occur on many levels. Much published
research on turnover indicates that money is often NOT the most important
reason.
It’s handy to think of the reasons for dissatisfaction in terms of push factors
(things that make employees more dissatisfied) and pull factors (things that make
employees more satisfied). These factors are showing the level of satisfaction as
well as dissatisfaction of employees working in an organization.
The factors that are going to make some MORE dissatisfied are things like:


poor pay



poor compensation



poor work conditions



lack of promotions



poor benefits offering



lack of job security

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The factors that make an employee MORE satisfied are things like:


good leadership in the organisation



good relationship with their manager



recognition for their achievements (not necessarily monetary recognition)



advancement in their careers



personal growth and development



feedback and support (meaningful feedback, not just naked criticism)



clear direction and objectives

So there is a lot that can be done on the positive side to increase satisfaction.
Naturally, there are of course many opportunities on this side of the house where a
good talent management solution can help things along.

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Employee
Dissatisfaction

Fulfillment
Commitment
Engagement

Employee
Satisfaction

Factors leading to
Dissatisfaction

Factors leading to
Satisfaction

Poor Pay

Good leadership practices

Poor Work conditions

Good manager relationship

Poor Compensation

Advancement

Lack of promotion

Personal growth

Poor benefits offering

Feedback & support

Lack of job security

Clear direction & objectives

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EMPLOYEE SATISFACTION MODEL FOR RETENTION

EMPLOYEE MOTIVATION
The job of a manager in the workplace is to get things done through employees. To
do this manager should be able to motivate the employees. Basically, in order to
keep employees motivated there are 7 strategies that can be adopted, which
are as follows:
1) Providing positive reinforcements for the tasks accomplished and setting
higher goals to be achieved.
2) Setting down certain effective rules and regulations to be followed in the
office.
3) Seeing that fair rules are set in the office.
4) Looking into employee needs and seeing that they are comfortable in their
work environment.
5) There should be work related goals set from time to time.
6) There should be regular appraisals and platforms where employees can
share their on the job experiences

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7) There should be consistent and constant on the job rewarding and
incentives

10 TACTICS TO INCREASE MOTIVATION IN EMPLOYEES
1. Performance incentives: Appeal to people’s selfish nature. Give them the
opportunity to earn more for themselves by earning more for you.
2. Detailed instructions: If you want a specific result, give specific instructions.
People work better when they know exactly what’s expected.
3. Short and long term goals: Use both short and long term goals to guide the
action process and create an overall philosophy.
4. Kindness: Get people on your side and they’ll want to help you. Piss them off
and they’ll do everything they can to screw you over.
5. Deadlines: Many people are most productive right before a big deadline. They
also have a hard time focusing until that deadline is looming overhead. Use this to
your advantage by setting up a series of mini-deadlines building up to result.

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6. Concentrate on outcomes: No one likes to work with someone standing over
their shoulder. Focus on outcomes — make it clear what you want and cut people
loose to get it done on their own.
7. Trust and Respect: Give people the trust and respect they deserve and they’ll
respond to requests much more favorably.
8. Create challenges: People are happy when they’re progressing towards a goal.
Give them the opportunity to face new and difficult problems and they’ll be more
enthusiastic.
9. Create opportunities: Give people the opportunity to advance. Let them know
that hard work will pay off.
10. Communication: Keep the communication channels open. By being aware of
potential problems you can fix them before a serious dispute arises.

43

EMPLOYEE SATISFACTON AND MOTIVATION IN VISHAL MEGA
MART, BLY.

Employee Satisfaction means a lot for the management of Vishal Mega mart, Bly.
They deal with each & every aspect which can satisfy their employees. According
to them Human Resource is the most important part of any organization, and it is
very necessary for the organization to keep their employees happy in order to
achieve the organizational success & goal.

Employee satisfaction being a very important part of their ideology, the group is
sensitive to the requirements of its greatest asset and committed to ensure utmost
satisfaction and value for their hard work and dedication. This is the reason that
Vishal Mega Mart, Bly. enjoys faithful and good employees forever.

Employee satisfaction and motivation is really very important and thatswhy Vishal
Mega Mart provides different benefits, good working conditions, suitable time,

44

initiative and responsibility etc. to their employees in order to attain maximum
Satisfaction of employees.

BENEFITS PROVIDED BY VISHAL MEGA MART TO ITS
EMPLOYEES

 INCENTIVE ON SALES: This incentive is given on the basis of target
achievement. A particular target is assigned to each of the employees. And
according to the fulfillment of the target, incentive is provided to them. For
Ex, if they achieve 90% of the target- 5% of their salary is provided to
them extra as incentive. Similarly for 100%- 10% and 110%- 15% is
given.

 OVERALL GROOMING: This program is run to motivate the employees
so that they are more productive and can easily achieve their targets.

 BEST EMPLOYEE OF THE MONTH: An employee of the store is
awarded as Best Employee of the month each month. On the basis of

45

Target Achievement, Behaviour at Store, Interaction with Customer,
Overall Grooming.

 BIRTHDAY CELEBRATION: In the starting of each month, Birthdays of
all those employees are celebrated whose birthday falls in that particular
month.

MEASUREMENT OF EMPLOYEE SATISFACTION IN VISHAL
MEGA MART
There are two ways of analyzing whether the employees are satisfied and
motivated or not. Theses two ways are the only and according to Vishal Mega
Mart, are the best ways of checking the level of satisfaction and motivation
amongst employees. The two ways are:-

 Measurement of Achievement of Target: This means that in Vishal Mega
Mart, target achievement plays an important role in analyzing the level of
employee’s satisfaction. If the target has been achieved during the period,
employers feel that the employees are satisfied that’s why they are doing as
expected. This is their assumption that if employees achieve their target
then they are satisfied.

46

 Performance Appraisal: It is the technique of analyzing the performance
of the employees during the particular period. If the performances is
satisfactory or say good then they think that the people are satisfied with
their jobs otherwise there is some problem with them regarding job or
personal.
The major basis of analyzing the level of satisfaction is TARGET
ACHIEVEMENT only.

OBJECTIVES OF THE STUDY

 To find out the different motivational techniques used in Vishal Mega Mart.
 To identify the facilities/benefits provided at Vishal Mega Mart to its
employees in order to increase their satisfaction level.
 To find out the satisfaction levels of employees in Vishal Mega Mart.
 To find out the relationship between employee satisfaction and productivity
of employees.
 To find out the reasons for their dissatisfaction and provide suitable
suggestions to resolve them.

47

SCOPE AND IMPORTANCE OF STUDY
The research study has immense scope for me as a researcher as I can apply
this practical knowledge and experience in my future career and managerial
decision making.
Vishal Mega Mart can also take benefit of this study to improve their employee
satisfaction and motivational levels, which directly have an impact on
productivity and goodwill of the organization.
This research work can be used as a secondary data for further research work.

48

49

Benefits Of High Internal Work Motivation Comparing Retail Sector To
Manufacturing

Journal of Diversity Management – Third Quarter 2008 Volume 3 by
Rickey Casey, University of the Ozarks, USA
Jay Robbins, Ouachita Baptist University, USA

ABSTRACT

The Hackman and Oldhman Model have been tested in several areas with
additional testing needed in the service sector. This study tested the model within a
manufacturing company and evaluated several of the dimensions of the model.

50

This paper evaluates two of these dimensions; high internal work motivation and
task significance. The plan that was surveyed has a population of 1,000 with 200
sampled. The company examined is a larger manufacturer of electric motors and
the sample was taken from one plant with all three shifts samples. The plant has a
population of 1,000 with 200 sampled. A comparison study was done in a major
retail company. From the survey sample of 534 employees of the retail company,
330 responses were returned, indicating a 62 percent response rate. The average
age of those responding to the survey was 37.9 years. Males accounted for 22.7
percent of the respondents’ while 72.7 percent were female.

Work motivation and job satisfaction in the Nordic countries
Journal of Employee Relations, 2004 Volume 26 by
Jacob K. Eskildsen, Center for Corporate Performance, The Aarhus
School of Business, Aarhus, Denmark

ABSTRACT
This paper studies differences in job satisfaction and intrinsic work motivation
between employees with different characteristics. Based on a study of the
literature assumptions regarding these differences are developed and tested on data
from a survey in the Nordic countries. In this survey 9,623 employees from
randomly selected households in the Nordic countries participated. Among the
51

findings are that Danish workers were found to be the most satisfied and that there
is no difference between the genders with respect to job satisfaction in the Nordic
countries.

52

RESEARCH METHODOLOGY

 Type of Research: Descriptive research

 Type of Data:

1) Primary Data : Unstructured interview of the concerned authorities
& questionnaire
2) Secondary Data : Reports and website of the organization.

 Research Method: Survey Method
53

 Research Instrument : Questionnaire & Observation

 Contact Method : Direct unstructured Interview

 Sampling Plan :
1) Sample Size : 35
2) Sample Unit: Employees of Vishal mega Mart
3) Sample Area Vishal Mega Mart, Bareilly

54

Q1) Are you satisfied with your job?

Response
Satisfied
Partly Satisfied
Unsatisfied

No. of Response
12
23
-

% of Response
34.29
65.71
-

70
60

Satisfied

50
40

Partly
Satisfied

30
20

Unsatisfied

10
0
% of Response

55

Interpretation: Most of the people are partially satisfied with their job, which
shows they are not fully satisfied with their job.

Q2) Are you satisfied with the salary provided to you?

Response
Satisfied
Partly Satisfied
Unsatisfied

No. of Response
5
13
17

% of Response
14.29
37.14
48.57

50
Satisfied

40
30

Partly
Satisfied

20

Unsatisfied

10
0
% of Response

56

Interpretation: This shows that the employees are not happy with the salary
provided to them in Vishal Mega Mart; this also reflects
that

some of them are partially satisfied with the salary. Only
14.29% people are satisfied with their salary and

they are top

level people.

Q3) Are you aware of various benefits which Vishal Mega Mart is providing to its
employees?

Response
Yes
No

No. of Response
33
2

% of Response
94.29
5.71

100
80
60

Yes

40

No

20

57

0
% of Response

Interpretation: 94.29% of the employees are aware of the different benefits
provided by Vishal Mega Mart to the employees, whereas
5.71%

are unaware of those benefits. This shows that those

5.71%

employees are not aware of all the policies,

benefits, rules etc. in

Vishal Mega Mart.

Q4) Are you satisfied with the working environment and conditions of Vishal
Mega Mart?

Response
Satisfied
Partly Satisfied
Unsatisfied

No. of Response
27
5
3

% of Response
77.14
14.29
8.57

80
70

Satisfied

60
50
Partly
Satisfied

40
30
20

Unsatisfied

10
0
% of Response

58

Interpretation: Most of the people i.e., 77.14% people are fully satisfied and
14.29% of people are partly satisfied with the working
conditions and environment, 8.57% of the
employees are not at

all satisfied with the working

conditions & environment of

KVS.

Q5) Are you satisfied with the work culture of Vishal Mega Mart?

Response
Satisfied
Partly Satisfied
Unsatisfied

No. of Response
30
3
2

% of Response
85.72
8.57
5.71

90
80
70
60
50

Satisfied

40

Partly Satisfied

30

Unsatisfied

20
10
0
% of Response

59

Interpretation: This analysis shows that most of the employees are satisfied with
the work culture of Vishal Mega Mart. This shows that
work

culture of Vishal is acceptable and suitable to almost all of

the

employees, those who are not satisfied must adjust

themselves

with that culture.

Q6) Are you comfortable with the timings of your job?

Response
Yes
No

No. of Response
30
5

% of Response
85.71
14.29

90
80
70
60
50

Yes

40

No

30
20
10
0
% of Response

60

Interpretation: 85.71% of the employees are comfortable with the timings of the
job; this shows that there is mutual understanding between
the

employees and the management. This also shows that

timings of

job in Vishal Mega Mart is suitable to all, that it is

set after

considering the regular normal daily routine

of the people and

comfortability to reach work place from their

residence.
Q7) Are your ideas welcomed and appreciated by the management for the growth
of business?

Response
Yes
No
To Some Extent

No. of Response
23
4
8

% of Response
65.71
11.43
22.86

70
60
50

Yes

40

No

30
20

To Some
Extent

10
0
% of Response

61

Interpretation: It shows that employees are also given chance to participate in
the management and feel a part of the organization.

Q8) Is there any kind of appreciation for your good performance?

Response
Yes
No
To Some Extent

No. of Response
22
4
9

% of Response
62.86
11.43
25.71

70
60
50

Yes

40
No

30
20

To Som e
Extent

10
0
% of Response

62

Interpretation: Appreciation is very necessary for motivating the employees and
according to the response of employees; this need is fulfilled by
Vishal Mega Mart.
Q9) Is there proper promotion and growth for you in the organization?

Response
Yes
No
To Some Extent

No. of Response
9
21
5

% of Response
25.71
60
14.29

60
50
Yes

40
30

No

20

To Som e
Extent

10
0
% of Response

Interpretation: 60% of the employees feel that there is no proper promotion and
growth for them in the organization, which is one of the
reasons

of dissatisfaction. Even if they work hard and

63

according to the

employers, they do not get success, in terms

of promotion.

Q10) Do you think job satisfaction increases the productivity of employees?

Response
Yes
No
To Some Extent

No. of Response
34
1

% of Response
97.14
2.86

100
80
Yes
60
No
40
To Som e
Extent

20
0
% of Response

Interpretation: 97.14% people agree with the fact that job satisfaction increases
the productivity of employees.

64

Q11) Is your job affecting your personal life?

Response
Yes
No
To Some Extent

No. of Response
4
29
2

% of Response
11.43
82.86
5.71

90
80
70

Yes

60
50

No

40
30

To Som e
Extent

20
10
0
% of Response

Interpretation: According to 82.86% respondents, their job is not affecting their
personal life in any manner.

FINDINGS
65

 Only 34.29% of the employees working in Vishal Mega Mart are satisfied
from their job.
 The remaining 65.71% of the employees are partly satisfied that means
they are somewhat dissatisfied from the job. They should not be left
ignored because their dissatisfaction could be proved fatal for the
organization. As satisfied employees contribute their best efforts towards
the growth and success of the organization.
 48.57% of the employees are not fully satisfied from the salary, this is a
clear indicator that employees feel that they are getting less than what
they deserve.
 Almost all the employees are fully aware of different benefits available to
them.
 As far as job security is concerned, it is low in Vishal Mega Mart and
hence employees are not free of this fear.
 14.29% employees are satisfied with their salary and remaining are not
satisfied.

66

CONCLUSION
67

Job satisfaction has its own definition for every employee. On the whole job
satisfaction broadly involves five aspects and they are- salary, supervision,
Promotions, relations with coworkers and most importantly their work which
they perform for the organization. But according to the analysis, conclusion
may be summarized as follows:.
 Employees in Vishal Mega Mart enjoy proper recognition & full faith of their
employers.
 In Vishal Mega Mart ideas of employees are welcomed, by which employees
feel themselves as a part of Vishal Mega Mart and not just an employee.
 Another good step to attain high level of job satisfaction of employees is
maintaining peaceful, good, satisfactory, faithful human relations with their
employees. Vishal Mega Mart is also providing good working conditions as
well as good working environment to their employees.
 Satisfactory work culture is there in Vishal Mega Mart which is acceptable by
all the employees.
 After performance appraisal, if the employer finds that performance of an
employee is outstanding, he provides reward to that employee as a symbol of
appreciation and motivation. Employees are satisfied due to this reason also.

68

LIMITATATIONS

69

 One major limitation of this study is that time is limited, as this report is to
be completed within 1 months, so more detailed analysis is not possible to
be done.

 Some of the information might not be given correct up to an extent, due to
confidentially of data by the employees.

 We can’t believe on the responses given by the employees.

 Inability & unwillingness of the respondents to provide information.

 The respondents were too busy to providing me proper time for the project.

70

71

RECOMMENDATIONS

On the basis of this study, suggestions to the Vishal Mega Mart are:-

 As it is observed that the policy of Vishal Mega Mart to measure the employee’s
satisfaction is on the basis of target achievement. But Vishal Mega Mart should
not focus on turnover as a measurement of level of job satisfaction of employees
because achieving the target does not mean that the employees are happy with
the policies, rules, etc. of the organization.. Turnover is not the appropriate basis;
Vishal Mega Mart should rather focus on more effective measurement
techniques.
 Vishal Mega Mart should provide incentives to their employees for the
achievement of target for full satisfaction of employees.
 Vishal Mega Mart should provide job security to it performing employees.. This
will motivate them to work hard.
 There should be proper availability of promotion and growth for the employees
in the organization.
 Another important thing is that there must be good amount of increment in their
salary every year. This is the biggest tool in the hands of employers to gain
confidence, faith and satisfaction of their employees.
72

73

BIBLIOGRAPHY
BOOKS CONSIDERED ARE:
1) ASWATHAPPA K- Human Resource and Personnel Management, TATA
MCGRAW- HILL PUBLISHING COMPANY LIMITED, New Delhi,2005,4 th
Edition
2) GARY DESSLER- Human Resource Management, PHI Publications, New Delhi,
1999, 9th Edition
3) KOTHARI.C.R- Research Methodology Methods & Techniques, WISHWA
PRAKASHAN, New Delhi,2001,3rd Edition
4) MONDY NOE- Human Resource Management, THI Publications, 2007, 9th
Edition.
5) RAO V.S.P- Human Resource Management, Excel Publication, 2000, 2nd Edition.
6) BHATTACHARYA D.K. - Human Resource Management, TMH Publications,
Delhi, 2002, 2nd edition.
7) MAMORIA C.B. - Personnel Management, Himalaya Publications, New Delhi,
1997, 12th edition.

REFERENCES:
Engineering Management Journal, Dec 2000
Journal of Diversity Management – Third Quarter 2008 Volume 3
Journal of Employee Relations, 2004 Volume 26

WEBSITES USED:
www.citehr.com
www.managementparadise.com

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75

QUESTIONNAIRE
Q1. Are you satisfied with your job?
a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied
Q2. Are you satisfied with the salary provided to you?
a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied
Q3. Are you aware of various benefits which Vishal Mega Mart is providing to its
employees?
a) Yes
b) No
Q4. Are you satisfied with the working environment and conditions of Vishal Mega
Mart?
a) Fully Satisfied
b) Partially Satisfied
c) Not Satisfied
Q5. Are you comfortable with the timings of your job?
a) Yes
b) No
Q6. Are your ideas welcomed and appreciated by the management for the growth of
business?
a) Yes
b) No
Q7. Is there any kind of appreciation for your good performance?
a) Yes
b) No

76

Q8. Is there proper promotion and growth for you in the organization?
a) Yes
b) No
Q9. Do you think job satisfaction increases the productivity of employees?
a) Yes
b) No
Q10. Is your job affecting your personal life?
a) Yes
b) No
Q11. Does your job motivate you?
a) Yes
b) No
Personal Information
Name: ……………………………………………..
Age: ……………………………………………….
Gender:
1) Male
2) Female
Designation: ……………………………………………….
Salary: ………………………………………………………

77