SYNOPSIS ON
“A Study of Job Satisfaction of employees pertaining welfare
facilities provided by Tata Motors (Cargo Motors) at Jalandhar.”
Submitted to: KCL-IMT
(IK GUJRAL PUNJAB TECHNICAL UNIVERSITY,
KAPURTHALA, PUNJAB)
MASTER OF BUSINESS ADMINSTRATION
Project Guide: Submitted By:
Assistant Professor Mandeep Kaur
A.S. Rai Uni. Roll no.: 1812084
DEPARTMENT OF MANAGEMENT
KCL-IMT, JALANDHAR
BATCH YEAR (2018-2020)
TABLE OF CONTENTS
[Link] Chapters Page No.
1, Introduction 3-6
2. Review Of Literature 7-8
3. Objectives 9
4. Research Methodology 10-11
5. References 12
CHAPTER – 1
INTRODUCTION
VISION:
To be the most admired and responsible integrated Power Company with international footprint,
delivery sustainable value to all stakeholders.
MISSION:
To be passionate in anticipating and providing the best vehicles and experience that excite our
customers globally.
CORE VALUES:
Care
Ethics
Respect
Ability
Safety
Diligence
Integrity
Growth
Teamwork
Passion
HISTORY:
Mr. Yash Pal Nanda founded Cargo Motors in 1959.
Tata Motors Limited is an Indian multinational automotive manufacturing company.
Headquartered in Mumbai, India and Tata motors is the member of TATA Group. The company
is ranked 226th on the Fortune Global 500 list of the world’s biggest corporation as of 2016.
Tata Motors was founded in 1945, as of locomotive manufacturer. Tata Group entered the
commercial vehicle sector in 1954 after forming a joint venture with Daimler-Benz of Germany.
After years of dominating the commercial vehicle market in India, Tata Motors entered the
passenger vehicle market in 1991 by launching the Tata Sierra, a sport utility vehicle based on
the Tata Mobile platform.
In 2006, Tata formed a joint venture with the Brazil-based Marco polo, Tata Marco polo Bus, to
manufacture fully built buses and coaches.
In 2008, Tata Motors acquired the English car maker Jaguar Land Rover, manufacturer of the
Jaguar and Land Rover from Ford Motor Company
Tata acquired full ownership of Hispano Carrocera in 2009.
In June 2010, the company inaugurated the factory for the Nano mini car at standard, in the
western state of Gujarat.
On 8 March 2017, Tata Motors announced that it has signed a memorandum of understanding
with Volkswagen to develop vehicles for India’s domestic market.
On 3 May 2018, Tata Motors announced that it sold its aerospace and defense business to
another Tata Group Entity, Tata Advanced Systems, to unlock their full potential.
On 29 April 2019, Tata Motors announced a partnership with Nirma University in Ahmedabad to
provide a [Link]. Degree programme for employees of its Sanand plant.
TATA MOTORS PRODUCTS:
Passenger Cars
Trucks
Vans
Buses
Sports cars
Military vehicles
ACQUISITIONS AND JOINT VENTURE:
Fiat Automobiles (1997)
Tata Daewoo (2002)
Jaguar Land Rover (2008)
Tata Marco polo (2008)
MAJOR BRANDS:
Jaguar Land Rover the British company making jaguar and Land Rover (including Range
Rover) cars.
Fiat-Tata was a joint venture with Fiat which manufacture automotive components and
Fiat and Tata branded vehicles.
Tata Technologies
Tata Daewoo
Tata Macro Polo
Tata Hispano, coach builder.
CORPORATE SOCIAL RESPONSIBILTY:
Tata motor’s commitment to sustainable development is deeply rooted in the legacy of
the Tata Group- to build businesses with social and environment consciousness and
positively contribute to societal wellbeing.
Health
Education
Employability
Environment
A GLOBAL TOUCH:
Tata Motors 170-nation network gives employees opportunities that few companies in the world
can [Link] Motors has a natural advantage in attracting talent in spite of its sluggish
performance in the domestic market. Its best performers in India can get a chance to work with
the company's marquee brands in the UK - Jaguar and Land Rover. The company says 150-200
employees get global experience every two-three years.
Tata Motors employs over 59,000 people in 170 countries. The employees are as diverse as its
network, comprising over 6,600 touch points and R&D centres. The company, says Gajendra
Chandel, Chief Human Resources Officer, ensures a judicious mix of people in its workforce.
"The question is, how can we attract talent? How can we mentor the aspirational employees? We
look at the entire lifecycle management of people," says Chandel.
The human resource strategy is based on the premise that people drive performance and help
companies meet long-term objectives. Programmes such as mini-assessments and the Fast Track
Selection Scheme ensure that talent is spotted early.
"Employee responsibilities move across functions and geographies. The development plan
depends on the employee's skills, leadership qualities and behaviour. We have structured mid-
year and full-year reviews to frame the development plan," says Chandel.
Tata Motors Academy enables knowledge sharing through initiatives such as Learning
Management System (LMS) and iTeach. LMS allows employees to take ownership of
knowledge accretion, while iTeach provides a platform for senior management to share their
expertise. Combined with a rearticulated compensation philosophy and variable pay plan, the
human resource initiatives ensure that Tata Motors remains performance-oriented and talent-
driven. According to the company, employee satisfaction rates have risen from 57 per cent to an
all-time high of 65 per cent. Attrition is falling and is now in single digits, says Chandel.
Gender diversity is another strong point of Tata Motors. About 1,800 women work on the shop
floor. "We provide women a comfortable working environment. We offer six months maternity
leave, work-from-home option and 3-12 months sabbatical. The plants have creches," says
Chandel. Medical insurance covers to employees are also quite generous.
AWARDS WON:
Customer Support CVBU conferred with the 'Golden Peacock National Training
Award' 2011
Ranked 'No. 1 in Nielsen's Corporate Image Monitor Survey 2012' in India (for
innovative techniques, providing reliable products & striving for excellence)
Ranked No.1 Employer in the Engineering & Automotive Sector and No. 10 overall for
2011 in a survey conducted by Business Today, for 'Best Companies to Work for in
India'
Conferred with the prestigious 'Golden Peacock Award' for Excellence in Corporate
Governance for 2011
Won the 'Golden Peacock Environment Management Award' for Corporate Social
Responsibility for 2011
Pantnagar plant
- was conferred with the 'Sword of Honour Award' by the British Safety Council, UK
- won the prestigious 'Safety Innovation Award' 2011
Lucknow plant won
- the 'Greentech Environment Silver Award' 2011
- the 'Golden Peacock National Quality Award' 2011
- the 'National Energy Conservation Award (NECA)' for two consecutive years
- the 'CII Excellent Energy Efficient Unit Award' 2011 for the third consecutive year
Various awards won by Jaguar Land Rover and products from its stable include:
Jaguar Land Rover campaign, 'Ultimate Destination' received two awards for its
innovative multi-platform recruitment
CHAPTER 2
REVIEW OF LITERATURE
Job satisfaction is an optimistic feeling for one’s job. Job satisfaction is a very important attribute
which is frequently measured by organizations. Organizational scholars have long been
interested in why some people reports being very satisfied with their jobs, while others express
much lower levels of satisfaction. Few studies are undertaken on the Job satisfaction of
employees:
This review of literature
analyses the empirical
literature
considering different
working organizations
employees’ occupation
satisfaction and its
related factors.
This review of literature
analyses the empirical
literature
considering different
working organizations
employees’ occupation
satisfaction and its
related factors.
This review of literature
analyses the empirical
literature
considering different
working organizations
employees’ occupation
satisfaction and its
related factors.
This review of literature
analyses the empirical
literature
considering different
working organizations
employees’ occupation
satisfaction and its
related factors.
This review of literature
analyses the empirical
literature
considering different
working organizations
employees’ occupation
satisfaction and its
related factors.
(Davis et al.,1985), Job satisfaction represents a combination of positive or negative feelings
that workers have towards their work. Meanwhile, when a worker employed in a business
organization, brings with it the needs, desires and experiences which determinates expectations
that he has dismissed. Job satisfaction represents the extent to which expectations are and match
the real awards. Job satisfaction is closely linked to that individual's behavior in the work place.
Davy et al., (1991) clearly stated the relationship between job security, job satisfaction and
retention and highlighted that the results of insecurity among workforce results into job
dissatisfaction.
Abraham (1994) when comparing effectiveness of teaching, it is evidenced that faculties with
high and medium level of satisfaction were more effective than those with low level of job
satisfaction.
Koh and Goh (1995), highlighted the significant factors that affect turnover intentions which
were job satisfaction with respect to career growth, identity of company and financial rewards
and results showed that the higher satisfaction over these factors causes lower turnover
intentions.
Vijaya Mani (2010) in a study to analyses employee job satisfaction and motivation used
scorecard. It is found that if employees are dissatisfied, it is struggle for the employer to retain
the knowledgeable people in the organization.
Noltemeyer and Patrick (2014), it is proved in this study that there are certain responsibilities
which accounts for job satisfaction. These are responsibility, work, good supervisor and
employee recognition.
(Hoppock, 1935) , defined job satisfaction as any combination of psychological, physiological
and environmental circumstances that cause a person truthfully to say I am satisfied with my job.
(Vroom, 1964) According to this approach although job satisfaction is under the influence of
many external factors, it remains something internal that has to do with the way how the
employee feels. That is job satisfaction presents a set of factors that cause a feeling of
satisfaction. Vroom in his definition on job satisfaction focuses on the role of the employee in
the workplace. Thus he defines job satisfaction as affective orientations on the part of individuals
toward work roles which they are presently occupying.
(Kaliski,2007), Job satisfaction is a worker’s sense of achievement and success on the job. It is
generally perceived to be directly linked to productivity as well as to personal well-being. Job
satisfaction implies doing a job one enjoys, doing it well and being rewarded for one’s efforts.
Job satisfaction further implies enthusiasm and happiness with one’s work. Job satisfaction is the
key ingredient that leads to recognition, income, promotion, and the achievement of other goals
that lead to a feeling of fulfillment.
(Statt, 2004), Job satisfaction can be defined also as the extent to which a worker is content with
the rewards he or she gets out of his or her job, particularly in terms of intrinsic motivation.
(Armstrong, 2006), The term job satisfactions refer to the attitude and feelings people have
about their work. Positive and favorable attitudes towards the job indicate job satisfaction.
Negative and unfavorable attitudes towards the job indicate job dissatisfaction.
(George etal., 2008) Job satisfaction is the collection of feeling and beliefs that people have
about their current job. People’s levels of degrees of job satisfaction can range from extreme
satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs as a whole.
People also can have attitudes about various aspects of their jobs such as the kind of work they
do, their coworkers, supervisors or subordinates and their pay.
(Mullins, 2005), Job satisfaction is a complex and multifaceted concept which can mean
different things to different people. Job satisfaction is usually linked with motivation, but the
nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction
is more of an attitude, an internal state. It could, for example, be associated with a personal
feeling of achievement, either quantitative or qualitative.
(Azeri, 2008), We consider that job satisfaction represents a feeling that appears as a result of the
perception that the job enables the material and psychological needs.
Bhati p. (2013), identified in her research work that the different provisions provided to the
employees under factories Act 1948 are showing positive relation with the employee’s
satisfaction. Company should know the requirement of employees in term of different non-
financial motivational tools. This study can be useful for identifying the factories which needs to
employee satisfaction & company can use those factors retention tool for retaining employees in
the organization.
The study on labor welfare and job satisfaction was conducted by Agnihotri (2002). This study
on Labor Welfare Activities and Its Impact on Laborer Behavior found that job satisfaction and
the different dimension of welfare facilities was significantly related.
Srimannarayana and Srinivas (2005) conducted a study titled Welfare Facilities in a Cement
Plant: Employees' Awareness, Utilization and Satisfaction which analyzed welfare facilities
provided by the plant, its administration and examined the extent of awareness, utilization and
satisfaction of the employees with the welfare facilities.
CHAPTER 3
OBJECTIVES
Objective of the study:
To study the level of satisfaction among the employees relating to the nature of the job
and the working environment in Tata Motors (Cargo Motors).
To evaluate the satisfaction regarding the salary and other benefits of its employees.
To suggest suitable measures to improve the overall satisfaction of the employees in the
organization.
CHAPTER 4
RESEARCH MEDOTHOLOGY
Research methodology means "defining a problem, defining the research objectives, developing
the research plan, collecting the information, analyzing the information and presentation of
findings." Such framework is called "Research Design". The research process that would be
followed by me consisting following steps;
Research Define
The research would be carried out to know job satisfaction of employees in Cargo Motors at
Jalandhar.
Research Design
A research design is the arrangement of conditions for the collection and analysis of data in a
manner that aims to combine relevance to research purpose with economy in procedure. My
research would be descriptive in nature. This step of the study consists of developing the most
efficient plan for gathering the relevant data. The following factors will be under focus in the
research plan:
Descriptive Research: Descriptive research is a research where in researcher has no control
over variable. It just presents the picture, which has already studied. It is a type of conclusive
research, which has as its major objective the description of something-usually market
characteristics or functions.
Sampling Design: It is a definite plan for obtaining a sample from a given population. It refers
to the technique or the procedure the researcher would adopt in selecting items for the sample
Universe: Research sample unit refers to the geographical area that I will cover while
conducting the research. The universe of my study would be Jalandhar
Sample Unit: Who is to be surveyed? The target population must be defined that will be
sampled. It is necessary to develop a sampling frame so that everyone in the target population
has an equal chance of being sampled. The sample unit pertaining to my study would be
respondents of Jalandhar
Sample Size: How many people will be surveyed? This refers to number of respondents to be
selected from the universe to constitute a sample. An optimum sample is one that fulfills the
requirements of efficiency, reliability and flexibility. The sample size of 50 will be served the
purpose of my study.
Sample Method: The sampling method used would be non-probability convenience sampling
(where the researcher selects the most accessible population members from which to obtain
information).
Methods of Data Collection and analysis: The researcher can get two types of data:
a) Primary Data b) Secondary Data
I will use the Primary method for collection of data.
Primary Data: Primary data is a data which did not exist earlier and is being collected by the
researcher first time for its specific objectives. The primary data would be collected through
questionnaires by conducting personal interview and telephonic interviews of the respondents of
Jalandhar.
REFRENCES:
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