A STUDY ON JOB SATISFACTION

(With special reference to HERO HONDA, Akividu)

A Project report submitted to
D.N.R. College P.G.Courses (A), Bhimavaram
Impartial fulfillment for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION

Submitted By
EDHA EVANGELIN
(Regd.No:2131025)

Under the guidance of

Mr. N. DINESH,
M.A., B.Ed., M.B.A., NET., (Ph.D)
Assistant Professor

P.G. DEPARTMENTOFMANAGEMENTSTUDIES
D.N.RCOLLEGE (A)
(ACCREDITEDATB++GRADEBYNAAC)(AFFILIATEDT
OADIKAVINANNAYAUNIVERSITY,

RAJAMAHENDRAVARAM AND APPROVED BY AICTE, NEW DELHI),

BHIMAVARAM– 534202

(2021-2023)
 P.G. DEPARTMENT OF MANAGEMENT STUDIES
D.N.R.COLLEGE
WEST GODAVARI DISTRICT, BHIMAVARAM-534202, A.P.

STD:08816
Dr.P.Sridhar Rao
Off :229260,224072
M.B.A,MPhil,Ph.D
HEAD OF THE DEPARTMENT
Cell: 9912130704
Mail:[email protected]

Date:

CERTIFICATE
This is to certify that the project report titled “A STUDY ON JOB SATISFACTION”,
(with special reference to HERO HONDA. Akividu), submitted by EDHA EVANGELIN, in
partial fulfillment for the award of the degree of Master of Business Administration is a record of
bonafide work done by her under my guidance and supervision.

Mr. N.DINESH Dr.P.SridharRao

(Project Guide) (Head of the Department)

(External Examiner)
 DECLARATION

I, the under signed below declare that the project report titled “A STUDY ON JOB
SATISFACTION” (With special reference to HERO HONDA, Akividu) is written and
submitted by me under the guidance of Mr. N.DINESH.
The empirical findings in the report are based on the data collected by me during the
summer placement training Programme and also that the matter presented here is not a
production of any other source and it is an original work done by me.

I hereby understand that such copying is liable to be punished in anyway the university
authorities deem fit.

Place:Bhimavaram, E. EVANGELIN
Date: RegdNo:2131025
Batch:2021-2023
 ACKNOWLEDGEMENT

I am very much indebted to my project guide Mr. N.DINESH, for his valuable
guidance and timely suggestions.

I also thank Dr.P.Sridhar Rao, Head of the Department, P.G. Department of

Management Studies, D.N.R. College (A), Bhimavaram for his valuable guidance, advice,
encouragement and help from the beginning of the project to till the completion of record
work.

I also offer my sincere thanks to Dr.A.Krishna Mohan, Director, MBA Program for his
steps of initiation for completion of the project work in time.

I record my deep sense of gratitude to Dr.B.S.Santha Kumari, Principal, D.N.R.

College (A), P.G. Courses, Bhimavaram, for providing me the opportunity to undergo summer
training programme.

I take this opportunity to convey my heartfelt thanks to Mr.Y.Manikanta, Managing

Partner, HERO HONDA, Akividu, for giving me an opportunity and constant support and
guidance in the organization to successfully complete my study.

I express my thanks to my parents for giving me moral support and encouragement

through out of my studies. I deeply appreciated one and all whose guidance has been
given at every step and without whom this work would not be completed.

E. EVANGELIN
RegdNo:2131025
 INTRODUCTION

HUMANRESOURCEMANGEMENT
Human Resource Management was originally known as personnel or people management. In the
past, its role was quite limited. Within any company or organization, HRM is a formal way of
managing people. It is a fundamental part of any organization and its management.

The main responsibilities of the personnel department include hiring, evaluating, training, and
compensation of employees. The human resources department deals with any issues facing the
staff in their working capacity within an organization. HR is concerned with specific work
practices and how they affect the organization‟s performance.

Human Resources Management deals with:

 Anything related to managing people within a company or organization. This means

decisions, strategies, principles, operations, practices, functions, activities, and the methods
used to manage employees.
 The type of relationships people has in their places of employment and anything that
affects those relationships in a positive or negative way.
 Ensuring that employees are satisfied with the conditions of their employment. This
leads to better services and production of goods and helps the company‟s success.
 HRM focuses on bringing in (recruiting) new employees with new talents for the
company and managing employees. Another function is to guide and help said employees by
providing direction when necessary. In a large organization, with a lot of people, it is
important to have a department that specifically focuses on staff issues. These issues are
things like hiring, performance management, organizational development, training,
occupational health and safety, motivation incentives, communication, workplace culture,
and environment.
 Human Resource Management is now a vital part of any organization. Every company or
organization is required to have this department. It helps with increasing the morale of
workers by working on relations between employees and their employers and constantly
striving to make them better. The HR department also provides any support employees need
to assist them improve their performance.

1
 DEFINITIONS OF HRM
Human Resource Management is defined as “planning, organizing, directing, controlling of
procurement, development, compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and social objectives are achieved.”
- EDWIN B FLIPPO

“Human Resource Management is the function performed in organizations' that facilitate the
most effective use of people (employees) to achieve organizational and individual goals”.
- GLUECK

NATURE OF HRM

1. Pervasive Function: HRM is practiced at all levels of management and applies to all kinds of
organisation‟s, even to non-profit organisation‟s.
2. Result Oriented: It aims at achieving organisational objectives through the optimum
utilization of human resources.
3. Tactful Approach: HRM deals with the people who are distinct from one another; thus the
manager needs to apply diverse strategies and tactics at different point of time and in different
situations.
4. People-Centric: Human resource management is concerned majorly with the employees
working in an organisation.
5. Integrative Action: It focusses on maintaining cordial relations among the employees at
different levels and also addresses employee grievances.

6. Continuous Process: HRM is an ongoing process of procurement, development and

redirection of personnel towards the organisational goals. It cannot be completed in a day, a
week or a month.
2
 SCOPE OF HRM

1) Procurement:

It includes recruitment and selection of the right of personnel to occupy the various posts in the
organization. It includes:

i) Determination of manpower requirements

ii) Job analysis
iii) Nature and scope of recruitment
iv) Employee selection and
v) Placement of employees

2) Training and Development:

Training & development is a must to prepare the worker made to involve the employees in the
actual management situations. Employees‟ participation in committees and board meetings may
also contribute toward their development.

3) Job Analysis and Job Description:

Job analysis & job description involves the studies of job requirements of the Organization and
the assignment of well-defined functions to jobs so that suitable employees may be hired. It also
forms the basis of wage determination.

3
4) Remuneration:

The provision of ample remuneration for the work done by an employee involves job analysis
and job evaluation. It includes the determination of wage rates, incentive systems of wage
payment, merit rating, and performance appraisal.

5) Personnel Records:

The activity of personnel records includes the collection of bio-data of all employees pertaining
to their work e.g., aptitude payment records, training job performance.

6) Welfare and Industrial Relations:

Welfare and industrial relations include health and safety programs, sanitary facilities,
recreational facilities, group insurance employee associations, etc.

FUNCTIONS OF HRM

MANAGERIAL FUNCTIONS

The managerial function includes activities like planning, organizing, coordinating, directing,
and controlling the employees. However, they are performed by all types of managers including
human resource managers.

1. Planning

Planning is a fundamental function of HRM. It involves the decision taken in advance about the
future work of the organization. In this process some decision is taken about the work, such as

4
what are the works we have to perform, the right time and right place to perform, the process
how to perform that works, and who will perform that wok.

2. Organizing

Organizing calls for grouping of personnel activities, assignments of different activities to

different individuals. It is used in the sense of an enterprise or a business unit.

In an operational sense, organizing may be considered as consisting of division of work among

people and coordination of their activities towards some objectives.

3. Directing

It is the managerial function consisting of all those activities which are concerned directly with
guiding, influencing, and supervising the subordinates in their job. Some elements of the
directing function of HRM are:

(a) Supervising the work of subordinates to ensure that their performance conforms to the plan.
(b) Maintaining discipline and rewarding effective performance.
(c) Issuing orders and instructions.
(d) Motivating the subordinate to direct their behaviour in a desired pattern.

4. Co-ordination

It is concerned with harmonious and unified action directed towards common objectives.
Communication with each other is very important and effective for the organization. It ensures
that all the employees perform their work more efficiently with the optimum utilization of
resources and with happy working environment in the organization.

5. Controlling

It is a function of management which measures and corrects the performance of subordinates to

make sure that the organizational objectives and plans made to achieve them are
accomplished.Control thus consists in knowing the extent to which actions conform with plans
adopted and instructions issued so that errors and deviations are reported and appropriate
corrective action taken.

5
 OPERATIVE FUNCTIONS

1. Procurement

Procurement is the process of recruiting the expected number of employees with the desired
qualification and experience which is required for an organization to achieve its objectives.It is
mainly concerned with hiring the right people, in the right place, at the right time. It is
concerned with the obtaining of the proper kind and number of personnel necessary to
accomplish necessary organizational goals.

2. Development

Development is a process of activities performed such as training, seminars, skill development

program, group discussion, and education etc in order to increase the efficiency and skills of the
workers.Therefore, through development, the skills and efficiency of the employees are
improved and these results in the better job performance which is necessary for the organization.

3. Compensation

This function can be defined as the adequate and equitable remuneration of personnel for their
contributions to the organisation objectives. Compensation remains one of the basic functions of
personnel management.A proper wage system takes into consideration several factors subjects
like job evaluation, wage policies, wage system, and wage incentive schemes.

4. Integration

It can be defined as an attempt to effect a reasonable reconciliation of individual and

organizational interests. So, functions of procurement, development and compensation must be
followed by integration. The function of integration relates to the problem of communication,
informal organization, and trade unions.

5. Maintenance

Maintenance refers to sustaining and improving the conditions that have been established. This
would thus include the above functions. However, it must be pointed out that it would be
necessary to take care of the physical and mental well-being of the employees.

JOBSATISFACTION

Job satisfaction is the collection of tasks and responsibilities regularly assigned to one person,
while a job is a group of Positions. Which involves essentially the same duties, responsibility ,
skills and knowledge. Job satisfaction has some relation with the mental health of the people.lts
spreads the good will of the organization. Job satisfaction reduces absenteeism, labor turnoover
6
and accidents. Job satisfaction increases employee's morale, productivity etc.

Job satisfaction creates innovative ideas among the employees. individual may become more
loyal towards the organization. Employees will be more satisfied if they get what they expected,
Job satisfaction relates to inner feelings of workers. Naturally it is the satisfied worker who shows
the maximum effectiveness and efficiency in his work.

The term "job satisfaction" was brought to limelight by Hoppack. He reviewed 32 studies on job
satisfaction conducted prior to 1933. Job satisfaction refers to a person‟s feeling of satisfaction on
the job, which acts as an elevation to work. It is not a self-satisfaction, happiness are self –
contentment but the satisfaction on the Job.

Job satisfaction is measured using questionnaires that employees complete. Sometimes a single
question might be asked in a very straightforward way to which employees respond using a
rating scale, such as a Likert scale, which was discussed in the module on personality. A Likert
scale (typically) provides five possible answers to a statement or question that allows
respondents to indicate their positive-to-negative strength of agreement or strength of feeling
regarding the question or statement.

Definitions of Job Satisfaction

Job satisfaction has been defined in many studies. Cranny Smith and Stone

 (1992) define job satisfaction as employees emotional state regarding the job,
considering what they expected and what they actually got out of it. In fact, an
employee with low expectations can be more satisfied with a certain job than someone
who has high expectations. If one‟s expectations are met or exceeded by the job, then
one is happy and satisfied with the job.


 According to Hoppack, “Job satisfaction is an outcome of psychological,

psychological and environmental forces that cause a person to say truthfully, I am
satisfied with my job”.
 According to smith,“Job satisfaction is the persistent feeling towards discriminable
aspects of the job situation”.

7
 OBJECTIVES OF THE STUDY

1) To study the level of job satisfaction among the employees in Hero Honda company.

2) To study about the overview of Automobile industry.

3) To study about the attitude of the employees towards the nature of job in Hero Honda company.

4) To identify the factors of motivation for employees in Hero Honda company.

5) To understand the need of job satisfaction among the employees.

8
 NEED OF THE STUDY

A satisfied employee is always an asset to organization. A satisfied employee

is the most important resource for an organization success, it is important to know to what
extent the employees are satisfied. Job satisfaction is a pre-requisite to user in quality at the
human social Sub system of an organization enabling better renewal process and adoption
of importance of job satisfaction. The research under look is a study to determine the levels
of job satisfaction of the employees.

9
 SCOPE OF THE STUDY
The scope of the study is restricted to automobile industry and Hero Honda only. The
study is confined on to the City of Akividu and its surrounding areas only. Though
Geographical limitations don't play a major role in my study I have asked the respondents
about their nativelocation.

The study is limited and subjected to job satisfaction levels of Hero motor Corp only.
Satisfaction in job depends on various factors and then vary from industry to Industry.

This report may be useful to the management students for Reading and may be useful in
Preparing their report on the job satisfaction in business concerns, public organization etc.

10
 METHODOLOGY OF THE STUDY

Definition
The research methodology is a systematic way to solve the problem and it‟s an important
component of the state without which researcher may mist be able to obtain the facts and
figures from the employees The study died on primary as well as secondary data collected
from different sources

The data has been collected in two forms. There

1. Primary data

2. Secondary data.

1) Primary Data:-

Itistheinformationcollecteddirectlywithoutanyreferenceinthisstudyitwasmainlythrough
Interviews with concerned officers and staff, either individually or collectively .Some of the
information had been verified of supplemented conducting personal with observation. The data
includes :

Organization chart has been drawn through observation

11
Primary Sources:-
It is also called as first handed information, the data is collected through observation in the
organization and interview with official .

2) Secondary sources:-

The secondary data was collected from already published source such as Pamphlets ,annual reports
,returnand international records.

The data includes:

Methodology under study has been collected from the annual reports of Hero Honda in
house magazines, Publications, books, Journals an Management and Websites.

Secondary

sources: Magazines:

1) Bike India magazine

2) EVO India magazine

3) Over drive magazine.

Websites:https://m.heromotocorp.com

HeroMotoCorp

12
Sampling size:

The method adopted for collection of data is "ample random sampling technique. It is one
of themethods of probability sampling in this technique the sample is chosen
independently from eachgroup. This method attempts to design a more efficient sample in
terms of representativeness of the data

Population:-

Population is the collection of the elements which has some or the other characteristic in
common.Number of elements in the population is the size of the population.

Though I distributed the questionnaire for all 80 employees 'record only 50 Responses .Hence
this surveycovered 50 employees out of 80 employees in the organization. The Executives
cadre consists of manager and other executive's, and the supervisory cadre consists of
incharges of different departments.

13
 LIMITATIONS OF THE STUDY

 The present research is restricted to Akividu city only.

 Thesamplesizetakesonly100andassuchisverysmallscomparedtotheuniverse,this is due to the

constraints of time and effort, and as such may not be enough generalize to the nice
population, however is presumed that the sample represents the universe.

 Respondents might have responded with the actual feelings off acts while giving responses
to the questionnaire.

 Time being aliminating factor was not sufficient to gather opinions from the respondents,
who form part of the universal sample.

 While every care as been taken to eliminate perceptual hiss from the side of the researcher
and the respondents however certain element of bias might have set into the research in
adverantly.

14
 INDUSTRYPROFILE
The automobile industry in India is one of the largest in the world with an annual production of
23.37 million vehicles in FY 2014-15, following a growth of 8.68 per cent over the last year.
The automobile industry accounts for 7.1 per cent of the country's gross domestic product
(GDP) The Two Wheelers segment, with $1 per cent market share, is the leader of the Indian
Automobile market, owing to a growing middleclass and a young population. Moreover, the
growing interest of companies in exploring the rural markets further aided the growth of the
sector. The overall Passenger Vehicle (IV) segment has 13 per cent market share.

In 1897, the first car ran on an Indian road. Through the 1930s, cars were imports only, and in
small numbers. An embryonic automotive industry emerged in India in the 1940s Hindustan
Motors was launched in 1942. long-time competitor Premier in 1944, building Chrysler
,Dodg,and Fiat products respectively . Mahindra & Mahindra was established by two brothers
in 1945,and beganassemblyofJeep CJ- 3Autilityvehicles.FollowingIndependencein 1947, the
Government of India and the private sector launched efforts to create an automotive component
manufacturing industry to supply to the automobile industry. In 1953,an import substitution
programmed was launched, and the import of fully built-up cars began to here restricted.

Eventually multinational automakers, such as, Suzuki and Toyota of Japan and Hyundai of
SouthKorea, were allowed to invest in the Indian market, furthering the establishment of an
automotive industry in India. Maruti Suzuki was the first, and the most successful of these
new entries, and in part the result of government policies top romote the automotive industry
beginning the 1980s. As India began to liberalize its automobile market in 1991, a number of
foreign firms alsoinitiated joint ventures with existing Indian companies. The variety of
options available to the consumer began to multiply in the nineties, where as before there had
usually only been one option in each price class. By 2000, there were 12 large auto motive
companies in the Indian market, most of them offshoots of global companies. History of the
Two wheeler:
The automobile industry covers a span of more than two centuries. The earliest record
automobile was Built in 1668 by Ferdinanel VeriTest a Beloiun. In 1885 Kari fried Rich Benz
developed Petrol driven car .Lateron trucks, motorcycles and other types of vehicles were also

Invested Research and Development activities help the industry to induce various new miss

using newdongand werid

15
 Now fuel sand engines (machines)were also constantly being introduced. The wheelers have a
long history: to 1885. "Gettibe Diameter” designed the first motorcycles .I traveled 19
kph.British started the Production of Motorcycle in 1899, West Germany was ahead of other
countries in the production of motor cycle. It produced 1000 machines in 1994 Now Japanese
are in a dominant position producing fast and fuel efficient motorcycles and scooters.

Inventions of Two Wheelers:

The inventors culled their invention the Regen (“riding car”) It was designed as un expedient
tested for the irnewengine, rather than a true proto type vehicle. The fit commercial design for
self-propelled cycle was a three-wheel design called the Butler petrol Cycle, conceived of und
Butterin England in 1884. He exhibited his plans for the vehicle at the Stunt Cycle Showing
London in 1884. The vehicle was built by this Merry weather Fire Engine company in Greenwich,
in 1888 Many authorities have excluded team powered, electric motorcycles or diesel-powered
two-wheelers from the definition of a motorcycle, and credit the Daimler Reit wagen as the
world's first motorcycle. Given the rapid rise in use of electric motor cycles worldwide, definingly
internal combustion powered two-wheelers as 'motorcycles' is in creasingly problematic. If a two-
wheeled vehicle with steam propulsion is considered a motor cycle, then the first motorcycles
built seem to be the French MIichaux - Perreaux steam velocipede which patient application was
filled in December 1868, constructed around the same time as the American Roper steam
velocipede, built by Sylvester H. Roper Roxbury Massachusetts who demonstrated his machine at
fits and circuses in the eastern US. in 1967,Roperbuiltabout10steamcarsandcyclesfromthe1860s
until his deathin1896.

Technical aspects:

Construction:

Motorcycle construction is the engineering manufacturing, and assembly of components and

systems for a motorcycle which results in the performance, cost, and aesthetics desired by the
designer.With some exceptions, construction of modem mass-produced motorcycles has
standardized on a steel oral aluminum frame telescopic forks holding the front wheel, and disc

16
 brakes. Some other body parts, designed for either aestheticor performance reasons may be added.
Apetrol powered engine typically consisting of between one and four cylinders (and less commonly,
up to eight cylinders) coupled to a manual five- or six-speed sequential transmission drives the
swing arm-mounted rear wheel by a chain, drives haft or belt.

Fuel economy:

Motorcycle fuel economy varies greatly with engine displacement and riding style ranging from a
low of 29 mpg-us (8.1 L/100 km; 35 mpg-imp) reported by a Honda VTR1000F rider ,to 107
mpg. us (2.2 L/100 km; 129 mpg-imp) reported for the Verucci Nitro 50 cc scooter. Aspecially
designed Matzo Matsuzawa Honda XL125 achieved 470 mpg us (0.50 L/100 km;560 mpg imp)
"on real highways in real conditions." Due to low engine displacements (100cc-200 cc), and high
power-to-mass ratios, motorcycles offer good fuel economy. Under conditions of fuel scarcity like
1950s Britain and modern developing nations, motor cycles claim large shares of the vehicle
market.
Accessories:
Various features and accessories may be attached to a motorcycle either as OEM (factory-fitted) or
aftermarket. Such accessories are selected by the owner to enhance the motor cycle's appearance,
safety, performance, or comfort, and may include anything from mobile electronics to side cars and
trailers.

Historical Evolution of the Indian two-wheeler industry

The two-wheeler industry (henceforth TWI) in India has been in existence since 1955. It consists of
three segments viz., scooters, motorcycles, and mopeds. The increase in sales volume of this industry
is proof of its high growth. In 1971, sales were around 0.1 million units per annum. But by 1998, this
figure had risen to 3 million units per annum. Similarly, capacities of production have also increased
from about 0.2 million units of annual capacity in the seventies to more than 4 million units in the late
nineties. The TWI in India began operations within the framework of the national industrial policy as
espoused by the Industrial Policy Resolution of 1956. (See Government of India 1980, 1985, 1992).
This resolution divided the entire industrial sector into three groups, of which one
containedindustrieswhosedevelopmentwastheexclusiveresponsibilityoftheState,another included house
industries in which both the State and the private sector could participate and the last Set of industries
that could be developed exclusively under private initiative within the guide lines and objectives laid
out by the Five Year Plans.

17
(CMIE, 1990) Pa investment was channelized and regulated through the extensive time of using
giving the State comprehensive control over the directions and pattern of investment. Entry of
firms, city expansion, choice of product and city mix and technology, were all effectively
controlled by the Stain in a bid to prevent the concentration of economic power. However due to
last in the system, fresh policies were bright in at the end of the sixties These misted of MTP of
1969 and FERA of 1973, which were aimed at regulating monopoly and foreign investment
respectively. Firms that cutie under the purview of the Arts were allowed to invest only in a select
set of industries.

Thus net of controls on the economy in the seventies coined several firms to a) operate below
theminimum scale of efficiency (henceforth MES), b) under-utilize capacity and, c)use out dated
technology. While operation below MES rated from the fact that several incentives were given to
smaller firms, the capacity under-utilization was the all of

i) the capacity mix being determined independent of the market demand,

(ii)the policy of distributing imports hand on capacity, causing firms to expand beyond levels
determined by demand so as to be eligible for more imposts. Use of out dated technology resulted
from the restrictions placed on import of technology through the provision of FERA. Recognition
of the deleterious effects of these policies led to the initiation of reforms in 1975 which took on a
more pronounced shape and acquired wider scope under the New Economic Policy (NEP) in 1985.
As part of these reforms, several groups of industries were relicensed and "broad banding"
waspermitted in select industries, Controls over capacity expansion were relaxed through the
specification of the MES of production for several industries.
Foreign investment was allowed in select industries and norms under the MRTP Act were relaxed.

These reforms led to arise in the trend rate of growth of real GDP from 3.7% in the seventies
5.4% in the eighties .However the major set of reform same in1991in response to a series of
macro economic crises that hit the Indian economy in 1990-91 Several industries were
deregulated, the Indian rupee was devalued and made convertible on the current account and
tariffs replaced quantitative restrictions in the area of trade. The initiation of reforms led to a drop
in the growth of real GDP between 1990-1992, but this averaged at about 5.5% per annum after
1992. A position of regulation and tight control in the sixties and seventies, to a more liberalized
one in the eighties and nineties.

18
 Conclusions:

The compound Her final Index indicate that the Indian two-wheeler industry continues to be
oligopolistic in the post reforms period even though the degree of concentration has declined. This
implies that the deregulation of the industry has not led to substantially higher competition This
may reflect the inadequacy of regulatory policy and/or the nature of the technology of the industry
wherein an oligopolistic structure is natural. The values of the Her final Index also indicate that
the three segments of the industry have responded indifferent ways to changes in the forces of
competition. This is an outcome of liberalization which led to an unequal number of entrants in
each segment. We find that the motorcycle segment has had a greater number of entriest and did
the scooter or moped segments. Thus, it is quite possible that when competition inducing policies
are introduced, there could be an unequal number of entrants in each segment, which would then
further increase oligopoly in some segments and for the industryas a whole Oligopoly could also
result from the fact that it is existing firms that are introducing new brands rather than new firms
entering the industry. When the movement of prices in the three segments is considered, it is seen
that prices (net of inflation) have not decreased though the number of brands has increased. This
is indicative of oligopoly.
Therefore, future reforms in the industrial policy covering the two-wheeler industry will probably
need to incorporate some mechanism to induce new firms to enter the industry. The results for
Kendall's Rank Concordance Test suggest that a few of the firms in the industry exercise undue
influence in the market. This is due to the structure of competition in the marketwhich has led
larger firms to succeed in consolidating capacities while smaller firms have remained less-
dominant

The Kendall 's test also enables us to identify the firms that have contributed to the high levels of
concentration in the industry in addition to tracing the mobility of firms in the industry as a whole.
This result should come in handy in the formulation of policies on competition which contains
appropriate antitrust mechanisms. Conventional wisdom will lead us to believe that proliferation
of brands is assign of

competition.We however find that one of the measurable in dices of competition, viz., the extent
of price flexibility is nonexistent. Non price competition is the norm. This is the out come of
broad banding. Declining firms have taken advantage of this provision and introduced more
brands that are for the most part similar. This has lead to highly fractured markets and persistent
oligopolistic tendencies. From the results of the Evans and Karras convergence test and, from the
definition of absolute convergence it can be inferred that in thescooter and motor cycle segment
19
 inter heard transmittal of information through promotion, product developes, pricing this likely to
be effective in influencing the growth rates of other firms in these segments. The firms in the
moped segniest on other hand, probably compare themselves with finus in another agent (such as
scooters) or with other modes of transport and are therefore not inter- dependent. This would
explain why convergence is conditional in this segment.

HIGHLIGHTS OF INDIA'S AUTOMOBILE INDUSTRY2021-2022

Production

Theindustryproducedatotal25,316,044vehiclesincludingpassengervehicles,commercialvehicles, there
wheelers, two wheelers and quadric cycle in April March 2021 as against24,016,599 in April-
March 2020, registering a growth of 5:41 percent over the same period last your.

Domestic Sales
 The sales of Passenger Vehicles grew by 9.23 percent in April March 2021 over the same
period last year.

 The overall Commercial Vehicles segment registered a growth of 4.16 percent in April
March 2022 as compared to the same period last year.

 Two Wheelers sales registered a growth at 6.89 percent during April- March- 2022 over
April-March 2021.

 Within the Two Wheelers segment, Scooters, Motorcycles and Mopeds grew by
11.39percent, 3.m percent and 23.02 percent respectively in April March 2022 over April
March 2021.

 Impact of demonetization on vehicle sales in Industry.

 Supreme court order to introduce BS4 vehicles.

.

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 COMPANY PROFILE

ABOUT US:
Hero Moto Corp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest manufacturerof two-
wheelers, based in India.

In 2001, the company achieved the coveted position of being the largest two-wheeler manufacturing
company in India and also, the World No.1' two-wheeler company in terms of unit volume sales in a
calendar year. Hero Moto Corp Ltd. continues to maintain this position till date.

Vision
The story of Hero Honda began with a vision the vision of a mobile and an empowered India, powered by
its two wheelers. Hero Moto Corp Ltd, company's new identity, reflects its commitment towards
providing world class mobility solutions with renewed focus on expanding company's footprint in the
global arena.

Mission
Hero Moto Corp's mission is to become a global enterprise fulfilling its customers' needs and aspirations
for mobility, setting benchmarks in technology, styling and quality so that it converts its customers into
its brand advocates. The company will provide an engaging environment for its people to perform to their
true potential. It will continue its focus on value creation and enduring relationships with its partners.
Strategy
Hem Moto Corp's key strategies are to build a robust product portfolio across categories, explore growth
opportunities globally, continuously improve its operational efficiency, aggressively expand its reach to
customers, continue to invest in brand building activities and ensure customer and shareholder delight

Brand:

The new Hero is rising and is poised to shine on the global arena. Company's new identity "Hero Moto
Corp Ltd is truly reflective of its vision to strengthen focus on mobility and technology and creating
global footprint Building and promoting new brand identity will be central to all its initiatives, utilizing
every opportunity and leveraging its strong presence across sports.
entertainment and ground-level activation.

21
Manufacturing:
Hero Motor Corp two wheelers are manufactured across 4 globally bench marked manufacturing
facilities. Two of these are based at Gurgaon and Dharuhera which are located in the state of
Haryana in northern India. The third manufacturing plant is based at Haridwar, in the hill state of
Uttarakhand; the latest addition is the state-of-the-art Hero Garden Factory in Neemrana,
Rajasthan.

Distribution:
The Company's growth in the two wheeler market in India is the result of an intrinsic ability to
increase reach in new geographies and growth markets. Hero MotoCorp's extensive sales and
service network now spans over to 6000 customer touch points. These comprise a mix of
authorized dealerships, service & spare parts outlets, and dealer-appointed outlets across the
country.

ORGANISATION STRUCTURE:
Mr. Brijmohan Lall Munjal is the founder Director and Chairman of the Company and the $3.2
billion Hero Group. He is the Past President of Confederation of Indian Industry (CII). Society of
Indian Automobile Manufacturers (SIAM) and was a Member of the Board of the Country's
Central Bank (Reserve Bank of India). In recognition of his contribution to industry, Mr. Munjal
was conferred the Padma Bhushan Award by the Union Government.

Mr. BrijmohanLallMunjal is currently on the board of the following companies:

Name of company Name of office

Hero Honda Motors Limited Chairman and whole-time
Director
Hero Honda Fin lease Limited Chairman and Director

Munjal show a Limited Chairman and Director

Easy Bill Limited Director
Rock man Industries Limited Director

Shivam Auto tech Limited Director

22
KEY MILESTONES OF HERO HONDA

YEAR EVENT

Joint collobration Agreement with Honda Motor Co.Ltd Japan signed

1999 shareholders Agreement signed

2000 Hero Honda Motors Ltd.Incorporated

2001 First motorcycle.”CD 100 “ rolled out

2002 100,000th motorcycle produced

2003 New motorcycle model-“Sleek” introduced

2004 New motorcycle model-“CD 100 SS” introduced

Raman Munjal vista Mandir inaugurated – A school in the memory of

founder Managing Director,Mr.Raman Kant Munjal
2005
2006 New motorcycle model – “splendor” introduced 1,00,000th motorcycle
produced

2007 New motorcycle model – “Street” intorduced Hero Honda‟s 2nd

manufacturing plant at Gurgaon inaugurated

2008 2,00,000th motorcycle produced

2009 New motorcycle model – “CBZ” introduced

Environment Management System of Dharuhera plant certified With ISO –

14001 by DNV Holland

Raman Munjal Memorial Hospital inaugurated – A Hospital in the memory of

founder Managing Director,Mr.Raman Kant Munjal

23
 4,000,000th motorcycle produced

Environment Management System of Gurgaon plant certified ISO – 14001 by

DNV
2010
Holland

Splendor declared „World No.1‟ -largest selling single two – wheeler model
“Hero Honda a Passport Program me” -CRM Programme launched

New motorcycle model –“Passion “ introduced

2011 One million Production in one single year

New motorcycle model – “Joy” introduced

5,000,000th motorcycle Produced

New motorcycle model – “Dawn “ introduced

2012 New motorcycle model - “Ambition “ introduced

Appointed V.irendeesehwag,MohammadKaif,YuvrajSingh,Harbhajan
Singh and Zaheer Khan as Brand Ambassadors

Becomes the first Indian Company to cross the cumulative 7 million sales
mark Splendor has emerged as the World‟s largest selling model for the third
Calendar year in a row (2000,2001,2002)

New motorcycle model – “CD Dawn “ introduced

2013
New motorcycle model – “Splendor+” introduced

New motorcycle model –“Passion Plus” introduced

New motorcycle model – “Karizma” introduced

24
 New motorcycle model – “Ambition 135” introduced

2014 Hero Honda became the world No.1 Company for the third Consecutive year

Crossed sales of over 2 million units in a single year,a global record.

Splendor – Worlds largest selling motorcycle crossed the 5 million mark

New motorcycle model – “CBZ” introduced

Joint Technical Agreement renewed

Total sales crossed a record of 10 million motorcycles

Hero Honda is the World No.1 for the 4th year in a row

2015 New motorcycle model – “Super Splendor” introduced

New motorcycle model –“CD Deluxe” introduced

New motorcycle model – “Glamour” introduced

New motorcycle model –“ Achiever” introduced

First Scooter model from Hero Honda – “ Pleasure” introduced

2016 Hero Honda is the World No.1 for the 5th year in a row

15 million production milestone achieved

2017 Hero Honda is the World No.1 for the year in a row

New „Splendor NXG‟ launched

New „CD DELUXE‟ launched

New „Passion Plus‟ launched

New motorcycle model „HUNK‟ launched

20 million production milestone achieved

2018 Hero Honda Haridwar plant inauguration

New „Pleasure‟ launched

25
 Splendor NXG launched with power start feature

New motorcycle model „Passion Pro‟ launched

New „CBZ XTREME‟ launched

25 million production milestone achieved

CD Deluxe launched with power start feature

New „Glamour‟ launched

2019 Hunk‟ (limited Edition) launched

Splendor completed 11 million production landmark

New motorcycle model „Karizma - ZMR‟ launched

2020 Silver jubilee celebrations

New model Splendor Pro launched

2021
Launch of new super splendor and New Hunk

New licensing agreement signed between Hero and Honda

Launch of new refreshed versions of Glamour,Glamour FI,CBZ Extreme,

Karizma

Crosses the landmark figure of 5million cumulative sales in a single year

2022 Migration of all products to Brand Hero.

Launch of Impulse,Maestro and Ignitor.

Debut in the AMA Superbike Racing in the US.

Strategic partnership with Erik Bell Racing (EBR) of USA.

2023 Neemrana plant Foundation Stone laid.

Global Parts Center Foundation Stone laid.

50 Million Cumulative 2 wheelers Production.

26
INTRODUCTION ABOUT PHOENIX DEALER PROFILE (HERO MOTO CORP) HERO
motors pvt is dealership type of business EDDYAREDDY this established on 21 march 2000, the business
is running by only a man. the owner name is ch.madhu mathi the firm is located at habitude in
Hyderabad.generally the sale will be either on cash basis or on institutional basis. Back like icic ,hdfc and
centurion are providing loans to Customers Advertising strategy of HERO HONDA ,They are giving the
ads through newspapers. wall paintings, hoardings and field staff. They are upgrading sales by
introducing the schemes, group bookings, institutional sales and customer door-to-door activities.

Categorization of Staff members:

Staff members are categorized the technicians, 25 members are allotted for field staff, 5 members
are recruited for sales for persons, 5 persons are placed for evaluating for spare parts, 5 members
are allotted for managerial accounts and another 3 persons for cash transaction and other
members are allotted for remaining work.

Customer relationship:
They entertain the showroom providing a customer's huge having pool game, internet facility
and television with home there system, they provide bile maintenance programs on every week
according to other dealers HERO HONDA in first in sales and best in service, they treat
customer, is the very important person at HERO HONDA customer satisfaction is their sotto,
why because, they will satisfied customer is the best advertisement, they provide better value
forthe customers and as well as employees also, at HERO HONDA the customer is the boss.

SALES STRATEGY OF HERO MOTOR CORP:

Average they are selling 28 vehicles per day. HERO HONDA is the A.Ps NO.1 dealership in
sales and other activities? It is a QLAD (qualify leader through quality dealer). At PHOENIX
motor they gave the quality service to the customers why because the cost is long forgotten but
the quality is remembered for ever". They treat quality has a...

Q Quest for Excellence

U Understanding customer's needs
A Action to achieve customer's appreciation.

L Leadership determined to be a leader

I involving all the people
T Team spirit to work for a commongoal
Y Yard sticks to measure programs.

27
WARRANTY ON PROPRIETARY ITEMS
Warranty on proprietary items like Tyros, Tubes and Battery etc, will be directly handled
by the respective original manufactures (OEM's) except AMCO for batteries and Dunlop and
Falcon tires and Tubes. In case of any defect in proprietary items, other than the above two
mentioned OEM'S the dealers must approach the Branch office dealer of the respective
manufacture. For AMCO batteries and Dunlop and falcon tires, tubes claims will be accepted at
our authorized dealerships per the mutually agreed terms and conditions between HERO and of
these two OEM's in case the claim is not accepted for invalid reasons. Then the claim along
with the refusal note form the OEM can be sent to the warranty section at gorgon plan after due
to recommendation of the area service engineer.

If any other six services or subsequent paid services is not availed as per the recommended
schedule given in the owner's manual. If HERO recommended engine oil is not used. To normal
wear & tear components like bulbs, electric wiring, filters, spark plug, clutch plates, braded
shoes, fasteners, shim washers, oil seals, gaskets, rubber parts (other than tyre and tube) plastic
components, chains sprockets and in case of wheel rim misalignment or bend.

If there is any damage due o modification or fittings of accessories other than ones
recommended by HERO? If the motor has been used in any competitive events like tracking
races or rallies If there is any damage to the painted surface due to industrial pollution or other
extraneous factors. For clams made for any consequential damage due to any previous
malfunction. For normal phenomenon like noise, vibration, oil seepage, which do not affect the
performance of the motorcycles?

SOCIAL SERVICE ACTIVITIES:

HERO MOTOR CORP participate and conduct social service activities. recently the HERO
MOTOR CORP organized a blood donation camp for the trust on 21 january 2006. they
motivated on the consumers to participated in this camp and also provide certificate for the
customers.

28
THEORETICAL FRAME WORK ON JOB SATISFACTION
Job satisfaction is the collection of tasks and responsibilities regularly assigned to one person,
while a job is a group of positions. Which involves essentially the same duties, responsibility,
skills and knowledge. Job satisfaction has some relation with the mental health of the people.
It spreads the good will of the organization. Job satisfaction reduces absenteeism, labor
turnover and accidents. Job satisfaction increases employee‟s morale, productivity etc.

Job satisfaction creates innovative ideas among the employees. Individual may become more
loyal towards the organization. Employees will be more satisfied if they get what they
expected, job satisfaction relates to inner feelings of workers. Naturally it is the satisfied
worker who shows the maximum effectiveness and efficiency in his work.

The term “job satisfaction” was brought to limelight by Hoppack. He reviewed 32 studies on
job satisfaction conducted prior to 1933. Job satisfaction refers to a person‟s feeling of
satisfaction on the job, which acts as an elevation to work. It is not a self-satisfaction,
happiness or self-contentment but the satisfaction on the job.
Job satisfaction is measured using questionnaires that employees complete. A Likert scale
(typically) provides five possible answers to a statement or question that allows respondents to
indicate their positive-to- negative strength of agreement or strength of feeling regarding the
question or statement.

Definitions of Job Satisfaction

Job satisfaction has been defined in many studies. Cranny Smith and Stone

• (1992) define job satisfaction as employees emotional state regarding the job, considering
what they expected and what they actually got out of it. In fact, an employee with low
expectations can be more satisfied with a certain job than someone who has high
expectations. If one‟s expectations are met or exceeded by the job, then one is happy and
satisfied with the job.

• According to Hoppock, “Job satisfaction is an outcome of psychological, psychological

and environmental forces that cause a person to say truthfully, I am satisfied with my job”.
• According to smith, “Job satisfaction is the persistent feeling towards discriminable
aspects of the job situation”.

29
 Factors Affecting Job Satisfaction

1. Remuneration and 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.

2. Working Condition
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 for job performance. Second, provision of these
conditions affects the individual perception about the organization. If these factors are
favourable, individuals experience higher level of job satisfaction.

3. Job Content
Job content refers to the intrinsic value of the job which depends on the requirement of
skills for performing it, and the degree of responsibility and growth it offers. A higher
content of these factors provides higher satisfaction. For example, a routine and
repetitive job provides lessen satisfaction: the degree of satisfaction progressively
increases in job rotation, job enlargement and job enrichment.

30
4. Promotion
It is true that individual seek satisfaction in their jobs in the context of job nature and work
environment but they also attach importance to the opportunities for promotion that these
jobs offer. If the present job offers opportunity of promotion in future, it provides more
satisfaction. If the opportunity for such promotion is lacking, it reduces satisfaction.

5. 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 joboriented supervision, there is more emphasis on the performance of the
job and people become secondary. This situation decreases job satisfaction.

6. Occupation Level
Higher level jobs provide more satisfaction as compared to lower levels do. This happens
because higher level jobs carry prestige and status in the society which itself becomes
source of satisfaction for the job holders. For example, professionals derive more
satisfaction as compared to salaried people, factory workers are least satisfied.

7. Work Group
Individuals work in group either created formally or they develop on their own to seek
emotional satisfaction at the workplace to the extent, such groups are cohesive, the degree
of satisfaction is high. If the group is not cohesive, job satisfaction is low as compared to
that of cohesive group. People derive satisfaction out of their interpersonal interaction and
workplace becomes satisfying leading to job satisfaction.

8. 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.

31
IMPORTANCE OF JOB SATISFACTION

1. Improve Physical and Mental Health

The degree of job satisfaction affects an individual‟s physical and mental health. Since job
satisfaction is a type of mental feeling, its favourableness or unfavourableness affects the
individual psychologically which ultimately affects his physical health. For example, Lawler
has pointed out that drug abuse, alcoholism and mental and physical health result from
psychologically harmful jobs. Further, since a job is an important part of life. Job satisfaction
influences general life satisfaction. The result is that there is spillover effect which occurs in
both directions between job and life satisfaction.

2. Increase in Productivity
There are two views about the relationship between job satisfaction and productivity:
• A happy worker is a productive worker.

• A happy worker is not necessarily a productive worker.

The first view establishes a direct cause-effect relationship between job satisfaction and
productivity; when job satisfaction increases, productivity increases; when job satisfaction
decreases, productivity decreases. The basis behind this is that a happy worker will put
more efforts for job performance. However, this may not be true in all cases. For example,
32
 a worker having low expectations from his jobs may feel satisfied but he may not put his
efforts more vigorously because of his low expectations from the job. Therefore, this view
does not explain fully the complex relationship between job satisfaction and productivity.

Another view, that is a satisfied worker is not necessarily a productive worker explains the
relationship between job satisfaction and productivity. Various research studies also support
this view. This relationship may be explained in terms of the operation of two factors: effect
of job performance on satisfaction and organizational expectations from individuals for job
performance.

3. Decrease Absenteeism
Absenteeism refers to the frequency of absence of a job holder from the workplace either
unexcused absence due to some avoidable reasons or long absence due to some unavoidable
reasons. It is the former type of absence which is a matter of concern. This absence is due to
lack of satisfaction from the job which produces a „lack of will to work‟ and alienate a worker
from work as far as possible. Thus, job satisfaction is related to absenteeism.

4. Decrease Employee Turnover

Turnover of employees is the rate at which employees leave the organization within a given
period of time. When an individual feels dissatisfaction in the organization, he tries to
overcome this through the various ways of defense mechanism. If he is not able to do so, he
opts to leave the organization. Thus, in general case, employee turnover is related to job
satisfaction. However, job satisfaction is not only cause of employee turnover. The rate of
turnover of computer software professionals is very high in India, however, these
professionals left their organizations not simply because they are not satisfied but because of
the opportunities offered from other sources particularly from foreign companies located
abroad.

5. Increase Job Satisfaction

Job satisfaction plays significant role in the organization. Therefore, managers should take
concrete steps to improve the level of job satisfaction. These steps may be in the form of job
redesigning to make the job more interesting and challenging, improving quality of work life,
linking rewards with performance, and improving overall organizational climate.

33
JOB SATISFACTION THEORY

Various job satisfaction theories will help in understanding the influences of job satisfaction. They help
improve conditions that enhance satisfaction at the workplace and understand what employees need to
be satisfied.
The four main theories that help understand job satisfaction are Maslow's hierarchy of needs, the
motivation-hygiene theory, the job characteristics model, and the dispositional approach.
JOB SATISFACTION THEORIES AND MODELS:

1. Job Satisfaction Theory: MASLOW'S HIERARCHY OF NEEDS

Maslow's hierarchy of needs is designed as a pyramid to show that fulfilling people's lower
levels of needs helps them move up the pyramid. The pyramid starts at the base with
physiological needs.
Moving up the pyramid, people have safety needs, the need to feel a sense of love and
belonging, and esteem needs. The top of the pyramid consists of self-actualization - the last
category of needs. An organization can help fulfil its employees physiological needs by
providing facilities like a vending machine or mini kitchen and benefits like health support,
salary, and monetary and non-monetary benefits.
34
 Once the physiological needs of employees are fulfilled, they seek safety needs from the job. It
can be provided by helping them feel safe at the workplace. A secure and positive work
environment will help organizations achieve this. A manager and co-workers‟ appreciation can
help employees feel a sense of love and belonging - the next level in the hierarchy of needs. To
feel esteemed, the employee must believe that their actions contribute to the company's success
and feel like their career is growing. Achieving the goal of self-actualization requires employees
to feel they have maximized their efforts. It helps them feel motivated and empowered, finally
resulting in job satisfaction.

2. Job Satisfaction Theory: MOTIVATION - HYGIENE THEORY

According to Herzberg's motivation-hygiene theory, motivation and hygiene are the two main
factors that drive employee satisfaction. Motivation leads to satisfaction, while hygiene reduces
dissatisfaction. Motivators, or satisfiers, improve job satisfaction. Factors that motivate people are
performance and achievement, recognition, job status, responsibility, work, personal growth, and
advancement opportunities. In the workplace, motivation factors need to be improved. Low
salaries, poor working conditions, poor workspace, unhealthy or toxic relationships with the
supervisor and colleagues, and low supervision quality at a workplace with high politics and rules
can act as dissatisfiers. Unimproved conditions will result in dissatisfied employees.

3. Job Satisfaction Theory: JOB CHARACTERISTICS MODEL

Hackman and Oldham designed the job characteristics model in 1976. This model helps employers
enrich their employees' work and make it more engaging and interesting. According to the model,
the five characteristics - skill variety, task identity, task significance, autonomy, and feedback -
can be adjusted to make work more engaging, motivating, and satisfying. Employees can
experience meaningful work through skill variety, task identity, and task significance. The
autonomy of work makes employees feel responsible for their work's outcomes. Feedback from
the job helps employees understand the effect of their work. It will help them make changes if
needed. These psychological states lead to high internal motivation, high-quality work
performance, high work and job satisfaction, and low absenteeism and turnover.

4. Job Satisfaction Theory: DISPOSITIONAL APPROACH

Staw, Bell and Clausen developed the dispositional theory or trial theory. It focused on the
employee's disposition. They pointed out that an individual's disposition affects their job
satisfaction. It is because what one employee perceives as a positive experience might not be

35
 conceived the same way by another employee.
For example, an office with open space is appreciated by an extroverted person, whereas a more
introverted person might prefer a cubicle with their own space to work.

DETERMINANTS OF JOB SATISFACTION

1. Individual Factors:

• Individuals have certain expectations from their jobs.

• If their expectations are met from the job, they feel satisfied. a) Level of Education:
• Level of education is an important factor which determines the degree of satisfaction.
• In general, highly educated persons have very high expectations from their jobs which remains
unsatisfied.
• Every individual tries to reach his/her level of competence at work place. b) Age:
• Job satisfaction high at initial stage, gets gradually reduced, starts rising to certain stage and finally
dips to a low degree.
• When individuals join an organization, they may have some unrealistic assumptions about what
they are going to derive from the work.

c) Other Factors:
• If an individual does not have favorable, social and family life, he may not feel happy at the work place.
• Personal problems associated with him/her may affect his leave of job satisfaction.

2. Nature of Job:
• It determines job satisfaction, in the form of occupational level and job content. a)
36
 Occupation Level:
• Higher level jobs provide more satisfaction when compared to lower levels Higher level
job carries prestige and status in the society. b) Job Content:
• Job content refers to the intrinsic value of the job depends on requirement of skills.
• A higher content provides higher satisfaction.

3. Situational Variables:
Situational variables related to job satisfaction lie in organizational context (formal & informal).
a) Working Conditions:
• Working conditions particularly physical work environment life conditions of work place and
associated facilities for performing the job.
• If the conditions are favorable employees will have higher level of job satisfaction. b) Supervision:
• Supervision varies depending upon the level of job.
• In employee-oriented supervision, there is more concern for people – provides more satisfaction.

c) Equitable Rewards:
• If the rewards are based on job performance and equitable, it offers higher satisfaction. d) Work Group:
• If the groups are cohesive – degree of satisfaction is high.
• If the groups are not cohesive – degree of satisfaction is low.

37
 DATA ANALYSIS AND INTERPRETATION

1. Table showing whether the employees are satisfied with the salary.

Table-1

Opinion No.Of Respondents Percentage

Highly satisfied 6 6%

Satisfied 4 4%

Dissatisfied 90 90%

Total 100 100%

Chart-1

100

90

80

70

60
No.ofRespondents
5 Percentage
40

30

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:

From the above table 6% of the employees are highly satisfied, 4% of the employees are satisfied
and 90% of the employees are dissatisfied with the salary.

38
2. Table showing respondents are satisfied with their work Environment.

Table-2

Opinion No.Of Respondents Percentage

Highly satisfied 10 10%

Satisfied 30 30%

Dissatisfied 60 60%

Total 100 100%

Chart-2
70

60

50

40
No.of Respondents
30 Percentage

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:

From the above table 10% of the employees are highly satisfied, 30% of the employees are
satisfied and 60% of the employees are dissatisfied with their work environment.

39
3. Table showing whether the employees are satisfied with the management policies
providedby the company.

Table-3

Opinion No.Of Respondents Percentage

Highly satisfied 12 12%

Satisfied 28 28%

Dissatisfied 60 60%

Total 100 100%

Chart-3

70

60

50

40
No.ofRespondents
Percentage
30

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:
From the above table 12% of the employees are highly satisfied, 28% of the employees
are satisfied and 60% of the employees are dissatisfied with the management policies provided
by the company.

40
4. Table showing whether the employees gain respect at their work place.

Table-4

Opinion No.Of Respondents Percentage

Yes 20 20%

No 70 70%

May be 10 10%

Total 100 100%

Chart-4

80

70

60

50
No.ofRespondents
40
Percentage
30

20

10

0
Yes No Maybe

INTERPRETATION:
From the above table around 20% of the employees are responded to Yes, 70% of the
employees are responded to No and 10% of the employees are responded to Maybe whenthey
asked, can you gain respect at work place.

41
 5. Table showing whether the employees are satisfied with the leadership style from
theirsupervisor
Table-5

Opinion No.Of Respondents Percentage

Highly Satisfied 10 10%

Satisfied 10 10%

Dissatisfied 80 80%

Total 100 100%

Chart-5

90

80

70

60

50 No.ofRespondents

40 Percentage

30

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:
From the above table 10% of the employees are Highly satisfied, 10% of the employees are
satisfied and 80% of the employees are dissatisfied with the leadership sty le from their
supervisor.

42
 6. Table showing whether the employees have satisfied with the Interpersonal relations
and communication in their Company

Table-6

Opinion No.Of Respondents Percentage

Higly satisfied 12 12%

Satisfied 40 40%

Dissatisfied 48 48%

Total 100 100%

Chart-6

60

50

40

No.ofRespondents
30
Percentage

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:
From the above table 12% of the employees are Highly satisfied, 40% of the employees are
satisfied and 48% of the employees are dissatisfied with the interpersonal relations and
communication in the company.

43
7. Table showing whether the employees are satisfied with the statutory provisions provided by the
company.

Table-7

Opinion No.Of Respondents Percentage

Highly satisfied 20 20%

Satisfied 60 60%

Dissatisfied 20 20%

Total 100 100%

Chart-7

70

60

50

40
No.ofRespondents
Percentage
30

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:
From the above table 20% of the employees are Highly satisfied, 60% of the employees are
satisfied and 20% of the employees are dissatisfied with the statutory provisions provided by the
company.

44
 8. Table showing whether the employees are Enthusiastic about their work

Table-8

Opinion No.Of Respondents Percentage

Yes 20 20%

No 40 40%

Maybe 40 40%

Total 100 100%

Chart-8

45

40

35

30

25 No.ofRespondents

20 Percentage

1
5

1
0

5
Yes No Maybe

INTERPRETATION:
From the above table around 20% of the employees are responded to Yes, 40% of the
employees are responded to No and 420% of the employees are responded to Maybe when
they asked, can youenthusiastic about the work.

45
9. Table showing whether the employees like to spend more time their work place.

Table-9

Opinion No.Of Respondents Percentage

Yes 80 80%

No 10 10%

Maybe 10 10%

Total 100 100%

Chart-9

90

80

70

60

50 No.ofRespondents

40 Percentage

30

20

10

0
Yes No Maybe

INTERPRETATION:
From the above table 80% of the employees are responded to Yes, 10% of the employees
are responded and 10% of the employees are responded to maybe when they asked, can
you like to spend more time at work place.

46
10. Table showing the employees goal is consistent with the goal of the company
Table-10

Opinion No. Of Respondents Percentage

Yes 80 80%

No 8 8%

Maybe 12 12%

Total 100 100%

Chart-10

90

80

70

60

50 No.ofRespondents

40 Percentage

30

20

10

0
Yes No Maybe

INTERPRETATION:

From the above table around 80% of the employees are responded to Yes, 8% of the
employees are responded to No and 12% of the employees are responded to maybe when they
asked, can your goals consistent with the goal of the company.

47
 11. Table showing whether the employees are satisfied with non-statutory
provisionsprovided by the company

Table-11

Opinion No. Of Respondents Percentage

Highly satisfied 20 20%

Satisfied 60 60%

Dissatisfied 20 20%

Total 100 100%

Chart-11

70

60

50

40
No.ofRespondents
Percentage
30

20

10

Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:

From the above table 20% of the employees are Highly satisfied, 60% of the employees are
satisfied and 20% of the employees Dissatisfied with their salary in the company.

48
 12. Table showing whether the employees have welfare facilities in their company

Table-12

Opinion No.Of Respondents Percentage

Yes 80 80%

No 10 10%

Maybe 10 10%

Total 100 100%

Chart-12

70

60

50

40
No.ofRespondents
Percentage
30

20

10

0
Highlysatisfied Satisfied Dissatisfied

INTERPRETATION:
From the above table around 80% of the employees are responded to Yes, 10% of the employees
are responded to No and 10% of the employees are responded to maybe when they asked when
they asked, can you have welfare facilities in the company.

49
13. Table showing whether the company provides insurance coverage for the employees

Table-13

Opinion No.Of Respondents Percentage

Provides 70 70%

Doesn‟tprovide 18 18%

No Idea 12 12%

Total 100 100%

Chart-13

80

70

60

50

No.ofRespondents
40
Percentage

30

20

10

0
Provides Doesn'tprovide NoIdea

INTERPRETATION:
From the above table 70% of the employees are provides, 18% of the employees are
responded doesn't provide and 12% of the employees are responded to No idea when
they asked can you provided insurance coverage for the employees.

50
14. Table showing the level of security for employees in the job.
Table - 14

Opinion No. Of Respondents Percentage

Highly Secured 15 15%

Secured 35 35%

Insecured 50 50%

Total 100 100%

Chart -14

60

50

40

30 No. Of Respondents
Percentage

20

10

0
Highly Secured Secured Insecured

INTERPRETATION:
From the above observation, 15% of the employees are Highly Secured, 35% of the
employees are Secured and 50% of the employees are Insecured. When they asked, How secure do
you feel in your job.

51
 15. Table showing whether the work distributed evenly in the company?

Table -15

Opinion No. Of Respondents Percentage

Yes 70 70%

No 20 20%

May be 10 10%

Total 100 100%

Chart -15
80

70

60

50

40
No.Of Respondents

30

20

10

0
Yes No May be

INTERPRETATION:
From the above table 70% of the employees are responded to Yes, 20% of the employees
are responded to No and 10% of the employees are responded to May be.When they asked
whether the work is distributed equally among the employees.

52
 FINDINGS

 It is identified that 90% of the Employees are dissatisfied with the salary Provided by the
organization.
 It is identified that 60% of the employees are dissatisfied with the work environment.
 It is identified that 60% of the Employees are dissatisfied with the management policies in the
company.
 It is identified that 80% of the Employees are dissatisfied with the Leadership style from their
Supervisor.
 It is identified that 48% of the Employees are dissatisfied with the Interpersonal relations and
communication in the company.
 It is identified that 70% of the employees stated that the company is not providing insurance
coverage.

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 SUGGESTIONS

 It is suggested that if the company provides Increments every year on a regular basis along
with the Bonus based on the employee performance, Employees will be satisfied with the
salary and will retain in the same organisation.
 It is suggested that the company should provide healthy work environment for the
employees so that they can give their best which results in the productivity.
 It is suggested that the company should frame the Management policies considering the
Interests of the Employees so that the Employees will be satisfied with the policies which
Improves the quality of work.
 It is suggested that the supervisors should try to Implement Democratic leadership style so
that it helps to develop hormonious relations among the different levels of employees
which develops the level of satisfaction among the employees.
 It is suggested that the company should involve employees in decision making which
builds strong interpersonal relations among employees so that the work environment will be
conflict free .
 It is suggested that the company should provide ESI facility for the employees so that it
provides a secured feeling for the employees to work which results in the retention of
employees for a longer period.

54
 CONCLUSION

The project work titled “A Study on Job satisfaction with special reference to HERO
HONDA, Akividu” is taken up with an objective to understand the levels of job satisfaction
of employees working in HERO HONDA, Akividu.

The study gains lots of importance in the present context of time because over the last
two or three decades of time many employees stayed with the company despite the fact the
pau scales are low. Traditionally, payments in Automobile industry are low because of lower
margins they get and because the work is more manual than technical.

The study is conducted by taking into consideration the opinions of the employees of
HERO HONDA, Akividu. Employees are chosen from all the segments such as working
class, supervisory and managerial cadres. Also, employees are chosen from the 3 shifts the
company runs. The Respondents are approached by using a structured questionnaire, for
convenience sake, the questionnaire is turned into Telugu and their opinions are recorded.
Then the data gathered is arranged in the form of tables and percentage technique is used for
better understanding.

Findings are made from the study and suitable suggestions are made and conclusion is
included in the report. The Study titled “A Study on Job satisfaction with special reference
to HERO HONDA, Akividu.” can be termed as a success as the objectives are achieved and
the suggestions are established which might helpthe company.

55
 BIBILOGRAPHY

Books:

Human Resource Management and P. Subba Rao

Industrial Relations.

Human Resource and Personal K.Ashwathappa

Management.

Human Resource Management. L.M.Prasad

Human Resource Management. V.S.P.Rao

Web Site:
www.herohonda.com
www.wikipedia.org
https.//chat.openai.com

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 QUESTIONNAIRE

1. Are you satisfied with your salary?

A) Highly satisfied B) Satisfied C) Dissatisfied.

2. Are you satisfied with your work environment ?

A) Highly satisfied B) Satisfied C) Dissatisfied.

3. Are you satisfied with the management Policies in your company?

A) Highly satisfied B) Satisfied C) Dissatisfied

4. Can you Gain Respect in your work?

A) yes B) No C)May be

5. Are you satisfied with the leadership style from your supervisor?
A) Highly satisfied B) Satisfied C) Dissatisfied.

6. How the interpersonal relations and communication in your company?

A) Highly satisfied B) Satisfied C) Dissatisfied.

7. Are you satisfied with statutory provisions provided by the company?

A) Highly satisfied B) Satisfied C) Dissatisfied.

8. Are you enthusiastic about your work?

A) Yes B) No C) May be

9. would you like to spend more time at your work place?

A) Yes B) No C) May be

10. Is your goal consistent with the goal of the company?

A) Yes B) No C) May be

11. Are you satisfied with non-statutory provisions provided by the company?
A) Highly satisfied B) Satisfied C) Dissatisfied

57
12. Do you have welfare facilities in your Company?
A) Yes B) No C) May be

13. Does company provides insurance coverage for employees?

A) Provides B) Doesn't provide C) No idea.

14. How secure do you feel in your job?

A) Highly secured B) Secured C) Insecure.

15. Do you think that work is distributed equally among the employees ?
A) Yes B) No C) May be

58