Critical Study Of Employee's Satisfaction At Air India Ltd
HR Topic for Project Report on Employee's Satisfaction in Air India
Synopsis for MBA Project Report on Air India
Introduction
Employee satisfaction is the terminology used to describe
whether employees are happy, contented and fulfilling their desires and needs
at work. Many measures support that employee satisfaction is a factor in
employee motivation, employee goal achievement, and positive employee morale in
the workplace. Employee satisfaction, while generally a positive in the
organization, can also be a downer if mediocre employees stay because they are
satisfied with work environment.“Happy employees are productive
employees.”“Happy employees are not productive employees.” We hear these
conflicting statements made by HR professionals and managers in organizations.
There is confusion and debate among practitioners on the topic of employee
attitudes and job satisfaction even at a time when employees are increasingly
important for organizational success and competitiveness. Therefore, the
purpose of this article is to provide greater understanding of the research on
this topic and give recommendations related to the major practitioner knowledge
gaps.
Importance of the Study
Importance of employee satisfaction for organization
• Enhance employee
retention.
• Increase productivity.
• Increase customer satisfaction
• Reduce turnover, recruiting, and training costs.
• Enhance customer satisfaction and loyalty.
• More energetic employees.
• Improve teamwork.
• Higher quality products and/or services due to more competent, energized employees.
• Increase productivity.
• Increase customer satisfaction
• Reduce turnover, recruiting, and training costs.
• Enhance customer satisfaction and loyalty.
• More energetic employees.
• Improve teamwork.
• Higher quality products and/or services due to more competent, energized employees.
Importance of employee satisfaction for employee
• Employ will believe
that the organization will be satisfying in the long run
• They will care about the quality of their work.
• They will create and deliver superior value to the customer.
• They are more committed to the organization.
• Their works are more productive.
• They will care about the quality of their work.
• They will create and deliver superior value to the customer.
• They are more committed to the organization.
• Their works are more productive.
Significance of the
Study
In
today's highly competitive economy, innovative ideas and brilliant employees
are key factors to remaining ahead of competitors. By effectively utilizing the
power of talented people, firms may achieve solid results and develop a highly
productive work force (Harrington, 2003). The level of performance of employees
relies not only on their actual skills but also on the level of motivation each
person exhibits (Burney 2000). Motivation is an inner drive or an external
inducement to behave in some particular way, typically a way that will lead to
rewards (Dessler, 1978). Over-achieving, talented employees are the driving
force of all firms so it is essential that organizations strive to motivate and
hold on to the best employees (Harrington, 2003). Employee
commitment, productivity and retention issues are emerging as the most critical
workforce management challenges of the immediate future, driven by employee
loyalty concerns, corporate restructuring efforts and tight competition for key
talent. For many firms, “surprise” employee departures can have a significant
effect on the execution of business
plans and may eventually cause a parallel decline in productivity. This
phenomenon is especially true in light of current economic uncertainty and
following corporate downsizings when
the impact of losing critical employees increases exponentially (Caplan
and Teese, 1997; Ambrose, 1996; Noer, 1993).
“People don’t quit
companies, they quit bosses.” (Kaye and Jordan-Evans, 1999). By focusing on leadership, organizations
improve employee retention (Buckingham and Coffman, 1999). Yu (1999) reported that in order to reduce
labor turnover and retain productive employees, management has to improve
working conditions and keep the employees properly motivated. Employee motivation,
therefore, is an important determinant of performance at the workplace (Houkes
2002). Organisations may differ in the priority they attach to the human
resource component, in their efforts toward achieving high productivity and
competitive advantage, yet they all recognise the value of a qualified,
motivated, stable, and responsive team of employees (Huselid, 1995). Morrell, Loan-Clarke and Wilkinson (2001)
argue, “there is yet no universally accepted account or framework for why
people choose to leave”. According to
Maritz (1995) excellent organisations begin with excellent leadership and
unfortunately the reverse is also true. He argues that some leaders believe the
performance of an organisation depends upon the quality of its personnel. He
claims that this is a flawed premise for, in reality, it is the quality of the
organisation’s leadership, which will dictate whether or not the talents and
commitment of its people will become manifest and expressed in the work of the
organisation.
Scope
of the Study
Building a knowledge base on what causes
an employee to choose to leave an organization gives organizations the
opportunity to curtail voluntary turnover and /or to manage the turnover
process more effectively. Aspects of the work environment and employee
retention strategies can then be created.
Very little research exists on the topic of retention, attrition, or job
satisfaction in home electric appliances industry of Turkey. Presently, there
is no system in place in Air India Ltd to determine which personnel leave the
profession or why they leave; the numbers can only be speculated.
This study could provide groundwork for
possible changes in the reward strategy of Air India Ltd by analyzing the factors that lead to job
satisfaction and job dissatisfaction and by making recommendations at both
departmental and organizational levels to enhance the retention of Air India
Ltd employees.
Rationale
of the study
The main scope of this study is to
ascertain the effectiveness of employee’s satisfaction and various methods to
increase the sales volume of the concern. The methods include regular
information to the buyers creating a brand position in the market and taking
measures to make the brand remain in its position. One of the important aspects
of this study is also to increase the market segment for the product.
Objectives
·
To measure the employee
job satisfaction level.
·
To study the employees
perception towards the organisation.
·
To study the attitude
of employees towards their works.
·
To identify the factors
that motivates the employees.
·
To give suggestions for
the perspective of the company.
Expected
contribution from study
Organisations are recognising
the significant opportunity to improve the return on their human resources
investment by aligning reward plans with business strategy and enhancing the
value delivered to employees. This process is crucial to business success, and
the ability of the organisation to attract and retain top performers and
critical-skill employees, in an increasingly competitive environment.
Chapterisation
Chapter 1 Introduction
Chapter 2 Literature Review
Chapter 4 Data Analysis
Chapter 5 Conclusion and Recommendation
Bibliography
Appendix
If you want Dissertations, Thesis, Case Studies on Employee Satisfaction,
Research Proposals, Term Papers, Research Projects, Assignments,
Coursework, PowerPoint Presentations and Synopsis, than contact
Mahasagar Publications, Mumbai, India by calling +91 9819650213 or +91
8081344446 or visit website www.projectspapers.com
No comments:
Post a Comment