A STUDY ON MPLOYEES SATISFACTION ON WEE WINN TEX

Pvt.ltd
by
SAKTHIVEL.P
REG.NO:7601306044
Of

NANDHA ENGINEERING COLLEGE

SUMMER PROJECT REPORT

Submitted to the
FACULTY OF MANAGEMENT STUDIES

In partial fulfillment of the requirements

For the award of degree of
MASTER OF BUSINESS ADMINISTRATION
2008

DECLARATION
1

I, am SAKTHIVEL. P (Reg No:7601306044), hereby declare that the summer project

work entitled EMPLOYEES SATISFACTION ON WEE WINN TEX PRIVATE LTD
submitted to Nandha engineering college, Anna university in partial fulfillment of Master
of Business Administration is record of original work done under the guidance of
Mr.V.M.SENTHIL KUMAR MBA..,M.Phil,PGDCA,department of management studies,
Nandha Engineering College, Erode 52.

Place:

signature

Date:

CERTIFICATE

This is to certify that the summer project entitled EMPLOYEES SATISFACTION ON

WEE WINN TEX PRIVATE LTDis a bonifide record of orginal done by MR.
sakthivel.p (Reg No:7601306044) 2007-2009 batch of the department in partial
fulfillment of the requirement for the award of the degree of master of business
administration of anna university, under the guidance of mr.v.m.senthil
kumar.,MBA.,M.Phil.PGDCA,

Head of the department

signature of guide

ACKNOWLEDGEMENT
It gives me great pleasure to thank and acknowledge all the concerned people who helped
and are helping me in continuing this project work successfully.

I extend my sincere to Mr. N. Devaraj BE. MBA (Professor & Head of the
Department, Department of Management Studies, Nandha Engineering College, Erode), my
faculty guide for his valuable guidance in steering the course of the study and in the preparation
of this report.
I also express my gratitude towards MR.V.M. SENTHIL KUMAR MBA.,M.Phill under
whose valuable guidance and co-operation conducted my studies.
Last, but not least my heart felt gratitude to all my teachers of the department of
Management Studies, Nandha Engineering College, Erode, my family and friends for their
constant encouragement, support, help and valuable advice to make this project in the way of
success.

SAKTHIVEL.P

ABSTRACT
The topic of the project is A STUDY ON JOB SATISFACTION OF
WORKERS IN WEEWINN TEX PROCESSER PRIVATE LTD. .
The cost of labour in textile mills is increasing disproportionately along
with absenteeism, which leads to increased financial burden for the
management. The government provides less taxation and more concession
based on the location of the industry. In order to overcome the problems the
company has located its unit in a rural area and for labour they utilize the people
in and around kumarapalayam with and without experience and providing proper
training to labour through experienced supervisors. The organisation realizes the
need to asses the workers satisfaction of their welfare schemes.
The objectives of the study were to asses employees job satisfaction level
and their satisfaction level in various welfare facilities provided by the mill.
The research design under taken for the study was descriptive research
type and the sampling method used was census method. The total population of
125 workers was covered.
The primary source of data was collected from the employees through
survey method using a structured questionnaire. The data was collected through
interview schedule on a 5-point scale questionnaire. The secondary data was
collected referring to the personal manual of the organisation.
Chi-square and simple percentage analysis were used to analyze the data
collected. The results show that most of the employees were satisfied with the
factors of job satisfaction. Very few workers of different departments have some
specific problems relating to their work, environment and colleagues. Suitable

suggestions were given by the researcher to improve these facilities in the

organisation.

TABLE OF CONTENTS

CHAPTER I
INTRODUCTION

1.1 INDUSTRY PROFILE

In India, the textile industry occupies a unique position in the economy
contributing nearly one third of the countrys export earnings. The textile industry
is a self-reliant industry starting from 6Ms namely Men, Money, Method,
Machine, Material and Market. The textile industry has a vast potential for
creation of employment provides opportunities in agricultural, industrial,
organized, and decentralized sectors both in rural and urban areas. The textile
industry occupies a vital role in Indian economy. It is the single largest industry in
India accounting for nearly 22% of the total industrial production.
In a developing country like India the key progress is done to increase
productivity. The textile industries cannot progress unless the man and work has
a good relationship. The major part of human life is spent in doing work. Work is
a social reality and social expectation to which men seems to conform. It not only
provides status to individual but also binds him to the society. On the surface, it
may seem with the growing complexities of the industrial society; in simple words
work means earning for living.
Materials can be purchased at most comparative rates; machines may be
worked at their maximum speed but the output maximized is only when the
employees work willingly. If we go further and motivate the employees the output
can be raised still higher with the same type of materials and machines.
Peter F.Drucker observes, The source capable of enlargement can only
be human resource. Other resources can be utilized or worse utilized, but they
can never have output greater than the sum of outputs. Man alone of all the
resources available can grow and develop . Thus the importance of human
factor in any enterprise cannot be underrated.

1.2 ABOUT THE COMPANY

NAME OF THE COMPANY

:wee winn tex processor pvt ltd

ADDRESS

:kaveri bridge near,

:Komarabalayam,
:namakkal dt.

PHONE

: 9362985343

MANAGING DIRECTOR

: Mr. P.RAMASAMY.

GENERAL MANAGER

: Mr. N.NELLAIYAPPAN, D.T.T.

COMMENCEMENT OF BUSINESS : 06.12.1995.

MAIN FEATURES OF THE ORGANISATION

1. Located in rural area.
2. Have advanced carding Machines and
3. Mordernised Drawing and blowing Machines.

MARKET AREA
1. Utilizing part of the product for further processing (Weaving, Colouring)
2. Marketing in and around Tiruchengode, Namakkal District.

CHAPTER IIl
PROFILE OF THE COMPANY
The company commenced its production in 1995 with 4800 spindles. The
hard work brings them in raising the no: of spindles to 11800 in 10 years period
of time. The production capacity of the company is 80 to 95 metric tones. The
yarn is utilized for further processing and also for sale in and around
Tiruchengode.
The raw materials like pure cotton, waste cotton from 100s and 80s,
viscose are used in production. The varieties are mixed manually in a ratio for
quality yarn. The contaminations are removed by hand picking which is better
than machine picking. The voluminous cotton is converted in to lap form in Blow
room. The removal of foreign particles is done in further processing known as
carding. Short fibers are removed in sliver. Here it is processed in comber
frames. It is spun in uniform thickness. In winding it is wound on cones. The
product is packed in bags.
The company is utilizing part of the product for further processing
(Weaving and Colouring) and also selling the product in and around
Tiruchengode, Namakkal District.
The accounts department records the financial transaction. The
transactions are first recorded in the journal as and when they take place.
Subsequently these transactions are recorded in the bankbook, creditors ledger,
etc.
The minimum age limits for recruitment is above 18 years. Depending on
different designation the age limit varies. The manager of the company directly
selects the person by face-to-face interview. The company provides training for
fresher by highly skilled supervisor. During the training period the person is
watched and after the period the person is made permanent.

PROJECT PROFILE
INTRODUCTION - JOB SATISFACTION
Job satisfaction refers to an employees general attitude towards his job.
Locke defines Job satisfaction as a Pleasurable or positive emotional state
resulting from the appraisal of ones job or job experiences.
According to P.C. Smith, Job satisfaction is the persistence of feeling
towards discriminable aspect of the job .
According to Keith Davis, Job satisfaction is the favorableness or
unfavorableness with which employees view their work if results when there is a
fit between job characteristics and the wants of employees .
According to Vroom, Job satisfaction as the positive orientation of an
individual towards the work role which he is presently occupying.
According to Stephen P. Robbins, Job satisfaction is an individuals
general attitude towards his or her job.
MOTIVATION, ATTITUDE AND JOB SATISFACTION
Motivation means willingness to work or produce. A person may be
talented and equipped with all kinds of abilities and skills but may have no will to
work. Satisfaction on the other hand, implies the positive emotional state, which
may be totally unrelated to productivity. Similarly in the literature, the terms job
attitude and Job satisfaction are inter changeable. Attitudes and pre-dispositions
that make the individual behave in a characteristic way across situations. They
are precursors to behavior and determine its intensity and directions. Job
satisfaction on the other hand, is an end-state of feelings that may influence
subsequent behavior. In this respect job attitude and Job satisfaction would result
from motivation and their morale level.

10

EVALUVATING JOB SATISFACTION

Before management can develop policies and practices to increase
employees satisfaction or maintain existing levels if they are found to be
acceptable, information must be obtained from the organizations work force.
Management can informally acquire some insights into satisfaction level based
on impressions obtained from employees. Unfortunately, sometimes information
gathered in this way may be misleading. Employees are often reluctant to tell
supervisors negative things about their jobs. Moreover, such information will
almost certainly be obtained from a non-representative sample of all employees.
An accurate assessment of employees satisfaction ordinarily requires a
more formal procedure. Satisfaction surveys are often conducted to get
systematic information from employees. Satisfaction survey can provide
information regarding how employees feel about their jobs and the organization.
However surveys are not completely neutral information-gathering devices.
Employees expectation may be raised simply because employees are asked to
participate in the survey process. Failure to follow up on the survey with
appropriate managerial action may result in decreased employee satisfaction
than what existed before.
Job satisfaction survey helps to find out the level of employee satisfaction
and to take collective actions if needed to improve employee satisfaction and
performance.

11

RELATIVE FACTORS INVOLVED IN JOB SATISFACTION

1. Nature of work
2. Working Environment
3. Working hours
4. Job security
5. Responsibility given for the job
6. Relationship with colleagues
7. Relationship with supervisors
8. Safety measures
9. Grievance handling
10. Wage rate system
11. Incentives
12. Canteen facilities
13. Bonus schemes
14. Family welfare measures
15. Medical / First Aid facilities
16. Recognition
17. Rewards

12

NEED FOR THE STUDY

The resource capable of enlargement mainly is human resource. Other
resources can be utilized or less utilized, but they can never have output greater
than the sum of outputs. Human resources available can grow and develop.
Human resource can be utilized at its maximum only when they are satisfied with
their job.
When an employee joins the company, various factors in and around the
company affects the mind setting of the employee either in positive or negative
way. Due to change in mind setting the employee may either change
himself/herself to be active or inactive.
It is very much essential to study the impact/contribution of various factors
of job satisfaction to the employees of the organisation to retain its human
resource and also to increase their productivity.
2.2 OBJECTIVES
The objectives of the study are
1. To study the existing welfare facilities provided by WEE WINN TEX
PROCESSER.
2. To analyze the employees job satisfaction level in WEE WINN TEX
PROCESSOR .
3. To analysis the working condition of the employees s in textiles

13

2.3 LIMITATIONS
1. The study is applicable to WEE WINN TEX PROCESSOR only. There
fore it cannot be generated for other existing industries of the owner.
2. There may be personal bias of the respondents, which may affect the
result of the study.

14

CHAPTER II
RESEARCH METHODOLOGY
RESEARCH DESIGN
DESCRIPTIVE RESEARCH
Descriptive research method has been followed to conduct the research
study. Descriptive study is concerned with describing the particular characteristic
of individual or a group. Our study describes the satisfactory level of employees
of WEE WINN TEX PROCESSOR KOMARAPALAYAM.
SAMPLING DESIGN/TECHNIQUES
The study consisted of only 125 employees. The entire population has
been covered for the study. The sampling design we used here is census
method, which means a complete enumeration of all items in the population.
Since all the workers have been surveyed, it will help in knowing the real job
satisfaction level.
3.2 DATA COLLECTION METHOD
The primary source of data was collected from the employees through
survey method, considering the size of the company and time factor. The data
was collected through interview schedule on a 5-point scale questionnaire. The

15

secondary data was collected referring to the personnel manual of the

organisation.

CHAPTER IIl
PROFILE OF THE COMPANY
The company commenced its production in 1995 with 4800 spindles. The
hard work brings them in raising the no: of spindles to 11800 in 10 years period
of time. The production capacity of the company is 80 to 95 metric tones. The
yarn is utilized for further processing and also for sale in and around
Tiruchengode.
The raw materials like pure cotton, waste cotton from 100s and 80s,
viscose are used in production. The varieties are mixed manually in a ratio for
quality yarn. The contaminations are removed by hand picking which is better
than machine picking. The voluminous cotton is converted in to lap form in Blow
room. The removal of foreign particles is done in further processing known as
carding. Short fibers are removed in sliver. Here it is processed in comber
frames. It is spun in uniform thickness. In winding it is wound on cones. The
product is packed in bags.
The company is utilizing part of the product for further processing
(Weaving and Colouring) and also selling the product in and around
Tiruchengode, Namakkal District.
The accounts department records the financial transaction. The
transactions are first recorded in the journal as and when they take place.
Subsequently these transactions are recorded in the bankbook, creditors ledger,
etc.
The minimum age limits for recruitment is above 18 years. Depending on
different designation the age limit varies. The manager of the company directly
selects the person by face-to-face interview. The company provides training for

16

fresher by highly skilled supervisor. During the training period the person is
watched and after the period the person is made permanent.

PROJECT PROFILE
INTRODUCTION - JOB SATISFACTION
Job satisfaction refers to an employees general attitude towards his job.
Locke defines Job satisfaction as a Pleasurable or positive emotional state
resulting from the appraisal of ones job or job experiences.
According to P.C. Smith, Job satisfaction is the persistence of feeling
towards discriminable aspect of the job .
According to Keith Davis, Job satisfaction is the favorableness or
unfavorableness with which employees view their work if results when there is a
fit between job characteristics and the wants of employees .
According to Vroom, Job satisfaction as the positive orientation of an
individual towards the work role which he is presently occupying.
According to Stephen P. Robbins, Job satisfaction is an individuals
general attitude towards his or her job.
MOTIVATION, ATTITUDE AND JOB SATISFACTION
Motivation means willingness to work or produce. A person may be
talented and equipped with all kinds of abilities and skills but may have no will to
work. Satisfaction on the other hand, implies the positive emotional state, which
may be totally unrelated to productivity. Similarly in the literature, the terms job
attitude and Job satisfaction are inter changeable. Attitudes and pre-dispositions
that make the individual behave in a characteristic way across situations. They

17

are precursors to behavior and determine its intensity and directions. Job
satisfaction on the other hand, is an end-state of feelings that may influence
subsequent behavior. In this respect job attitude and Job satisfaction would result
from motivation and their morale level.

EVALUVATING JOB SATISFACTION

Before management can develop policies and practices to increase
employees satisfaction or maintain existing levels if they are found to be
acceptable, information must be obtained from the organizations work force.
Management can informally acquire some insights into satisfaction level based
on impressions obtained from employees. Unfortunately, sometimes information
gathered in this way may be misleading. Employees are often reluctant to tell
supervisors negative things about their jobs. Moreover, such information will
almost certainly be obtained from a non-representative sample of all employees.
An accurate assessment of employees satisfaction ordinarily requires a
more formal procedure. Satisfaction surveys are often conducted to get
systematic information from employees. Satisfaction survey can provide
information regarding how employees feel about their jobs and the organization.
However surveys are not completely neutral information-gathering devices.
Employees expectation may be raised simply because employees are asked to
participate in the survey process. Failure to follow up on the survey with
appropriate managerial action may result in decreased employee satisfaction
than what existed before.
Job satisfaction survey helps to find out the level of employee satisfaction
and to take collective actions if needed to improve employee satisfaction and
performance.

18

RELATIVE FACTORS INVOLVED IN JOB SATISFACTION

18. Nature of work
19. Working Environment
20. Working hours
21. Job security
22. Responsibility given for the job
23. Relationship with colleagues
24. Relationship with supervisors
25. Safety measures
26. Grievance handling
27. Wage rate system
28. Incentives
29. Canteen facilities
30. Bonus schemes
31. Family welfare measures
32. Medical / First Aid facilities
33. Recognition
34. Rewards
19

NEED FOR THE STUDY

The resource capable of enlargement mainly is human resource. Other
resources can be utilized or less utilized, but they can never have output greater
than the sum of outputs. Human resources available can grow and develop.
Human resource can be utilized at its maximum only when they are satisfied with
their job.
When an employee joins the company, various factors in and around the
company affects the mind setting of the employee either in positive or negative
way. Due to change in mind setting the employee may either change
himself/herself to be active or inactive.
It is very much essential to study the impact/contribution of various factors
of job satisfaction to the employees of the organisation to retain its human
resource and also to increase their productivity.
2.2 OBJECTIVES
The objectives of the study are
4. To study the existing welfare facilities provided by WEE WINN TEX
PROCESSER.
5. To analyze the employees job satisfaction level in WEE WINN TEX
PROCESSOR .
6. To analysis the working condition of the employees s in textiles

20

2.3 LIMITATIONS
3. The study is applicable to WEE WINN TEX PROCESSOR only. There
fore it cannot be generated for other existing industries of the owner.
4. There may be personal bias of the respondents, which may affect the
result of the study.

21

CHAPTER - 4

DATA ANALYSIS AND INTERPRETATION

4.1 ANALYSIS OF DATA

TABLE NO. 4.1.1

GENDER OF THE RESPONDENTS

S.No.

Gender

No. of
Respondents

Percentage

1
2

Male
Female
Total

55
95
150

36.7
63.3
100.0

INFERENCE
Above table shows that 36.7% of the respondents are male and
63.3% of the respondents are female.

22

TABLE NO. 4.1.2

AGE OF THE RESPONDENTS
S.No.
1
2
3

Age
Below 25 years
26-35
Above 35 years
Total

No. of
Respondents

Percentage

61
63
26
150

40.7
42.0
17.3
100.0

INFERENCE
From the above table it is inferred that, 42.0% of the respondents
belong to 26-35 years of age, 40.7% of the respondents are less than 25 years of
age and 17.3% of the respondents are above 35 years of age.

23

TABLE NO. 4.1.3

MARITAL STATUS OF THE RESPONDENTS
S.No.

Marital Status

1.
2.

Unmarried
Married
Total

No. of
Respondents
73
77
150

Percentage
48.7
51.3
100.0

INFERENCE
From the above table we infer that 48.7% of the respondents are
married and 51.3% of the respondents are unmarried.

24

25

TABLE NO. 4.1.4

DEPARTMENT OF THE RESPONDENTS
S.No.

Department

1.
2.
3.
4.
5.
6.

Production unit
Merchandising
HR
Accounts
Washing, Document, Cad
Marketing
Total

No. of
Respondents
120
7
7
3
7
6
150

Percentage
80.0
4.7
4.7
2.0
4.7
4.0
100.0

INFERENCE
From the above table we infer that 80% of the respondents are from
the department of production unit, followed by 4.7% of the respondents from
merchandising, HR and washing, document, cad department, 2% of the
respondents from accounts department, 4% of the respondents are from
marketing department.

26

TABLE NO. 4.1.5

WORK EXPERIENCE IN THE PRESENT ORGANISATION
S.No.
1.
2.
3.
4.

Working Experience
Less than 3 months
3 months-1 year
1 year-3 years
4 years and above
Total

No. of
Respondents
12
72
37
29
150

Percentage
8
48
24.67
19.33
100.0

INFERENCE
From the above table we infer that 8% of the respondents have
less than 3 months experience, 48% of the respondents have experience of
3 months 1 year, 24.67% of the respondents have experience of 1 year
3 years and 19.33% of the respondents have experience of above 3 years.

27

TABLE NO. 4.1.6

RESPONSE ON PHYSICAL WORKING CONDITIONS

S.No.
1
2
3
4
5.

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

No. of
Respondents

Percentage

19
123
7
1
0
150

12.7
82.0
4.6
0.7
0
100.0

INFERENCE
From the above table it is clear that 12.7% of the respondents have
strongly agreed about the good working conditions, 82% of the respondents
agreed, 4.6% of the respondents were neutral and 0.7% of the respondents
disagreed.

TABLE NO. 4.1.7

ENVIRONMENTAL COMFORT AND SAFETY EQUIPMENTS
28

S.No.
1
2
3
4
5

Opinion

No. of
Respondents
19
121
9
1
0
150

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
12.7
80.7
6.0
0.6
0
100.0

INFERENCE
From the above table it is clear that 12.7% of the respondents strongly
agreed on the good working environment, 80.7% of the respondents agreed, 6%
of the respondents are neutral and 0.6% of the respondents have disagreed.

29

TABLE NO. 4.1.8

RESPONSE ON COMPANY POLICIES
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
12
120
13
5
0
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
8.0
80.0
8.7
3.3
0
100.0

INFERENCE
From the above table it is clear that 8% of the respondents have
strongly agreed on the company policies and procedures, 80% of the
respondents have agreed, 8.7% of the respondents were neutral and 3.3% of the
respondents have disagreed.

TABLE NO. 4.1.9

RESPECT TO INDIVIDUAL EMPLOYEES
30

S.No.
1.
2.
3.
4.
5.

No. of
Respondents
12
118
14
5
1
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
8.0
78.7
9.3
3.3
0.7
100.0

INFERENCE
From the above table it is clear that 8% of the respondents have
strongly agreed have about the respect to individual employees, 78.7% of the
respondents have agreed, 9.3% of the respondents were neutral, 3.3% of the
respondents have disagreed and 0.7% of the respondents have strongly
disagreed.

TABLE NO. 4.1.10

PROPER SCHEDULING OF WORK AND REST IS DONE

31

S.No.
1.
2.
3.
4.
5.

No. of
Respondents
14
118
11
7
0
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
9.3
78.7
7.3
4.7
0
100.0

INFERENCE
From the above table it is clear that 9.3% of the respondents have
strongly agreed about the proper scheduling the work and adequate rest, 78.7%
the respondents have agreed, 7.3% of the respondents were neutral and 4.7% of
the respondents have disagreed.

TABLE NO. 4.1.11

THERE IS PROTECTION FROM OCCUPATIONAL HAZARDS
S.No.
1.
2.

No. of
Respondents
25
110

Opinion
Strongly Agree
Agree
32

Percentage
16.7
73.3

3.
4.
5.

Neutral
Disagree
Strongly Disagree
Total

10
5
0
150

6.7
3.3
0
100.0

INFERENCE

From the above table it is clear that 16.7% of the respondents have
strongly agreed on the protection from occupational hazards, 73.3% the
respondents have agreed, 6.7% of the respondents were neutral and 3.3% of the
respondents have disagreed.

TABLE NO. 4.1.12

NO OVERLOADING OF WORK
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
8
114
18
9
1

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

33

Percentage
5.3
76.0
12.0
6.0
0.7

Total

150

100.0

INFERENCE
From the above table it is clear that 5.3% of the respondents have
strongly agreed about the no overloading of work, 76.0% the respondents have
agreed, 6% of the respondents were neutral and 0.7% of the respondents have
disagreed.

TABLE NO. 4.1.13

CHANGES POSITIVELY BENEFITED EMPLOYEES
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
18
111
12
9
0
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

34

Percentage
12.0
74.0
8.0
6.0
0
100.0

INFERENCE
From the above table it is clear that 12.0% of the respondents have
strongly agreed on positively benefited employees, 74% the respondents have
agreed, 8% of the respondents were neutral and 6% of the respondents have
disagreed.

TABLE NO. 4.1.14

COMMITTED TO CHANGES IMPLEMENTED IN THE COMPANY
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
19
111
16
4
0
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

INFERENCE

35

Percentage
12.7
74.0
10.7
2.6
0
100.0

From the above table it is clear that 12.7% of the respondents have
strongly agreed about the personally committed to changes implemented in the
company, 74% the respondents have agreed, 10.7% of the respondents were
neutral and 2.6% of the respondents have disagreed.

TABLE NO. 4.1.15

PRIORITIES AND DIRECTIONS OF THE DEPARTMENT
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
11
124
12
3
0
150

Opinion
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

INFERENCE

36

Percentage
7.3
82.7
8.0
2.0
0
100.0

From the above table that 7.3% of the respondents are highly satisfied
with the priorities and directions of the department, 82.7% the respondents are
satisfied, 8% of the respondents were neutral, and 2% of the respondents are
highly dissatisfied.

TABLE NO. 4.1.16

ON ENCOURAGEMENT WITHIN THE DEPARTMENT
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
19
113
9
8
1
150

Opinion
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Percentage
12.7
75.3
6.0
5.3
0.7
100.0

INFERENCE
From the above table that 12.7% of the respondents are highly
satisfied with the encouragement of the department, 75.3% the respondents are

37

satisfied, 6% of the respondents were neutral, 5.3% of the respondents are

dissatisfied and 0.7% of the respondents are highly dissatisfied.

TABLE NO. 4.1.17

MANAGERS ARE POSITIVE ROLE MODELS IN THE ORGANISATION
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
10
128
10
1
1
150

Opinion
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Percentage
6.7
85.3
6.7
0.7
0.7
100.0

INFERENCE
From the above table that 6.7% of the respondents are highly satisfied
with our managers are positive role models, 85.3% the respondents are satisfied,

38

6.7% of the respondents were neutral, 0.7% of the respondents were dissatisfied
and highly dissatisfied.

39

TABLE NO. 4.1.18

PHYSICAL, MENTAL HEALTH AND SOCIAL WELL BEING PRESERVED
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
20
119
6
5
0
150

Opinion
Highly Satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Total

Percentage
13.3
79.3
4.0
3.4
0
100.0

INFERENCE
From the above table that 13.3% of the respondents are highly
satisfied with the organization ensures the preservation and maintenance of
physical health, mental health and social well-being, 79.3% the respondents are
satisfied, 4% of the respondents were neutral and 3.4% of the respondents were
dissatisfied.

TABLE NO. 4.1.19

40

AMOUNT OF WORK IN THE JOB IS REASONABLE

S.No.
1.
2.
3.
4.
5.

No. of
Respondents
20
111
8
11
0
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
13.3
74.0
5.3
7.4
0
100.0

INFERENCE
From the above table it is clear that 13.3% of the respondents have
strongly agreed about the amount of work in the job is reasonable, 74% the
respondents have agreed, 5.3% of the respondents were neutral and 7.4% of the
respondents have disagreed.

TABLE NO. 4.1.20

THE SPECIAL ACHIEVEMENTS ARE ADEQUATELY REWARDED
S.No.

Opinion

No. of
41

Percentage

1.
2.
3.
4.
5.

Respondents
26
98
18
6
2
150

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

17.3
65.3
12.0
4.0
1.3
100.0

INFERENCE
From the above table it is clear that 17.3% of the respondents have
strongly agreed about the special achievements are adequately rewarded, 65.3%
the respondents have agreed, 12% of the respondents were neutral, 4% of the
respondents have disagreed and 1.3% of the respondents have strongly
disagreed.

TABLE NO. 4.1.21

HARD WORK CORRECTLY RECOGNISED
S.No.
1.
2.
3.

No. of
Respondents
26
101
14

Hard Work
Strongly Agree
Agree
Neutral

42

Percentage
17.3
67.3
9.3

4.
5.

Disagree
Strongly Disagree
Total

7
2
150

4.7
1.3
100.0

INFERENCE
From the above table it is clear that 17.3% of the respondents have
strongly agreed about the correct recognition for hard work, 67.3% the
respondents have agreed, 9.3 of the respondents were neutral, 4.7% of the
respondents have disagreed and 1.3% of the respondents have strongly
disagreed.

43

TABLE NO. 4.1.22

WORKERS MAINTAIN A REASONABLE BALANCE BETWEEN
FAMILY LIFE AND WORK LIFE
S.No.
1.
2.
3.
4.
5.

No. of
Respondents
20
105
16
6
3
150

Opinion
Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Total

Percentage
13.3
70.0
10.7
4.0
2.0
100.0

INFERENCE
From the above table it is clear that 13.3% of the respondents have
strongly agreed about to maintain the reasonable balance between family and
work life, 70% the respondents have agreed, 10.7% of the respondents were
neutral, 4% of the respondents have disagreed and 2% of the respondents have
strongly disagreed.

44

CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION

5.1

FINDINGS

Most of the respondents are female.

Maximum of the respondents are less than 25 years of age.
Majority of the respondents are unmarried.
Maximum of the respondents are from production department.
Majority of the respondents are working in the company for above 3 months
1 year.
Most of the respondents have agreed about the working condition.
Majority of the respondents have agreed about the working environment.
Majority of the respondents have agreed about the company policies and
procedures.
Majority of the respondents have agreed about the individual differences are
respected in the organisation.
Most the respondents have agreed about the proper scheduling for the work
exists with adequate rest.
Majority the respondents have agreed about the organization is protecting
workers from risk like occupational hazards.
Most the respondents have agreed about the no overloading of work.
Majority the respondents have agreed about the company leadership
changes are positively benefited.

45

 Most of the respondents have agreed about the personally committed to the
changes being implemented in the company.
Most of the respondents are satisfied with the priorities and directions of
department.
Most of the respondents are satisfied with the encouragement of the
department.
Majority of the respondents are satisfied with company role models.
Majority of the respondents are satisfied with the organization ensures the
preservation and maintenance of physical health, mental health and social
well-being.
Most of the respondents have agreed about the amount of work expected on
job is reasonable.
Most of the respondents have agreed about the rewarded by the special
achievements.
Majority of the respondents have agreed about the correct recognition of hard
work.
Most of the respondents have agreed about maintain the reasonable balance
between family and work life.
Majority of the respondents were satisfied with the team sprit of their
environment and supportive leaders.
Majority of the respondents were satisfied with availability of first aid
equipments.
Majority of the respondents were satisfied with job security.
Majority of the respondents were satisfied with lighting / illumination
adequacy.

46

5.2

SUGGESTIONS

The following are the valuable suggestions for the company to further
improve the current job satisfaction level of their workers.

As the satisfaction level is very low in the transport facilities, the organization
should concentrate on providing better transport facilities.
Working environment, safety measures, house keeping in the organization
are extremely good. This creates good working climate for the employees
and this is to be maintain.
Promotion policies, opportunities, rewards and incentives may be increased.
Work atmosphere is good even though the improvement is needed on the
cleanliness and the first aid at the work place in the organization.
Participation can be improved better by educating the lower level workers to
communicate freely with the superior in the job.
Most of the workers are satisfied with working environment. So the company
should maintain it.
The organization should maintain and improve on staff members participation
in decision making.

47

5.3

CONCLUSION

Job satisfaction is the general attitude towards the job which vary
between the individuals. From the findings and analysis, it is clear that the level
of satisfaction of employees on the job in the organisation is good. It shows that
job satisfaction strongly influences the productive efficiency of an organization
and increases effectiveness by making the employees more participative with the
immediate superiors and providing on-time training programmes.

The problem underlying the organization was found and objectives

were framed accordingly.

The research methodology was conceptualized to

facilitate better process in the achievement of the objects.

The study on workers satisfaction level revealed that workers were

satisfied on majority of the factors. The analysis thus thrown light on various
factors. Suitable suggestions were provided to further improve job satisfaction
level.

The findings and suggestions provided by the researcher will help the
organisation to increase the satisfaction level of workers and to motivate them in
their job.

48

REFERENCES

Stephen P. Robbins, -Organizational Behavior, Prentice- Hall of India Private

Limited, New Delhi, Ninth edition, October 2000.

P.Subba Rao, - Personnel/ Human Resource Management, Konark Publishers

Private Limited, Delhi Reprint 2000.

C.B. Mamoria, - Personal Management (Management of Human Resources)

Himalaya Publishing House, New Delhi, Eleventh edition, 1993.

T.Venkateswara Rao & Udai Pareek Designing and Managing Human

Resource Systems, Oxford & IBH Publishing Co. Private Limited, New
Delhi.

49

QUESTIONNAIRE

PERSONAL DETAILS
Name

Department

Gender

Age

Employee No.

Marital Status

Blood Group

Educational
Qualification

Please respond to all the questions in the questionnaire

1.

How long have you worked in the company

a) less than 3 months
c) 1 year 3 year

2.

The physical working conditions like ventilation, space, cleanliness and

environmental conditions are very good.
a) Strongly Agree
d) Disagree

3.

b) Agree
c) Neutral
e) Strongly Disagree

The company policies and procedures are making sense to me.

a) Strongly Agree
d) Disagree

5.

b) Agree
c) Neutral
e) Strongly Disagree

The working environment has safe, comfortable, and adequate

equipments.
a) Strongly Agree
d) Disagree

4.

b) 3 months 1 year
d) 4 year and above

b) Agree
c) Neutral
e) Strongly Disagree

Individual are respected here (e.g. gender, educational background,

experience etc)
a) Strongly Agree
d) Disagree

b) Agree
c) Neutral
e) Strongly Disagree

50

6.

Proper scheduling for the work exists with adequate rest (Tea & Lunch
breaks)
a) Strongly Agree
d) Disagree

7.

The organization is protecting workers from risk like occupational hazards

a) Strongly Agree
d) Disagree

8.

b) Satisfied
c) Neutral
d) Highly dissatisfied

I am satisfied with the encouragement given to me within the department

a) Highly Satisfied
d) Dissatisfied

13.

b) Agree
c) Neutral
e) Strongly Disagree

I am satisfied with the priorities and directions of my department

a) Highly Satisfied
d) Dissatisfied

12.

b) Agree
c) Neutral
e) Strongly Disagree

I am personally committed to the changes being implemented in the

company
a) Strongly Agree
d) Disagree

11.

b) Agree
c) Neutral
e) Strongly Disagree

The company leadership has made changes which are positively

benefited by me
a) Strongly Agree
d) Disagree

10.

b) Agree
c) Neutral
e) Strongly Disagree

There is no overloading of work

a) Strongly Agree
d) Disagree

9.

b) Agree
c) Neutral
e) Strongly Disagree

b) Satisfied
c) Neutral
d) Highly dissatisfied

Managers in your company are positive role models

a) Strongly Agree
d) Disagree

b) Agree
c) Neutral
e) Strongly Disagree

51

14.

The organization ensures the preservation and maintenance of physical

health, mental health and social well-being.
a) Highly Satisfied
d) Dissatisfied

15.

b) Satisfied
c) Neutral
d) Highly dissatisfied

The amount of work I am expected to do on my job is reasonable

a) Strongly Agree
d) Disagree

16.

b) Agree
c) Neutral
e) Strongly Disagree

I am adequately rewarded by the company for my special achievements

a) Strongly Agree
d) Disagree

17.

b) Agree
c) Neutral
e) Strongly Disagree

I am getting the correct recognition for my hard work

a) Strongly Agree
d) Disagree

18.

b) Agree
c) Neutral
e) Strongly Disagree

I am able to maintain reasonable balance between my family life and work

life.
a) Strongly Agree
d) Disagree

19.

b) Agree
c) Neutral
e) Strongly Disagree

How satisfied you are in the company

a) Highly Satisfied
d) Dissatisfied

b) Satisfied
c) Neutral
d) Highly dissatisfied
a

1
2
3
4

20.

With the team sprit in your

Environment
With the professionalism of your
co-workers
Supportive leaders
Supervisors cares and responding
to the issues

The following welfare benefits are adequately provided

52

a) Highly Satisfied
d) Dissatisfied

b) Satisfied
c) Neutral
d) Highly dissatisfied
a

Medical insurance
package

Availability of first aid

equipments
Paid time off

3
21.

Indicate the level of satisfaction with each of the following

a) Highly Satisfied
d) Dissatisfied

b) Satisfied
c) Neutral
d) Highly dissatisfied
a

System of
payments
Extra rewards for
good work
Frequency and
amount of bonus
Job Security

2
3
4
22.

The following facilities provided by the company are good

a) Strongly Agree
d) Disagree

b) Agree
c) Neutral
e) Strongly Disagree
a

1
2
3
4

Canteen
Transport Facility
Mineral water
Lighting / illumination
adequacy

53

BIBLIOGRAPHY
1. Stephen. P. Robbins Organizational Behaviour, ninth edition by
prentice hall.
2. Edwin. B. Flippo Principles of Personnel Management, Mc Graw Hill
Kogusha Company Limited, Tokyo, sixth edition 1998.
3. C.R.Kothari Research Methodology Methods and Techniques,
Wishwa Prakashan, second edition 1990.
4. C. B. Mamoria Personnal Management, Himalaya Publishing House,
Bombay_4 1992.
5. Tripathi - Personnal Management and Industrial Relations, Sultan
Chand and Sons, New Delhi, Twelfth Edition 1996.

54