CHAPTER 1

COMPANY PROFILE

Seshasayee Paper and Boards Limited (SPB), the flagship company belonging
to ‘ESVIN GROUP’, operates an integrated pulp, paper board Mill at Pallipalayam,
Erode – 638 007. Namakkal District. Tamil Nadu India.

SPB, incorporated in June 1960, was promoted by Seshasayee Brothers (Pvt)

Limited in association with a foreign collaborator M/s. Parsons & Whitemore, South
East Asia Inc., USA. After commencement of commercial production, having fulfilled
their performance guarantee obligations, the foreign collaborators withdrew in 1969.
Main promoters of the Company as on data are a group of companies belonging to the
ESVIN group headed by Mr. N. Gopalaratnam.

SPB Commenced commercial production in December 1963, on

commissioning a 20000 tons per annum integrated facility, comprising a Pulp Mill
and two Paper Machines (PM – 1 and PM – 2), capable of producing, writing,
printing, Kraft and poster varieties of paper.

The Plant capacity was expanded to 35000 tons per annum in 1967 – 78, by
modification of PM – 2 and addition of a third paper Machine (PM-3). The cost of the
expansion scheme, at Rs. 34 Millions, was part financed by All India Financial
Institutions (Rs. 32 Millions).

In the second stage of expansion, undertaken in 1976, capacity was enhanced

to 55000 tons per annum, through addition of a 60 tons per annum new Paper
Machine (PM – 4). Cost of the project including cost of a chemical Recovery Boiler
and other facilities for enhanced requirement or utilities, was estimated at Rs. 176
Millions. The same was part financed by term loans from Institutions and Banks to
the extent of Rs. 145 Millions and the balance out of internal generation.

SPB undertook various equipment balancing and modernization programmes,

since then, for improving its operating efficiency, captive power generation capacity,
etc., upto 1992 – 93.
 2

Expansion / Modernization

The company embarked on an Expansion / Modernization Project to enhance

its production capacity from 60000 tones per annum, to 1,15,000 tons per annum and
to upgrade some of the existing facilities, at an estimated cost of Rs. 1890 millions.

The said Expansion / Modernization Project completed in December 2000.

After successful trials, the Commercial Production out of the new Paper Machine
Commenced on July 1, 2000.

The current installed capacity of the Company stands at 1,15,000 tons per
annum.

Raw Materials

The company’s paper plant was originally designed for using bagasse, as the
primary raw material mixed with 20% bamboo fibre.

Bagasse was being obtained from nearby sugar mill on substitution basis using
oil fired boilers.

With sharp increase in oil prices in 1970 – 71, the Company shifted over to the
use of hardwood, at the time of its expansion undertaken in n1978. Raw material mix
underwent a substantial change, with bamboo and hardwood forming 60% and 40%
respectively, of its raw material consumption.

Soon Company started apprehending difficulties in procurement of bamboo. In

1981, it added one more digester, to increase the share of the hardwood in the furnish
mix to 80% and restricting bamboo use to only 20%. With the commissioning of more
wood based industries in Tamil Nadu, there was again an apprehension about
availability of hardwood.
 3
As a long – term strategy, the Company at this time decided on restructuring
use of bagasse which was seen to be the most reliable source of fibre for the entire
Industry.

In 1984, the Company promoted Ponni Sugars and Chemicals Limited, as the
captive source for bagasse supply. It added bagasse handling systems and modernized
PM-1 and PM-2, to shift over at the use of bagasse.

The furnish mix for the existing Paper Machines of the Company is 55%
bagasse and 45% hardwood. The Company has vast experience in handling bagasse
and is expected to be one of the major strong points vis – a - vis its competitors in
India, as the Indian Paper Industry will continue to be bogged down by the problem of
raw material availability.

For the new Paper Machine, the furnish is imported. The waster paper and
imported pulp which are sourced from Far East countries, Europe and USA. A small
quantity is supplemented out of captive pulp production.

Export Performance
SPB’s exports are nearly 20% of its production and are a significant exporter
in the Indian Paper Industry. Due to its excellent export performance, SPB has been
awarded ‘Golden Export House’ status.

Awards
SPB in receipt of various Awards awarded by Government of India,
Government of Tamilnadu, Industry Associations, etc. Some of the Awards received
by SPB in the past include :
 Capacity Utilization Award
 Energy Conservation Award
 Environment Protection Award
 Safety Award
 Export Performance Award
 Good Industrial Relations Award
 4
 TERI – Corporate Environmental Award
Environment Protection
The company attaches paramount importance to the conservation and
improvement of the environment. It is efforts to improve the environmental protection
measures, the company has installed:

Two Electro Statis Precipitators for its Boilers to control dust emissions

These facilities will ensure sustained compliance by the Company of the

pollution controls norms prescribed by the Pollution Control Authorities.

ISO 9001 / ISO 14001 Accredition

The Company’s quality systems continue to be covered by the “ISO 9001”
accredition awarded by Det Norske Veritas, the Netherlands.

The Company has also been accredited with “ISO 14001” certification by Det
Norske Veritas, The Netherlands, for its Environmental Quality Systems.
 5
VARIETY OF PAPER
 White printing paper
 Blue wave paper
 Cream wave paper
 Offset printing paper
 Colour printing paper
 Duplicating paper
 Map litho paper
 Azure laid paper
 Kraft paper
 White poster paper
 Colour poster paper
 Pulp board
 Duplex board
 Cheque paper
 Dyeline printing paper
 Stamp base paper and
 Litho printing paper are various types of paper manufactured in SPB Ltd.
 6
CHAPTER 2

INTRODUCTION

In a developing country like India, the key progress is done to increase the
productivity. The country cannot progress unless the man and work have good
relationship. The relationship has always attracted between scientists and novelists.
The major part of mans life is spent in doing work. Work is a social reality and social
expectation to which men seem to conform. It not only provides status to the
individual but also binds him to society.

Basically industry is a combination of 6 Ms namely, men, money, machine,

material, market and method. The first one is significant in the sense that it deals with
uncontrollable human emotions and sentiments.

Materials can be purchased at most competitive rates; machines many be

worked at their maximum speed but the output can be maximized only when the
employees work willingly. If we motivate the employees somehow, the output can be
raised still higher with the same type of materials and machines.

Peter F. Drucker says, the sources capable of enlargement can only be human
resources. Other resource can be utilized of worse utilized, but they can never have an
output greater than the sum of outputs.
 7

2.1 EMPLOYEES SATISFACTION TOWARDS THEIR JOB

“Favorableness or unfavourableness with which employees view their work it

results when there is a fit between job characteristics and wants of employees”.

Keith Davis.

According to P.C. Smith, “ Job satisfaction is the persistence feeling towards

discriminable aspects of the Job”.

According to Stephen P. Robbins, “Job satisfaction has an individual’s general

attitude towards his or her job”.

According to C.B. Mamoria, job satisfaction is the collection of tasks and

responsibilities regularly assigned to one person while a job is a group of positions,
which involves essentially the same duties, responsibilities, skill and knowledge.

Job satisfaction is defined as the difference between the amount of rewards the
workers receive and the amount they believe they should receive

Stephen P. Robbins.
 8

2.2 MEANING

Job satisfaction refers to an employee’s general attitude toward his or her job.
Locke defines job satisfaction as a “ Pleasurable or positive emotional state resulting
from the appraisal of one’s job or job experience”.

Organizations with more satisfied employees tend to be more effective than

organization with less satisfied employees.

Employees can express dissatisfaction through Exit, Voice, Loyalty, and

Neglect.

Job satisfaction should be a major determinant of an employees organizational

citizenship behaviour (OCB). The satisfied employees would seem more likely to talk
positively about the organization, help others, and go beyond the normal expectations
in their job.

Managers can create satisfied employees through four factors conducive to

high levels of employee job satisfaction. The manager can give mentally challenging
work, equitable rewards, supportive working conditions, and supportive colleagues.

According to Abraham A. Korman, there are two types of variables which

determine the job satisfaction of fan individual.

1. Organizational variables
2. Personal Variables
 9

2.2.1. Relative factors involved in employees satisfaction towards their job

1. Working hours
2. Job security
3. Responsibility given in the job
4. Promotional opportunities
5. Working environment.
6. Relationship with colleagues.
7. Relationship with supervisor.
8. Workers participation in decision making
9. Safety measures.
10. Grievance handling procedures.
11. Salary.
12. Incentives.
13. Canteen Facilities.
14. Rest room
15. Family welfare measures.
16. Accident compensation
17. Union – management relations.
18. Recognition
19. Job status.
20. Type of work.
 10
2.3 SOURCES OF EMPLOYEES SATISFACTION TOWARDS THEIR JOB

Pay
Wages do play a significant role in determining job satisfaction but wages are
more as significant to white-collar workers as to blue collar workers. Pay is such an
important determinant of job satisfaction because it is instrumental in fulfilling so
many needs. Moreover, pay can serve as a symbol of achievement and a source of
recognition.

The Work Itself

Along with pay content of the work itself plays a very major role in
determining how satisfied employees are with their job. The two most important
aspects of the work itself that influence job satisfaction are variety and control over
work methods and work place. Work includes interesting and challenging work, work
that is not boring and a job that provide status.

Promotions
Promotional opportunities have a moderate impact on job satisfaction. A
promotion to a higher level in a organization typically involves positive changes in
supervision. Job content that are at the higher levels of on organization usually
workers with more freedom more challenging work assignments, and higher salary.

Work Group
Having friendly and co-operative co-workers is a modest source of job
satisfaction to individual employees. The work group also serves as a social support
system for employees. People often use their co-workers as a sounding board for
their problems or as a source of conflict. The work group serves as a source of
support, comfort, advice and assistance to the individual worker. Good work group
makes the job enjoyable.
 11
Working Conditions

Working Conditions, too contribute in a modest way to job satisfaction.

Features such as temperature, humidity, ventilation, lighting, noise and work
schedules, cleanliness of the work place and adequate tools and equipment can also
affect job satisfaction.
 12

2.4 IMPORTANCE OF EMPLOYEES SATISFACTION TOWARDS THEIR

JOB

1. Job satisfaction has some relation with the mental health of the people.
2. It has some degree of positive correlation with physical health of an
individual.
3. It spreads good will about the organization.
4. Job satisfaction reduces absenteeism’s and turnover and accidents.
5. Job satisfaction increase workers morale, productivity etc.

Workers will be satisfied if he gets what he expected. Job satisfaction relates

to inner feelings of workers. Naturally, it is the satisfied workers who shows the
maximum effectiveness and efficiency in his work. Most people generalize that,
workers are concerned more about pay rather than other factors which also affects
their level of satisfaction, such as canteen facilities, bonus, working condition etc of
course, these factors are less significant when compared to pay.
 13
CHAPTER 3

AIM OF THE PROJECT

3.1 OBJECTIVES OF THE STUDY

1. To find out the employees satisfaction level towards their job in Seshasayee
Paper & Boards Limited for three major areas.
1. Related to work.
2. Related to work place.
3. Related to benefits availed.
2. To study about the employees interaction, relationship with his co-worker and
with supervisors in the work group.
3. To study the employees expectation and their motivation practice of the
management.

3.2 LIMITATIONS

The sample is selected from the staff of Seshasayee paper & Board Limited.
The satisfaction level of the employees of this organization may differ from those of
other. In paper industry the over all satisfaction of employees may differ from
company to company, from industry to industry. Hence the level of satisfaction of the
staff at Seshasayee paper & Boards Limited cannot be generalized to other industries.

Fear of the employer will have an effect on the results obtained. There are
chances of biased response on the part of the respondents, as the researcher is viewed
as the representative of the management.

 The survey purely based on opinion of staff, which may be biased at

time
 The factory functions in shift system so all shift workers did not take
part in the sample.
 14

CHAPTER 4

RESEARCH METHODOLOGY

Research methodology explains the various steps that tare generally adopted
by the research in studying research problem along with logic behind them.

4.1 RESEARCH DESIGN

The research design adopted for the study is descriptive design. The researcher
has to describe the present situation in order to know the job Satisfaction of the
employees. Hence descriptive research study is used and includes survey and fact
finding Enquirer. Descriptive research can only report what has happened and what is
happening.
4.2 SAMPLING DESIGN
4.2.1 Population
The population of the study includes 1550 employees in Seshasayee Paper &
Boards, Erode.
4.2.2 Sampling Technique
The sampling technique used for selecting sample elements is convenience
sampling.
4.2.3 Sample Size
The sample size of 150 employees of different sections in the organization
were interviewed.
4.2.4 Field work
The field work is the actual data collection process and the respondents are the
employees of the Seshasayee paper & Boards, Erode. The respondents were met and
told about the objectives of the study and data were collected through questionnaire
form.
 15
4.2.5 Data collection method

The collection of data is considered to be one of the important aspects in the

research methodology. There are two types of data that exists one is primary data and
the other is secondary data.

Primary data

Well structured questionnaire has been used for the collection of primary data
from the respondents. For the purpose of knowing about job satisfaction among
employees.

Secondary data

Secondary data has been collected from the company record, various
magazines, journal and various web sites.

4.2.6 Questionnaire Design

A well structured questionnaire was used for this study. The types of questions
used in the questionnaire were open-ended, multiple-choice and Dichotomous
question.

Opened-ended questions are questions, which are entitles to give a free

response to their choice.

Multiple-choice questions are question, which contain a list of answer and

permit the subject to select the best answer.

Dichotomous questions are questions that only have two possible answer
that is ‘Yes’ or ‘No’.
 16
4.2.7 Tools used for Analysis

The data collected from the respondents were converted into readable format
for processing, classification and arrangements. The data was tabulated and analyzed
using Statistical Methods like.

1. Simple Percentage,
2. Two way Analysis,
3. Chi-Square analysis.
 17
CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

The data collected are properly tabulated and summarized.

AGE WISE CLASSIFICATION

Age of the employee is an important demographic factor influencing job satisfaction.

TABLE NO. 5.1

AGE WISE CLASSIFICATION

Age No. of Respondents Percentage

< 30 51 34
30 to 40 47 31.3
40 to 50 35 23.3
>= 50 17 11.3
Total 150 100

Inference

From the above table, we infer that, out of 150 respondents, 34% of the

respondents are having age Less than 30 years, 32% of the respondents are having age

between 30 and 40 years and 24% belong to 40 to 50 years of age. 10% of the

respondents are belonging to the age group of greater than 50 years.

 18

AGE WISE CLASSIFICATION

40

35 34.00
31.30
30
Respondents in %

25 23.30

20

15
11.30
10

0
< 30 30 to 40 40 to 50 >= 50

Age
 19
TABLE NO. 5.2.
INCOME WISE CLASSIFICATION

Man works to earn. Every employee in the organization will expect a

reasonable pay for the job done by him. This reasonable pay may help to increase the
job satisfaction to a certain extent.

Income No. of Respondents Percentage

Less than 5000 22 14.7
5000 to 10000 105 70
Greater than 10000 23 15.3
Total 150 100

Inference

Table 5.2 shows that, out of 150 respondents, 15% of the respondents are
getting their salary less than Rs.5000. 70% of the respondents are getting their salary
between Rs.5000-10000 and 15% of the respondents are getting their salary greater
than Rs.10000.
 20

INCOME WISE CLASSIFICATION

80

70.00
70

60
Respondents in %

50

40

30

20
14.70 15.30

10

0
< 5000 5000 TO 10000 >= 10000

Income
 21
TABLE NO. 5.3

EDUCATIONAL QUALIFICATION WISE CLASSIFICATION

Education No. of Respondents Percentage

th
10 33 22
12th 20 13.3
Diploma 26 17.3
Degree 71.0 47.3
Total 150 100

Inference

Table 5.3 shows that

• 22% of the respondents have completed their 10th standard.
• 48% of the respondents are Degree holders.
• 18% of the respondents are Diploma holders.
• 12% of the respondents have completed their 12th standard.
 22

EDUCATIONAL QUALIFICATION
WISE CLASSIFICATION
50
47.30

45

40

35
Respondents in %

30

25
22.00
20
17.30

15 13.30

10

0
10 12 Diploma Degree

Educational Qualification
 23

TABLE 5.4
WORKING LEVEL WISE CLASSIFICATION

Working Level No. of Respondents Percentage

Worker 83 55.3
Staff 21 14
Officer 25 16.7
Supervisor 12 8
Manager 9 6
Total 150 150 100

Inference

Table 5.4 shows that,

• 55% of the respondents belong to workers.
• 14% of the respondents belong to staff level.
• 17% of the respondents belong to officer level.
• 8% of the respondents belong to supervisor level.
• 6% of the respondents are managerial level.
 24

TABLE NO. 5.5

EXPERIENCE WISE CLASSIFICATION

Experience is the major factor considered in the job. The experienced

person may expect a reasonable salary for the work done.

Experience in Year No. of Respondents Percentage

Below 5 years 51 34
5 to 10 years 31 20.7
11 to 25 years 47 31.3
Above 25 years 21 14
Total 150 100

Inference

Table 5.5 shows that,

• 34% of the respondents have their experience below 5 years.

• 21% of the respondents have their experience between 5 and 10 years.
• 31% of the respondents have their experience between 11 and 25 years.
• 14% of the respondents have their experience above 25 years.
 25

EXPERIENCE WISE CLASSIFICATION

40

35 34.00
31.30
30
Respondents in %

25

20.70
20

15 14.00

10

0
Below 5 years 5 to 10 years 11 - 25 years Above 25 years

Experience
 26

WORKING CONDITION

The place at which the work is undertaken will give some psychological
satisfaction to the worker. This will indirectly motivate the worker towards his job and
as a result, they will be satisfied to work for the organization.
TABLE NO. 5.6

OPINION ABOUT WORKING CONDITION

Description No. of Respondents Percentage

Very Good 38 25.3
Good 89 59.3
Average 12 8.0
Poor 6 4
Need Improvement 5 3.3
Total 150 100

Inference

From the above table, we infer that

• 25% of the respondents have very good opinion about the working condition.
• 60% of the respondents have good opinion about the working condition.
• 8% of the respondents have average opinion about the working condition.
• 4% of the respondents have poor opinion about the working condition.
• 3% of the respondents expect improvement in their working condition.
 27

TABLE NO. 5.7

RELATIONSHIP WITH SUPERVISOR

Effectiveness of the organization basically depends upon the supervisors. They

should have considerations for the needs of the worker. This may increase the morale
and motivation of the worker to a great extent.

Description No. of Respondents Percentage

Cordial 111 74
Moderate 37 24.7
Not cordial 2 1.3
Total 150 100

Inference

From the above table

• 74% of the respondents are cordial with their supervisors.
• 25% of the respondents have moderate relationships with their supervisors.
• 1% of the respondents are not cordial with their supervisor.
 28

RELATIONSHIP WITH SUPERVISOR

80
74.00

70

60
Respondents in %

50

40

30
24.70

20

10

1.30
0
Cordial Moderate Not Cordial

Relationship
 29

TABLE NO. 5.8

SATISFACTION ON TARGET RELATED INCENTIVES

Each and every concern will fix target for all the individuals depending on the
company target as a whole. Here many times the target may not be reached by the
individuals due to lack of motivation. So in order to make them achieve incentives
will be given to the individuals after reaching the target.

Description No. of Respondents Percentage

Satisfactory 106 70.7
Natural 37 24.7
Not satisfactory 7 4.7
Total 150 100

Inference

Table 5.8 shows that

• 71% of the respondents are satisfied with their incentives.

• 25% of the respondents are having neutral opinion with their incentives
• 5% of the respondents are not satisfied with their incentives.
 30

TABLE NO. 5.9

OPINION ABOUT PROMOTIONAL OPPORTUNITIES

Promotion is a motivating factor for career development usually followed in

all organization to increase involvement of employees towards the job. If the
management has sufficient schemes for promotion there will be enough involvement
among the employees to achieve the goals of the organization.

Description No. Of Respondents Percentage

Very Good 25 16.7
Good 71 47.3
Average 48 32
Poor 6 4
Total 150 100.0

Inference
From the above table, it is inferred that
• 17% of the respondents have very good opinion about promotional
opportunities in the organization.
• 47% of the respondents have good opinion about promotional
opportunities.
• 32% of the respondents have average opinion about promotional
opportunities.
• 4% of the respondents have poor opinion about promotional opportunities.
 31

TABLE NO 5.10

GRIEVANCE HANDLING SYSTEM

Grievance is the factor, which has to be handled in a proper way to find proper

solution.

Description No. Of Respondents Percentage

Yes 109 72.7
No 41 27.3
Total 150 100.0

Solution to Grievance

Description No .of Respondents Percentage

Immediately 100 91.7
Not Immediately 9 8.3
Total 109 100

Inference
Table 5.10 shows that out of 150 respondents 73% of the respondents feel that
the grievance handling system existing in the organisation is good and 92% of the
respondents also feel that their grievance are solved immediately.
 32

GRIEVANCE HANDLING SYSTEM

100
91.70
90

80

70
Respondents in %

60

50

40

30

20

10
8.30

0
Immediately Not Immediately

Description
 33

TABLE NO 5.11

RELATIONSHIP WITH CO-WORKERS

It is a general saying that the team work is more effective. In order to make it
effective there should be proper coordination of support among the workers
themselves. When this lack, the team work will result in failure. This study measure
the relationship of workers with colleagues at the work place.

Description No .Of Respondents Percentage

Good 73 48.7
Cordial 31 20.7
Cooperative 40 26.7
Not Cooperative 6 4
Total 150 100.0

Inference

Table 5.11 shows that,

• 49% of the respondents have good relationship with their co-workers.
• 21% of the respondents have cordial relationship with their co-workers.
• 26% of the respondents are cooperative with their co-workers.
• 4% of the respondents are not cooperative with their co-workers.
 34

TABLE NO 5.12

SATISFACTION ON WORKING HOURS

Working hours should be convenient to the employees. Working hours should

be fixed in consideration with the transportation facility. If the working hours are not
conducive absenteeism rate will increase.

Description No. of Respondents Percentage

Yes 147 98
No 3 2
Total 150 100

Inference
From the above table, we infer that

• 98% of the respondents are satisfied with their working hours in the
organisation.
• 2% of the respondents are not satisfied with their working hours.
 35

SATISFACTION ON WORKING HOURS

120

100
98.00

80
Respondents in %

60

40

20

2.00
0
Yes No

Description
 36

TABLE NO 5.13

SATISFACTION ON ACCIDENT COMPENSATION PLAN

It is natural that all employees working at shop floors take risk. In case, any
accidents at work place are found, the help of the organization is required to meet the
expenses. This study tried to find out the employees satisfaction level towards the
accident compensation plan by the management.

Description No. of Respondents Percentage

Yes 142 94.7
No 8 5.3
Total 150 100.0

Inference

From the above table, we infer that

• 95 % of the respondents are satisfied with their accident compensation
provided by the organization.
• 5% of the respondents are not satisfied with their accident compensation
plan.
 37

SATISFACTION ON ACCIDENT
COMPENSATION PAID

100 94.70

90

80

70
Respondents in %

60

50

40

30

20

10 5.30

0
Yes No

Description
 38

WELFARE MEASURES

Welfare measures to the employees like providing uniform, quarters, medical

facilities, community halls, schools also have an effect on the job satisfaction.

TABLE NO 5.14

AVAILABILITY OF WELFARE MEASURES

Description No . of Respondents Percentage

Yes 148 98.7
No 2 1.3
Total 150 100.0

Satisfaction about welfare measures

Description No. of Respondents Percentage

Satisfied 148 100.0
Not satisfied 0 0.0
Total 148 100.0

Inference
Table 5.14 shows that
• 100% of the respondents are satisfied with welfare measures.
 39

SATISFACTION ON WELFARE MEASURES

120

100.00
100

80
Respondents in %

60

40

20

0.00
0
Satisfied Not Satisfied

Description
 40

TABLE NO 5.15

SATISFACTION LEVEL WITH PAY PACKAGE

Equitable compensation to the work done is a very essential for the employee
in order to make them involved and increase their contribution towards the work. This
study brings out the satisfaction level of compensation, which may be helpful to the
management to take further decision to increase employees involvement towards their
job.

Description No . of Respondents Percentage

Good 41 27.3
Satisfactory 75 50
Adequate 19 12.7
Not adequate 15 10
Total 150 100.0

Inference
Table 5.15 shows that
• 27% of the respondents are feel good about their salary provided by the
organisation.
• 50% of the respondents are satisfied with their salary provided by the
organisation.
• 13% of the respondents are adequate with their salary provided by the
organization.
• 10% of the respondents feel that not adequate salary is not provided.
 41

SATISFACTION ON PAY PACKAGE

60

50.00
50

40
Respondents in %

30 27.30

20

12.70
10.00
10

0
Good Satisfactory Adequate Not Adequate

Description
 42

TABLE NO 5.16

SATISFACTION ON CANTEEN FACILITIES

Generally, every workers of the organization may expect their management to

arrange canteen facilities within the organization. The subsidized rates for the item in
the canteen may reduce the burden of the employees to a certain limit, which may
even cause job satisfaction to the employees.

Description No .Of Respondents Percentage

Yes 140 93.3
No 10 6.7
Total 150 100.0

Inference

Table 5.16 shows that

• 93% of the respondents are satisfied with the food served in canteen.
• 7% of the respondents are not satisfied with the food served in canteen.
 43

SATISFACTION ON CANTEEN
FACILITIES

100
93.30
90

80

70
Respondents in %

60

50

40

30

20

10 6.70

0
Yes No

Description
 44

TABLE NO 5.17

PARTICIPATION IN DECISION MAKING

Employees participation in decision making will increase employer –

employee relationships and the employee morale. It motivates the employees and
increases their integrity with the organization.

Description No .of Respondents Percentage

Yes 118 78.7
No 32 21.3
Total 150 100.0

Decision are asked how often to the employees is tabulated below.

Description No . of Respondents Percentage

Frequently 41 34.7
Often 17 14.4
Sometimes 60 50.8
Total 118 100.0

Inference

It is inferred from table No.5.17 that 79% of the respondents feel that they are
participating in the decision making process in the organization and the table denoted
below reveals that 35% of the respondents feel that their decisions are being
considered and also implemented some times.
 45

TABLE NO 5.18

AVAILABILITY OF EMPLOYEE SUGGESTION SCHEME

Suggestions are the essence of the management. So the management has to

encourage the subordinates to give their suggestions. If the suggestions are accepted
they are highly satisfied with the job.

Description No .of Respondents Percentage

Yes 141 94
No 9 6
Total 150 100.0

Inference

From the above table, we infer that 94% of the respondents feel that there
exists a suggestion system that is heard from the employees.
 46

TABLE NO : 5.19

SATISFACTION ON REST ROOM FACILITIES

Man needs relaxation in the rest of the working hours. He wants to get rid of
the job tensions. The rest room should be neatly maintained and it helps to improve
the satisfaction of the employees.

Description No. of Respondents Percentage

Satisfied 117 78
Not satisfied 33 22
Total 150 100

Inference

Table 5.19 shows that

• 78% of the respondents are satisfied with their rest room facilities
provided by the organization.
• 22% of the respondents are not satisfied with the rest room facilities.
 47

TABLE NO : 5.20

SATISFACTION ON PROMOTIONAL POLICY

Description No. of Respondents Percentage

Highly Satisfied 24 16
Satisfied 85 56.7
Moderate 32 21.3
Dissatisfied 9 6
Highly Dissatisfied 0 0
Total 150 100

Inference

Table 5.20 shows that

• 16% of the respondents are highly satisfied with the promotional policy.
• 57% of the respondents are satisfied with the promotional policy.
• 21% of the respondents are moderate with the promotional policy.
• 6% of the respondents are dissatisfied with the promotional policy.
• There is no person highly dissatisfied with the promotional policy.
 48

SATISFACTION ON
PROMOTIONAL POLICY

60 56.70

50

40
Respondents in %

30

21.30
20
16.00

10
6.00

0.00
0
Highly Satisfied Moderate Dissatisfied Highly
Satisfied Dissatisfied

Description
 49

TABLE NO : 5.21

SATISFACTION WITH JOB SECURITY

The fear of the employees regarding the security of permanency of their job is
also a motivating factor. When the employees feel that the job security is low, then
concentration towards the job will be less. In order to have a motivated labour force,
the management should know the satisfaction level among the employees regarding
their job security.

Description No. of Respondents Percentage

Highly Satisfied 69 46
Satisfied 75 50
Moderate 5 3.3
Dissatisfied 1 0.7
Highly Dissatisfied 0 0
Total 150 100

Inference

Table 5.21 shows that,

• 46% of the respondents are highly satisfied about the job security i.e., they
feel secured.
• 50% of the respondents are satisfied the job security.
• 3% of the respondents are moderate with the job security.
• 1% of the respondents are dissatisfied with the job security.
• There is no person highly dissatisfied with the job security.
 50

SATISFACTION ON JOB SECURITY

60

50.00
50
46.00

40
Respondents in %

30

20

10

3.30
0.70 0.00
0
Highly Satisfied Moderate Dissatisfied Highly
Satisfied Dissatisfied

Description
 51

TABLE NO : 5.22

MARITAL STATUS VS LEVEL OF SATISFACTION

(TWO – WAY TABLE)

Level of Satisfaction
Marital
Highly Dis- Highly Total
Status Satisfied Moderate
Satisfied satisfied Dissatisfied
Married 17 61 21 9 0 108
Unmarried 7 24 11 0 0 42
Total 24 85 32 9 0 150

Null Hypothesis (H0) : There is no significant relationship between

martial status and level of job satisfaction

Alternative Hypothesis (H1) : There is significant relationship between martial

status and level of job satisfaction

χ2 Result
Calculated χ2 value = 4.16
Degree of Freedom = 4
Table Value = 9.49
Level of significance = 5%

Conclusion

From the above analysis we conclude that there is no significant relationship

between marital status and level of satisfaction.
 52

TABLE NO : 5.23
MONTHLY INCOME VS LEVEL OF SATISFACTION
(TWO – WAY TABLE)

Level of Satisfaction
Monthly
Highly Dis- Highly Total
Income Satisfied Moderate
Satisfied satisfied Dissatisfied
<5000 13 8 1 0 0 22
5000- 49 51 4 1 0 105
<10000
>=1000 7 16 0 0 0 23
Total 69 75 5 1 0 150

Null Hypothesis (H0) : There is no significant relationship Between

income and level of job satisfaction.
Alternative Hypothesis (H1) : There is significant relationship between
monthly income and level of job satisfaction

χ2 Result
Calculated χ2 value = 5.87
Degree of Freedom = 8
Table Value = 15.5
Level of significance = 5%

Conclusion

From the above analysis we conclude that there is no significant relationship

between marital status and level of satisfaction.
 53

TABLE NO : 5.24
WORKING EXPERIENCE VS LEVEL OF SATISFACTION
(TWO – WAY TABLE)

Level of Satisfaction
Working
Highly Dis- Highly Total
Experience Satisfied Moderate
Satisfied satisfied Dissatisfied
Below 5 25 24 2 0 0 51
years
5 to 10 15 16 0 0 0 31
years
11 to 25 20 24 2 1 0 47
years
Above 25 9 11 1 0 0 21
years
Total 69 75 5 1 0 150

Null Hypothesis (H0) : There is no significant relationship between

working experience and level of job satisfaction.

Alternative Hypothesis (H1) : There is a significant relationship between

Working experience and level of job satisfaction

χ2 Result
Calculated χ2 value = 3.98
Degree of Freedom = 12
Table Value = 21.0
Level of significance = 5%

Conclusion
From the above analysis we conclude that there is no significant relationship
between working experience and level of satisfaction.
 54

TABLE NO : 5.25
EDUCATIONAL LEVEL AND WORKING LEVEL
(TWO – WAY TABLE)

Working Education Level

Total
Level 10 12 Diploma Degree
Worker 32 19 5 27 83
Staff 0 0 6 15 21
Officer 1 1 5 18 25
Supervisor 0 0 9 3 12
Manager 0 0 1 8 9
Total 33 20 26 71 150

Null Hypothesis (H0) : There is no significant relationship Between

Education level and working level.

Alternative Hypothesis (H1) : There is a significant relationship between

Education level and working level.

χ2 Result
Calculated χ2 value = 81.3
Degree of Freedom = 12
Table Value = 21.0
Level of significance = 5%

Conclusion
Since χ2 calculated value is greater than table value, we accept alternative
hypothesis
i.e., H1 : There is a significant relationship between Education level and working
level.

TABLE NO : 5.26
EDUCATIONAL LEVEL OF SATISFACTION
(TWO – WAY TABLE)
 55

Educat
Working Working Education
ion Total Total
Level Level Level
Level
Good 6 3 11 21 41
Satisfactory 18 12 11 34 75
Adequate 5 2 3 9 19
Not 4 3 1 7 15
Adequate
Total 33 20 26 71 150

Null Hypothesis (H0) : There is no significant relationship Between

Education level and pay package.

Alternative Hypothesis (H1) : There is a significant relationship Between

Education level and pay package.

χ2 Result
Calculated χ2 value = 7.18
Degree of Freedom = 9
Table Value = 16.9
Level of significance = 5%

Conclusion
Since χ2 calculated value is less than χ2 table value, we accept null
hypothesis.
i.e., H0 : Educational Level and working level of employees are independent.
TABLE NO : 5.27
AGE VS EXPERIENCE

Age
Experience Total
<30 30 to <40 40 to <50 >=50
Below 5 years 41 10 0 0 51
5 to 10 years 10 20 1 0 31
11 to 25 years 0 17 23 7 47
Above 25 years 0 0 11 10 21
Total 51 47 35 17 150
 56

Null Hypothesis (H0) : There is no significant relationship between Age

and Experience.

Alternative Hypothesis (H1) : There is a significant relationship between Age

and Experience.
χ2 Result
Calculated χ2 value = 147.76
Degree of Freedom = 9
Table Value = 16.9
Level of significance = 5%

Conclusion
Since χ2 calculated value is greater than χ2 table value, we accept null
hypothesis.
i.e., H0 : Age and Experience employees are dependent.

CHAPTER 6

FINDINGS, SUGGESTIONS AND CONCLUSION

6.1 FINDINGS

The followings the findings that could enlighten the Seshasayee Paper &
Boards workers levels and quantity and quality of job satisfaction level.

• From the analysis we found that 70% of the respondents are getting their
salary between Rs.5000-10000
 57

• While analyzing education qualification 48% of the respondents are Degree

holders.
• The study reveals that 55% of the respondents are belonging to workers.
• While analyzing we found that 34% of the respondents have their experience
Below 5 years.
• The study reveals that 60% of the respondents have good opinion about the
working condition.
• From the analysis we found that 74% of the respondents are cordial with their
supervisor.
• The study reveals that 71% of the respondents are satisfied with their
incentives.
• While analyzing promotional opportunities 47% of the respondents have good
opinion about promotional opportunities.
• From the analysis we found that 49% of the respondents have good
relationship with their co-workers.
• The study reveals that 98% of the respondents are satisfied with their working
hours in the organization.
• While analyzing accident compensation 955 of the respondents are satisfied
with their accident compensation provided by the organization.
• From the analysis we found that 100% of the respondents are satisfied with
welfare measures.
• The study reveals that 50% of the respondents are satisfied with their salary
provided by the organization.
• While analyzing food served 93% of the respondents are satisfied with the
food served in canteen.
• From the analysis we found that 78% of the respondents are satisfied with
their rest room facilities provided by the organization.
• While analyzing we found that 57% of the respondents are satisfied with the
promotional policy.
• The study reveals that 50% of the respondents are satisfied with the job
security.
Based on the Chi-Square analysis , the following are the finding .
 58

• There is no significant relationship between martial status and level of

job satisfaction

• There is no significant relationship Between income and level of job

satisfaction.

• There is no significant relationship between working experience and

level of job satisfaction.

• There is no significant relationship Between Education level and

working level.
 59

6.2 SUGGESTIONS

As employees are dissatisfied with the following factors, the management may
have to improve upon these factors.

• Nearly most of the respondents are not satisfied with rest room facilities. The
organization can concentrate to improve the quality, neatness, etc.
• The organization may increases relationship with supervisor.
• The grievance handling system may be improved to the satisfactory level of
employees.
• Majority of people are satisfied with the accident compensation plan.
• The organization may increase the pay package of employees
• Promotions are to be considered on the basis of merit and educational
qualification.
 60

6.3 CONCLUSION

Job satisfaction has a direct bearing with the mental health of the employee.
When the job satisfaction in an organization is in higher level, it will increase the
production if company whereas when the job satisfaction is low it will adversely
affect the production of the company.

The study on employees satisfaction level revealed that employees were

satisfied on majority of factors. Suitable suggestions are provided to sort their
problems.

The findings and suggestions provided by this analysis will help to increase
the satisfaction level of employees and motivate them suitably in their job.
 61

APPENDIX
A STUDY ON EMPLOYEES SATISFACTION TOWARDS THEIR JOB IN
SESHSAYEE PAPER AND BOARDS LIMITED, ERODE

1. Name :
2. Age :
3. Marital Status :
4. Monthly income :
5. Education Level :
7. Working Level :
8. Working Experience :
a. Below 5 years ( ) b. 6 to 10 years ( )
c. 11 to 25 years ( ) d. above 25 years ( )
9. Your Opinion about working condition
a. Very good ( ) b. Good ( )
c. Average ( ) d. Poor ( )
e. Need Improvement( )
10. How is your relationship with supervisor?
a. Cordial ( ) b. Moderate ( )
c. Not cordial ( )
11. Your level of satisfaction on target related incentives
a. Satisfactory ( ) b. Neutral ( )
c. Not satisfactory ( )
12. Your Opinion about promotional opportunities
a. Very good ( ) b. Good ( )
c. Average ( ) d. Poor ( )
13. Are there any grievance handling system?
a. Yes ( ) b. No ( )
if yes grievance are solved.
a. Immediately ( ) b. Not immediately ( )
 62

14. How are your co – workers ?

a. Good ( ) b. Cordial ( )
c. Co – operative ( ) d. Not- co-operative ( )
15. Are you satisfied with working hours?
a. Yes ( ) b. No ( )
16. Are you satisfied with accident compensation paid?
a. Yes ( ) b. No ( )
17. Are there any welfare measures available?
a. Yes ( ) b. No ( )
If yes are you satisfied with it?
a. Satisfied ( ) b. Not satisfied ( )
18. What do you feel about pay package?
a. Good ( ) b. Satisfactory ( )
c. Adequate ( ) d. Not Adequate ( )
19. Are you satisfied with quality of food served in canteens?
a. Yes ( ) b. No ( )
20. Are your views asked in decision making ?
a. Yes ( ) b. No ( )
If yes to what extent you opinion is considered
a. Frequently ( ) b. Often ( )
c. Sometimes ( ) d. Not at all ( )
21. Are there any employees suggestion scheme available?
a. Satisfied ( ) b. Not Satisfied ( )
22. Are you satisfied with facilities available at rest rooms?
a. Satisfied ( ) b. Not Satisfied ( )
23. Your level of satisfaction on promotional policy of you company
a. Highly satisfactory( ) b. Satisfied ( )
c. Moderate ( )d. Dissatisfied ( )
e. Highly Dissatisfied( )
24. Mention your level of satisfaction on job security
a. Highly satisfactory ( ) b. Satisfied ( )
c. Moderate () d. Dissatisfied ( )
e. Highly Dissatisfied ()
25. General suggestion if any,
 63

REFERENCES

1. Stephen P. Robbins, (2000), Organizational Behavior, Prentice – Hall of

India Private Limited, Ninth Edition, New Delhi.

2. Tripathi, (2000), Personal Management and Industrial Relations, Sultan

Chand & sons, Fifteenth Edition, New Delhi.

3. C.B Mamoria, (1993) Personal Management, Himalaya Publishing House,

Eleventh Edition, New Delhi.

4. Hugh J. Arnmold Daniel C. Feldman, Organizational Behavior, Hill

International Editions.

5. Dr. S. P Gupta, Dr.P.K. Gupta, Dr. Manmohan, (1998), “Business Statistics

and Operations Research”, Sultan Chand & Sons, New Delhi – 110 002