European Journal of Business and Management www.iiste.org ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online) Vol 3, No.10, 2011 53 | Page www.iiste.org A Live Study of Employee Satisfaction and Growth Analysis: Tata Steel Neeraj Kumari Assistant Professor, Manav Rachna International University, Faridabad, India. Email: neerajnarwat@gmail.com Abstract Employee satisfaction is supremely important in an organization because it is what productivity depends on. Satisfied employees are more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market conditions. The objectives of the paper are: - i) to measure the level of employee satisfaction at Tata Steel, ii) to see the effect of the measures being taken to enhance employee satisfaction and employee growth in the organization. In the study, the dimensions across which it was measured were – Superior-Subordinate relationship, Role, Culture, Career Development, Training, Goals and Motivation. Various aspects of these dimensions were listed down and converted into a questionnaire to conduct a survey on the employees of a private sector organization. Few trainers and trainees were interviewed to understand the system of training as training was the factor which contributed to employee satisfaction more than other factors. There has been quantitative analysis of the results of questionnaire done through Mean-SD Score, Correlation of inter and intra items of each parameter under consideration, the factor analysis has been done after that to find out the items which uniquely determine the employee satisfaction in the organization. Keywords: satisfaction, employee growth, training, motivation, career, innovation, contribution. 1.Introduction Employee satisfaction and retention have always been important issues for organizations. High levels of absenteeism and staff turnover can affect the bottom line of the organization, as temps, recruitment and retraining take their toll. The term Employee Satisfaction refers to an individual’s general attitude toward his or her job. A person with a high level of job satisfaction holds positive attitudes toward the job tend to be more productive, creative and committed to their employers while a person who is dissatisfied with his or her job holds negative attitudes about the job. Organizations that can create work environments that attract, motivate and retain hard-working individuals will be better positioned to succeed in a competitive environment that demands quality and cost-efficiency. By creating a positive workplace for their employees, they can increase their employees’ job satisfaction. Employee satisfaction can be characterized by job involvement and organizational commitment. Job involvement measures the degree to which a person identifies psychologically with his or her job and considers his or her perceived performance level important to self- worth. Employees with a high level of job involvement strongly identify with and really care about the kind of work they do. High levels of job involvement are related to fewer absences and lower resignation rates. Organizational commitment is a state in which an employee identifies with a particular organization and its goals, and wishes to maintain membership in the organization. So high job involvement means identifying with one’s specific job, while high organizational commitment means identifying with one’s employing organization. Quality of Life improves with job satisfaction. The employee is content and happy with the kind of job done and hence, overall well being for the employee and the family. Employee contributes willingly to the profits of the company. He feels responsible towards the return to the company. He delivers his best and his performance level rises. He shows commitment towards work. He works with full honesty and loyalty. He reduces absenteeism to the minimum as the work he does is of his interest and he willingly does it. So there is no attendance problem.