“A STUDY ON EMPLOYEE JOB SATISFACTION IN LEMONTREE VEMBANAD LAKE RESORT ALAPPUZHA”
(With reference to Lemontree resort , Alleppey)
A Summer Internship Project submitted
to
MANIPAL UNIVERSITY
For Partial Fulfilment of the Requirement for the Award of the Degree
in
MASTER OF BUSINESS ADMINISTRATION
by
Sunil John Varghese Reg. No.161202079
Under the Guidance of
Dr. Lakshminarayan S M
Professor, School of Management
SCHOOL OF MANAGEMENT
MANIPAL – 576 104
DECLARATION
I hereby declare that the summer Internship project titled “A study on Employee Job Satisfaction in Lemontree Vembanad Lake Resort, Alappuzha”, carried out at Muhamma, Alappuzha has been submitted during the year 2017-2018 under the guidance of Dr. Lakshminarayan for partial fulfillment of the requirement for the award of the degree in Masters of Business Administration, Manipal University.
This project report is purely the results of my own effort and has not been submitted to any other university for the award of a degree, diploma or any other similar title.
Sunil John Varghese
161202079
Place: Manipal
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ACKNOWLEDGEMENT
It is my pleasure to thank all those who made this thesis possible. I am grateful to God with all my spirit who provided the strength and wisdom to finish this research. I would like to thank my parents for extending their endurance and moral support. I express my sincere thanks to my Guide Dr. Lakshminarayan for his support and perfect guidance, made this project successful. I would like to thank Mr. Vipin Venugopal GM of lemontree vemabanad lake resort alappuzha and Mr. Alias George Asst.HR Manager who had given me an opportunity to work as an intern and for their valued assistance and support. I would also like to thank my institution School Of Management for allowing me to undertake this project. A special thanks to all the employees of lemontree resort for their response of the questionnaire for helping me in completion of the study for the project.
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PREFACE
Job satisfaction is the important element to know about the performance of the management, staff, sub-ordinates etc. Evaluation of employee performance focuses on improving the motivational level of employees as to enhance their current performance in the organization. Thus it is very important for the organization so that it creates value for the organization as well as employee. But the evaluation should be maintained that it should not create dissatisfaction to the employee.
With this aspect the study on ‘A study on Employee job satisfaction in lemontree vemabanad lake resort’ undertaken on aiming whether the employees are satisfied with their working conditions of the organization.
Here are some of the significant features of the project –
• The concepts presented are easily understandable.
• It shows the information about Lemontree Vembanad Lake Resort, which helps to know about the company?
TABLE OF CONTENTS
S.NO. TOPIC PAGE NO.
DECLARATION 2
ACKNOWLEDGEMENT 3
PREFACE 4
CHAPTER 1 INTRODUCTION 7
1.2 Objective of the study 8
1.3 Limitations of the study 8
1.4 Scope of the study 8
CHAPTER 2 COMPANY PROFILE 9
2.1 Vision and Mission 11
CHAPTER 3 LITERATURE REVIEW 13
CHAPTER 4 JOB SATISFACTION: Theories and Concepts 14
CHAPTER 5 RESEARCH METHODOLOGY 16
CHAPTER 6 DATA ANALYSIS AND INTERPRETATION 17
1.1 Gender of Respondents 17
1.2 Marital Status 18
1.3 Year of Experience 19
1.4 Educational Qualification 20
1.5 State of Residence 21
2.1 Working Hours 22
2.2 Duty Schedule 23
2.3 Work Location 24
2.4 Leave Offered 25
2.5 Fun Activities 26
3.1 Salary 27
3.2 Opportunity for promotion 28
3.3 Bonus and Benefits 29
3.4 Job Security 30
3.5 Recognition for work 31
4.1 Relation with your Management 32
4.2 Relation with your HOD 33
4.3 Relation with your co-workers 34
4.4 Relation with other department staffs 35
5.1 Chances of learning new skills 36
5.2 Opportunities to utilise your skill and activities 37
6 I am provided sufficient facility to do my job 38
7 I am given adequate freedom to do my job efficiently 39
8 I receive praise from HODs for my good work 40
9 My superior seems to care me and motivates in my work 41
10 My associates are commited to doing quality work 42
11 I have opportunities at work to learn and grow 43
12 I am satisfied with my current position in the company 44
SWOT ANALYSIS 45
CHAPTER 7 SUGGESTIONS & CONCLUSIONS 46
CHAPTER 8 BIBLIOGRAPHY 47
CHAPTER 9 ANNEXURE 48
CHAPTER 1
1.1 INTRODUCTION
JOB SATISFACTION
• Job satisfaction is the result that shows an individual is pleased in his work or not. There are researches based on job satisfaction which indicates on the factors which are influencing individual’s needs and his attitude towards the work. Job satisfaction is linked to the behaviour of an individual in the work place (Davis, 1985)
• An employee who is satisfied in his work contributes to less absent, much contribution to company success, and so on. But, the employee who is not satisfied in his work will have stress, not maintaining good relationship among all other employees; he may tend to quit the job from the company. Even when there is high level of job satisfaction does not mean there is a high performance level.
• Job satisfaction is the Psychological environment and physiological environment combined. (Hoppock)
• Job satisfaction also influences the life satisfaction, the environment affects the satisfaction. Having a job is one of the most important part of life, so managers must examine the attitude and motivate them towards both job and life satisfaction.
Keywords: job satisfaction
FACTORS INFLUENCING JOB SATISFACTION
There are mainly seven factors which influences the job satisfaction, they are:
SUPERVISORS: For an employee supervision is important to support their working conditions, this may result in both job satisfaction and dissatisfaction. Employee relation to the supervisors is similar to the relation to the company. It results the formation of attitudes of an employee, good supervision will result in quality production and good relations but bad supervision will tend employees to absenteeism and turnover.
CO-EMPLOYEES: Motivation from the co-workers result in high performance level and high satisfaction level. They will be helpful, friendly and support when there is a need, this will get the employees motivated and increase their performance level.
PAY: Most of the researches show that employees are satisfied when they get paid accurately or more to the work done by them and the relation states when change in pay will also change their job satisfaction, they may be satisfied or dissatisfied.
AGE OF EMPLOYEES: Age is also one of the important factors which influence the job satisfaction level. Researches show that with increasing age higher job satisfaction and some of the researches it shows there is no comparison between the age and job satisfaction.
MARIAL STATUS: Job satisfaction also depends on the marital status of the employee that is personal factors. Studies found that individual who is married is dissatisfied than unmarried part of his life. There are several reasons for the dissatisfaction that is the pay will not be sufficient as for their cost of living, expenses and so on.
EDUCATION: Most of the studies show that the employees who have less education are more satisfied than educated employees in the job work.
WORKING CONDITION: As we all know that good working conditions, good surroundings, will improve the job satisfaction level, work environment is an important element for deciding the level of job satisfaction. In modern era, the working condition for woman is more important as to maintain the company values and diversity.
1.2 OBJECTIVE OF THE STUDY
• To study the job satisfaction of employees in lemontree vembanad lake resort Alappuzha
• To study SWOT Analysis of the company
• To identify employee the level of satisfaction over fun activities of the company
• To identify employee the level of satisfaction over work location of the company
• To identify employee level of satisfaction over duty schedule of the company
1.3 LIMITATIONS OF THE STUDY
• Sample size of the study is only 49.
• Due to less time that is of 7 weeks the project was not able to complete to desired level.
• The findings are based on the information given by employees who may be biased.
1.4 SCOPE OF THE STUDY
• This study helps in analysing employees level of job satisfaction on Lemontree Resort Alappuzha
• The study will be helpful for the organization for finding the area of satisfaction and dissatisfaction level of employees.
CHAPTER 2- COMPANY PROFILE
LEMONTREE HOTELS:-
Fresh, enthusiastic and truthfull, the Lemon Tree Hotel Company is one of india’s largest chain of hotel industry. This award winning Indian hotel chain was founded in September 2002 and it operates 21 hotels in 14 cities with 2700 rooms and with more than 3000 employees. This fastest growth has made the lemon tree the 3rd largest hotel chain in India. By 2017-2018 it is predicted that it will operate about 4000 rooms across India including the current hotels.
The Lemon Tree Hotels assemble as of late propelled Lemon Tree Premier, its new upscale “in addition to” mark that holds the quintessence of the upscale Lemon Tree by proceeding to give the crisp, fun and energetic experience the gathering is so notable for. The stylistic layout is ‘refreshingly rich’, influencing it to ideal for the style cognizant and playful business traveller.
Lemon Tree Premier gives an improved item offering with vehicle for air terminal exchanges; predominant in-room facilities; a higher offer of top notch premium rooms; claim to superb dishes; iMac terminals in the Business Center; a Life Fitness prepared exercise center and a restoring spa.
This honor winning Indian lodging network was established in September 2002 and as of now claims and works 21 hotels in 14 urban areas collecting 2600 rooms with more than 3000 representatives.
INDIA’S LEMON TREE HOTELS – A REFRESHING CONCEPT
THE LEMON TREE STORY
New, lively and young, the Lemon Tree Hotel Company is India’s quickest developing chain of upscale, midscale and economy hotels. This prize winning Indian hospitality network was established in September 2002 and at present possesses and works 21 hotels in 14 urban areas with 2600 rooms and over 3000 representatives. This quick development has made the gathering the third biggest inn network in India by possessed rooms, as of now. By 2015-16, the organization will claim and work more than 4000 rooms crosswise over the majority of the real urban communities in India including Ahmedabad, Aurangabad, Bengaluru, Chandigarh, Chennai, Ghaziabad, Gurgaon, Goa, Hyderabad, Indore, Jaipur, East Delhi, Muhamma (Kerala), Mumbai, New Delhi and Pune.
OUR BRANDS
The gathering offers three brands to address inn issues of visitors over all levels:
1. Lemon Tree Premier Upscale Market
2. Lemon Tree Hotels Midscale Market
3. Red Fox Hotels Economy Market
LEMON TREE PREMIER
The extravagant and extensive insides at Lemon Tree Premier take the punch up a score. This chain of upscale business and recreation hotels raises the Lemon Tree involvement while holding a similar freshness, eccentricity and vitality that Lemon Tree is outstanding for. Lemon Tree Premier spoils the style cognizant and playful voyager with its customized administrations, premium in-room comforts, grant winning eateries and fun encounters.
LEMON TREE HOTELS
Lemon Tree Hotels are the main midscale business and recreation hotels that elevate your spirits toward the finish of a difficult day. Like the natural product they are named after, Lemon Tree Hotels are crisp, cool and shining with get-up-and-go. Happy welcome, a neighbourly friend of the mark lemon aroma welcomes you at Lemon Tree. This a la mode business inn with crisp and splendid insides invigorates you with its clever cleverness and energetic condition. Lemon Tree’s ?close to home’ comfort encourages you loosen up with its shrewd in-room courtesies, energetic bistro, entertainment bar, pool and wellness focus.
RED FOX HOTELS
Red Fox Hotels welcome you with its new striking insides and in addition fresh and clean rooms. These economy hotels amuse you with its great esteem and dependable wellbeing gauges. Here well disposed grins and an energetic domain run as an inseparable unit with proficient administration. The business offices at Red Fox incorporate hey speed WiFi, Cyber Kiosk, Clever Fox Café, an effective meeting room, an all around prepared exercise center and clothing administration.
ADMINISTRATION
The Lemon Tree Hotel Company is controlled by a gathering of experienced inn experts who have worked with driving lavish inn brands and crosswise over enterprises including Consulting, FMCG, Banking and Insurance, Telecom, Automobiles and seaward business handling.
MAINTAINABILITY
Lemon Tree concentrates on conveying a sound triple primary concern’ i.e. Planet, People and Profit through its maintainability activities. A concentrated exertion on the planet’ through Eco-accommodating Practices and on individuals’ through its work in the zone of Corporate Social Responsibility (CSR), has assembled both feasible benefits and a solid notoriety for the organization.
AWARDS AND CITATIONS
The Lemon Tree Hotel Company has been granted a few references and honors reliably, demonstration of the extraordinary esteem and experience we give to our representatives, visitors, accomplices and society.
THE LEMON TREE HOTEL COMPANY: AWARDS AND CITATIONS
2012 National Award, Government of India – Ministry of Social Justice and Empowerment: Outstanding Work in the Creation of a without barrier Environment for Persons with Disabilities (2012).
Positioned in the Top 50 substantial associations (;1000 representatives) in the 2012 investigation of Best Companies to Work For by the Great Place to Work Institute and the Economic Times. 16 hotels over the three brands were granted TripAdvisor’s Certificate of Excellence 2012.
2.1 VISION
The Lemon Tree Hotel Company shall be India’s biggest and finest chain of upscale, mid-scale and economic hotels and resorts.
MISSION
We shall be committed to:
• Ensures self-worth of our colleagues, where they are importance to us.
• Contributing to the society we stay and to India overall.
• Giving memorable experience to our guests, whose stay, safety, security and happiness is our main reason for us.
• Return for our stakeholders, whose trust gives us to improve further.
• Increasing the effectiveness of our processes, to enhance us to be the cost-effective brand giving the highest value, which our guests have right to look forward to.
CORE VALUES (TO RISE)
Collaboration – We perceive that superlative execution is dependably the consequence of cooperation.
Possession – We generally assume liability for our activities
Regard and Empathy – We generally show regard and worry for associates, visitors and accomplices.
Honesty – We generally keep up the most astounding measures of decency and straightforwardness in every one of our dealings.
Energetic Fun – We make an energizing and vivacious workplace urging our associates to think uninhibitedly.
Perfection – We generally drive brilliance in what we do.
CORPORATE SOCIAL RESPONSIBILITY
One of the directing standards of Lemon Tree Hotels is that the organization exists above all else for the prosperity of its representatives, the group it works in and society on the loose. We attempt different activities to accomplish these goals.
WORKERS WITH DISABILITIES
Traditionalist appraisals put the number of inhabitants in people with inability (PWDs) in India at 70 million of which 12 million (or 1% of India’s populace) are discourse and hearing impeded. Under 3% of PWDs are profitably utilized contrasted and between 33% and half in the created world. Lemon Tree Hotels has been procuring PWDs (100% discourse and hearing weakened individuals – for the most part from BPL people group) since 2007. At present, more than 6% of gathering workers (~ 130 individuals) are from this section of the populace. The gathering intends to build this number to 250 individuals by end 2013-14 (10% of aggregate workers). Lemon Tree has likewise built up a standard procedure to enlist individuals with handicaps into every one of its hotels dish India, including remote spots like Muhamma in Kerala. We are sure that our all around prepared diversely empowered colleagues will please you with their excitement and sharpness amid your following visit to any of our hotels.
CHAPTER 3
LITERATURE REVIEW
Job satisfaction is degree to which an individual feels decidedly or adversely about his or her job. (Locke, 1976) Characterized job satisfaction as “An agreeable and positive passionate result arising because of the assessment of one’s job or job experience.” That is, it is the irregularity between what a worker esteems and what the circumstance gives. (Smith, 1969) Recommended that “Job satisfactions are sentiments or emotional reactions to aspects of the situation.”. (lofquist, 1984) Characterized job satisfaction as the after effect of the specialist’s evaluation of how much the workplace satisfies the person’s needs.
Equity Theory, Need-Fulfilment Theory, Social Comparison Theory, Facet- Satisfaction Model, and Job Characteristics Model recommend that job satisfaction is impacted by the assortment of variables. As per Maslow, job satisfaction can be accomplished by satisfying Physiological needs, Safety needs, Social needs, Esteem needs also, Self-Actualization. According to Philip Apple job satisfaction is accomplished through mentality towards work gathering, company and administrators, general workings conditions and fiscal benefits. It is likewise seen through (Garcia-Bernal, 2005) inquire about that the level of job satisfaction is controlled by four components: monetary viewpoints, relational relations, working conditions, and individual fulfilment. The person’s wellbeing, age, level of goal, social status and political and social exercises would all be able to add to job satisfaction. Research additionally shows that an abnormal state of job satisfaction has a positive effect is decreasing turnover, non-appearance, lateness mishaps, grievances and strikes.
(Aziri, 2011) Uncovers that says that, Job satisfaction speaks to a standout amongst the most intricate zones confronting the present supervisors with regards to dealing with their representatives. Many examinations have shown an uncommonly extensive effect at work satisfaction on the inspiration of labourers, while the level of inspiration affects efficiency, and henceforth additionally on execution of business organizations. Unfortunately, in our district, job satisfaction has even now got the best possible consideration from neither researchers nor administrators of different business associations.
(timothy, 2004)This article recognizes three noteworthy holes between HR rehearse and the logical research in the zone of worker states of mind by and large and the most central representative conduct specifically—job satisfaction: (1) the reasons for representative states of mind, (2) the after effects of positive or negative job satisfaction, and (3) how to quantify and impact representative states of mind. Recommendations for experts are given on the most proficient method to close the holes in information and for assessing executed practices. Future research will probably concentrate on more noteworthy comprehension of individual attributes, for example, feeling, in characterizing job satisfaction and how worker mentalities impact authoritative execution.
DEFINITION:
“Job satisfaction does not seem to reduce absence, turnover and perhaps accident rates”.
-Robert L. Kahn
“Job satisfaction is a general attitude towards one’s job: the difference between the amount of reward workers receive and the amount they believe they should receive.”
-P. Robbins
Job satisfaction defines as “The amount of overall positive affect (or feeling) that individuals have toward their jobs.” -Hugh J. Arnold and Daniel C. Feldman
CHAPTER 4
ABOUT JOB SATISFACTION
Job satisfaction speaks to the constellations of individual’s state of mind towards the job. All in all, job satisfaction is the demeanour towards the job. Job satisfaction is an element of satisfaction with various parts of job, i.e. supervision, pays, works relation, work environment, and so forth, and of the specific weighting or significance one appends to these individual segments. The investigation of job satisfaction is a moderately late phenomenon. It can maybe be said to have started decisively with the acclaimed Hawthorne experiment led by Elton
Mayo at the western Electronic Company in 1920s over the span of examinations
In any case they end up plainly persuaded that components of a social sort were influencing satisfaction with the job and efficiency. Since the Hawthorne thinks about there has been a colossal yield of work on the nature, causes and corresponds of job satisfaction. The customary model of job satisfaction is that it comprises of the aggregate assemblage of emotions that a person has about his job.
This aggregate assemblage of emotions includes, in actuality, weighting up the whole of impacts of the job, the nature of job itself, the compensation, the advancement. The advancement prospects, the nature of supervision et cetera. Where the whole of impacts gives ascend to sentiments of satisfactions the individual is job fulfilled. Where in all out they offer ascent to sentiments of job dissatisfaction the individual is job disappointed. Enhancing any of these impacts will lead toward job satisfaction, making less acceptable anyone of the impacts will lead toward the job dissatisfaction. In any case, what makes a job fulfilling does not depends just on the idea of the job, however at work desires that people have of what their job ought to give.
Expectancy theory focuses to the significance of the person’s desires of his job in deciding job satisfaction. For people who have desires that their job should give them open doors for pay, challenge, a disappointment of the job to meet this desire will prompt dissatisfaction contrasted with a circumstance where no such desire is included. What expect desire of people will have of a job may change. For countless, some getting from social others from each personal causes.
(Christen, 2006) Provided a model for the job satisfaction, which they include the four elements they are job related factors, role perceptions, job performance and firm performance.
JOB SATISFACTION AND PRODUCTIVITY
It was accepted for quite a while, especially by human relations specialists, that fulfilled, specialists were beneficial labourers, yet later analysts sounds it to be a myth. Most likely a few examinations have detailed positive connection between’s satisfaction and productivity however these are frequently not factually noteworthy.
In an audit of various research factors that job satisfaction did not really suggest high execution and that “generation might be as it were incidentally identified with a considerable lot of the objectives towards which the mechanical specialist might be endeavouring”. Connection between satisfaction and productivity is extremely intricate.
Job satisfaction can be defined also as the point to which a worker is satisfied with the rewards the employee gets out of the job, particularly in terms of intrinsic motivation (Statt, 2004).
The term job satisfactions refer to the attitude and feelings people have about their work. Positive and pleasant attitudes towards the work indicate job satisfaction. Negative and unpleasant attitudes towards the work indicate job dissatisfaction (Armstrong, 2006)
Finally there is still considerable debate whether satisfaction leads to performance or performance leads to satisfaction (Luthans, 1998)
The achievement of information exchange and learning sharing depends on representative job satisfaction also, the soundness of the work environment. Job satisfaction can be gotten from the level of match between a worker’s professional needs and the necessities of the job.
The scale is basic, members answer either yes, no, or can’t choose in reaction to whether given explanations precisely depict one’s job.
The Job When all is said in done List is a general estimation of job satisfaction.
CHAPTER 5
RESEARCH METHODOLOGY
The study consists of primary and secondary data. Sample size of the study is 49. The data were collected from the employees through questionnaires that are primary data and secondary data were gathered from books, articles, researches and internet. The analysis of the findings were done using frequency test in SPSS software.
CHAPTER 6
DATA INTREPRETATION AND ANALYSIS
1.1 Gender:
Gender
Frequency Percent
Valid Male 46 93.9
Female 3 6.1
Total 49 100.0
From the above chart it shows that there are 94% Male employees and only 6% female employees in the organisation
1.2 Marital Status
Marital Status
Frequency Percent
Valid Unmarried 14 28.6
Married 33 67.3
Divorced 2 4.1
Total 49 100.0
In figure above it shows the marital status of the employees of the organization that is 28% of the employees are unmarried, 67% of the employees are married, and 4% of the employees are divorced.
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1.3 Year of Experience
year of experience
Frequency Percent
Valid less than 3 years 11 22.4
less than 5 years 11 22.4
5 years and above 27 55.1
Total 49 100.0
In the bar diagram it shows that there are 55% of the employees have more than 5 years of experience, 22% of the employees with less than 5 years and rest 22% with less than 3 years of experience.
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1.4 Educational Qualification
Frequency Percent
Valid Matriculation 34 69.4
UG 14 28.6
PG 1 2.0
Total 49 100.0
From the above figure, it shows that 69% of the employees have done the matriculation as educational qualification, 28% with undergraduate educational level and 2% with post graduate level.
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1.5 State of Residence
State of residence
Frequency Percent
Valid Kerala 33 67.3
Manipur 2 4.1
New Delhi 2 4.1
Odissa 3 6.1
Tamil Nadu 5 10.2
West Banga 4 8.2
Total 49 100.0
From the above figure it shows that 67% of the employees are from Kerala, 10% from Tamil Nadu, 8% from West Bengal, 6% from Odissa, 4% from New Delhi and 4% from Manipur.
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2.1 Working Hours
Working hours
Frequency Percent
Valid Dissatisfied 2 4.1
NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 32 65.3
Highly Satisfied 11 22.4
Total 49 100.0
In the figure above, it shows that 65% of the employees are satisfied with working hours, 22% are highly satisfied, 8% are neutral and 4% are dissatisfied on the working hours. ?
2.2 Duty Schedule
Duty Schedule
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 8 16.3
Satisfied 38 77.6
Highly Satisfied 3 6.1
Total 49 100.0
In the above bar chart, it shows that there are 77% of the employees who satisfied with their duty schedule, 6% of them are highly satisfied and 16% are neither satisfied nor dissatisfied.
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2.3 Work Location
Work Location
Frequency Percent
Valid Satisfied 30 61.2
Highly Satisfied 19 38.8
Total 49 100.0
In this bar diagram it shows that 61% of the employees are satisfied with the work location, whereas 32% are highly satisfied.
2.4 Leave Offered
Leave Offered
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 32 65.3
Highly Satisfied 13 26.5
Total 49 100.0
Here in the bar diagram, 65% of the employees are satisfied with leave offered to the employees by the company, 26% are highly satisfied and 8% are neutral.
2.5 Fun Activities
Fun activities
Frequency Percent
Valid Highly Disatisfied 4 8.2
Disatisfied 16 32.7
NEITHER SATISFIED NOR DISSATISFIED 21 42.9
Satisfied 8 16.3
Total 49 100.0
In the above bar chart, 42% are neither satisfied nor dissatisfied with the fun activities of the company, 32% are dissatisfied, 16% are satisfied and 8% are highly dissatisfied.
Salary
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 2 4.1
Satisfied 44 89.8
Highly Satisfied 3 6.1
Total 49 100.0
In the above chart, we can see that 89% of the employees are satisfied with the salary provided for the job, 6% are highly satisfied and 4% are neither satisfied nor dissatisfied.
3.2 Opportunity for promotion
Opportunity for Promotion
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 30 61.2
Satisfied 19 38.8
Total 49 100.0
In the figure above, it shows that 61% of the employees are neither satisfied nor dissatisfied with opportunity for promotion, and 38% of the employees are satisfied.
3.3 Bonus and Benefits
Bonus & Benefits
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 42 85.7
Highly Satisfied 3 6.1
Total 49 100.0
In the bar diagram shown above, 85% of the employees are satisfied with the bonus and benefits provided by the company, 6% are highly satisfied and 8% are neither satisfied nor dissatisfied.
Job Security
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 2 4.1
Satisfied 42 85.7
Highly Satisfied 5 10.2
Total 49 100.0
In the figure above, 85% of the employees are satisfied with the job security of the company, 10% are highly satisfied and 4% are neither satisfied nor dissatisfied.
3.5 Recognition for work
Recognition for work
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 42 85.7
Highly Satisfied 3 6.1
Total 49 100.0
Here, in the bar chart above 85% of the employees are satisfied with recognition their work, 8% are neither satisfied nor dissatisfied and 6% are highly satisfied.
4.1 Relation with your Management
Relation with your Management
Frequency Percent
Valid Disatisfied 5 10.2
NEITHER SATISFIED NOR DISSATISFIED 7 14.3
Satisfied 26 53.1
Highly Satisfied 11 22.4
Total 49 100.0
Here the bar chart shows that 53% of the employees are satisfied with relation with the management, 22% of the employees are highly satisfied,14% are neither satisfied nor dissatisfied and 10% are dissatisfied on the relation with the manager.
4.2 Relation with your HOD
Relation with your HOD
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 3 6.1
Satisfied 23 46.9
Highly Satisfied 23 46.9
Total 49 100.0
In the above graph, 46% of the employees are highly satisfied on their relation with their Head of the department, 46% are satisfied and 6% are neither satisfied nor dissatisfied.
4.3 Relation with your co-workers
Relation with your co-workers
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 28 57.1
Highly Satisfied 17 34.7
Total 49 100.0
Here, 57% of the employees are satisfied with their relation to co-workers, 34% are highly satisfied and 8% of the employees are neither satisfied nor dissatisfied.
4.4 Relation with other department staffs
Relation with Other Department Staffs
Frequency Percent
Valid Dissatisfied 10 20.4
NEITHER SATISFIED NOR DISSATISFIED 16 32.7
Satisfied 16 32.7
Highly Satisfied 7 14.3
Total 49 100.0
In the above chart shown, it states 32% of the employees are satisfied with the relation to other departmental staffs, 32% are neither satisfied nor dissatisfied, 20% of the employees are dissatisfied on relation with other departmental staffs and 14% of the employees are highly satisfied.
5.1 Chances of learning new skills
Chances of Learning New Skills
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 37 75.5
Highly Satisfied 8 16.3
Total 49 100.0
Here in the above figure, it shows that 75% of the employees are satisfied with chances of learning new skills, 16% of the employees are highly satisfied and 8% of the employees are neither satisfied nor dissatisfied.
5.2 Opportunities to utilise your skill and activities
Opportunities to utilise your skill & activities
Frequency Percent
Valid NEITHER SATISFIED NOR DISSATISFIED 4 8.2
Satisfied 41 83.7
Highly Satisfied 4 8.2
Total 49 100.0
In the figure above 83% of the employees are satisfied with the opportunities to utilise their skills and activities, 8% of the employees are neither satisfied nor dissatisfied and 8% of the employees are highly satisfied.
6. I am provided sufficient facility to do my job
I am provided sufficient facility to do my job
Frequency Percent
Valid Strongly Agree 3 6.1
Agree 40 81.6
NEITHER AGREE NOR DISAGREE 6 12.2
Total 49 100.0
From the above graph, we can see that 82% of the employees agree on the sufficient facility to do their job, 12% neither agree nor disagree the statement and 6% strongly agree.
7. I am given adequate freedom to do my job efficiently
I am given adequate freedom to do my job efficiently
Frequency Percent
Valid Strongly Agree 3 6.1
Agree 41 83.7
NEITHER AGREE NOR DISAGREE 4 8.2
Disagree 1 2.0
Total 49 100.0
Here in the bar graph, we can see that 83% of the employees agree on which the company gives adequate freedom to do their job efficiently, 8% of the employees neither agree nor disagree, 6% of the employees strongly agree to the statement and 2% of the employees disagree with the statement.
8. I receive praise from HODs for my good work
I receive praise from HODs for my good work
Frequency Percent
Valid Disagree 3 6.1
NEITHER AGREE NOR DISAGREE 4 8.2
Agree 39 79.6
Strongly agree 3 6.1
Total 49 100.0
Here in the figure above, 79% of the employees agree that they receive praise from Head of the department for their good work, 8% of the employees neother agree nor disagree with the statement, 6% of the employees strongly agree, and 6% of the employees disagree with the statement.
9. My superior seems to care me and motivates in my work
My superior seems to care me and motivates in my work
Frequency Percent
Valid Strongly Agree 9 18.4
Agree 36 73.5
NEITHER AGREE NOR DISAGREE 2 4.1
Disagree 2 4.1
Total 49 100.0
Here in the above chart it shows that 73% of the employees agree that their superior cares and motivates their work, 18% strongly agree on the statement, 4% neither agree nor disagree and 4% of the employees disagree with the statement.
10. My associates are commited to doing quality work
My associates are commited to doing quality work
Frequency Percent
Valid Strongly Agree 7 14.3
Agree 34 69.4
NEITHER AGREE NOR DISAGREE 6 12.2
Disagree 2 4.1
Total 49 100.0
In the above figure, 69% of the employees agree that their associates are committed to doing quality work, 14% of the employees strongly agree on the statement, 12% of the employees neither agree nor disagree and 4% disagree with the statement.
11. I have opportunities at work to learn and grow
I have opportunities at work to learn and grow
Frequency Percent
Valid Strongly Agree 16 32.7
Agree 31 63.3
NEITHER AGREE NOR DISAGREE 2 4.1
Total 49 100.0
In the bar chart we can say that 63% of the employees agree that they have at work to learn and grow, whereas 32% of the employees strongly agree on the statement and 4% of the employees neither agree nor disagree with the statement.
12. I am satisfied with my current position in the company
I am satisfied with my current position in the company
Frequency Percent
Valid Strongly Agree 9 18.4
Agree 38 77.6
NEITHER AGREE NOR DISAGREE 2 4.1
Total 49 100.0
In the above bar diagram, we can say that 77% of the employees satisfied with the current position in the company, 18% of the employees strongly agree and 4% neither agree nor disagree with that statement.
SWOT ANALYSIS OF LEMONTREE VEMBANAD LAKE RESORT
SWOT Analysis
Strengths 1. The Lemon Tree Group of hotels brand value
2. The resort has a good location and homely feeling
3. The resort has strong management
4. The Lemon tree group produce their own soaps and shampoos as for providing a great service of refreshment
Weaknesses 1. The resort is outdated
2. Newer in the industry hence less market share
3. Hospitality service experience is low compared to the major market leaders
Opportunities 1. Renovation of the resort
2. Government is supporting for the mid category hotels
3.The Lemon Tree group are affordable so weekend travellers have the enefit
Threats 1. Terrorist threats, natural calamities, economic downturn, political turbulence
2. There is more number of increasing competitors with improved facilities and technology.
Competition
Competitors • Vasundara Sarovar
• Abad Turtle Resort
• Hondalip
• Nova Holidays
• Desadan
• Lake Palace
• Citrus
• Ramada
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CHAPTER 7 – SUGGESTION & CONCLUSION
SUGGESTION
On the above findings, we can give the following suggestions
• Only 16% are satisfied with the fun activities of the company most of the employees are not satisfied with the fun activities provided by the company. So, company can implement a new timing for the employees to have some relaxation over their work during the time of break that means tea-time or short break, where will feel relaxed.
• Most of the employees are not satisfied with the coordination of other departmental staffs of the company, there are problems arising with the departments due to communication gap and lac of co-ordination. The company should adopt a quick evaluation of the department condition where their communication can be better.
• The employees should be given a motivational training as for increasing value towards the brand.
• Management should help the employees whenever they need
• The management should initiate a conference for finding the problems happening in coordination of employees the between the departments.
CONCLUSION
Job satisfaction is different for every employee. On job satisfaction it involves the major factors they are- supervision, Salary and Promotions, relations with all groups and most of all their work that they perform to the organisation. From the analysis part we can see that some of the employees are not satisfied and disagreed on certain questions and statements, mainly about the fun activities. But according to the analysis done the conclusion is as follows:
• Except the fun activities Most of the employees working in lemontree resort are satisfied with their job. Only 16% of the employees are satisfied with fun activities.
• 77% of the employees are satisfied with the duty schedule provided to them, which tells us that they have an acceptable timing for the work.
• 61% of the employees are satisfied with the work location and 39% are highly satisfied, so it says that the work location is perfect for their job.
• Some of the employees are not satisfied with relation between management and other departmental staffs, 10% of the employees are dissatisfied about the relation with management and 20% are dissatisfied on relation with other departmental staffs. This tells us that there is lakh of coordination between the different departmental staffs and also the management which may lead to employee dissatisfaction.?
BIBLIOGRAPHY
Internet Sites:
? https://en.wikipedia.org/wiki/Job_satisfaction
? https://oshwiki.eu/wiki/Job_satisfaction:_theories_and_definitions
? https://books.google.co.in/books?isbn=1538817314
? https://www.lemontreehotels.com/
? https://en.wikipedia.org/wiki/Lemon_Tree_Hotels
? https://www.tripadvisor.in/Hotel_Review-g608471-d1160691-Reviews-Lemon_Tree_Vembanad_Lake_Resort-Alappuzha_Alappuzha_District_Kerala.html
Articles and Journals
• Human Resource Management And personnel management K. Ashwathappa,publisher- tata mc graw hill
• Armstrong, M. (2006). A Handbook of Human resource Management, published by kogan page, London
• Christen, M., Iyer, G. and Soberman, D. (2006). Job Satisfaction, Job Performance, and Effort: A Reexamination Using Agency Theory, Journal of Marketing
• Davis, K. and Nestrom, J.W. (1985). Human Behavior at work: Organizational Behavior, McGraw Hill
• Hoppock, R. (1935). Job Satisfaction, Harper and Brothers, New York
• Luthans, F. (1998). Organizational Behavior, McGraw-Hill
• Statt, D. (2004). The Routledge Dictionary of Business Management, Routledge Publishing,Detroit
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