UNIDAD DE COMPETENCIA 1: IMPULSAR Y GESTIONAR UN PEQUEÑO COMERCIO DE CALIDAD

Strongly Satisfied 4 4

Satisfied 22 22

Slightly Satisfied 4 4

Dissatisfied 45 45

Strongly Dissatisfied 25 25

Above table shows that the 26% of the respondents are satisfied with the positive acceptance of the suggestions given by the respondents but most of the respondents 70% are dissatisfied with this point.

Percentage Strongly Dissatisfied Strongly Satisfied Satisfied Slightly Satisfied Dissatisfied Strongly Satisfied Satisfied Slightly Satisfied Dissatisfied Strongly Dissatisfied

CHAPTER N

o. 8

FINDINGS

All the findinds are drawn based on the analysis and interpretation of the primary data regarding the job satisfaction of the employees of sonalika.

 From the analysis and interpretation, it is concluded that 80 % of the employees are satisfied with the workplace and only 20% employees are not satisfied with the workplace, which are negligible in number. And similarly in case of infrastructure 70% of the employees are satisfied and very small number of employees are not happy with the infrastructure of sonalika and the canteen facilities. It means the workplace and infra- structure of sonalika is good or satisfactory.

 It is notice that near about 84% the employees are satisfied with implementation of rules and responsibilities. And only some of them are not seems to be satisfied with the implementing rules and responsibilities. Therefore it shows that implementation of rule and responsibility is done fairly.

 From the study it is clear that the 70% percentage of employees are happy with the freedom at work given by management but only some of them are not feeling satisfied with the freedom given at work place.

 According to analysis and interpretation, 60% of the employees are satisfied with the team spirit built in organization and only few are not happy with team spirit in the organization. From this it seems that the team spirit in the organization is strong.

 This study shows that only few employees strongly feel that the working hours decided by organization are most convenient for them. Other is not in favor with these working hours. So it is clear that the management kept the main consideration about working conditions and the hours, which satisfies the employees.

 The study shows that very small numbers (32%) of employees are satisfied with the job security.

And remaining most of the employees are not satisfied with the job

Security provided by the organization. Hence from this analysis it is cleared that there is feeling of fear of job loss in the employees of sonalika.

 An analysis shows that about 75% of employees are strongly in favor that the targets given are achievable and only are not feels that the targets given are achievable. Hence the targets set by management are achievable.

SUGGESTIONS

The suggestions are drawn from the analysis and observations. Few suggestions are given as under:

 In case of working hours decided by the organization are not convenient for the employees of sonalika. The working hours are 6 hours per day that from 8.30AM to 5 PM. These hours should minimize up to 5 hours.

 The criteria for Job security is not much satisfactory so management need to concentrate on job security of employees so that they can work without fear of job loss in the organization.

 Opportunities of growth of employees are very less so that there can be employee turnover hence management has to give emphasis on increasing the promotion opportunities for according to the performance of employees.

 From analysis we concluded that the period of in house training is very short that is of only 3 days, which is not sufficient to get complete knowledge about the work. Hence the training period should extend up to 5 days.

 As there is an active participation of employees in decision making but rarely the suggestions given by them are drawn in action. Hence the confidence of employees gets demotivated.

So to motivate the employees management can take into consideration some proper suggestions given by the employees. It will help to increase the motivation and ultimately the Job satisfaction of the employees of sonalika.

CONCLUSION

From the analysis it is concluded that very small number of employees are satisfied with the payment as per their roles and responsibility and remaining all are not satisfied with the payment according to their roles and responsibilities. Hence from this analysis it can be cleared that payment according to roles and responsibilities are not much satisfied.

 Only little number of the employees is satisfied with the opportunities of promotions given by organization. It shows that the employees do not have any growth of opportunities. Analysis shows that the payment of salary is made always on time.

 From the analysis and interpretation it is clear that very large number of the respondents are satisfied with the quality of training and induction program and in house training held by the management. And few are not satisfied with the quality of in house training. But the period of training is not satisfactory to the employees.

 From the analysis it is clear that HR division is most satisfactory to all employees only few are not satisfied with the HR division in the company.

In case of performance appraisal system and the office events and parties organized by the organization near about all the employees are satisfied. The birthdays of all the employees are remembered and celebrated in the organization.

 It is concluded that the employees are not much satisfied with the forum for face-to-face communication. From the analysis it is clear that half of the employees are satisfied and other half are not satisfied with the encouragement given to the suggestions of the employees. But only few thinks that there is positive acceptance of the suggestions given by the employees. From the analysis it is clear that management is able all the promises