A MINOR PROJECT REPORT ON

A STUDY ON EMPLOYEE SATISFACTION IN WEST BENGAL

STATE ELECTRICITY DISTRIBUTION COMPANY LIMITED

Submitted to the Pondicherry University in partial fulfilment of the requirement of the

award of the degree of

MASTER OF BUSINESS ADMINISTRATION (HRM)

By

MUKHTAR ALAM

Enrolment No: 2019390010

Under the Guidance of

Prof. Dr. Riasudeen

DEPARTMENT OF MANAGEMENT STUDIES

DIRECTORATE OF DISTANCE EDUCATION

 DEPARTMENT OF MANAGEMENT STUDIES
PONDICHERRY UNIVERSITY
KALAPET, PONDICHERRY- 605014

CERTIFICATE

This project report entitled “A STUDY ON EMPLOYEE SATISFACTION IN WEST BENGAL

STATE ELECTRICITY DISTRIBUTION COMPANY LIMITED, KOLKATA”is a bonafide record

of the work done by Mr. Mukhtar Alam and submitted in partial fulfilment of the requirements for the

award of the degree MASTER OF BUSINESS ADMINISTRATION (HRM) by the Pondicherry

University.

------------------------------

Dr. Riasudeen

Professor
Department of Management Studies
Directorate of Distance Education
Pondicherry University
Kalapet, Pondicherry- 605014
 DEPARTMENT OF MANAGEMENT STUDIES
PONDICHERRY UNIVERSITY
KALAPET, PONDICHERRY- 605014

CERTIFICATE

This project report entitled “A STUDY ON EMPLOYEE SATISFACTION IN WEST BENGAL

STATE ELECTRICITY DISTRIBUTION COMPANY LIMITED, KOLKATA”is a bonafide record

of the work done by Mr. Mukhtar Alam and submitted in partial fulfilment of the requirements for the

award of the degree MASTER OF BUSINESS ADMINISTRATION (HRM) by the Pondicherry

University.

This Project Work was carried out under my supervision and guidance.

------------------------------

Head of Department
Department of Management Studies
Directorate of Distance Education
Pondicherry University
Kalapet, Pondicherry- 605014
 DECLARATION

I Mukhtar Alam, student of the Pondicherry University, Pondicherry hereby declare that the project report
entitled “A STUDY ON EMPLOYEE SATISFACTION OF WEST BENGAL STATE ELECTRICITY
DISCTRIBUTION COMPANY LIMITED” is a bonafide record submitted in partial fulfilment of Master
of Business Administration (HRM) of the Pondicherry University and a record of original work done by
me under the guidance of Dr. Riasudeen, Professor, Department of Management Studies, Pondicherry
University, Pondicherry.

I also declare that this report has not been submitted previously by me, fully of partially for the award of
any degree or recognition.

Place: Kolkata Mukhtar Alam

Date: 12.01.2021 Enrol No: 2019390010

 EXECUTIVE SUMMARY
A Study on “Job Satisfaction of Employees” was carried out in WEST BENGAL STATE ELECTRICITY
DISTRIBUTION COMPANY LIMITED (WBSEDCL). The main objective of the research was to find the
satisfaction level of employees in the organization. Employee satisfaction is essential to the success of any
business. The important factors that are to be considered in the job satisfaction of employees are salary,
promotion, working condition, and so on. The study was done as part of Descriptive Research.
Convenience sampling technique was employed for selecting the sample. The primary data was collected
by means of questionnaire. The secondary data was collected from the company records and websites. A
structured questionnaire was given to fifty employees and the data was collected based on the same. The
data was analyzed using percentage method and Likert scale method. Utmost care has been taken from the
beginning of the preparation of the questionnaire till the analysis, findings and suggestions. The analysis
leads over to the conclusion that majority of the employees are satisfied. Dissatisfaction with reference to
some of the factors was also reported. It was found that dissatisfaction among employees will affect the
work performance and productivity of the organization. Valuable suggestions and recommendations are
also given to the company for the better prospects.
 LIST OF CONTENTS
Chapter Content Page No.
Chapter 1 Introduction
1. Introduction
2. Research Problem
3. Significance of the Study
4. Scope of the Study
5. Objective of the Study
Chapter 2 Industry Profile
Chapter 3 Company Profile
Chapter 4 Literature Review
1. Theoretical Framework
2. Literature Review
Chapter 5 Research Methodology
1. Research Design
2. Sample Design
3. Period of Study
4. Sample Size
5. Data Collection
a. Primary Data
b. Secondary Data
6. Questionnaire
7. Tools used for Analysis
8. Graphical Representation of Data
9. Limitations of the Study
Chapter 6 Data Analysis and Interpretation
Chapter 7 Findings, Suggestions & Conclusion
Chapter 8 Bibliography
Annexure
 LIST OF TABLES
Sl. No Content Page No.
6.1 Working Experience of Employees
6.2 Satisfaction of Employees in Training & Programmes
6.3 Opinion of Employees in Safety Measures of Company
6.4 Satisfactory Level of Employee Leave Provided
6.5 Job Offer to Realize Employees Application & Ambition
6.6 Whether Employees to get any chance to be involved in
decision making
6.7 Whether Employees Feels Good Team Spirit Exist in your
work Environment
6.8 Whether Employees to Get Proper Promotion & Growth
Opportunities
6.9 Whether Supervisor Listen to the Opinion & Suggestion
6.10 Satisfaction Level of Employees in Overall Allowances
6.11 Opinion Regarding Support of Management
6.12 Satisfaction Level of Work Facility Provided by the
Company
6.13 Satisfactory Level in Working Relationship with Supervisor
6.14 Satisfactory Level in Work Environment
6.15 Whether the Job is able to improve social status
6.16 Feeling of Job Security
 LIST OF CHARTS
Sl. No Content Page No.
6.1 Working Experience of Employees
6.2 Satisfaction of Employees in Training & Programmes
6.3 Opinion of Employees in Safety Measures of Company
6.4 Satisfactory Level of Employee Leave Provided
6.5 Job Offer to Realize Employees Application & Ambition
6.6 Whether Employees to get any chance to be involved in
decision making
6.7 Whether Employees Feels Good Team Spirit Exist in your
work Environment
6.8 Whether Employees to Get Proper Promotion & Growth
Opportunities
6.9 Whether Supervisor Listen to the Opinion & Suggestion
6.10 Satisfaction Level of Employees in Overall Allowances
6.11 Opinion Regarding Support of Management
6.12 Satisfaction Level of Work Facility Provided by the
Company
6.13 Satisfactory Level in Working Relationship with Supervisor
6.14 Satisfactory Level in Work Environment
6.15 Whether the Job is able to improve social status
6.16 Feeling of Job Security
 Chapter 1
INTRODUCTION
1.1 INTRODUCTION TO THE STUDY
The energy sector is a category of stocks that relate to producing or supplying energy. The energy sector or
industry includes companies involved in the exploration and development of oil or gas reserves, oil and gas
drilling, and refining. The energy industry also includes integrated power utility companies such as
renewable energy and coal.
The energy sector has been an important driver of industrial growth over the past century, providing fuel to
power the rest of the economy. Companies in the energy industry are classified based on how the energy is
sourced such as non-renewables or fossil fuels and renewables such as solar, Hydro, Winds etc.
I did a main project as a part of our completion of Master of Business Administration in WEST BENGAL
STATE ELECTRICITY DISTRIBUTION COMPANY LIMITED on satisfaction of employees. I choose
employee satisfaction as our topic because welfare of employees in an organization contributes greatly to
any organization. HRM is the management of human resource in an organization. HRM is relatively
modern concept which involved a range of human ideas and practice in management people. It is the
organization function that deals with issues related to people such as competition, hiring, performance,
management, organization development, safety. Wellness, benefits, employee motivation, communication,
administration and training.
In an organization satisfaction of workers means a workforce that is motivated and committed to high
quality performance. There, are various components limit arc considered to be vital to employee’s
satisfaction. There are pay promotion, benefits, supervise to co-workers, work condition, communication,
safety, productivity and the work itself. Each of these factors, figures into an individual's satisfaction
differently. One might think pay is considered to be the most important in employee satisfaction, although
this has not been found to be true. Employees are more concerned with working in an environment they
enjoy. To the employees, satisfaction brings a pleasurable emotional state that often leads to a positive
work attitude of satisfied worker is more likely to be creative, flexible, innovative and loyal.

1.2 RESEARCH PROBLEM

Employee are the asset of any organization. It is through the employees. The organization achieves its
objectives. It is very important from the organization point of view to keep them satisfied. The purpose of
study is to understand the level of satisfaction among the employees to WEST BENGAL STATE
ELECTRICITY DISTRIBUTION COMPANY LIMITED and suggest the area for improvement if any.
A sample respondent of 50 on total population (employees) of WBSEDCL constitute the universe of study.

1.3 SIGNIFICANCE OF THE STUDY

Employee satisfaction is an important aspect as far as an organization is considered. Employees are back
bone of every organization. So, it is responsibility of the management to keep the employees to contribute
more.
It is said that satisfied employees are more productive. So, every organization is giving high priority to
keep their employees satisfied by providing several facilities which improves satisfaction and reduce
dissatisfaction. I want to know whether the employees in WBSEDCL are satisfied or not. So, I had to
address the problem in my study.

1.4 SCOPE OF THE STUDY

The study aims to understand the employee satisfaction in WBSEDCL which covers the various working
schedule, remuneration, developing overtime allowance, work freedom, job position etc. The scope is to
understand the employee satisfaction. The study is conducted at WBSEDCL covering 50 employees and
data collected based on the questionnaire prepared.
The backbone of the employee satisfaction is respect for workers and job they perform. And easy revenue
for employee to discuss problems with upper management should be maintained and carefully monitored.
The study was done to know the employee satisfaction in WBSEDCL. Employee are backbone of every
organization so the organization should consider a lot the employee should be motivated and satisfied. So
that they can work more and hence to reach the organization is to its great.

1.5 OBJECTIVE OF THE STUDY

PRIMARY OBJECTIVE
 The primary objective of the research is to find employees’ satisfaction level of the organization.
SECONDARY OBJECTIVE
 To access the general attitude of the employees towards WBSEDCL
 To understand the problem of the employees in the working condition.
 To know how employees opinion about work place, pay and benefits.
 To study and analyses the various factors affecting the job satisfaction level.
 Chapter 2
INDUSTRY PROFILE
2.1 INDUSTRY PROFILE
Power is among the most critical component of infrastructure, crucial for the economic growth and welfare
of nations. The existence and development of adequate infrastructure is essential for sustained growth of
the Indian economy.
India’s power sector is one of the most diversified in the world. Sources of power generation range from
conventional sources such as coal, lignite, natural gas, oil, hydro and nuclear power to viable non-
conventional sources such as wind, solar, and agricultural and domestic waste. Electricity demand in the
country has increased rapidly and is expected to rise further in the years to come. In order to meet the
increasing demand for electricity in the country, massive addition to the installed generating capacity is
required.
In May 2018, India ranked fourth in the Asia Pacific region out of 25 nations on an index that measured
their overall power. India was ranked fourth in wind power, fifth in solar power and fifth in renewable
power installed capacity as of 2018. India ranked sixth in the list of countries to make significant
investments in clean energy at US$ 90 billion.
2.2 MARKET SIZE
Indian power sector is undergoing a significant change that has redefined the industry outlook. Sustained
economic growth continues to drive electricity demand in India. The Government of India’s focus on
attaining ‘Power for all’ has accelerated capacity addition in the country. At the same time, the competitive
intensity is increasing at both the market and supply sides (fuel, logistics, finances, and manpower).  
By 2022, solar energy is estimated to contribute 114 GW, followed by 67 GW from wind power and 15
GW from biomass and hydropower. The target for renewable energy has been increased to 227 GW by
2022.
Total installed capacity of power stations in India stood at 373.43 GW as of October 2020. Electricity
production reached 1,252.61 billion units (BU) in FY20.
2.3 INVESTMENT SCENARIO
Between April 2000 and June 2020, the industry attracted US$ 15.23 billion in Foreign Direct Investment
(FDI), accounting for 3% of total FDI inflow in India.
Some major investments and developments in the Indian power sector are as follows:

 In March 2020, the Central Government signed virtual agreement to conclude strategic sales in
Kamarajar Port Ltd, THDC India Ltd and North Eastern Electric Power Corporation Limited (NEEPCO),
and it will receive Rs. 13,500 crore (US$ 1.93 billion) from these deals.
 In December 2019, NTPC announced investment of Rs. 50,000 crore (US$ 7.26 billion) to add 10GW
solar energy capacity by 2022.
 In August 2019, Sembcorp Industries, the Singapore-based energy firm, made an equity infusion of Rs.
521 crore (US$ 101.6 million) into Sembcorp Energy India Ltd.
 Brookfield will invest US$ 800 million in ReNew Power.
 In September 2019, Adani Transmission planned to acquire the entire stake in Bikaner Khetri
Transmission.
 ReNew Power and Shapoorji Pallonji will invest nearly Rs. 750 crore (US$ 0.11 billion) in a 150
megawatt (mw) floating solar power project in Uttar Pradesh.
 The Government of India expected to offer nearly 20 power transmission projects worth Rs. 16,000 crore
(US$ 2.22 billion) for bidding in 2019.

2.4 GOVERNMENT INITIATIVES

The Government of India has identified power sector as a key sector of focus to promote sustained
industrial growth. Some initiatives by the Government to boost the Indian power sector are as below:

 On November 17, 2020, Energy Efficiency Services Limited (EESL), a joint venture of PSUs under the
Ministry of Power and Department of New & Renewable Energy (DNRE), Goa, signed a memorandum
of understanding to discuss roll-out of India’s first Convergence Project in the state.
 In October 2020, the government announced a plan to set up an inter-ministerial committee under NITI
Aayog to forefront research and study on energy modelling. This, along with a steering committee, will
serve the India Energy Modelling Forum (IEMF) jointly launched by NITI Aayog and the United States
Agency for International Development (USAID) 
 The Government of India has allocated Rs. 111 lakh crore (US$ 1.4 trillion) under the National
Infrastructure Pipeline for FY 2019-25. The energy sector is likely to account for 24% capital expenditure
over FY 2019-25
 The Union Budget 2020-21 has allocated Rs. 15,875 crore (US$ 2.27 billion) to the Ministry of Power
and Rs. 5,500 crore (US$ 786.95 million) to Deen Dayal Upadhyay Gram Jyoti Yojana (DDUGJY).
 Government plans to establish renewable energy capacity of 500 GW by 2030.
 Pradhan Mantri Sahaj Bijli Har Ghar Yojana-Saubhagya was launched by Government of India with an
aim to achieve universal household electrification by March 2019.
 In September 2018, a draft amendment to Electricity Act, 2003 was introduced. It discussed separation of
content & carriage, direct benefit transfer of subsidy, 24*7 power supply as an obligation, penalisation on
violation of PPA, setting up smart meter and prepaid peters along with regulations related to the same.
 Ujwal Discoms Assurance Yojana (UDAY) was launched by the Government to encourage operational
and financial turnaround of State-owned Power Distribution Companies (DISCOMS) with an aim to
reduce Aggregate Technical & Commercial (AT&C) losses to 15% by FY19.
 In August 2018, the Ministry of New and Renewable Energy set solar power tariff cap at Rs. 2.50 (US$
0.04) and Rs. 2.68 (US$ 0.04) units, respectively, for developers using domestic and imported solar cells
and modules.
 Government of India approved National Policy on Biofuels-2018. Benefits of this policy were health
benefits, cleaner environment, employment generation, reduced import dependency, boost to
infrastructural investment in rural areas and additional income to farmers.
2.5 ACHIEVEMENTS
Following are the achievements of the Government in the past four years:
 In the first half of November 2020, India's power consumption increased 7.8% to 50.15 billion units
(BU), indicating an improvement in economic activity, according to government data. According to data
from the power ministry, power consumption in the country was registered at 46.52 BU between
November 1 and November 15 last year.
 Energy generation from thermal sources stood at 472.90 billion units (BU) in April-September 2020.
 In April 2020, NTPC Vindhyachal became the largest power plant in the country to achieve a plant load
factor (PLF) of 100%.
 India’s rank jumped to 22 in 2019 from 137 in 2014 on World Bank’s Ease of doing business - "Getting
Electricity" ranking.
 Energy deficit reduced to 0.7% in FY20 from 4.2% in FY14.
 Over 353 million LED bulbs were distributed to consumers in India by Energy Efficiency Services
Limited (EESL) under Unnati Jyoti by Affordable LEDs for All (UJALA) in July 08, 2019. 11.17 million
LED bulbs were sold by private players till March 2019.
 As of April 28, 2018, 100% village electrification was achieved under Deen Dayal Upadhyaya Gram
Jyoti Yojana (DDUGJY).
2.6 THE ROAD AHEAD
The Government of India has released its roadmap to achieve 227 GW capacity in renewable energy
(including 114 GW of solar power and 67 GW of wind power) by 2022. The Union Government of India is
preparing a 'rent a roof' policy for supporting its target of generating 40 gigawatts (GW) of power through
solar rooftop projects by 2022.
Coal-based power-generation capacity in India, which currently stands at 199.5 GW, is expected to witness
total installed capacity addition of 47.86 GW by 2022.

2.7 POWER SCENARIO IN WEST BENGAL

West Bengal, is an Indian state that lies in the eastern part of India and in the Gangatic plains. It is the third
largest economy in India. Being itself a centre of agriculture and huge reserves of minerals, it constitutes
one tenth of the Indian market.

West Bengal also has a prosperous hinterland of some mineral rich states like Jharkhand, Bihar and Orissa.
Asansol is a coal mining area and Durgapur is a hub of power plants and the state is proximal to many
other coal reserves as well. Government of West Bengal has initiated power sector reforms in 2005 with
the restructuring of West Bengal State Electricity Board into a distribution company and a transmission
company in 2007. West Bengal shows certain promising signs for better energy situation in the state
because of its financially viable power sector, energy surplus situation and its easy accessibility. However,
there are certain shortcomings like despite its almost 100% village electrification, the state's 42% rural
households are still without electricity.
Acquiring land for power projects is another problem that the state is facing.

Given this backdrop, the state has an opportunity in the form of renewable energy, which can utilize the
natural and geographic conditions to the fullest while not being much affected by the pitfalls that the state
faces at this moment and can improve its energy situation.

2.7.1 ENERGY CAPACITY

Installed Capacity of West Bengal Power Utility (Megawatts)

Total Installed Capacity Thermal Nuclear Hydro RES*

9891.66 9220.19 92.88 315.88 262.71

 RES: Renewable Energy Sources (include: small hydro, biogas, biomass, waste and wind energy)

Significant efficiency gains have been made by the state distribution utility in last few years and
distribution loss has been reduced from 34.4%in FY 2004 to 22.8% in FY 2009. Additional 2,470 MW
generation capacity has been added in State Sector at the end of FY 09. The additional capacity has helped
the sector in meeting the increased demand for electricity in West Bengal and also trade surplus energy.
The other Central and Power sector entities like Damodar Valley Corporation (DVC) and CESC have also
been making generation investments.

The government of West Bengal has come up with an innovative concept of Power Banks where in the
excess generated power is being accumulated for future use.

2.7.2 ENERGY CONSUMPTION

The State level Perspective Power Planning Committee (2006) has projected the aggregate demand for
electricity to be between 66,368 and 71,351MU by FY 2021. Per capita consumption of electricity in the
year 2009-10 was 492 kWH in West Bengal.
2.7.3 ENERGY SUPPLY
The peak demand in West Bengal is projected to be between 8,937 and 10,871 MW in 2021 increasing to
about 14,730 MW by 2031. In FY 2008, the state faced a shortfall in meeting energy demand (1188 MU)
and also experienced peak-load deficits to the tune of 296 MW.
2.7.4 RURAL ELECTRIFICATION
As per the census 2001, 99.5% of villages in the state of West Bengal is electrified. The state has achieved
nearly 100% electrification in 2009 from the level of 40% in the year 2004. There has been significant
increase in household electrification as well from 20% in FY 2004 to 40% in FY 2009.
2.7.5 STATUS OF RENEWABLE ENERGY
As of December 2011, West Bengal had 9220.19 MW of thermal power, 315.88 MW of hydro power,
92.88 MW of nuclear power and 262.71 MW of power from renewable energy sources. The State
Government is encouraging setting up of renewable energy-based power plants. The State Nodal Agency
has many feathers in its cap in terms of the promotion and development of renewable energy technologies
in the state. It is equally promoting solar, biomass and wind energy-based energy generation technologies
in its districts. Examples like Electrification of Sundarbans through non- conventional energy sources and
Sagar Island Wind- Diesel Hybrid System can be quoted here.
'Renewable Power Potential and Achievement in West Bengal'

Energy Source Potential Cumulative Achievement

Wind (w/o Offshore) 450 3

Biomass 350 80

Small Hydro 300 100

Solar Photovoltaic 16,000 11

Solar Thermal 400

Solar Rooftop 300

Urban and Industrial Waste 150 0

All Sources 17,950 194

2.7.6 INSTITUTIONS INVOLVED

 West Bengal Renewable Energy Development Agency (WBREDA): has a mandate to promote

Renewable Energy technologies and create an environment conducive to their commercialisation
through innovative projects.
 West Bengal State Electricity Distribution Company Limited (WBSEDCL): is a commercial entity
distributing power in West Bengal.
 West Bengal State Electricity Transmission Company Limited (WBSETCL): is a transmission
company. Both WBSEDCL and WBSETCL have been formed after the disintegration of West
Bengal State Electricity Board (WBSEB) in 2007.
 West Bengal Green Energy Development Corporation Limited (WBGEDCL): promotes different grid
connected renewable energy-based power projects through private sector and also ensures investment
of private sector in Renewable Energy system manufacturing.
 West Bengal Electricity Regulatory Commission: It regulates the power development and supply
arrangements, fixes tariffs and directs the generation, transmission and distribution utilities on the
annual plans and quantum of power flows within their grid systems.
 Chapter 3
COMPANY PROFILE
3.1 COMPANY PROFILE
West Bengal State Electricity Distribution Company Limited (WBSEDCL) was established in 2007 following
the unbundling of the state electricity board of West Bengal and responsible for providing power to 96%
of West Bengal with a customer base of more than 1.68 crore across the state. The company has achieved a
profit of ₹95.13 crore (US$13 million or €12 million) (PAT) in the fiscal year 2010–11.
It states its Vision 'To Be The Best Power Utility In India In Terms Of Customer Service, Efficiency And
Financial Viability' while its Mission to "Supply Uninterrupted and Quality Power to All”.

3.2 OPERATIONS

WBSEDCL provides power to a customer base of more than 1.95 crores across West Bengal through its
service network spanning 5 Zones, 20 Regional Offices, 76 Distribution Divisions, and 533 Customer Care
Centres.

In the field of Information Technology, WBSEDCL has implemented Enterprise Resource Planning – SAP
in Financial Accounting & Control, Material Management, HR with Payroll, Plant Maintenance and
Project System. Apart from that SCADA, Smart Grid, development of IT system through R-APDRP
Project, Mobile App development, e-payment through own website and third party, Spot bill, collection
kiosk etc. have been implemented. 

After successful implementation of Purulia Pumped Storage Project in 10th Plan period with a capacity of
900 MW hydel power, the Company has taken up the ambitious plan of implementing Turga Pumped
Storage Project in the 13th Plan period with installed capacity of 4 x 250 MW.

A Project titled Integrated Power Development Scheme (IPDS)for strengthening of sub-transmission and

Distribution networks, metering of Distribution transformers, reduction of AT&C loss, access to power to
all household etc. in the urban areas having population of more than 50,000 as per 2011 census has been
undertaken. Many new Sub-Stations have been constructed under this centrally funded scheme across the
state of West Bengal.

A Project titled DEENDAYAL UPADHYAYA GRAM JYOTI YOJANA (DDUGJY) for separation of

agricultural and non-agricultural feeders, strengthening of sub-transmission and Distribution networks,
metering of Distribution transformers, reduction of AT&C loss, access to power to all houseland etc. in the
rural areas has been undertaken. Many new Sub-Stations have been constructed under this centrally funded
scheme across the state of West Bengal.

A new project to be funded by the World Bank is also in the pipeline.

A programme for system improvement under Sech Bandhu Scheme has also been conceived for rural
areas.
ORGANIZATION STRUCTURE
 Chapter 4
LITERATURE REVIEW
4.1 THEORETICAL FRAMEWORK
MEANING
Employee satisfaction is a measure of how happy workers are with their job and working environment.
Keeping morale high among workers can be tremendous benefit to any organization, as happy workers will
be likely to benefit to any company. There are many factors for maintaining high employee satisfaction,
which wise employers would do will to implement. 
EMPLOYEE SATISFACTION
To increase employee satisfaction, many companies will have mandatory survey or face to face meeting
either employees to gather information. Both of these tactics have pros and cons and should be chose
carefully. Surveys are often annoying allowing workers more freedom to be honest without fear. Interview
with company management can feel intimating but if done carefully can let to workers know their voice
has been heard and their concern addressed by those in changes. Surveys and meetings can truly got the
center of data surrounding employee satisfaction and can be great tools to identify specific problems
leading to lowering morale.
Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel
they are part of the family or team. Holding Office Events such as parties and group outings can help close
bonds among workers. Many companies also participate in team building retreats that are designed
strengthen the working relationship of the employers in the non-working related settings. Company trips,
pain ball wars and guided back parking trips are versions of this type of team building strategy, with which
many employees have founded success.
Of course, few will not experience a boost in morale after receiving more and many raises and bonuses can
seriously affect employee satisfaction and should be given when possible. Yet money cannot solve all
morale issues and of a company with wide spread problems for workers cannot improve their overall
improvement, a bonus may be quickly forgotten as daily stress of an unpleasant job continuous to mount.
If possible, provide amenities to your workers to improve morale. Make sure they have a comfortable,
learn, break, rooms which basic necessities such as a running mates keep facilities such as clean bathroom
stocked with supplies. While professionalism is necessary for most business allowing workers to keep
family photos or small trinkets on their desk can make them fed more comfortable and nested at their
workstation. Basic consideration like these can improve employee satisfaction, as workers will fed well
asked for by their employers.
The backbone of employee satisfaction in respect for workers and the job they perform. In every
interaction with management, employees should be treated with courtesy and interest. In easy avenue for
employers to discuss problems, with upper management should be maintained and carefully monitored.
Even if management cannot meet all the demands of employees. Showing workers that they are being
heard and putting honest dedications into compromising will often help to improve morale. 
IMPORTANCE OF EMPLOYEE SATISFACTION
Purpose or benefits of employee satisfaction include the following:
 Enhance employee retention
  Increase productivity
 Increase customer satisfaction
 Reduce turnover, recurring and training cost.
 Enhance customer satisfaction and loyalty
 Energetic employers
 Improve team work
 Higher quality products and or services due to more competent, energized employees.
ORGANIZATIONAL DEVELOPMENT FACTORS
 Brand of organization in business field and comparison with leading competitor.
 Mission and vision of organization.
 Potential development of organization.
POLICIES OF COMPENSATION AND BENEFITS FACTORS
 Wages and Salary
 Benefits
 Rewards and Penalties
PROMOTION AND CAREER DEVELOPMENT FACTORS
 Opportunities of promotions
 Training program participated or will do.
 Capacity of career development
WORK TASK FACTORS
 Quantity of task
 Difficulty level of task
RELATIONSHIP WITH SUPERVISOR FACTORS
 Level of coaching
 Level of assignment for employee
 Treatment of Employee etc.
WORKING CONDITION AND ENVIRONMENT FACTORS
 Tools and equipment
 Working methods
 Working environment
CORPORATE CULTURE FACTORS
 Relationship with co-workers
 Level of sharing etc.
COMPETITION PERSONALITIES AND EXPECTATION OF EMPLOYEE FACTORS
 Competencies and personalities of employee are suitable for job.
 Expectations of employee are suitable for policies of organization.
DEFINITION OF TERMS
SALARY
Salary is a fixed amount or compensation paid to an employee by an employer in return for work
performed. An employee who is paid a salary is expected to complete a whole job in return for the salary. 
OVERTIME ALLOWANCE
Overtime allowance in extra cash compensation for the hours that employees work in excess.
DECISION MAKING
Decision making involves the selection of a suitable action from among two or more possible alternatives
in order to arrive at a solution to a problem.
PROBLEM SOLVING
Grievance handling means help to solve a problem of the person who is in trouble and went some kind of
help. It is to help such a person is a way that can give him justice to his satisfaction.
WELFARE FACILITIES
Employee welfare aims at providing such service facilities and amenities, which enables a worker to
perform their employee well. An employee welfare facility consists of canteen, rest rooms, housing
facility, medical facility, educational facility and transportation facility. This study helps to find out the
various accretions facilities they are provided by the company.
TEAM WORK
The process of working a group of people in order to achieve a goal.
TRAINING
Training is the format and systematic modification of behavior. Which occurs as a result of education,
introduction development and planned experience.
JOB SECURITY
It is the probability that an individual will keep his or her job. A job with a high level of job security in
such that a person with the job would have a small chance of become employees. 
EFFECTIVE COMMUNICATION
Communication is a process in defined and shared between diving organisms. Communication requires a
sender, a message and need not be present as aware of the senior’s intent to communicate at the time of
communication thus communication can occur across vast distances in time and space. Communication
requires that the communicating panics share an area of communication.
WORK SCHEDULE
Employees work schedules vary from full fill time lo part time to job shares. All work schedules have one
thing in common; the employee is doing work under an employer. Today's employers understand that
flexibility is what employee requires in their work schedules. If they don't employers should beware.
4.2 LITERATURE REVIEW
The history of job satisfaction stems back to the early 1900’s with the situationist perspective on job
satisfaction. This perspective states that satisfaction is determined by certain characteristics of the job and
characteristics of the job environment itself. This view has been present in the literature since the first
studies by Hauser, Taylor and the various projects at the Western Electric plants in Hawthorne (Cranny,
Smith & Stone 1992). These studies follow the assumption that when a certain set of job conditions are
present a certain level of job satisfaction will follow. The Hawthorne Studies are considered to be the most
important investigation of the human dimensions of industrial relations in the early 20th century. They
were done at the Bell Telephone Western Electric manufacturing plant in Chicago beginning in 1924
through the early years of the Depression. The Hawthorne plant created an Industrial Research Division in
the early 1920’s. Personnel managers developed experiments to explore the effects of various conditions of
work on morale and productivity (Brannigan & Zwerman 2001). “Today, reference to the “Hawthorne
Effect” denotes a situation in which the introduction of experimental conditions designed to identify salient
aspects of behavior has the consequence of changing the behavior it is designed to identify. The initial
Hawthorne effect referred to the observation that the productivity of the workers increased over time with
every variation in the work conditions introduced by the experiments” (Brannigan & Zwerman 2001).
Simply stated when people realize that their behavior is being watched they change how they act. The
development of the Hawthorne studies also denotes the beginning of applied psychology, as we know it
today. These early studies mark the birth of research on job satisfaction relating to ergonomics, design and
productivity.
One of the most popular and researched measures of job satisfaction is the Job Descriptive Index (JDI).
“The JDI is a 72-item adjective checklist type questionnaire developed by Smith, Kendall, and Hulin in
1969” (Gregson, 1991). This measure basis itself on five facets of job satisfaction. The first facet is the
work itself, satisfaction with work itself is measured in terms of the core job characteristics such as
autonomy, skill variety, feedback, task identity, and task significance (Hackman & Oldham, 1975).
Supervision, the second facet, is measured in such ways as how supervisors provide feedback, assess
employee’s performance ratings, and delegate work assignments.
Coworkers, the third facet, are measured in terms of social support, networking, and possible benefits
attached to those relationships (Cranny, Smith & Stone, 1992). Pay, the fourth facet, is an important source
of satisfaction because it provides a potential source of self-esteem as well as the generic opportunity for
anything money can buy (Brockner, 1988). Obviously satisfaction with pay is measured primarily by
current income but also by opportunities for salary increases. Promotion is the final facet and the one that
the JDI explicitly assesses how perceptions about the future can affect job satisfaction. Today the facets of
the JDI are generally assessed by modifying the adjective checklist and using a Likert scale on statements
such as, “opportunities for advancement are plentiful” measured from one (strongly disagree) to five
(strongly agree) (Cranny, Smith & Stone, 1992).
Another popular and highly researched measure of job satisfaction is the Minnesota Satisfaction
Questionnaire (MSQ). The MSQ can be scored for twenty facets; scores from one question for each facet
provide a single overall composite score. The MSQ is commonly used in conjunction with the Minnesota
Importance Questionnaire (MIQ). “These instruments were designed for use with adult career counseling
clients with work experience. They are particularly useful for clients that might be called “career
changers,” that is, adults with considerable work experience in one or more chosen occupations who are
dissatisfied with their work and remain undecided about their career future” (Thompson & Blain, 1992).
A study conducted in Europe, Asia, Africa, and the Americas reported similarities among workers. “10,339
workers were surveyed across 10 European countries, Russia, Japan, and the United States. Researchers
consistently identified the same top five key attributes in a job: ability to balance work and personal life,
work that is truly enjoyable, security for the future, good pay or salary and enjoyable co-workers. Across
the four major geographic regions studied, workers specifically emphasized the importance of potential
advancement and the opportunity to build skills as a way to maintain employability and job security”
(Yankelovich Partners, 1998 p.42).
A survey polling members of the Association for Investment Management and Research found that 81% of
the managers said they were satisfied or very satisfied with their job. When asked to identify the factors
that create positive feelings about their job, most managers named professional achievement, personal or
professional growth, the work itself and their degree of responsibility more important than compensation.
Factors they viewed as creating negative feelings about their jobs were company policies, administration,
relationships with supervisors, compensation and the negative impact of work on their personal lives
(Cardona, 1996, p.9). In order to decrease some of these negative feelings and increase productivity it has
been proposed to reduce the number of work days employees miss by increasing job satisfaction,
redesigning disability plans and involving supervisors in management (Maurice, 1998, p.13).
Other research indicates that customer satisfaction and loyalty are excellent predictors of profitability…the
strongest predictors of customer satisfaction: employees’ general satisfaction with their jobs and
employees’ satisfaction with their work/life balance” (McDonald & Hutcheson, 1999, p.18). Again it’s
important to note that job satisfaction is subject to change. “Results of studies comparing differences
between age groups and level of job satisfaction report an increases in job satisfaction with age” (Osipow,
1968).
“From an employee’s standpoint, job satisfaction is a desirable outcome in itself. From a managerial or
organizational effectiveness standpoint, job satisfaction is important due to its impact on absenteeism (1)
turnover, (2) and pro-social “citizenship” behaviors such as helping coworkers, helping customers, and
being more cooperative. (3) Thus, to redesign jobs, reward systems, and human resource management
policies that will result in optimum job satisfaction and productivity, managers need to know what
employees value” (Karl & Sutton, 1998, p.515). In order to know what employees value it is necessary for
organizations to assess and pay attention to current levels of job satisfaction.
Current studies on job satisfaction are plentiful with some interesting results. In one study the relationship
among career experience, life satisfaction, and organizational factors for managers of healthcare
organizations is explored. Within this study a two-stage Delphi analysis of American College of Healthcare
Executives (ACHE) members identified nine domains of important job skills, knowledge, and abilities
necessary for Success as healthcare managers. The nine domains, ranked in order of importance, are
cost/finance, leadership, professional staff interactions, healthcare delivery concepts, accessibility, ethics,
quality/risk management, technology, and marketing.
 Chapter 5
RESEARCH METHODOLOGY
5.1 RESEARCH MEHODOLOGY
RESEARCH METHODOLOGY
The data needed for the study is collected from the employees, through questionnaire. Analysis and
interpretation has been done by using the statistical tools and data presented through tables and charts.
RESEARCH DESIGN
The study was based on survey method. The aim of the study is to find satisfaction levels of employees.
SAMPLE DESIGN
A sample design is a definite plan for obtaining a sample from a given population. Convenience sampling
method used in selected samples.
PERIOD OF STUDY
This study on employee satisfaction was conducted during the period of Twenty Days.
SAMPLE SIZE
The sample size of this study is fifty respondents.
DATA COLLECTION
The data collected for the study consists of both primary and secondary data.
PRIMARY DATA
In this study primary data were collected through answers of questionnaire delivered via filling up of
google forms using. The questionnaire was administered to fifty employees of WBSEDCL.
SECONDARY DATA
Secondary data for this study was collected from:
 Previously published records, statistics, research reports and documents
 Books, Periodical and websites.
QUESTIONNAIRE
In this study the researcher has used a questionnaire consisting of twenty multiple choice-based questions.
TOOLS USED FOR ANALYSIS
Percentage Analysis, Hypothesis Testing, Chi-Square Test are used as statistical tools for the analysis.
GRAPHICAL REPRESENTATION OF DATA
Graphical Representation tool such as Bar Graphs and Pie Charts have been used for the data analysis.
5.2 LIMITATIONS OF THE STUDY
 This is subjected to the basis and prejudices of the respondents, hence 100% of accuracy cannot be
assured.
 The research was carried out in a short span of time, where in the research could not widen the study.
 The period of study was too short. So, it was not possible to collect the relevant information with in
that period.
 The findings are based on the answers given by the employees, so any error or bias may be affect the
validity of the finding

Chapter 6
 DATA ANALYSIS AND INTERPRETATION

TABLE NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

 Employees No. of Respondents Percentage
Below 2 Yrs 5 10%
2-5 Yrs 24 48%
Above 10 Yrs 21 42%
Total 50 100%

CHART NO. 6.1: WORKING EXPERIENCE OF EMPLOYEES

INTERPRETATION
From the above table, 10% of employees have the working experience below 2 years, 48% in between 2-5
years and 42% employees work above 10 years of experience in this company.

TABLE NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINING & PROGRAMMES

Opinion No. of Respondents Percentage
Highly Satisfied 0 0%
Satisfied 36 72%
Dis-satisfied 14 28%
Total 50 100%

CHART NO. 6.2: SATISFACTION OF EMPLOYEES IN TRAINING & PROGRAMMES

INTERPRETATION
From the above table, 72% of employees are satisfied in training programmes and 28% are dissatisfied.

TABLE NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF COMPANY

 Opinio
n No. of Respondents Percentage
Good 7 14%
Bad 6 12%
Average 37 74%
Total 50 100%

CHART NO. 6.3: OPINION OF EMPLOYEES IN SAFETY MEASURES OF CAMPANY

INTERPRETATION
From the above table, 14% of employees had good opinion about safety measures and 12% had bad
opinions. At the same time, 74% employees had average opinion about safety measures.
TABLE NO. 6.4: SATISFACTION LEVEL OF EMPLOYEES LEAVE PROVIDED
Percentag
Opinion No. of Respondents e
Highly Satisfied 11 22%
Satisfied 30 60%
Dis-Satisfied 9 18%
Total 50 100%

CHART NO. 6.4: SATISFACTION LEVEL OF EMPLOYEES LEAVE PROVIDED

INTERPRETATION
From above table, 22% of the employees are highly satisfied and 60% are satisfied. However, only 18% of
employees are dissatisfied.
TABLE NO. 6.5: WHETHER JOB OFFER TO REALISE EMPLOYEE APPLICATION AND
AMBITION
Opinion No. of Respondents Percentage
Yes 8 16%
No 28 56%
Can't Say 14 28%

CHART NO. 6.5: WHETHER JOB OFFER TO REALISE EMPLOYEE APPLICATION AND
AMBITION

INTERPRETATION
From the above table, 16% of the employees are satisfied, 56% are dissatisfied. However, 28% of the
employees do not have any answer to it.
TABLE NO. 6.6: WHETHER EMPLOYEES TO GET ANY CHANCE TO BE INVOLVED IN
DECISION MAKING
Opinion No.of Respondents Percentage
Yes 8 16%
No 28 56%
Can't Say 14 28%
CHART NO. 6.6: WHETHER EMPLOYEES TO GET ANY CHANCE TO BE INVOLVED IN
DECISION MAKING

INTERPRETATION
From the above table, 16% of the employees are satisfied, 56% are not satisfied. However, 28% can’t
answer the question.
TABLE NO. 6.7: WHETHER EMPLOYEES FEELS GOOD TEAM SPIRIT EXIST IN YOUR
WORK ENVIRONMENT
Employees No. of Respondents Percentage
Yes 12 24%
No 24 48%
Can't Say 14 28%
CHART NO. 6.7: WHETHER EMPLOYEES FEELS GOOD TEAM SPIRIT EXIST IN YOUR
WORK ENVIRONMENT

INTERPRETATION
From the above table, it is found that 24% of the employees feel good team spirit in the work environment
and 48% are not satisfied. However, 28% of the employees don’t have any answer to it.
TABLE NO. 6.8: WHETHER EMPLOYEES TO GET PROPER PROMOTION & GROWTH
OPPORTUNITIES
Opinion No. of Respondents Percentage
Yes 14 28%
No 24 48%
Can't Say 12 24%
CHART NO. 6.8: WHETHER EMPLOYEES TO GET PROPER PROMOTION & GROWTH
OPPORTUNITIES

INTERPRETATION
From the above table, 28% of the employees are satisfied, 48% are not satisfied. However, 24% of the
employees don’t have any answer to it.
TABLE NO. 6.9: WHETHER SUPERVISOR LISTEN TO THE OPINION & SUGGESTION
Opinion No. of Respondents Percentage
Yes 18 36%
No 19 38%
Can't Say 13 26%
CHART NO. 6.9: WHETHER SUPERVISOR LISTEN TO THE OPINION & SUGGESTION

INTERPRETATION
From the above table, 36% of the employees are satisfied that their supervisors listen to their opinion and
suggestion. 38% are not satisfied. However, 26% of the employees don’t have answer to it.
TABLE NO. 6.10: SATISFACTION LEVEL OF EMPLOYEES IN OVERALL ALLOWANCES
Opinion No. of Respondents Percentage
Highly Satisfied 2 4%
Satisfied 25 50%
Dis-Satisfied 23 46%
CHART NO. 6.10: SATISFACTION LEVEL OF EMPLOYEES IN OVERALL ALLOWANCES

INTERPRETATION
From the above table, only 4% of the employees are highly satisfied with the overall allowances. 50% are
satisfied. However, 46% of the employees are dissatisfied.

TABLE NO. 6.11: OPINION REGARDING SUPPORT OF MANAGEMENT

Opinion No. of Respondents Percentage
Highly Satisfied 0 0%
Satisfied 21 42%
Dis-Satisfied 29 58%
CHART NO. 6.11: OPINION REGARDING SUPPORT OF MANAGEMENT

INTERPRETATION
From the above table, 42% of the employees are satisfied with the support of management whereas 52%
are not satisfied.
TABLE NO. 6.12: SATISFACTION LEVEL OF WORK FACILITY PROVIDED BY THE
COMPANY
Employees No. of Respondents Percentage
Highly Satisfied 18 36%
Satisfied 20 40%
Dis-Satisfied 12 24%
CHART NO. 6.12: SATISFACTION LEVEL OF WORK FACILITY PROVIDED BY THE
COMPANY

INTERPRETATION
From the above table, only 36% of the employees are highly satisfied with the work facilities of office
premises. 40% are satisfied. However, 24% are not satisfied.
TABLE NO. 6.13: SATISFACTORY LEVEL IN WORKING RELATIONSHIP WITH
SUPERVISOR
Opinion No. of Respondents Percentage
Highly Satisfied 10 20%
Satisfied 38 76%
Dis-Satisfied 2 4%
CHART NO. 6.13: SATISFACTORY LEVEL IN WORKING RELATIONSHIP WITH
SUPERVISOR

INERPRETATION
From the above table, only 20% of the employees are satisfied with their relationship with supervisors
however 76% are satisfied. 4% of the employees are not satisfied.
TABLE NO. 6.14: SATISFACTORY LEVEL IN WORK ENVIRONMENT
Employees No. of Respondents Percentage
Highly Satisfied 0 0%
Satisfied 19 38%
Dis-Satisfied 31 62%
CHART NO. 6.14: SATISFACTORY LEVEL IN WORK ENVIRONMENT

INTERPRETATION
From the above table, 38% of the employees are satisfied with work environment and 62% are not
satisfied.

TABLE NO. 6.15: WHETHER THE JOB IS ABLE TO IMPROVE SOCIAL STATUS
Opinion No. of Respondents Percentage
Yes 22 44%
No 18 36%
Can't Say 10 20%
CHART NO. 6.15: WHETHER THE JOB IS ABLE TO IMPROVE SOCIAL STATUS

INTERPRETATION
From the above table, 44% of the employees are satisfied and 36% are not satisfied. However, 20% of the
employees don’t have any answer to it.
TABLE NO. 6.16: FEELING OF JOB SECURITY
Opinion No. of Respondents Percentage
Agree 27 54%
Neutral 19 38%
Disagree 4 8%
CHART NO. 6.16: FEELING OF JOB SECURITY

INTERPRETATION
From the above table, 54% of the employees feel secure about their job and 38 % are neutral about their
job security. However, only 8% are feeling insecure about their job.

HYPOTHESIS TESTING
CHI-SQUARE TEST
H0: There is no significant relationship between employees’ satisfaction in work facilities and working
relationship with supervisor.
H1: There is significant relationship between employees’ satisfaction in work facilities and working
relationship with supervisor.
OBSERVED FREQUENCY
OBSERVED HIGHLY SATISFIED DISSATISFIED TOTAL
FREQUENCY SATISFIED
Employees work 18 20 12 50
facilities
Employees work 10 38 2 50
relationship with
supervisor
Total 28 58 14 100

CHI-SQUARE= ∑ (0-E) 2/E 

O= Observed Frequency
E= Expected Frequency
Expected Frequency= Row Total/Column Total * Grand Total
O E O-E (O-E)2 (O-E)2/E
18 50*28/100=14 4 16 1.142
20 50*58/100=29 9 81 2.793
12 50*14/100=7 5 25 3.571
10 50*28/100=14 -4 16 1.142
40 50*58/100=29 11 121 4.172

∑ (O-E) 2/E= 12.82

Degree of Freedom= (c-1) (r-1) 
5% level of significance= 2 
Table value = 5.991 
COMMENT
As the calculated value is more than table value. Therefore, null hypothesis is rejected and it concluded that
there is significant relationship between employees’ satisfaction in work facilities and working relationship
with supervisor.

Chapter 7
 FINDINGS, SUGGESTIONS AND CONCLUSIONS

7.1 FINDINGS
  Majority of the employees know the overall goals of the company.
 Most of employees are highly satisfied (88%) with motivational programmes provided by the
company.
 Only 16% of employees are dissatisfied with the leave and other conditions provided by the company.
 Majority of the employees are dissatisfied with the chance to be involved and identified with the goal
and image.
 Majority of employees are satisfied with the allowances provided by the company.
 Higher portion of employees are satisfied with the promotion and growth opportunities provided by
the company.
 Most of the employees always get a chance a part of decision making (60%).
 Majority of employees satisfied (40%) with the good team exist in the organization.
 Majority of employee’s opinion are the superior listen to their opinion and suggestion.
 Only 16% of employees are not to get enough time to spend with your family on leave occasion.
 Most of employees satisfied (72%) the time of the job.
 24% employees dissatisfied the training programmes conducted by the company.
 Majority of employees have a good opinion about safety measures provided by institution (72%).
 Most of employees get proper promotion and growth opportunities (68%).
 Some of the employees had bad opinion about behavior and supper of management (8%).
 Majority of employees satisfied (70%) the working relationship with their supervision.
 Majority of employees satisfied the refreshment and recreation facilities.

7.2 SUGGESTION
 Management has to make effective communication channels in the firm.
 Management should take remedial measures to improve general working condition of the firm there by
employees will be satisfied in their job.
 Management should take proper care to maintain employee-employer relationship.
 Proper guidance and counselling should be provided to the employees so that their mental satisfaction
can be improved.
 Management should provide proper safety measures in the organization, so the employees will be
secured in the job.
 Management should provide promotional facilities to the employees then only they will be motivated
in the job.
 Management should provide proper leave to the employees.
 Management should take effective welfare measure-s to meet industry standards.
 Management should provide more opportunities to employees in order to participate in decision
making.
7.3 CONCLUSION
As a part of our project work, I got an opportunity to analyze the working of WBSEDCL which helped as
to convert our theoretical knowledge into practical.
The present study is an earnest attempt to determine employee’s satisfaction in WBSEDCL. It is indeed
necessary for any organization to understand the need of their employees and fulfill them before they leave
the organization. If nothing is done by the organization then there are chances to lose talented employees
from any organisation to its competitors. Hence it is necessary for any organization to ensure employees
satisfaction.
From the study it was identified that the most of the employees are not satisfied with the job. Majority of
the employees are not satisfied with the salary structure, promotional programs, working condition,
allowances provided by the organization. They are also dissatisfied with the employer-employee
relationship and communication channel in the organization. But still only 16% of the employees get
opportunities to participate in decision making. Also, majority of the employees are not provided with the
welfare measures. If the firm concentrates of the findings and suggestions of their survey, we hopefully
believe that the organization can further bring out their labor with full satisfaction and obtain good result.

Chapter 8
 BIBLIOGRAPHY

8.1 BIBLIOGRAPHY
WEBSITES
www.google.co.in
www.docs.google.com/forms
https://en.wikipedia.org/wiki/West_Bengal_State_Electricity_Distribution_Company
https://www.bloomberg.com/profile/company/7173729Z:IN
https://energypedia.info/wiki/West_Bengal_Energy_Situation
https://wbpower.gov.in/power-scenario-in-west-bengal/
https://www.ibef.org/industry/power-sector-india.aspx
https://www.wbsedcl.in/irj/go/km/docs/internet/new_website/boardOfDirectors.html

ANNEXURE
QUESTIONNAIRE
I, MUKHTAR, 4th Semester MBA Students of Pondicherry University, Pondicherry. This is a survey
conducted as part of my minor project in partial fulfilment of the MBA (HRM) under Pondicherry
University. The Information given by you will be used purely for Academic purpose and will be kept
confident. I will be very much obliged if you spare some time for answering the following questions. 
Questions list:

Name: <<Name>>
Sex: <<Sex>>
Year of Experience at WBSEDCL: <<Year of Experience at WBSEDCL>>
Age: <<Age>>
Educational Qualification: <<Educational Qualification>>
Monthly Income: <<Monthly Income>>
Whether Company give more concern for profit or people: <<Whether Company give more concern for
profit or people>>
Whether the company give reward to the employee: <<Whether the company give reward to the
employee>>
Salary Provided: <<Salary Provided>>
Inventive Provided: <<Inventive Provided>>
Office Facilities: <<Office Facilities>>
Rest Time: <<Rest Time>>
Break Duration: <<Break Duration>>
Time Schedule of the Work: <<Time Schedule of the Work>>
Reward Provided: <<Reward Provided>>
Leave Policy of the company: <<Leave Policy of the company>>
HR&A Department Performance: <<HR&A Department Performance>>
Satisfaction in Training & Programmes: <<Satisfaction in Training & Programmes>>
Safety measures of the company: <<Safety measures of the company>>
Whether Job offer to realize employee application & ambition: <<Whether Job offer to realize employee
application & ambition>>
Whether you get a chance in part of decision making: <<Whether you get a chance in part of decision
making>>
Whether you feel good team spirit exist in your work environment: <<Whether you feel good team spirit
exist in your work environment>>
Whether you get proper promotion & Growth Opportunities: <<Whether you get proper promotion &
Growth Opportunities>>
Whether supervisor listen to your opinion & Suggestions: <<Whether supervisor listen to your opinion &
Suggestions>>
Satisfaction Level in overall allowances: <<Satisfaction Level in overall allowances>>
Opinion Regarding Behaviour & Support of Management: <<Opinion Regarding Behaviour & Support of
Management>>
Satisfaction with the work facilities provided by the company: <<Satisfaction with the work facilities
provided by the company>>
Satisfactory level in working relationship with supervisor: <<Satisfactory level in working relationship
with supervisor>>
Satisfactory level in work environment: <<Satisfactory level in work environment>>
Whether the job is able to improve your social Status: <<Whether the job is able to improve your social
Status>>
Feeling of Job Security: <<Feeling of Job Security>>
Suggestions.: <<Suggestions.>>