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EXECUTIVE SUMMARY
Employee satisfaction is an integral component of organization climate and an
important element in management employee relationship. EMPLOYEE SATISFACTION
is a positive emotional state that occurs when a person's job seem to fulfill important
job value, provide these values are compatible with one's needs. EMPLOYEE
SATISFACTION in simple words, is an individual's emotional reaction to the job itself It
is a person's attitude towards the job)
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OBJECTIVE OF THE STUDY
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COMPANY PROFILE
I.HISTORY OF THE MPSEB
Since the inspection of the Madhya Pradesh State Electricity Board India's
first electricity board established in December 1950 a vital indication of
phenomenal development, which has gentle touch power, has experienced across
India largest state.
The board in its present form was constituted with effect from the 01 April
1957 in pursuance of the state, re-organization act 195&Thus its jurisdiction
extends to the whole of state of the state of Madhya Pradesh Established in
1950.By covenant of government, the Madhya Pradesh electricity Board for
M.P.S.E.B has successfully shouldered the awesome responsibility of making the
power reach millions in the gigantic state of Madhya Pradesh .Responsible for the
generation ,transmission and distribution of electricity, the M.P.SEB has recorded
significant and consistent success in providing vitally needed power to the
industrial, agricultural, commercial and domestic sectors. One of the oldest
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electricity boards in the country, the M.P.S.E.B. has truly grown in every
dimension over the last four decades. Barely seven years after its inception, the
electricity department of functional Madhya Pradesh bharat, vindhya Pradesh and
Bhopal were merged into it enlarging its functional areas enormously. With
headquarters at Shakti Bhavan Jabalpur, the board is functionally divided into
eight regions. Its manpower strength of almost a hundred thousand personnel
,spread throughout Madhya Pradesh ensures the reach of power deep into the
hinterland. Both in spirit and objective the M.P.S.E.B has filled on ongoing
dedication to its mission socially committed, environmentally conscious and
commercially profitable. In that endeavor the board has laid thrust not only in
making better use of the existing and potential generation capacity, but in
constantly improving the quality of supply and service ,provided to consumers.
Today it forms a crucial pivot in the development of India's largest state.
M.P.P.K.V.V.C.L. AS AN ORGANISATION
The constitution and composition of the State Electricity Board, is laid down
under section 5 of the electricity (supply)Act 1948.Accordingly the board shall consist
of not less than three and not more than seven member appointed by the state
government, one of whom would be appointed as a chairman.
The Madhya Pradesh Electricity board was the first board to be in the country,
on the first board to be in the country, on 9th December 1950 At that time, the
jurisdiction of the board covered the MAHAICAUSAL REGION of the present state of
Madhya Pradesh Vidarbha region of the present Maharashtra state.
The board in its present form was constituted with effect from the 1st April
1957 in the pursuance of the state, re-organization Act, 1956.Thus its jurisdiction
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extends to the whole of state of Madhya Pradesh Established in 150,by the covenant
of government the Madhya Pradesh Electricity Board for the MY .S.E.B has
successfully shouldered the awesome responsibility of making the power reach to
millions in the gigantic state of M.P responsible for the GENERATION,
TRANSMISSION, DISTRIBUTION AND TRADING OF ELECTRICITY ,THE M.P.S.E.B has
recorded significant and consistent success in providing vitally needed power to the
industrial ,commercial and domestic sectors.
One of the -oldest Electricity Boards in the country, the M.P.S.E.B has truly
grown in every dimension over the last four decades. Barely seven years after its
inspection, the electricity department of functional Madhya Pradesh Bharat, Vindhya
Pradesh and Bhopal were merged in to it enlarging its functional areas power deep in
to the hinterland .Both in spirit and objective the IMP .S.RB has filled an ongoing
dedication to its mission socially committed ,environmentally conscious commercially
profitable. In that endeavor the board has thrust not only in the making better use of
the enormously, with head quarters at Bharat an Jabalpur; the Board is functionally
divided in to eight regime, its manpower strength of almost a hundred thousand
personnel throughout Madhya Pradesh ensures the reach of existing and potential
generation capacity. But in constantly improving the quality of supply and service,
provided to consumers to day it forms a crucial pivot in the development of India's
largest state.
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According to Madhya Pradesh Electricity Regulatory Commission (MPERC)
which is functioning since Aug. 1999 and taking necessary steps towards
rationalization of tariff.
(i) Go MP and GoI signed a MoU on 16th May 2000 for achieving time bound
reform and restructuring of the Power Sector.
(ii) A legislation "Madhya Pradesh Vidyut Sudhar Adhiniyam 2000" was notified on
3rd July 2001.
(iii) Madhya Pradesh Urja Ahiniyam 2001 notified by GoMP on 17th April 2001 The
act has provisions for prohibition of unauthorized use of electrical energy and
related matters.
(iv) Unbundling of State Electricity Board along functional lines MPSEB has been
segregated into six companies- one Generation Company i.e. Madhya Pradesh
Power Generating Company Ltd. (HQ Jabalpur). One Transmission Company
i.e. Madhya Pradesh Power Transmission Company Ltd. (HQ Jabalpur), three
Distribution Companies viz. Madhya Pradesh Poorv Kshetra Vidyut Vitaran
Company Ltd. (HQ Jabalpur),Madhya Pradesh Madhya Kshetra Vidyut Vitaran
Company Ltd. (HQ Bhopal), Madhya Pradesh Paschim Kshetra Vidyut Vitaran
Compnay Ltd. (HQ Indore) and one Trading Company i.e. M.P. Power Trading
Company Ltd. (H.Q. Jabalpur)
(v) GoMP, In exercise of the powers conferred by section 39 (1) of EA 2003 has
notified MPPTCL as State Transmission Utility (STU) on 17th May 2004.
Further, in exercise of the powers conferred by section 31 (1) of EA 2003, AMP
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has notified on 17th May 2004, that State Load Dispatch Centre (SLDC) at
Jabalpur shall be operated by the STU.ADB has extended loan to art Reform &
Restructuring Programmed of Power Sector in MP. The said loan comprises of
150 Million US as Policy loan and 200 Million US $ as Project loan. Policy loan
(Rs.742Crs) received up to Nov03 and utilized in clearing outstanding dues of
the Govt. Depts. The Project loan is intended for strengthening of Transmission
& Distribution facilities including conversion of selected LT feeders to 11 KIT
system computerization of RMS and meter ion. An amount to the tune of Rs
692.83 Crs. Has been drawn up to April against Project Loan.
M.P. Power Transmission Co. L td, Jabalpur TRANSCO (Covering whole state
of Madhya Pradesh)
MP Paschim Kshetra Vidyut Vita Co. Ltd, DISCOM West Zone (Covering
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lndore & Ujjain Region)
DISCOM 1 means M.P. Poorv Kshetra Vidyut Vitran Company Limited, a company
incorporated with the main object of undertaking Electricity Distribution and
Retail supply in the Commissioneries of Jabalpur, Rewa and Sagar of the State of
M.P.
DISCOM2 means M.P. Madhya Kshetra Vidyut Vitran Company Limited a company
incorporated with the main object of undertaking Electricity Distribution and Retail
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supply in the Commissioneries of Bhopal, Hoshangabad, Chambal and Gwalior of the
State of M.P.
DISCOM 3 means M.P Pashim Ksheixa Vidyut Vitrwi Company Limited a company
incorporated with the main object of undertaking Electricity Distribution and retail
supply in the, Commissioneries of Indore and Ujjain of the State of M.P.
Photo Gallery
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A VIEW OF POWER STATION AT NIGHT
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In the modem industrial system, the production is the result of the joint efforts
of all the factors of production i.e. land, labour, capital and entrepreneur
(organization). Labour, unlike other factors is an active factor and coordinates them to
human force to get the maximum benefit out of the efforts it puts ii The science,
which deals with the problems of the development of the labour force, may be called
Personnel Management.
The reason for opting this topic is to know about the level of job sat faction
and employee management relations at M.P.PK.V.V.C .L. Land to find out whether
the employees are satisfied with the facilities given to them and to suggest measures
for the development of the work force and better relationship between the
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M.D.
DIRECTOR DIRECTOR
(Technical) (Commercial)
A. Individual Factors
4. Age- Generally it is seen that young employees feel less satisfied with their
jobs because they always try to get better and better jobs while the
employees of more age feel more satisfied with their jobs.
5. Interest - The employees who take interest in their work feel more satisfied
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with their jobs.
6. Family Conditions-The employees, who are satisfied with their family conditions
and atmosphere m the house, feel more satisfied with their jobs.
B. Organizational Factors
1. Nature of the job- Employees feel dissatisfied if they have to do the work of
similar nature for a long time. On the contrary, if the work of an employee is of
different type, it gives more satisfaction.
4. Freedom to work- If the employees feel that they are free to do their job in
the manner they like, they will feel more satisfied because it will provide
them an opportunity to take the relevant decisions.
7. Work group - It has been found that isolated workers dislike their jobs - The
amount of satisfaction an individual derives from his association with the
group depends to a large extent on the relationship with the group members
and also his own need for affiliation.
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Many unsolved personality problems and adjustments arise out of a person's ability to
find satisfaction in his work.
People who like work are likely to live longer. The logic behind such result is that
people with greater satisfaction tend to have greater income and more education
and thus coincidentally enjoy greater benefits, which promotes longitivity.
From the point of view of an organization, people who feel positively about their work
life are more apt to voice 'Favorable sentiments' about the organization to the
community at large When the goodwill of the company goes up, new qualified and
dynamics entrants show their interest in joining the organization.
A happy and satisfied individual can find it easy to live inside the organization as well
as outside it. On the contrary, an upset individual makes organizational life vexatious.
7. Development of society-
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Satisfied workers also prove to be better individuals and citizens, thus making the
society a better place to live in.
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WAYS OF MEASURING EMPLOYEE
SATISFACTION
1. Rating Scales- The most common approach for measuring job sati faction is the
use of rating scales.
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MEASURES TO INCREASE EMPLOYEE SATISFACTION
1. Right Job for Right Person- The very first suggestion to increase the EMPLOYEE
SATISFACTION among employees is that the allocation of the work among the
employees must be made on scientific basis so that right job is allocated to the
right.
3. Security of job- The job of employees must be secured so that they may feel stable
in their jobs.
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their work so that they may satisfy their ego.
11.Provide better facilities- Organization should try to provide better and better
facilities to the employees so that their satisfaction level continues to rise and does
not become stagnant.
RESEARCH METHOLOGY
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The researcher has to decide the method to be used that helps him to get a
desired direction in a systematic way.
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MALE 40 40%
FEMALE 60 60%
INTERPRETATION
18 - 29 11 11
30 39 16 16
27
40 55 23 23
55+ YEARS 40 40
120
100
18 - 29
80
30 39
60 40 55
55+ YEARS
40
TOTAL
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0
NO OF RESPONDENTS PERCENTAGE %
INTERPRETATION
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0% 35% 52% 13% 0%
0% 0%
13%
Very high
35% High
Average
Low
52% Not at all
INTERPRETATION:
The findings of the research study shows that; approximately half of the
respondents i.e. approx 52% of the employees of MPPKVVCL, Jabalpur, are quite
satisfied with their jobs. More than one- third of overall respondents say , they are
highly satisfied and the remaining percentage indicates low level of satisfaction.
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0% 9% 74% 17% 0%
0%
0%
17% 9%
Very high
High
Average
Low
74%
Not at all
INTERPRETATION.
'In study reveals that 3/4th of the total employees are quite satisfied with
the she provided to them. Roughly 115h of employees we came across,
seems to be dissatisfied with the salary.
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26% 52% 22% 0
0%
0.6
0.5
0.4
Series2
0.3
52% Series1
0.2
26%
22%
0.1
0 0% 0%
Very high High Average Low Not at all
INTERPRETATION:
The workload seems to be quit high as half of the respondents 52% describe it
as high and approximately 114th of respondents i.e. 26% of employees; describe it as
very high. More of the respondents mention it to be low.
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6.) Indicate The extent of satisfaction regarding job security:
4% 35% 39 22% 0%
Very high
High
Average
Low
Not at
INTERPRETATION:
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7.) Indicate The extent of satisfaction regarding flexibility of working hours ?
0%
13% 9%
Very high
High
26% Average
Low
INTERPRETATION:
The employees of MPSEB has been found to be quiet satisfied with the
flexibility of working hours; as more than half of the total respondents
describe it as average. 1/4th of the respondents i.e. 26% have shown a low
level of satisfaction while a minimum portion (13%) has even mentioned that
they don't find the working bouts to be flexible at all.
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8.)Indicate The extent of satisfaction regarding chance of carrier advancement ?
flee
15%
35% High
Average
30%
Not at all
INTERPRETATION :
Career advancement seems to be a dimension where that the respondents
have shown their dissatisfaction. Though 35% out of 50 respondents stated that
they are somewhat satisfied with it, an equal number of respondents said that
they don't find any chance of career advancement. Roughly equal number of
respondents (30%) has even mentioned a low level of satisfaction
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9.) Indicate The extent of satisfaction regarding service condition?
SERVICE CONDITIONS
0%
4%
13%
Excellent
31% Good
Fair
Poor
Wry Poor
52%
INTERPRETATION:
The extent of satisfaction regarding the working condition seems to
be fair enough as more than half of the respondents (52%) are quite
comfortable and very few number employees (13%) have shown their
dissatisfaction.
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10.) Are you aware of all the policies of MPPKVVCL?
22% 78% 0%
0%
22%
Completely
Partly
Not at all
78%
INTERPRETATION:
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If yes, indicate the extent of satisfaction regarding the following policies:-
INTERPRETAION :
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11.) Are you planning to switch another job ?
9% 65% 26%
9%
26%
Definitely
Will think
Not at all
65%
INTERPRETATION:
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highest and 7 being the lowest)
Higher designation
e)
g) Other Factors 8%
Rank
20%
15%
10%
5%
0%
Higher
Opportunity
responsibilit
Challenging
designation
Factors
Salary
learn new
Other
Urge to
things
Higher
Better
More
Job
ies
a) b) c) d) e) 0 g)
Rank
INTERPRETATION:
Better opportunity and higher salary seems to be the most
Common reasons opted by majority of respondents, followed by higher
designation and the urge to acquire new knowledge Least preference
has being given to other factors.
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Particulars Very high ugh Avg. Low Not at all
Chart Title
100%
80%
60%
40%
20%
0%
0% 0% 4$%% Not at all
35% 4% 22% Not at all
INTERPRETATION
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12.) To what extent is your suggestion taken into consideration into decision
making ?
0%
22%
26%
Always
Frequently
Occasionally
Rarely
Never
26%
26%
INTERPRETATION:
MAJOR FINDINGS
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1. More than half of the respondents find their job quiet satisfactory.
RECOMMENDATIONS AND
SUGGESTIONS
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1. Performance of the employees has to be evaluated efficiently.
2. All the policies need to be revised at regular intervals.
3. To develop more enthusiasm and zeal amongst the employees, a new
promotion policy need to be designed, instead of giving merely
seniority-wise promotion skills, abilities and experience of the
employees should also be taken into consideration while promotion.
4. Performance related incentives and rewards should be giv
frequently. This may increase the morale of the employees, which
turn will increase their satisfaction level towards their job.
Proper training should be imparted to re-deployed employees
(engineers)
Boosting environment should be created for the employees to
perform better.
Rationalization of work should be done properly as some of
the employees are overloaded with work and find great
difficulty with excessive working hours.
The promotions should be time bound i.e., first three
promotions should be given at an interval of 5 years.
Computerization of all the departments should be done
properly so as to make the work easier and more systematic.
Political intervention should be minimized so as to let the
work go smoothly.
LIMITATIONS
Every study has flaws. There is always a need to mention the reasons for
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non-response and bias.
Consequences.
The most important benefit of EMPLOYEE SATISFACTION survey is that they give
management an indication of general level of satisfaction in a company.
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talk and discuss its results.
The EMPLOYEE SATISFACTION survey can help to discover the causes of indirect
productivity problems, such as absenteeism, turnover and poor quality of work.
Often, both management and union argues about what employee want, but
neither really knows. The EMPLOYEE SATISFACTION surveys is one way to find
out what exactly employees want. It is for this reason that union and
management both support these surveys.
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CONCLUSIONS
Based on the analysis of the data collected, the conclusions drawn are:
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are many people who are not very well qualified then too they are working
similarly as a well qualified intellectual works.
In the end I would like to say that `Changes' are necessity of life but
they cannot be made in a day. In order to survive and grow in today's world
Organization requires a constant `change process' to be effectively
managed by the management through employee involvement.
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BIBLIOGRAPHY
ORGANISATION BEHAVIOR STEPHEN.P.ROBBINS
METHODOLOGY: C.R.KHOTHARI
WWW.MPSEB.COM
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ANNEXURE
This questionnaire is prepared for collecting the information of your
organization of your organization for project work only. Please give your
honest opinion for each question
NAME - _________________________________
DESIGNATION - _________________________________
DATE - _________________________________
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Q.4) Indicate The extent of satisfaction regarding Salary ?
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8.) Indicate The extent of satisfaction regarding chance of carrier advancement ?
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g) Other \factors
12.) To what extent is your suggestion taken into consideration into decision
making ?
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