A STUDY ON JOB SATISFACTION OF WORKERS AT RHYTHM FASHION IN TIRUPUR

Submitted by S.NAVANEETHAKRISHNAN Reg No: 088001614049

In partial fulfillment of the requirements of ANNA UNIVERSITY Coimbatore

For the award of the degree of MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SSM COLLEGE OF ENGINEERING, Komarapalayam, Namakkal-638183. SEPTEMPER 2009

BONAFIDE CERTIFICATE

This is to certify that the project work titled A STUDY ON JOB SATISFACTION OF WORKERS AT RHYTHM FASHION IN TIRUPUR is a work of NAVANEETHAKRISHNAN.S (REG. NO.088001614049) that carried out the same under my supervision. Certified further that to the best of my knowledge the work reported herein does not form part of any other project work or dissertation on the basis of which a degree or award was conferred on an earlier occasion of this or any other candidate. This project work is submitted to Anna University Coimbatore as partial fulfillment of requirement for the award of degree of Master of Business Administration.

. Signature and Name of the Guide Signature and Name of the HOD
Submitted for the viva-voce examination held on

___________________ (Signature of Internal Examiner with date)

___________________ (Signature of External Examiner with date)

DECLARATION

I, NAVANEETHAKRISHNAN.S,hereby declare that the summer training report, entitled A STUDY ON JOB SATISFACTION OF WORKERS AT RHYTHM FASHION IN TIRUPUR submitted to the Anna University Coimbatore in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION is a record of original and independent research work done by me during July 2009 to August 2009 under the supervision and guidance of Ms. S.PRIYA DHARSHNI, MBA, lecturer , DEPARTMENT OF MANAGEMENT , SSM COLLEGE OF ENGINEERING, KOMARAPALAYAM , and it has not formed the basis for the award of any Degree / Diploma / Associate - ship / Fellowship or other similar title to any candidate of any university .

Place: Date:

Signature of the student (NAVANEETHAKRISHNAN.S)

ACKNOWLEDGEMENT

I am grateful to correspondent cavalier Dr.M.S.Mathivanan, M.A., M.com, M.Phil, H.D.C.(LON), H.G.D.M.(LON), PhD, chairman and correspondent of SSM College of Engineering, komarapalayam for his encouragement in doing this project. I express my special privilege and everlasting heartfelt thanks to Principal Prof. Dr.A.Subramaian encouragement. I am obliged to Prof. Mr.P.Krishna kumar, B.E., M.B.A., M.Phil, MCSD, HOD and department of the business administration for their moral support to complete the project work. I take this opportunity to express my gratitude to my internal guide Ms.S.Priyadharshni, MBA Department of Management studies, which offered constant support and valuable guidance and remained as backbone for successful completion of my project work. I wish to express my special thanks to my parents and to my parents for completing this project work. Finally I am thankful to all the faculty members of the department of business administration without whose continuous support; I would have not completed this project successfully. NAVANEETHAKRISHNAN.S PhD, SSM College of Engineering for his guidance and

TABLE OF CONTENTS
CHAPTER NO List of Tables List of Charts Executive Summary 1 INTRODUCTION 1.1. About the Study 1.2. About the Industry 1.3. About the Company 1.4 Scope of the study 1.5 Objectives of the study 1.6 Review of literature 2 3 4 RESEARCH METHODOLOGY ANALYSIS AND INTERPRETATION FINDINGS, SUGGESTIONS AND CONCLUSION 4.1. Findings 4.2. Suggestions 4.3. Conclusion Appendix Bibliography DESCRIPTION PAGE NO 1 2 3 4 4 6 16 17 17 18 20 27 55 55 59 60 64 65

LIST OF TABLES
TABLE NO 3.1.1 3.1.2 3.1.3 3.1.4 3.1.5 3.1.6 3.1.7 3.1.8 3.1.9 3.1.10 3.1.11 3.1.12 3.1.13 3.1.14 3.1.15 3.1.16 3.1.17 3.1.18 LIST OF TABLES Age group of the respondents Gender of the respondents Qualification of the respondents Experience of the respondents Cader in the organization Income in the organization Level of satisfaction with salary paid Satisfaction level of bonus paid Welfare measure in the organization Working environment in the organization Relationship with supervisor Freedom and power to work Job security in the organization Opinion regarding present job Promotional policy of the organization Friendly and socializing atmosphere improving the organization culture Workers opinion- change in work schedule Training program PAGE NO

LIST OF CHART
CHART NO 3.1.1 3.1.2 3.1.3 3.1.4 3.1.5 3.1.6 3.1.7 3.1.8 3.1.9 3.1.10 3.1.11 3.1.12 3.1.13 3.1.14 3.1.15 3.1.16 3.1.17 3.1.18 LIST OF CHART Age group of the respondents Gender of the respondents Qualification of the respondents Experience of the respondents Cader in the organization Income in the organization Level of satisfaction with salary paid Satisfaction level of bonus paid Welfare measure in the organization Working environment in the organization Relationship with supervisor Freedom and power to work Job security in the organization Opinion regarding present job Promotional policy of the organization Friendly and socializing atmosphere improving the organization culture Workers opinion- change in work schedule Training program PAGE NO

EXECUTIVE SUMMARY

Job satisfaction is a positive reaction of a person toward his/her job. Job satisfaction can be measured in many ways, industrial psychologist have developed great effort to define and measuring job satisfaction. I am going to measure job satisfaction primarily through questionnaires. These questionnaires typically address satisfaction on various facets of the job as well as provide an overall satisfaction score for each employee. This study exposes the "JOB SATISFACTION" and reliable feed back of employees in the company.

CHAPTER 1 INTRODUCTION

1.1 ABOUT THE STUDY

Job satisfaction is a topic of wide interesting to both people who work in organization and people who study them. Infact, it is the most frequently studying variable in organizational behavior. It is a central variable in both research and theory of organizational phenomena ranging from job design to supervision. Job satisfaction is simply how people feel about their job and different aspects of their jobs. It is the extent to which people like or dislike their jobs. As it is generally assessed, job satisfaction is an attitudinal variable. In the past, job satisfaction was approached by some researchers from the perspective of need fulfillment- that is, whether or not the job met the employees physical and psychological needs for the things provided by work, such as pay. However, this approach has been deemphasized because today most researchers tend to focus attention on cognitive processes rather than on underlying needs. The attitudinal perspective has become the predominant one in the study of job satisfaction.

According to Fredrick Hertzberg, satisfaction and dissatisfaction are not opposite poles of one dimension, they are two separate dimensions. Satisfaction is affected by motivators and dissatisfaction by hygiene factors this is the key idea of Hertzberg, and it has important implications for managers. According to Hertzberg, hygiene issues are those which cannot motivate Employees but can minimize dissatisfaction if handled properly. Hygiene issues include company and administrative policies, supervision, Salary, interpersonal relations and working conditions. Motivation issues include achievement, recognition, responsibility, advancement and work itself. The organization should deal with hygiene issues first before moving on to the motivational issues.

1.2. ABOUT THE INDSUTRY

The Textile Industry New innovations in clothing production, manufacture and design came during the Industrial Revolution these new wheels, looms, and spinning processes changed clothing manufacture forever. trade The rag trade, as it is referred to in the UK and Australia is the manufacture, and distribution of textiles.

There were various stages from a historical perspective where the textile industry evolved from being a domestic small-scale industry, to the status of supremacy it currently holds. The cottage stage was the first stage in its history where textiles were produced on a domestic basis. During this period cloth was made from materials including wool, flax and cotton. The material depended on the area where the cloth was being produced, and the time they were being made. In the later half of the medieval period in the northern parts of Europe, cotton came to be regarded as an imported fiber. During the later phases of the 16th century cotton was grown in the warmer climes of America and Asia. When the Romans ruled, wool, leather and linen were the materials used for making clothing in Europe, while flax was the primary material used in the northern parts of Europe. During this era, excess cloth was bought by the merchants who visited various areas to procure these left-over pieces. A variety of processes and innovations were implemented for the purpose of making clothing during this time. These processes were dependent on the material being used, but there were three basic steps commonly employed in making clothing. These steps included preparing material fibers for the purpose of spinning, knitting and weaving. During the Industrial Revolution, new machines such as spinning wheels and handlooms came into the picture. Making clothing material quickly became an organized industry as compared to the domesticated activity it had been associated with before. A number of new innovations led to the industrialization of the textile industry in Great Britain. Clothing manufactured during the Industrial Revolution formed a big part of the exports made by Great Britain. They accounted for almost 25% of the total exports made at that time, doubling in the period between 1701 and 1770. The center of the cotton industry in Great Britain was Lancashire and the amount exported from 1701 to 1770 had grown ten times. However, wool was the major export item at this point of time. In the Industrial Revolution era, a lot of effort was made to increase the speed of the production through inventions such as the flying shuttle in 1733, the flyer-and-bobbin system, and the Roller Spinning machine by John Wyatt and Lewis Paul in 1738.

Lewis Paul later came up with the carding machine in 1748 and in 1764 the spinning jenny was also developed. The water frame was invented in 1771 by Richard Arkwright. The power loom was invented in 1784 by Edmund Cartwright. In the initial phases, textile mills were located in and around the rivers since they were powered by water wheels. After the steam engine was invented, the dependence on the rivers ceased to a great extent. In the later phases of the 20th century, shuttles that were used in the textile industry were developed and became faster and thus more efficient. This led to the replacement of the older shuttles with the new ones. Today, modern techniques, electronics and innovation have led to a competitive, lowpriced textile industry offering almost any type of cloth or design a person could desire. With its low cost labour base, China has come to dominate the global textile industry

The history of development in World Textile industry was started in Britain as the spinning and weaving machines were invented in that country. High production of wool, cotton and silk over the world has boosted the industry in recent years. Though the industry was started in UK, still in 19th Century the textile production passed to Europe and North America after mechanization process in those areas. From time to time Japan, China and India took part in industrializing their economies and concentrated more in that sector. Japan, India, Hong Kong and China became leading producers due to their cheap labour supply, which is an important factor for the industry.

Global

Textile

Scenario

According to statistics, the global textile market possesses a worth of more than $400 billions presently. In a more globalize environment, the industry has faced high competition as well as opportunities. It is predicted that Global textile production will grow by 25 percent between 2002 and 2010 and Asian region will largely contribute in this regard.

WTO

In

Textile

Industry

The World Trade Organization (WTO) has taken so many steps for uplifting this sector. In the year 1995, WTO had renewed its MFA and adopted Agreement on Textiles and Clothing (ATC), which states that all quotas on textile and clothing will be removed among WTO member countries. However the level of exports in textiles from developing countries is increasing even if in the presence of high tariffs and quantitative restrictions by economically developed countries. Moreover the role of multifunctional textiles, eco-textiles, e-textiles and customized textiles are

considered

as

the

future

of

textile

industry.

The following tables show the largest oil companies both by production and reserves as of the year 2003.

1.3 ABOUT THE COMPANY Introduction about the Company:

The Rhythm Fashion Established In April 2000 and the plant was setup at

Tirupur in Tamilnadu in 2000.

Since it has more dealers in TamilNadu.

The Rhythm Fashion authorized main dealers in 2003.

Company Highlights

The Rhythm Fashion is the largest dealers in Tirupur and surrounding area.

Management

The Rhythm Fashion is a professionally managed company headed by Nataraj.M, chairman, A.K.Saminathan, founder. The day-today affairs of the company are managed by him assisted by the Executive Director and other key personnel in each functional area.

It has located in Tirupur, TamilNadu.

1.4 SCOPE OF THE STUDTY

To analyze the findings of the stated objective and to suggest methods to improve job satisfaction.

The present study aims to asses the job satisfaction of employees in the
organization. The study helps to identify the various factors and their level of satisfaction of employees towards their jobs. Job satisfaction is as important as employee competence for the organization to achieve its goals

1.5 OBJECTIVES OF THE STUDY:

To determine the level of job satisfaction of workers in Rhythm Fashion in

Tirupur.

To know the working condition provided by the company to the worker.

To identify the workers opportunities for present and future growth.

To measure the effectiveness of labour welfare measure provided by the

company

To offer suggestion for improving under job satisfaction in Rhythm Fashion in

Tirupur.

1.6 REVIEW OF LITERATURE:

"Job satisfaction is in regard to one or state - of - mind regarding the nature of their work". Job satisfaction can be influenced by a variety of factors. The quality of one's relationship with their supervisor The quality of the physical environment in which they work Degree of full filament in their work etc. Job satisfaction is one of the important factors that have drawn attention of manager in the organization.

Definition:
"Job satisfaction is the mental feeling of favorable which an individual has about his job". Job satisfaction is the amount of pleasure or contentment associated with the job".

Two Dimension of job satisfaction:

Motivation issues Hygiene issues

Hygiene factors:
Company and administrative policies organization policies can be a great source of frustration for employees if the policies are unclear or necessary.

Motivation factors: Achievement:

The organization should make sure that the employees are placed in their position to use their talents and not set up for failure.

Work itself:
The most important issue to job satisfaction is helping employees believe that the work they are doing is important and that their task are meaning full.

Importance of job satisfaction:

Satisfaction has some relation with the mental health of people Job satisfaction has some degree of positive correlation with physically health of individuals. Individuals can live with the organization Reduces absenteeism and labour turn over and absentee and the manager are compelled if they are unconvinced about merits of job satisfaction to give priority weight age to job satisfaction.

Determinates of Job satisfaction:

The various factors influencing job satisfaction may be classified in to two factors environmental factors: Job content Occupational level Pay and promotion Work group

 Supervision

Personal factors

Age Sex Educational level Martial status Experience

How to improve job satisfaction:

ii) Improving working condition iii) Transferring discontented works iv) Changing the perception of dissatisfaction employees

1. Improving working condition:

In one company job environment raised the new sale at electronic technicians.

They are identifying the course at job satisfaction. The management can evolve a strategy for remedial action.

2. Transferring discontented workers:

This transfer achieves a better fit between individuals and job characteristics and promotes job satisfaction. This kind of transfer may not be without certain constraints The dissatisfied persons may be unwilling to move from the existing position or he may be incompetent to hold other challenging job.

Research and development:

In order to anticipated customer expectation our attitude and strategy rely on the slogan" the best way to predict the future is to create it",

Manufacture:
Concrete block machine Manufacture of favor moulds Manufacture of retain wall block making machine

Improving Job satisfaction:

Job redesign Job enrichment Improving quality of life Linking reward with performance Improving over all organization climate

CHAPTER 2 RESEARCH METHODOLOGY

Research methodology is a way to systematically show there search problem. The research methodology considers the logic behind the method we use in the context of our research study.

Descriptive Research Design

The study is descriptive in nature. Descriptive studies are more than just a collection of data. They include measurements, classifications, analysis, comparisons and interpretations. It tells about what exists at present by determining the nature and degree of existing conditions.

SOURCES OF DATA: Primary data:

The source of primary data is the employees. With the help of the questionnaire distributed among the employees, the researcher collected the needful information from the respondent which is the primary data for the research.

Secondary Data:
The secondary data has been collected form the publications, office records, profile of the company, websites, which are been needed for the study.

Sampling size:
A random sample of 100 workers was taken for survey.

Sampling technique:
The type of sampling used in this study is probability sampling.

Statistical tools used

1. Simple percentage analysis 2. Chi Square test 3. Weighted average 4. ANOVA.

1.

Simple percentage analysis

The percentage method is used for comparing certain feature. The collected data represented in the from of tables and graphs in order to give effective visualization of comparison made. Actual population Sample Percentage = -----------------------------Sample size X 100

2.

Square Analysis test

It is useful to determine the sign cant relationship between the two ariables. The formula is used for chi-square test. (O-E)^2 Chi-square = ----------------E Where, O = observed frequency

E = expected frequency Expected frequency is calculated as follows Row total x column total Expected value = -------------------------------------------Grand total Degree of freedom = (r-1) x (c-1) Where, R = Number of rows C = Number of columns.

3. Weighted average
A set of observations computed by taking into account the corresponding weights is known as the weighted average. wx Weighted average () = ------------------------w Where, w = Weights

x = Samples.
3. ANOVA
Analysis of variance (Abbreviated as ANOVA) is an extremely useful technique concerning researches in the fields of economics, biology, education, psychology, sociology, and business/industry in researches of several other disciplines. This technique is used here since multiple sample cases are involve

One way ANOVA:

Under the one way ANOVA, we consider only one factor and then observe that the reason for said factor to be important is that several possible types of

samples can occur within that factor. We then determine if there are differences within that factor. The technique involves the following step

CHAPTER 3 ANALYSIS AND INTERPRETATION TABLE 3.1.1 AGE GROUP OF RESPONDENTS IN RHYTHM FASHION
S.NO 1 2 3 4 5 AGE GROUP Below 20 20-30 30-40 40-50 ABOVE 50 TOTAL NO. OF RESPONDENTS 16 34 26 14 10 100 PERCENTAGE OF RESPONDENT 16 44 26 14 10 100

Source:
Primary data

INFERENCE:
From the above table 44% of workers belongs to the age group of 20-30years, 26% of workers belongs to age group of 30-40years 16% of workers belongs to age group of below20years 14% of workers belongs to age group of 40-50 10% of workers belongs to age group of above 50 respective.

CHART -3.1.1 AGE GROUP OF RESPONDENTS IN RHYTHM FASHION

40 NO OF RESPONDENDS 35 30 25 20 15 10 5 0 below20 20-30 30-40 40-50 above50 AGE GROUP OF WORKERS 16 14 10 34 26

TABLE-3.1.2 GENDER OF RESPONDENTS IN RHYTHM FASHION

S.NO 1 2

GENDER MALE FEMALE TOTAL

NO OF RESPONDENTS 62 38 100

PERCENTAGE OF RESPONDENTS 62 38 100

Source:
Primary data

INFERENCE:
From the above table 62% of respondents are men.38% of respondents are female in the organization.

CHART-3.1.2 GENDER OF RESPONDENTS IN RHYTHM FASHION

70 NO OF RESPONDENTS 60 50 40 30 20 10 0

62

38

MALE GENDER

FEMALE

TABLE 3.1.3 QUALIFICATION OF RESPONDENTS IN RHYTHM FASHION

S.NO 1 2 3 4 5

EDUCATIONAL QUALIFICATION H.S.C UG PG DIPLOMA OTHERS TOTAL

NO OF RESPONDENTS 28 36 16 15 5 100

PERCENTAGE OF RESPONDENTS 28 36 16 15 5 100

Source:
Primary data

INFERENCE:
From the above table 36% of respondents are completed there graduates 28% of respondents Up to Higher secondary, 16% of respondents are completed Post Graduates, 15% of respondents are completed there Diploma,5% of respondents are others in Rhythm Fashion

CHART 3.1.3 QUALIFICATION OF RESPONDENTS IN RHYTHM FASHION

40 NO OF RESPONDENTS 35 30 25 20 15 10 5 0 H.S.C 28

36

16

15

UG

PG

DIPLOMA

OTHERS

EDUCATION WISE

TABLE 3.1. 4 EXPERIENCE OF THE RESPONDENTS IN RHYTHM FASHION

S.NO 1 2 3 4

EXPERIENCE Below 2 Yrs 2-5 Yrs 6-9 Yrs Above 10 Yrs TOTAL

NO. OF RESPONDENTS 20 26 28 26 100

PERCENTAGE OF RESPONDENT 20 26 28 26 100

Source:
Primary data

INFERENCE:
From the above table, 28% of respondents having 6-9years Experience, 26% of respondents having 2-5years experience, 26% respondents have above ten years Experience, and 20% of respondents have below 2years experience.

CHART -3.1.4 EXPERIENCE OF THE RESPONDENTS IN RHYTHM FASHION

30 NO OF RESPONDENTS 25 20 15 10 5 0 Below 2 Yrs 20

26

28

26

2-5 Yrs

6-9 Yrs

Above 10 Yrs

EXPERIENCE OF WORKERS

TABLE-3.1.5 CADER IN THE ORGANIZATION

S.NO

CADER

NO OF RESPONDENTS 55 30 15 100

1 2 3

LABOUR STAFF EXECUTIVE TOTAL

PERCENTAGE OF RESPONDENTS 55 30 15 100

Source:
Primary data

INFERENCE:
From the above table, 55% of respondents are labors, 30% of respondents are staffs,15% of respondents are executives in the organization.

CHART-3.1.5 CADER IN THE ORGANIZATION

60 NO OF RESPONDENTS 50 40 30 20 10 0

55

30

15

LABOUR

STAFF CADER

EXECUTIVE

TABLE-3.1.6 INCOME IN THE ORGANIZATION

S.NO 1 2 3 4

INCOME BelowRs.3000 Rs.3000-5000 Rs.500010000 Rs.1000020000 TOTAL

NO OF RESPONDENTS 35 28 20 17 100

PERCENTAGE OF RESPONDENTS 35 28 20 17 100

Source:
Primary data

INFERENCE:
From the above table, 35% of respondents income below R.s 3000, 28% of respondents income R.s 3000-5000,20% of respondents income R.s500010000,17% of staffs,15% of respondents income 10000-20000 in the organization.

CHART-3.1.6 INCOME IN THE ORGANIZATION

40 NO OF RESPONDENTS 35 30 25 20 15 10 5 0

35 28 20 17

BelowRs.3000

Rs.3000-5000

Rs.5000-10000 Rs.10000-20000

INCOME

TABLE 3.1.7 LEVEL OF SATISFACTION WITH SALARY PAID

RESPONSE 1 2 3 Highly Satisfied Satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 46 38 16 100

PERCENTAGE OF RESPONDENT 46 38 16 100

Source:
Primary data

INFERENCE:
From The above table, 46% of workers are highly satisfied with their salary which is paid by the organization, and 38% workers are not satisfied, and 16% of workers are dissatisfied with their salary

CHART 3.1.7

LEVEL OF SATISFACTION WITH SALARY PAID

50 45 NO OF RESPONDENTS 40 35 30 25 20 15 10 5 0

46 38

16

Highly Satisfied

Satisfied OPINIONS

Dissatisfied

TABLE 3.1.8 SATISFACTION LEVEL OF BONUS PAID

S.NO 1 2 3

RESPONSE Highly Satisfied Satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 58 20 22 100

PERCENTAGE OF RESPONDENT 58 20 22 100

Source:
Primary data

INFERENCE:
From the above table shows that, 58% of the respondents says that they have highly satisfied with the bonus, 20% of respondents says that they are not satisfied with the bonus 22% of respondents are dissatisfied with the bonus, which is paid by the organization.

CHART- 3.1.8

SATISFACTION LEVEL OF BONUS PAID

70 NO OF RESPONDENTS 60 50 40 30 20 10 0 Highly Satisfied Satisfied OPINIONS Dissatisfied 20 22 58

TABLE-3.1.9 WELFARE MEASURE IN THE ORGANIZATION

S.NO 1 2 3 4

RESPONSE Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 30 55 15 0 100

PERCEN TAGE OF RESPONDENT 30 55 15 0 100

Source:
Primary data

INFERENCE:
From the above table shows that, 30% of the respondents says that they have highly satisfied with the welfare measure, 55% of respondents says that they are satisfied with the welfare measure, 15% of respondents are some what satisfied with the welfare measure in the organization.

CHART-3.1.9 WELFARE MEASURE IN THE ORGANIZATION

60 NO OF RESPONDENTS 50 40 30 20 10 0 Highly Satisfied 30

55

15 0 Satisfied Some what satisfied Dissatisfied

OPINIONS

TABLE 3.1.10 WORKING ENVIRONMENT IN THE ORGANIZATION

S.NO 1 2 3 4

RESPONSE Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 24 68 8 0 100

PERCEN TAGE OF RESPONDENT 24 68 8 0 100

Source:
Primary data

INFERENCE :

From the above table shows that 68% of respondents are satisfied about their working environment, 24% of are highly satisfied about their working environment, 8% are some what satisfied about their working environment.

CHART -3.1.10

WORKING ENVIRONMENT IN THE ORGANIZATION

80 NO OF RESPONDENTS 70 60 50 40 30 20 10 0 Highly Satisfied 24

68

8 0 Satisfied Some what satisfied Dissatisfied

OPINIONS

TABLE 3.1.11 RELATIONSHIP WITH SUPERVISIOR

S.NO RELATIONSHIP WITH SUPERVISOR 1 2 Yes No TOTAL

NO. OF RESPONDENTS 84 16 100

PERCENTAGE OF RESPONDENT 84 16 100

Source:
Primary data

INFERENCE:
From The above table shows that 84% of respondents feels that they have good relationship with their supervisor 16% of respondents feels that they do not have good relationship with their supervisor in the organization.

CHART 3.1.11 RELATIONSHIP WITH SUPERVISIOR

90 NO OF RESPONDENTS 80 70 60 50 40 30 20 10 0

84

16

Yes OPINIONS

No

TABLE 3.1.12 FREEDOM AND POWER TO WORK

S.NO 1 2 3 4

RESPONSE Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied TOTAL

NO. OF RESPONDENTS 24 58 14 4 100

PERCEN TAGE OF RESPONDENT 24 58 14 4 100

Source:
Primary data

INFERENCE:
From the above table shows that 24% of respondents says that they have highly sayisfied,58% of respondents says that they have satisfied ,14% of respondents says that they have dissatisfied,4% of respondents says that they have highly dissatisfied in freedom and power to work in the organization.

CHART3.1.12 FREEDOM AND POWER TO WORK

70 NO OF RESPONDENTS 60 50 40 30 20 10 0 Highly Satisfied Satisfied Dissatisfied Highly Dissatisfied 24 14 4 58

OPINIONS

TABLE 3.1.13 JOB SECUIRTY IN THE ORGANISATION

S.NO 1 2 3 4

RESPONSE Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 34 36 20 10 100

PERCENTAGE OF RESPONDENT 34 36 20 10 100

Source:
Primary data

INFERENCE:
From the above table shows that 36% of respondents satisfied with their Job security in their organization, 34% respondents are highly satisfied about their job security, and 20% respondents are some what satisfied about their job security, 10% respondents are dissatisfied about their job security in organization.

CHART- 3.1.13 JOB SECUIRTY IN THE ORGANISATION

40 NO OF RESPONDENTS 35 30 25 20 15 10 5 0

34

36

20 10

Highly Satisfied

Satisfied

Some what satisfied

Dissatisfied

OPINIONS

TABLE 3.1.14 OPINION REGARDING PRESENT JOB

S.NO 1 2

RESPONSE Yes No TOTAL

NO. OF RESPONDENTS 66 34 100

PERCENTAGE OF RESPONDENT 66 34 100

Source:
Primary data

INFERENCE:
From the above table states that 66% of respondents feel that they are happy about present job, and 34% of respondents do not feel happy about their present job in organization.

CHART 3.1.14 OPINION REGARDING PRESENT JOB

70 NO OF RESPONDENTS 60 50 40 30 20 10 0

66

34

Yes OPINIONS

No

TABLE 3.1.15 PROMOTIONAL POLICY OF THE ORGANIZATION

S.NO 1 2 3

RESPONSE Highly Satisfied Satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 32 38 30 100

PERCENTAGE OF RESPONDENT 32 38 30 100

Source:
Primary data

INFERENCE:
From the above analysis, 38% of respondents are satisfied with the promotional policy of the concern, 32% of respondents are highly satisfied, and 30% respondents are dissatisfied with the promotional policy of the concern.

CHART- 3.1.15 PROMOTIONAL POLICY OF THE ORGANIZATION

40 NO OF RESPONDENTS 35 30 25 20 15 10 5 0 Highly Satisfied 32

38 30

Satisfied OPINIONS

Dissatisfied

TABLE 3.1.16 FRIENDLY AND SOCIALIZING ATMOSPHERE IMPROVING THE ORGANIZATION CULTURE

S.NO 1 2 3

RESPONSE Always Not Always No TOTAL

NO. OF RESPONDENTS 50 34 16 100

PERCENTAGE OF RESPONDENT 50 34 16 100

Source:
Primary data

INFERENCE:
From the above analysis, 50% of respondents said that friendly and socializing atmosphere improves organizational culture always, 34% of respondents said not always and 16% of respondents said that the friendly and socializing atmosphere not improves the organization culture in the organization.

CHART 3.1.16 FRIENDLY AND SOCIALIZING ATMOSPHERE IMPROVING THE ORGANIZATION CULTURE

60 NO OF RESPONDENTS 50 40 30 20 10 0 Always Not Always OPINIONS No 16 50

34

TABLE 3.1. 17 WORKERS OPINION - CHANGE IN WORK SHEDULE

S.NO

RESPONSE

NO. OF RESPONDENTS 42 30 28 100

PERCENTAGE OF RESPONDENT 42 30 28 100

1 2 3

Yes Not always No TOTAL

Source:
Primary data

INFERENCE:
From the above table shows that 42% of respondents are always ready to accept the change in the work schedule, 30% of respondents are ready to accept the change in their work schedule but not always, 28% of respondents are not at all accept for change in their work schedule.

CHART 3.1.17 WORKERS OPINION CHANGE IN WORK SHEDULE

45 NO OF RESPONDENTS 40 35 30 25 20 15 10 5 0

42

30

28

Yes

Not always OPINIONS

No

TABLE 3.1.18 TRAINING PROGRAM

S.NO 1 2 3 4

RESPONSE Highly Satisfied Satisfied Some what satisfied Dissatisfied TOTAL

NO. OF RESPONDENTS 38 30 32 0 100

PERCENTAGE OF RESPONDENT 38 30 32 0 100

Source:
Primary data

INFERENCE:
From the above table shows 38% of respondents are Highly Satisfied in there training program,30% of respondents are Satisfied in there training program,32% of respondents are some what Satisfied in there training program in the organization.

CHART- 3.1.18 TRAINING PROGRAM

40 NO OF RESPONDENTS 35 30 25 20 15 10 5 0

38 30 32

0 Highly Satisfied Satisfied Some what satisfied Dissatisfied

OPINIONS

TABLE 3.1.19 EMPLOYEES PARTICIPATION IN DECISION MAKING PROCESS

S.NO

RESPONSE

NO. OF RESPONDENTS 54 46 100

PERCENTAGE OF RESPONDENT 54 46 100

1 2

Yes No TOTAL

Source:
Primary data

INFERENCE:
From the above table reveals that 54% of workers feel that they are allowed to take part in managerial decision making,46% respondents feels that they are not allowed to take part in managerial decision making.

CHART- 3.1.19 EMPLOYEES PARTICIPATION IN DECISION MAKING PROCESS

56 NO OF RESPONDENTS 54 52 50 48 46 44 42 Yes OPINIONS No 46 54

TEST - 1 CHI SQUARE ANALYSIS RELATIONSHIP BETWEEN AGE AND SALARY

AGE Below20 20 30 30 40 40 - 50 Above50 Total Highly satisfied 10 16 8 9 3 46 Satisfied 3 14 12 3 6 38 Dissatisfied 3 4 6 2 1 16 Total 16 34 26 14 10 10

Null Hypothesis (Ho):

There is no significant relationship between age and salary.

Alternative Hypothesis (H1):

There is significant difference between age and salary.

Formula:
(O-E)^2 Chi-square = ----------------E Where, O = observed frequency E = expected frequency Expected frequency is calculated as follows Row total x column total Expected value = -------------------------------------------Grand total

Degree of freedom = (r-1) x (c-1) Where, R = Number of rows C = Number of columns. Degree of freedom = (r-1) x (c-1) = (3-1) x (5-1) =8 Calculated value Degree of freedom Level of significance Table value Result 11.40 8 5% 15.507 Accepted

Conclusion:
Since the calculated value is greater than the table value and hypothesis is proved. So there is no significant difference between age and salary. All groups of people are not satisfied regarding age and salary.

TEST 2

ANOVA RELATIONSHIP BETWEEN GENDER AND PROMOTIONAL POLICY

Gender Male Female Total

Highly satisfied 20 12 32

Satisfied 20 18 38

Dissatisfied 22 8 30

Total 62 38 100

Null Hypothesis (Ho):

There is no significant relationship between gender and promotional policy.

Alternative Hypothesis (H1):

There is significant difference between gender and promotional policy.

THE ANOVA TABLE

SOURCE VARIATION Between Error Total OF D.F 2 3 5 S.S 17 132 149 M.S.S 9 44 VARIANCE RATIO 0.2046

The table value of F Distribution is (2, 3) degree of freedom at 5% level of significance is the table value showing ANOVA.

Calculated value Degree of freedom Level of significance Table value Result

0.2046 (2,3 ) 5% 9.55 Accepted

Conclusion:
Since the calculated value of F is 0.2046 which is greater than the table value of 9.55 at 5% level with degree of freedom being V1 =2 and V2 = 3 and hence the hypothesis is proved. So there is no significant difference between gender and promotional policy.

TEST 3 WEIGHTED AVERAGE 3.1 DIFFICULT FACTORS SELECTING THE JOB SATIFACTION
weighted Weighted

Factor Salary Welfare bonus Training Working

1 35 18 8 2 6

2 26 14 6 4 30 5

3 19 28 6 13 12 3

4 8 10 30 10 12 16

5 3 12 15 12 8 20

6 4 10 18 8 8 18

7 3 4 10 8 14 28

8 2 3 5 14 5 4 0 1 2 5 5 2

average 5.6 7.8 10.4 12.1 9.3 12.1

environment Participation 4 in decision 14 7 3 making Recognition Job security Opportunity for further growth

5 3 9

7 6 12

12 11 19

14 29 11

10 12 6

10 11 11

26 9 5

2 12 24

11.5 12.2 11.1

INTERPRETATION:
From the above table, it is inferred that the difficulties faced by the respondents while selecting 1st rank to salary, 2nd rank to Working environment, 3rd rank to Welfare, 4th rank to bonus, 5th rank to Job security, 6th rank to Training, 7th rank to Participation in decision making, 8th rank to Recognition and 9th rank to Opportunity for further growth.

CHAPTER 4 FINDINGS, SUGGESTIONS AND CONCLUSION 4.1 FINDINGS

1. It observed from the analysis that, 44% of workers belongs to the age group of 2030years, 26% of workers belongs to age group of 30-40years 16% of workers belongs to

age group of below20years 14% of workers belongs to age group of 40-50 10% of workers belongs to age group of above 50 respectively. 2. It identified from the analysis that, 62% of respondents are men.38% of respondents are female in the organization. 3. It examined from the analysis that, 36% of respondents are completed there graduates 28% of respondents Up to Higher secondary, 16% of respondents are completed Post Graduates, 15% of respondents are completed there Diploma,5% of respondents are others in Tirupur. 4. It clear from the analysis that, 28% of respondents having 6-9years Experience, 26% of respondents having 2-5years experience, 26% respondents have above ten years Experience, and 20% of respondents have below 2years experience. 5. It observed from the analysis that, 55% of respondents are labors, 30% of respondents are staffs,15% of respondents are executives in the organization. 6. It inferred from the analysis that, 35% of respondents income below R.s 3000, 28% of respondents income R.s 3000-5000,20% of respondents income R.s5000-10000,17% of staffs,15% of respondents income 10000-20000 in the organization. 7. It noted from the analysis that, 46% of workers are highly satisfied with their salary which is paid by the organization, and 38% workers are satisfied, and 16% of workers are dissatisfied with their salary 8. It concluded from the analysis that, 58% of the respondents says that they have highly satisfied with the bonus, 20% of respondents says that they are not satisfied with the bonus 22% of respondents are dissatisfied with the bonus, which is paid by the organization. 9. It observed from the analysis that, 30% of the respondents says that they have highly satisfied with the welfare measure, 55% of respondents says that they are satisfied with the welfare measure, 15% of respondents are some what satisfied with the welfare measure in the organization.

10. It identified from the analysis that, 68% of respondents are satisfied about their working environment, 24% of are highly satisfied about their working environment, 8% are some what satisfied about their working environment. 11. It examined from the analysis that, 84% of respondents feels that they have good relationship with their supervisor 16% of respondents feels that they do not have good relationship with their supervisor in the organization. 12. It clear from the analysis that, 24% of respondents says that they have highly sayisfied,58% of respondents says that they have satisfied ,14% of respondents says that they have dissatisfied,4% of respondents says that they have highly dissatisfied in freedom and power to work in the organization. 13. It observed from the analysis that, 36% of respondents satisfied with their Job security in their organization, 34% respondents are highly satisfied about their job security, and 20% respondents are some what satisfied about their job security, 10% respondents are dissatisfied about their job security in organization. 14. It inferred from the analysis that, 66% of respondents feel that they are happy about present job and 34% of respondents do not feel happy about their present job in organization.

15. It noted from the analysis that, 38% of respondents are satisfied with the promotional policy of the concern, 32% of respondents are highly satisfied, and 30% respondents are dissatisfied with the promotional policy of the concern. 16. It concluded from the analysis that, 50% of respondents said that friendly and socializing atmosphere improves organizational culture always, 34% of respondents said

not always and 16% of respondents said that the friendly and socializing atmosphere not improves the organization culture in the organization 17. It observed from the analysis that, 42% of respondents are always ready to accept the change in the work schedule, 30% of respondents are ready to accept the change in their work schedule but not always, 28% of respondents are not at all accept for change in their work schedule. 18. It identified from the analysis that, 38% of respondents are Highly Satisfied in there training program,30% of respondents are Satisfied in there training program,32% of respondents are some what Satisfied in there training program in the organization. 19. It determine from the analysis that, 54% of workers feel that they are allowed to take part in managerial decision making,46% respondents feels that they are not allowed to take part in managerial decision making.

4.2 SUGGESTIONS
Good performance always should be encouraged by the management

Manager and supervisor should maintain the performance record in order to give
sufficient feed back to the workers.

 A level of satisfaction should be obtained by management and it should improve the financial and non financial factors in the organization.

Although workers are been given good payment, they should be further
motivated through their promotion. Workers should also be included in the decision making process and their opinion should also be taken into consideration.

To salary should be revised so that the employee may be satisfied.

Although the organization provides job security and welfare facilities it should be further enhanced.

4.3 CONCLUSION

The project at Rhythm Fashion in Tirupur was a very good mix of the practical and some theory knowledge.

The project work that I have done on Job Satisfaction of Workers at Rhythm Fashion In Tirupur It is found that there is a strong relationship between the salary

Paid and over all satisfaction of workers in the organization.

Even though there is a part of workers are not happy with their job it is found that they are also comfortable in other aspects of their jobs like training ,, work schedule, the promotion policies of the company. I hope my project work would be of benefit in company to a certain extent and also that a few of my suggestions would be help and considerable.

APPENDIX

1. Name
2. Age a) Below 20 b) 20-30 c) 30-40 d) 40-50 e) above 50 3. Gender a) Male b) Female

4. Qualification a) HSC b) U.G c) P.G d) Diploma e) Others 5. Experience a) Below 2 years b) 2-5 c) 6-9 d) above 10 6. Cader a) Labour b) staff c) executive 7. Income a) Below 3000 b) 3000-5000 c) 5000-10000 d) 10000-20000 8. What extent is you satisfied with the salary? a) Highly satisfied b) satisfied c) dissatisfied 9. What extent is you satisfied with the bonus? a) Highly satisfied b) satisfied c) dissatisfied 10. What is your satisfactory level of welfare measure? a) Highly satisfied b) satisfied c) some what satisfied d) dissatisfied 11. What is your satisfactory level with your work environment? a) Highly satisfied b) satisfied c) some what satisfied d) dissatisfied 12. What you feel about relationship with your supervisor? a) Yes b) no 13. What is your opinion about freedom and power to carry out your job? a) Highly satisfied b) satisfied c) dissatisfied d) highly dissatisfied 14. What you feel about job security in your organization? a) Highly satisfied b) satisfied c) some what satisfied d) dissatisfied 15. What is your feel of happiness with your present job? a) Yes b) no 16. Are you satisfied with promotional policy in your concern?

a) Highly satisfied b) satisfied c) dissatisfied 17. Will a friendly and socializing atmosphere improve the organizational culture? a) Always b) Not always c) No 18. Do you accept any change in work schedule? a) Yes b) Not always c) No 19. Are you allowed to participate in managerial decision making processes? a) Yes b) no 20. How do you feel about the training program? a) Highly satisfied b) satisfied c) some what satisfied d) dissatisfied 21. Rank the following factor which of support your job satisfaction (1 for most & 9 is least). FACTOR Salary Welfare Bonus training Work environment Participation In decision making recognition Job security Opportunity for further growth RANK

BIBLIOGRAPHY

Chand & Sons 2004

GUPTA , C.B., Human resource management, New Delhi, Sultan Khanka, S.S., organizational behavior, New Delhi, S. Chand & Company Ltd, 2000.

Mamoria, C.B., Personnel Management, New Delhi, Himalayan publishing house, 2001. Kothari, C.R., Quantitative Techniques, New Delhi, New age International Pvt, Ltd., Publishers 2004.

Web site: www.google.com www.yahoo.com www.icf.gov.in