An Organization Study Report of BERGER PAINTS INDIA LTD

Rishra, Hoogly, WB

By

Arka Das Karmakar

21MS1003

MBA 1st Year

Submitted to

Dr. Archana Tyagi

Department of Management Studies

Date- 27.10.2021

Rajiv Gandhi Institute of Petroleum Technology

Jais, Amethi
ABSTRACT

The purpose of this paper is to examine the level of employee satisfaction with special
reference to Indian Paints sector. Totally 30 questionnaire were distributed to the employees
in an equal proportionate basis both executives and non- executives of the company. 25
questions were developed on 5 factors: (a) Working Conditions; (b) Career Development; (c)
Management attitude; (d) Interpersonal relationship and Compensation. 1-5 scale was used to
measure the level of employee satisfaction where 1 stands for strongly agree and 5 for
strongly disagree. The findings and inferences for each of the items have been presented in
the forms of tables. Majority of the respondents agreed that they are satisfied in their jobs and
performance. It was conclude the organization has developed a strong value system which
was incorporated across all the organization values.
INTRODUCTION:
Employee satisfaction is extreme importance for employees to remain happy and also bring
their level best. Satisfied employees are the ones who are particularly loyal towards their
organization and switch to it even in the worst situation. Employee satisfaction leads to a
positive feel at the workplace. It aids the company in getting better services and products
from its employee, plays very important role in productivity of employee and organizations
can achieve the expected goals. Most organizations strive for employee satisfaction, but not
all attain this goal. That is why it is important for human resources professionals to know
more about the factors that can increase employee satisfaction and performance, and how it
turns into a company’s overall success.

Significance of the study: The study is of immense significance to the employees and the
organization as it gives an insight to the individual to ascertain the extent of Organizational
Effectiveness and the role and contribution of employee satisfaction to it. It also explains the
inter relations among the major motivational factors. It will help the organization to learn the
nature of these relationships and improve its effectiveness by improving some of the
variables. It will also help the employer to frame policies towards improving the employee
satisfaction and positive attitude. 1. Organizational theorists and researchers (Cummings,
1980) have used employee satisfaction, as an effort, or commitment as the key to enhancing
organizational effectiveness. 2. Studies tend to focus on factors, such as salary &
compensation and effect of residual experience out of public sector work culture, and their
interaction, to investigate influence employee satisfaction towards organizational
effectiveness.

Literature Reviews: Employee satisfaction has been conceptualized and defined

differently by various researchers and authors in the literature. The following are the earliest
definitions of the concept in the literature: According to Lofquist and Dawis (1969, p. 53),
satisfaction is “…a function of the correspondence between the strengthening from the work
environment and the individual’s needs”. Porter, Lawler and Hackman (1975, pp. 53-54)
define satisfaction as a feeling about a job that “…is determined by the difference between
the amount of some valued conclusion that a person receives and the amount of outcome he
feels he should receive”. Locke (1976, p. 1300) states that employee satisfaction can be
viewed as “…an enjoyable or positive emotional state resulting from the assessment of one’s
job or job experience”.
Central to these definitions is the view that employee satisfaction is a positive emotional
reaction resulting from a comprehensive assessment of the individual’s experience of the
work environment or organizational setting. This view serves as the bases of the definitions
of employee satisfaction in this study.
STATEMENT OF THE PROBLEM:
Employee satisfaction and Performance is one of the significant indicators of employee
productivity. Employee dissatisfaction leads to frequent absenteeism, loss of man days and
employee turnover. The preliminary discussion with HR managers of the company revealed
that there has been growing attrition among the employees which indicates that the
employees are either dissatisfied with the work place HR practices or have better
opportunities for growth. Therefore, there is need to address this problem through research.

FACTORS OF EMPLOYEE SATISFACTION:

Goal of Organization- Every company has its own goal and objectives. They are giving a
direction to the company and its people to work in the same direction so they achieve that
goal and objectives but sometimes the aims and objectives of the organization are likely to
affect employee satisfaction.
Salary - Salary and wage is one of the most important factors behind employee satisfaction.
The salary must be in accordance to the position, experience and ability of the employee in
the company.
Rewards and Recognition- Employee should be always rewards and awarded by
company for his/her efforts and penalties are other important things that affect level of
satisfaction of an employee in his job.

Behavior of Superior- Way of approach is very important. The kind of treatment given by
the supervisor to the employee largely determines his satisfaction level. It is always desired to
treat employees in a good manner.
Opportunities- There should be any partiality with in team because every employee is as
much important as other are. Company should always treat everyone on same level and it has
to provide equal opportunities to everyone for growing in his career.
Right person for Right job- It is essential to check that the personality of the employee
matches the type of job being allotted to him.

Meet Candidate’s Expectations- Expectations of the employee should also be in accordance

to the level of organization in which he or she is working.

TEN STEPS TO INCREASE EMPLOYEE SATISFACTION AND LOYALTY:

Employee Orientation- Proper on boarding encourages positive attitudes and can reduce
turnover. Keep employees informed on the company’s position, progress made, issues/
challenges, and how they directly contribute to the success of the business.
Work Environment-Company should always provide positive work environment to the
employee because its necessity of every company. Environment should be always
encouraging and also ensuring criticism is constructive are all ways to keep the environment
a place where employees can do more than survive – they can thrive!
Empower employees across the company-Step up appropriate levels of new responsibility
across the company. Push appropriate decision-making and allow people closest to the issue
to make the call. Make sure your employees know that you trust them to do their jobs to the
best of their ability.
Monitor performance and reward for contribution-People naturally keep score. Use this to
your advantage by monitoring positive contribution and behavior, rewarding as appropriate.
Motivate others to reach new performance levels by knowing how they measure up to
expectation. Conversely, employees know who isn’t pulling their weight within the
organization. Don’t procrastinate in dealing with performance issues, irrespective of title,
within the company.
Show respect for every member of the team-Everyone has his or her ‘favorites.’ Eliminate
this by demonstrating respect for everyone in the organization or company. Use this as a
foundation for the rest of your employees to learn how to show respect. Improve the
company’s performance across the board by using the best minds, skills, and experiences in
every situation.
Remain positive-Your employees respond to your attitude and enthusiasm. Lead the team
forward through your positive outlook and contribution, helping them to see the long view or
big picture and the company’s current and future success.

OBJECTIVES OF THE STUDY

 To know the factors that lead to employee satisfaction and dissatisfaction.

 To study the satisfaction of the employees with respect to their work place, training
activities, performance management system, compensation management, career development
in the organization.
 To recommend the company the essential components of job design to improve job
satisfaction.

SCOPE OF THE STUDY

The present research work is an opinion survey to assess the satisfaction level of employees
working in paint company. It studies the employee satisfaction over work place, training,
performance management, career development and compensation management policy and
practice.
NEED FOR THE STUDY
Happy employees are always dynamic and productive employees (Elton Mayo, 1927).
Employee dissatisfaction leads to poor work place involvement and engagement (Gallup,
2007). Poor workplace results in attrition, job burnt outs and frequent absenteeism
(ChandrakanthaSahoo, 2013). Therefore, research on employee satisfaction has become most
talk over subject in management literature. If the employee satisfaction levels are not
satisfactory, then they can concentrate on increasing the satisfaction level of company. To
increase the employee satisfaction this study will help the HR department to concentrate on
specific factors to improve employee satisfaction avoiding them to put efforts on all the
factors.
Research Methodology:
Data Collection was done using the structured questionnaire through interview via Google
forms and email responses from the employees of the organization on distinct 25 parameters
like: salary, balance between work and personal life, work environment welfare measures at
the organization etc. The secondary data is gathered from the different books, articles,
journals, internet and even an effort has been made together the information from the doctoral
works.
LIMITATIONS
The present research work does not make a holistic attempt to study on all the HR functions.
This is an opinion survey. The respondents may not reveal their real perception with the fear
of disclosure of their real intents. The researcher and the respondents may also suffer from
time constraints to devote adequate quantum of time for discussion.

DATA ANALYSIS AND RESULTS

S. No Descriptive Statistics Strongly Agree Neutral Disagree
agree
Freq Perc Fre Perc Freq Perc Freq Perce
uenc enta que enta uenc enta uenc ntage
y ge ncy ge y ge y
1 Organization set of values 7 23.33 15 50 5 16.7 3 9.97

Challenging and 8 26.67 14 46.67 4 13.3 4 13.3

2
responsibility
Responsibility and role 6 20 17 56.67 6 20 1 3.33
3
clarity
Responsibilities 7 23.3 16 53.3 5 16.67 2 6.73
commensuration with
4
qualification& experience

Decision making chances 7 23.3 14 46.67 5 16.67 4 13.3

5
Sense of employee delight 6 20 17 56.67 5 16.67 2 6.73
6

Working conditions in the 7 23.3 16 53.3 5 16.67 2 6.73

7 organization

Freedom to perform tasks 6 20 16 53.3 6 20 2 6.73

8 with guidance

Opportunities for career 7 23.3 16 53.3 5 16.67 2 6.73

9 development
 Promotion in the 6 20 15 50 5 16.67 4 13.3
10 organization

11 Growth opportunities in 7 23.3 17 56.67 5 16.67 1 3.33

organization
Training and development 8 26.67 16 53.33 5 16.67 1 3.33
12
programs
Information about 7 23.3 17 56.67 5 16.67 1 3.33
departmental/
13
organizational programs

Inter- intra departmental 7 23.3 16 53.33 5 16.67 2 6.73

14 communication

Cooperation from 6 20 16 53.33 5 16.67 3 10

15
colleagues
Working as a team to get 7 23.3 17 56.67 5 16.67 1 3.33
16
things done
Peer subordinate 7 23.3 15 50 5 16.67 3 10
17
relationship
18 Management recognition 5 16.67 16 53.33 6 20 3 10
Organization salary/ wage 6 20 16 53.33 6 20 2 6.67
19
management
Sympathetic understanding 7 23.3 17 56.67 5 16.67 1 3.33
20 for personal
grievances
Canteen hygienic 6 20 18 60 4 13.33 2 6.67
21
conditions
Quality, quantity, price of 6 20 16 53.33 5 16.67 3 10
22
food in the canteen
23 Transport facility 7 23.33 16 53.3 5 16.67 2 6.67
24 Safety measures 8 26.67 16 53.3 4 13.33 2 6.67
Doctor and medical 6 20 15 50 5 16.67 4 13.33
25
facilities
FINDINGS & STATISTICS

 It was found that the 75 percent of the employees are satisfied regarding their jobs
and 77.3 percent are felt that their jobs are related to their education qualification.
 It was found that 71.6 percent of the employees are felt convenient with the
present duty timings.
 Majority of 70.8 percent of the respondents are felt that their jobs are in
challenging way.
 60 percent of the employees are felt that then- work schedule is satisfied and
60.8 percent of the employees are get recognition from the management
through their working process.
 Majority of 74.1 percent the employees are felt satisfied about their
relationships with the colleagues.
 It was found that the 65.8 percent of the employees are satisfied with the
criteria of promotion in the organization.
 75 percent of the employees are satisfied with the working conditions of
the organization.
 Above 50 percent of the employees are satisfied with their carrier plan
and growth opportunities in the organization.
 68 percent of employees are satisfied with the leave system of the organization.
 Regarding the welfare facilities majority of the employees are satisfied with
the safety conditions, water conditions and medical, transport,
drinking water and canteen facilities. But 73.33 percent of the employees are
satisfied with the sanitary conditions.
 It was found that 58.3 percent of the employees are satisfied with their
proportionate feedback of the superiors and subordinates.
 53.3 percent of the employees are satisfied with the performance appraisal
system in the organization.
 It was found that 66.7 percent of the employees are satisfied regarding their
Incentives.
 60 percent of the employees are agreed that the management safeguard them
in the risky situations.
 73.3 percent of the employees are satisfied regarding their dress code in the
organization.
SUGGESTIONS
 It is recommended that the management has to take necessary steps to
conducting the appraisal to the employees and then encourage them by providing
rewards to their performances in the organization. It helps to get effective work by
the employees.
 As on findings there is discrimination among employees. So, it suggests to
overcoming it by arranging formal gathering.
 Job satisfaction survey should be conducted periodically to increase the level
of job satisfaction of employees.
 Management has to revise the salary packages of the employees.

CONCLUSION

This research is done on Berger Paints India Limited, Rishra Plant which has
enabled me in identifying the employee satisfaction and performance among
employees. Employees responded the questionnaire and it was found the analysis
that the employee satisfaction and Performance among them is satisfactory. The
employees are not happy about job security, salary/wage system. The management
should take steps to look after these requirements of the employees. This study has
enabled me to understand the functioning of Paint Industry and also have shown me
to interpret my research practically.
 REFERENCES

1. Berger Paints India Limited, https://www.bergerpaints.com

2. www.google.com

3. www.wikipedia.com

4. Elton Mayo’s Hawthorne effect – management training for mind tools.

5. Chandrakantha Sahoo, Performance Management: A global perspective ,

Sambhram Academy of Management journal, volume 7, issue 1, pages 61-
72

6. www.gallup.com/business journal/102496

7. www.mindtools.com