INTRODUCTION

Job satisfaction is a variable matter. It usually depends on the mind of

employee/worker. Positive attitude regarding to any work of a person is stated as job
satisfaction. It is a mental condition of a person to any type of work. Someone may
feel satisfaction to a work and in contrary another person may feel unsatisfactory to
the same work depending on his or her attitude regarding the work/job.
To elaborate the concept of job satisfaction, it is said that in an organization which
employees work, their job/task and their view to that job and that organization create
many conceptions and expectations in the mind of employees or workers. Such
conceptions and expectations may be their status, salary/wages, promotion, job
conditions, working environment and communication environment etc. Job
satisfaction is the positive or negative attitude of employees/workers about these
kinds of subjects
Job satisfaction is simply how content an individual is with his or her job. At the more
specific levels of conceptualization used by academic researchers and human
resources professionals, job satisfaction has varying definitions. Affective job
satisfaction is usually defined as a one-dimensional subjective construct representing
an overall emotional feeling individuals have about their job as a whole.

1.1 OBJECTIVES OF THE STUDY

 To identify the factors which influence the job satisfaction of employees.

To judge the level of job satisfaction of employees on various parameters such
as working condition

Salary structure/perquisites/ other benefits

Relationship with employer of company

Policies of the company

To offer suggestions for improving the level of job satisfaction of employees of

GSONS Apparels.

1.2 SCOPE OF THE STUDY

The study covers various aspects of the employees and their attitude towards
various attributes at work place like

Interpersonal relationship

Compensation and benefits

Training and development

Working conditions

These aspects were taken into consideration to measure employee satisfaction

towards their job.

1.3 RESEARCH METHODOLOGY

SAMPLE TECHNIQUE
The study was undertaken through survey in accordance with convince of the
employees. Since population consists of large group of employees convenient
sampling is followed.

SAMPLE UNIVERSE
The total number of employees in the organization is800.

SAMPLE SIZE
The study is based on 20 employees of the organization.

1.4 RESEARCH METHODOLOGY

To fulfill the objectives the data was collected both from primary and secondary
sources.
o Primary sources
The primary sources include the data collected through the visit to the
organization and discussion with the concerned officials.
o Secondary sources
The secondary data include the data collected through various sources such as
annual reports of the organization, articles published in website, information from
organization manuals etc.
The data it analyzed through sample analysis technique. The data tool used is
percentage method. Percentage method is used in malting comparison between two or
more data this method it used to describe relationship.
Percentage of respondents =

Number of respondents
Total number of respondents

X 100

1.4 LIMITATIONS OF THE STUDY

The sample was confined to only 20 employees so this study cannot be

regarded as full proof one.

The study was conducted within a limited duration. So a detailed and

comprehensive study could not be made.

There was fear of reprisal among the employees to reveal their personal
feeling and the results are not reflected the actual satisfaction.

The time is a major limiting factor. Due to lack of time it was not possible to
cover all aspects of the study.

REVIEW OF LITERATURE
Job satisfaction has been defined in many different ways. Some believe it is
simply how content an individual is with his or her job, in other words, whether or not
they like the job or individual aspects or facets of jobs, such as nature of work or
supervision. Others believe it is not so simplistic as this definition suggests and
instead

that

multidimensional

psychological

responses

to

one's

job

are

involved. Researchers have also noted that job satisfaction measures vary in the extent
to which they measure feelings about the job (affective job satisfaction) or cognitions
about the job (cognitive job satisfaction). Affective job satisfaction is a person's
emotional feeling about the job as a whole. Cognitive job satisfaction is how satisfied
employees feel concerning some aspect of their job, such as pay, hours, or benefits.

DEFINITION
The concept of job satisfaction has been developed in many ways by many
different researchers and practitioners. One of the most widely used definitions in
organizational research is that of Locke (1976), who defines job satisfaction as "a
pleasurable or positive emotional state resulting from the appraisal of one's job or job
experiences". Others have defined it as simply how content an individual is with his
or her job; whether he or she likes the job or not. It is assessed at both the global level
(whether or not the individual is satisfied with the job overall), or at the facet level
(whether or not the individual is satisfied with different aspects of the job). Spector
(1997) lists 14 common facets: Appreciation, Communication, Coworkers, Fringe
benefits, Job conditions, Nature of the work, Organization, Personal growth, Policies
and procedures, Promotion opportunities, Recognition, Security, and Supervision.
A more recent definition of the concept of job satisfaction is from Hulin and Judge
(2003), who have noted that job satisfaction includes multidimensional psychological
responses to an individual's job, and that these personal responses have cognitive
(evaluative), affective (or emotional), and behavioral components. Job satisfaction
scales vary in the extent to which they assess the affective feelings about the job or

the cognitive assessment of the job. Affective job satisfaction is a subjective construct
representing an emotional feeling individuals have about their job. Hence, affective
job satisfaction for individuals reflects the degree of pleasure or happiness their job in
general induces. Cognitive job satisfaction is a more objective and logical evaluation
of various facets of a job. Cognitive job satisfaction can be one-dimensional if it
comprises evaluation of just one facet of a job, such as pay or maternity leave, or
multidimensional if two or more facets of a job are simultaneously evaluated.
Cognitive job satisfaction does not assess the degree of pleasure or happiness that
arises from specific job facets, but rather gauges the extent to which those job facets
are judged by the job holder to be satisfactory in comparison with objectives they
themselves set or with other jobs. While cognitive job satisfaction might help to bring
about affective job satisfaction, the two constructs are distinct, not necessarily directly
related, and have different antecedents and consequences.
Job satisfaction can also be seen within the broader context of the range of issues,
which affect an individual's experience of work, or their quality of working life. Job
satisfaction can be understood in terms of its relationships with other key factors, such
as general well being, stress at work, control at work, home-work interface, and
working conditions.

HISTORY OF JOB SATISFACTION

One of the biggest preludes to the study of job satisfaction was the Hawthorne
studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard
Business School, sought to find the effects of various conditions (most notably
illumination) on workers productivity. These studies ultimately showed that novel
changes in work conditions temporarily increase productivity (called the Hawthorne
Effect). It was later found that this increase resulted, not from the new conditions, but
from the knowledge of being observed. This finding provided strong evidence that
people work for purposes other than pay, which paved the way for researchers to
investigate other factors in job satisfaction.

Scientific management also had a significant impact on the study of job

satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific
Management, argued that there was a single best way to perform any given work task.
This book contributed to a change in industrial production philosophies, causing a
shift from skilled labor and piecework towards the more modern approach of
assembly lines and hourly wages. The initial use of scientific management by
industries greatly increased productivity because workers were forced to work at a
faster pace. However, workers became exhausted and dissatisfied, thus leaving
researchers with new questions to answer regarding job satisfaction. It should also be
noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the
tone for Taylors work.
Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the
foundation for job satisfaction theory. This theory explains that people seek to satisfy
five specific needs in life physiological needs, safety needs, social needs, selfesteem needs, and self-actualization. This model served as a good basis from which
early researchers could develop job satisfaction theories.

THEORIES OF JOB SATISFACTION

Regardless of the authors, generally it is agreed that job satisfaction involves
the attitudes, emotions, and feelings about a job, and how these attitudes, emotions
and feelings affect the job and the employees personal life. Given the many
definitions of job satisfaction, many scholars have proposed various theories of job
satisfaction. These theories have been developed, then either supported or rejected by
others in the field of work motivation and behavioral research. Today the classic
theories of Maslow (1943), Herzberg (1968), and Vroom (1964) on job satisfaction
are the basis for much of the modern day studies. These classic theories have served
as a basis for the evolution of job satisfaction research and have served as a
springboard for research inside and outside the field of education. Because these
classic theories have transcended into the field of education, from a historical
perspective, it is important to look at the classic theories of job satisfaction.

In their book on theories of job satisfaction, Campbell, Dunnettee, Lawler, and

Weik (1970) divide the present-day theories of job satisfaction into two groups,
content theories which give an account of the factors that influence job satisfaction
and process theories that try to give an account of the process by which variables such
as expectations, needs, and values relate to the characteristics of the job to produce
job satisfaction. Maslows (1943) Needs Hierarchy Theory and its development by
Herzberg into the two-factor theory of job satisfaction are examples of content theory.
Equity, fulfillment and Vrooms (1964) expectancy theory are examples of process
theory.

Content Theories:
Content theories were concerned with the specific identity of what it is within
an individual or his/her environment that energizes and sustains behavior. In other
words, what specific things motivate people (Campbell et al, 1970)? Maslow (1954)
suggested that people are driven by unsatisfied needs that shape their behavior. He
theorized that after a person has moved from a lower to a higher level of need, the
higher-level needs assume less prominence since they have been adequately met.
Although lower level needs may at times increase in importance as a consequence of
progressing through stages of psychological development, a person tends to develop a
personality structure in which his various needs form a hierarchical system. Maslow
(1954) and Hoppock (1935) suggested that job satisfaction and dissatisfaction share a
single continuum. They reasoned that both intrinsic and extrinsic factors have the
capacity to create satisfaction and dissatisfaction. Maslow described one end of this
continuum as a growth needs and, at the other end of the continuum deficiency
needs. Pinder (1998) describes the first set of needs as basic survival needs, which can
be looked at as those needs being concerned with the avoiding of pain and discomfort
and as providing primary needs such as sex, thirst, and hunger. Pinder describes the
second set of growth needs as those that express themselves in attempts by people to
become all that they are capable of becoming.

Motivator/Hygiene Theory (Two-Factor Theory):

Herzberg (Herzberg, Mausner, Patterson, & Capwell, 1957; Herzberg,

Mausner, Patterson, & Capwell, 2002) used Maslows needs hierarchy to formulate
the motivator/hygiene theory of employee motivation. In 1968, Herzberg wrote about
the two different needs of man. The first need is the one that comes from humans
animal nature - or the ingrained drive to avoid pain from the environment or the
learned practices that arise as a response to the basic biological needs. The other set of
needs relates to the unique characteristics of humans, the ability to achieve. It is
through this achievement that a person experiences psychological growth (Gruneberg,
1976).
Herzberg also theorized that growth or motivation factors intrinsic to the job
are: achievement, recognition for achievement, the work itself, responsibility, and
growth for advancement (Gruneberg, 1979). He also theorized that the hygiene factors
or those factors that produce dissatisfaction are: company policy and administration,
supervision, interpersonal relationships, working conditions, salary, status, and
security (Gruneberg).
Herzbergs two-factor theory was tested by Schmidt (1976), when he
conducted a study using 74 educational administrators in Chicago. Schmidt collected
data using a modification of Herzbergs interview technique and a questionnaire on
characteristics of the job. Each principal was asked to think of an incident that made
him feel exceptionally good or exceptionally bad about his job as an administrator,
either in his present position or in previous administrative positions. Each participant
was limited to four specific sequences of events: two positive and two negative. The
written responses were then coded by a set of encoders.
Using an ANOVA to determine relationships, Schmidt found that
achievement, recognition, and advancement, significant at the .01 levels were
perceived to be major determinants of his subjects overall satisfaction. The author
also reported that interpersonal relations with subordinates, policy and administration,
interpersonal relations with superiors, and interpersonal relations with peers were
perceived to be major determinants of overall dissatisfaction.

Process Theories:
Process theories try to explain and describe the process of how behavior is
energized, directed, sustained, and stopped. To explain and describe behavior these
theories try to define the major variables that are important for explaining motivated
people (Campbell et al, 1970).
Process theorists see job satisfaction as being determined not only by the
nature of the job and its context within the organization, but also by the needs, values
and expectations that the individuals have in relation to their job (Gruneberg, 1979).
For example some individuals have a greater need for pay and achievement than
others and where a job gives no opportunity for increased pay or achievement; such
individuals are likely to be more frustrated than those whose need for higher pay and
achievement is less. Three sub-theories of process theory have been developed: theory
based on discrepancy between what the job offers and what is expected, theory based
on what an individual needs, and theory based on what the individual values.

Expectations and Equity Theory:

Equity theory was most heavily influenced by James Adams and originated
around 1965 (Pinder, 1998). Equity theory was based upon three main assumptions.
First, that people develop beliefs about what constitutes a fair and equitable return for
their contributions to their jobs.
Secondly, equity theory assumes that people tend to compare what they
perceive to be the exchange they have with their employers to that which they
perceive co-workers have with their employers. Thirdly, equity theory holds that
when people believe that their own treatment is not equitable, relative to the exchange
they perceive others to be making, and they will be motivated to do something about
the inequity (Pinder, 1998). For example, one employee believes that another
employee makes twice as much as they do. Whether that belief results in
dissatisfaction depends on their beliefs about the value of contributions they make as
compared to their coworker.

10

People can tolerate seeing others earn more in pay and benefits if they do
believe that others are contributing more in the way of inputs (Pinder, 1998).
One main criticism of equity theory is that issues of fairness and justice can be
a matter of the eye of the beholder. There is always the possibility that what one
thinks or believes is not congruent with what is actually happening. Another
limitation to this theory is that it can be hard to compare one organization to another,
thus this theory is localized for the person.

Reference Group Theory:

Reference group theory gave rise to the thought that employees compare their
inputs and outputs from his/her job to others, such as his/her friends, co-workers, and
others in the industry. One can easily see this is prevalent in the field of education as
teachers and administrators often compare salary and benefits between districts and
states. Theorists, such as Hulin and Blood (1968) have argued that the understanding
of the groups to whom the individuals relate is critical to understanding job
satisfaction.

Needs/Fulfillment Theory:
Fulfillment theorists believed that peoples satisfaction is a function of how
much of a reward or outcome they are receiving for their work. Theorists simply
viewed satisfaction depending on how much of a given outcome or group of outcomes
a person receives (Lawler, 1994). The weakness of this theory was that in the
researchers failing to take into account the individual-difference factors of a person.
The individual-difference factor is how people feel about what they receive and what
outcomes they feel they should receive for their work. A person who expects to be
paid more for their work is more likely to be dissatisfied than someone who feels that
he is paid adequately for his work. Individual-difference factors suggest that the
fulfillment-theory approach to job satisfaction is not valid, since this approach fails to

11

take into account differences in peoples feelings about what the outcomes they
should receive (Lawler, p.83).
Theorists believed that satisfaction is determined by the differences between
the actual outcomes a person receives and some other outcome level. They would say
that what is received should be compared with another outcome level, and when the
outcome level is below the other outcome level, dissatisfaction results (Lawler, 1994).
This theory is clearly evident in teacher salaries. Teachers who feel their salaries or
benefits are below the state or regional level become dissatisfied with their employer.
Vroom (1964) developed two forms of need fulfillment theory. The first model was
the subtractive model which states that job satisfaction is negatively related to the
degree of discrepancy between what the worker needs and the extent to which the job
meets those needs. His second model is the multiplicative model in which the need for
importance is taken into account by multiplying the perceived amount of need
fulfillment offered by the job by the importance of the individual of that need
(Gruneberg, 1979).

Work Adjustment Theory:

In 1964, Dawis, England, and Lofquist published the first version of work
adjustment theory. The theory was revised in 1968, and extended forms of the
theory were published in book form in 1969 (Lofquist & Dawis, 1969). The theory of
work adjustment is based on the concept of correspondence between the individual
and environment (Davis & Lofquist, 1984).
This theory includes a basic assumption that the individual seeks to achieve
and to maintain correspondence with the environment. While many kinds of
environments exist for an individual - home, school, work, church - to which an
individual must relate, achieving and maintaining correspondence with one
environment may affect the correspondence with other environments.

12

Work then represents one such environment in which one must relate.
Satisfaction then indicates the correspondence between the individual and the work
environment (Davis & Lofquist, 1984).
Davis, England and Lofquist (1964) formulated a theory of vocational
psychology that was based on the idea that the individual is a responding organism.
As individuals respond to their environment, their responding becomes associated
with reinforces in the environment. Davis et al. (1964) summarized the theory of work
adjustment in the following statements:
1. Work is conceptualized as an interaction between an individual and a work
environment.
2. The work environment requires that certain tasks be performed, and the
individual
brings skills to perform the tasks.
3. In exchange, the individual requires compensation for work performance and
certain preferred conditions, such as a safe and comfortable place to work.
4. The environment and the individual must continue to meet each others
requirements for the interaction to be maintained. The degree to which the
requirements of both are met may be called correspondence.
5. Work adjustment is the process of achieving and maintaining correspondence.
Work adjustment is indicated by the satisfaction of the individual with the
work
environment and by the satisfaction of the work environment with the
individual,

by

the individuals satisfaction.

6. Satisfaction and satisfactoriness result in tenure, the principal indicator of
work
adjustment.

13

7. Work personalities and work environments can be described in terms of

structure and style variables that are measured on the same dimensions (p. 910).
Looking at these seven summary statements of work adjustment it is easy to see
why many researchers use this instrument when exploring aspects of job satisfaction
(Chen, 2000; Genzen, 1993; Sutter, 1994; Waskiewicz, 1999). Each of the seven
statements adds to the concept that individuals act, react, and come to terms with their
work environment thus adjusting to the work environment.

Job Characteristics Model:

Hackman & Oldham proposed the Job Characteristics Model, which is widely
used as a framework to study how particular job characteristics impact on job
outcomes, including job satisfaction. The model states that there are five core job
characteristics (skill variety, task identity, task significance, autonomy, and feedback),
which impact three critical psychological states (experienced meaningfulness,
experienced responsibility for outcomes, and knowledge of the actual results), in turn
influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The
five core job characteristics can be combined to form a motivating potential score
(MPS) for a job, which can be used as an index of how likely a job is to affect an
employee's attitudes and behaviors. A meta-analysis of studies that assess the
framework of the model provides some support for the validity of the JCM.

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FACTORS AFFECTING JOB SATISFACTION

An employee's overall satisfaction with his job is the result of a combination of
factors -- and financial compensation is only one of them. Management's role in
enhancing employees' job satisfaction is to make sure the work environment is
positive, morale is high and employees have the resources they need to accomplish
the tasks they have been assigned.

Working Conditions
Because employees spend so much time in their work environment each week, it's
important for companies to try to optimize working conditions. Such things as
providing spacious work areas rather than cramped ones, adequate lighting and
comfortable workstations contribute to favorable work conditions. Providing
productivity tools such as upgraded information technology to help employees
accomplish tasks more efficiently contributes to job satisfaction as well.

Opportunity for Advancement

Employees are more satisfied with their current job if they see a path available to
move up the ranks in the company and be given more responsibility and along with it
higher compensation. Many companies encourage employees to acquire more
advanced skills that will lead to the chance of promotion. Companies often pay the
cost of tuition for employees taking university courses, for example. During an
employee's annual performance review, a supervisor should map out a path showing
her what she needs to accomplish and what new skills she needs to develop in order to
be on a track to advancement within the organization.

Workload and Stress Level

Dealing with a workload that is far too heavy and deadlines that are impossible to
reach can cause job satisfaction to erode for even the most dedicated employee.
Falling short of deadlines results in conflict between employees and supervisors and

15

raises the stress level of the workplace. Many times, ineffective management and poor
planning cause this environment. The office operates in a crisis mode because
supervisors don't allow enough time for employees to perform their assigned tasks
effectively or because staff levels are inadequate.

Respect from Co-Workers

Employees seek to be treated with respect by those they work with. A hostile work
environment -- with rude or unpleasant coworkers -- is one that usually has lower job
satisfaction. In an August 2011 survey published by FoxBusiness.com, 50 percent of
those responding said they had personally experienced a great amount of workplace
incivility. Fifty percent also believe morale is poor where they work. Managers need
to step in and mediate conflicts before they escalate into more serious problems
requiring disciplinary action. Employees may need to be reminded what behaviors are
considered inappropriate when interacting with coworkers.

Relationship with Supervisors

Effective managers know their employees need recognition and praise for their
efforts and accomplishments. Employees also need to know their supervisor's door is
always open for them to discuss any concerns they have that are affecting their ability
to do their jobs effectively and impeding their satisfaction at the office.

Financial Rewards
Job satisfaction is impacted by an employee's views about the fairness of the
company wage scale as well as the current compensation she may be receiving.
Companies need to have a mechanism in place to evaluate employee performance and

16

provide salary increases to top performers. Opportunities to earn special incentives,

such as bonuses, extra paid time off or vacations, also bring excitement and higher job
satisfaction to the workplace.

INDUSTRY PROFILE
The textile industry occupied a unique place in our country. One of the earliest
to come into existence in India, it accounts for 14% of the total Industrial production,
contributes to nearly 30% of the total exports and is the second largest employment
generator after agriculture field. Textile Industry is providing one of the most basic
needs of people and the holds importance, maintaining sustained growth for
improving quality of life. It has a unique position as a self-reliant industry, from the
production of raw materials to the delivery of finished products, with substantial
value-addition at each stage of processing; it is a major contribution to the countrys

17

economy. Its vast potential for creation of employment opportunities in the

agricultural, industrial, organized and decentralized sectors & rural and urban areas,
particularly for women and the disadvantaged is noteworthy.
Although the development of textile sector was earlier taking place in terms of
general policies, in recognition of the importance of this sector, for the first time a
separate Policy Statement was made in 1985 in regard to development of textile
sector. The textile policy of 2000 aims at achieving the target of textile and apparels
exports of US $ 50 billion by 2010 of which the share of garments will be US $ 25
billion. The main markets for Indian textile and apparels USA, UAE, UK, Germany,
France, Italy, Russia, Canada, Bangladesh and Japan.
The main objective of the textile policy 2000 is to provide cloth of acceptable
quality at reasonable prices for the vast majority of the population of the country, to
increasingly contribute to the provision of sustainable employment and the economic
growth of the nation; and to compete with confidence for an increasing share of the
global market.
Current scenario
Developing countries with both textile and clothing capacity may be able to
prosper in the new competitive environment after the textile quota regime of
quantitative import restrictions under the multi-fibre arrangement (MFA) came to an
end on 1st January, 2005 under the World Trade Organization (WTO) Agreement on
Textiles and Clothing. As a result, the textile industry in developed countries will face
intensified competition in both their export and domestic markets. However, the
migration of textile capacity will be influenced by objective competitive factors and
will be hampered by the presence of distorting domestic measures and weak domestic
infrastructure in several developing and least developed countries. The elimination of
quota restriction will open the way for the most competitive developing countries to
develop stronger clusters of textile expertise, enabling them to handle all stages of the
production chain from growing natural fibres to producing finished clothing, the
OECD paper says that while low wages can still give developing countries a
competitive edge in world markets, time factors now play a far more crucial role in
determining international competitiveness.

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Countries that aspire to maintain an export-led strategy in textiles and clothing

need to complement their cluster of expertise in manufacturing by developing their
expertise in the higher value-added service segments of the supply chain such as
design, sourcing or retail distribution. To pursue these avenues, national suppliers
need to place greater emphasis on education and training of services-related skills and
to encourage the establishment of joint structures where domestic suppliers can share
market knowledge and offer more integrated solutions to prospective buyers.
The textile industry is undergoing a major reorientation towards non-clothing
applications of textiles, known as technical textiles, which are growing roughly at
twice rate of textiles for clothing applications and now account for more than half of
total textile production. The processes involved in producing technical textiles require
expensive equipments and skilled workers and are, for the moment, concentrated in
developed countries. Technical textiles have many application including bed sheets;
filtration and abrasive materials; furniture and healthcare upholstery; thermal
protection and blood-absorbing materials; seatbelts; adhesive tape, and multiple other
specialized products and applications. India must take adequate measure for capturing
its market by promoting research.
The Indian textile industry is very large and diverse an hour long
presentation is hardly adequate to cover all its aspects, but I will attempt to piece
some of the pieces of this puzzle together for this gathering.
The Indian textile sector has its roots going back several thousand years. After
the industrial revolution in Europe, this sector in India also saw growth of an
industrial complex. However, over the last 50 years the textile industry in India has
shows a chequered performance.
Today the industry contributes around 14% to industrial production in the
country, is estimated to directly employ approximately 35 million people apart from
the indirect employment in allied sector, accounts for a about 27% to the countrys
exports, and is in sum an important economic engine for the nation.
In part, the very diversity, scale and spread of the industry which has been its
strength, has also been its weakness. Like the six blind men exploring the elephant
most peoples experiences and actions have included only part of the industry, rather
than its completeness. Thus, even government regulations and financial policies have

19

never been able to adequately fulfill the widely varied needs of the different segments
of the industry.
However, during the last 10 years, the industrys actions, government policies
as well as market events have begun to converge, providing several growth
opportunities for the sector domestically as well as in the global market. As the MFA
quota-regime draws to a close, India presents many opportunities for buyers, suppliers
and investors to partner with its textile industry, and to profit from the partnership.

TEXTILE INDUSTRY
The Indian textile industry occupies an important place in the economy of the
country because of its contribution to the industrial output. It accounts for 14% of the
total industrial production, contributes to nearly 30% of the total exports and is the
second largest employment generating industry after agriculture. The textile industry
provides direct employment to about more than 30 million people. It is the second
largest sector, which provides employment in India.
The textile industry holds significant status in the India. Textile industry
provides one of the most fundamental necessities of the people. It is an independent
industry, from the basic requirement of raw materials to the final products, with huge
value-addition at every stage of processing.
Today textile sector accounts for nearly 14% of the total industrial output.
Indian fabric is in demand with its ethnic, earthly colored and many textures. The
textile sector accounts about 30% in the total export. This conveys that it holds
potential if one is ready to innovate.
The textile industry is the largest industry in terms of employment it is
expected to generate 12 million new jobs by 2010. It generates massive potential for
employment in the sectors from agricultural to industries. Employment opportunities
are created when cotton is cultivated. It does not need any exclusive Government
support even at present to go further. Only thing needed is to give some directions to
organize people to get enough share of the profit to spearhead development. The main

20

markets for Indian textiles and apparels are USA, UAE, UK, Germany, France, Italy,
Russia, Canada, Bangladesh and Japan.
HISTORY OF TEXTILE INDUSTRY
The history of textile industry is almost as old as that of human civilization
and as time moves on the history of textile has further enriched itself. In 6 th and 7th
century BC, the oldest record indication of used fibers come with the invention of flax
and wood fabric at excavation of Swiss lake inhabitants. India had started culture of
silk during 400AD. While spinning of cotton traces back to 3000BC.
Mens need for clothing has been constant since the beginning of time and spinning
of wool fiber into yarn and weaving of cloth have been staple industries in large part
of the world. The discoveries of various synthetic fibers like nylon created a wider
market for textile products and gradually lead to the invention of new and improved
source of natural fiber.

The development of transportation and communication

facilitated the path of transaction of localized skill and textile at among various
countries.
Origin of Textile Machinery
Several inventions occurred in the textile machinery in a relatively shorter time
period during the industry revolution.

1733 Flying shuttle invented by John Kay

1742 Cotton mills were first opened in England.

1764 Spinning jenny invented by James Hargeaves.

1764 Water frame invented by Richard Arkwright The first powered textile
machine.

1773 The first All Cotton Wear produced in factories.

1787 Cotton goods production has increased 10 folds since 1770.
1813 William Horocks invented Variable Speed Baton.
1851 Singer Isaac Boston invented Sewing Machine.
1856 William Poking invented first Synthetic Dye.

21

Indus valley civilization in India helps to enjoy a rich heritage and the origin
of textile in India. People used home spun cotton for weaving their cloths,
rigveda, the earlist form of the veda contains the literary information about textile
and it refers to weaving. In Indian epics Ramayana and Mahabaratha, direct the
existence of wide variety of fabric in ancient India. The contemporary Indian
textile not only reflects the splendid past but also cater to the requirements of the
modern times.
INDIAN TEXTILE MANUFACTURING
The first textile industry started manufacturing in Culcutta about 200 years
ago. Its nerve centre is in Ahmedabad. Now a days it is mainly concentrated in cities
like Bombay, Calcutta, Surat, Banaras and in some parts of Tamil Nadu. Some of the
important textile producers in India are ACME Clothing Private Limited (Mumbai),
Bafna International (Bangalore), Classic finishers (Mumbai), Gujarat Ambuja
Exporter Ltd, Gujarat Apparel K.G. Denim Ltd etc.
Readymade Garment (RMG) industry in India has seen resurgence in the
recent times. The industry has witnessed sluggish growth in the past decade, however
scenario has changed substantially due to globalization.

Traditionally, Indians

preferred dresses stitched by local tailors, the growing fashion consciousness build
branded apparel industry in India. In this case, mens clothing segment accounts for
the largest share (59%) of the branded apparel market.
Cotton textile in India is well established manufacturing industry and
employs more workers than any other sector. Production of textile industry was 19
billion square meters of cloth in 1992. In India textile mills yarn is spun, woven into
fabric and passes under one roof. The production in textile industry had fall from 19%
in 1951 to 30% in excise duties. The power 100m sector from the portion of
decentralized part of textile industry is expanded from 24000 units in 1951 to 8 lakhs
units in 1989.
The technology mission on cotton was started in Feb 2000 with four mini
missions to strengthen the raw material base of a significant segment of the industry
and to improve the productivity and quality of cotton. Government announced a New

22

Long term Textile of Garment Export Entitlement(Quota) Policy in 2000-2004 to

make the most of remaining period of the quota regime. All above growth in textile
industry has led to an increase in per capita domestic availability of the cloth in the
country despite repeated growth in population.
INDIAS APPAREL INDUSTRY
The Apparel Industry is one of the Indias largest Foreign exchange accounting
for nearly 16% of the countrys total exports. It has been estimated that India has
approximately 30,000 readymade garment manufacturing units and around 3 million
people are working in the industry. Comprising many sectors, clothing industry is
characterized by a high percentage of small and medium size business and is on the
outlook of future expansion and development.
India is increasingly being looked upon as a major supplier of high quality fashion
apparels and Indian Apparels have come to be appreciated in major markets
internationally. The credit of this goes to the exporter community. Consistent efforts
toward extensive market coverage, improving technical capabilities and putting them
together, a wide merchandise lines have paid much dividend. But till today, clothing
industry is dominated by subcontractors and consists mainly of small units of 50-60
machines. Indias supply base is medium quality, relatively high fashion, but small
volume basis.
GROWTH
The concept of readymade garment is relatively new for the Indians.
Traditionally Indians prefer dresses stitched by local tailors who has tailoring units in
township or cities and interested in local demand.
The growing fashion conscious during the 1980s and the convenience offered
by ready-to-wear garment were largely responsible for the development of the
branded apparel industry in India.
Other factors which contributed to the growth were greater purchasing power
in the hand of the youth, access to fashion trends outside the country and the superior
quality of fabrics.

23

The 1990s witnessed drastic change in the overall economic environment of

the country. The period was characterized by liberal trade and investment policies
were seen in the clothing industry as well.
Indian apparel market has been growing 4.5% over the past few years. Most of the
growth has come from branded segment, the major players in the branded apparel
market are Madura garments , Raymonds, Bombay dyeing and Zodiac etc which has
been growing at 10.15% annually till 1998 and at a faster pace later on.
It is estimated that Indians spent 91% of their disposable income on clothing
and footwear which is significantly higher than US (5%). Moreover, the expenditure
on clothing is higher in higher income level.

TEXTILE EXPORTS
Textile exports are targeted to reach $50 billion by 2010, $25 billion of which
will go to the US. Other markets include UAE, UK, Germany, France, Italy, Russia,
Canada, Bangladesh and Japan. The name of these countries with their background
can give thousands of insights to a thinking mind. The slant cut that will be producing
a readymade garment will sell at a price of 600 Indian rupees, making the value
addition to be profitable by 300 %.
Currently, because of the lifting up of the import restrictions of the multi-fiber
arrangement (MFA) since 1st January, 2005 under the World Trade Organization
(WTO) Agreement on Textiles and Clothing, the market has become competitive; on
closer look however, it sounds an opportunity because better material will be possible
with the traditional inputs so far available with the Indian market.
Political and Government Diversity
The reservation of production for very small companies that was imposed with
an intention to help out small scale companies across the country, led substantial
fragmentation that distorted the competitiveness of industry. However, most of the

24

sectors now have been de-reserved, and major entrepreneurs and corporate are
putting-in huge amount of money in establishing big facilities or in expansion of their
existing plants.
Secondly, the foreign investment was kept out of textile and apparel production.
Now, the Government has gradually eliminated these restrictions, by bringing down
import duties on capital equipment, offering foreign investors to set up manufacturing
facilities in India. In recent years, India has provided a global manufacturing platform
to other multi-national companies that manufactures other than textile products; it can
certainly provide a base for textiles and apparel companies.
Despite some motivating step taken by the government, other problems still
sustains like various taxes and excise imbalances due to diversification into 35 states
and Union Territories. However, an outline of VAT is being implemented in place of
all other tax diversifications.

COMPANY PROFILE

ABOUT THE COMPANY

GSons Apparels, the textile marketer in South India, came up with the new
brand Dennis Morton, Shirts with the aim of hitting the shirt market all over the
world. Dennis Morton the fortune manufactures of shirts was established in 1998.
This was the result of innovative spirit together with the foresight to be the leader in
shirt marketing. Company offer products blended with the style and class. The state
of the art technology followed Dennis Morton help the company to come up with fine

25

quality fabrics with trend setting elegance. This has increased the brand popularity not
only in India but also has earned a huge international market.
The company has been receiving increasing repeat orders from countries like
USA, UK, Germany, Singapore and Middle East. GSons also produces handloom
fabrics and made ups, cotton fabrics and home furnishing materials.

They are

crowned to be one of the leading manufacturers of silk garments in India.

The company is poised for big expansion and plan to increase its production capacity
from its present capacity of 600 pieces introducing value added items. The company
has acquired internationally acclaimed ISO 9001:2000 quality management system.
Gsons apparels have also acquired (BSCI) Business Social Compliance Initiative.
BSCI has an audit system which checks each and every function of the organization
and also verifies the welfare activities and social welfare of the companies. The
company has successfully undergone this audit system during June 2008.
SCOPE
The economic growth has increased the purchasing power of the people which
has ushered the increased demand for readymade garments. Due to quota system
textiles under WTO agreement there is tremendous opportunities just for 3 rd world
countries like India with abundant man power to export garments to other European
countries.
LOCATION
The company is located at Kuttikakkam post Edakkad Kannur District.
Situated at calm area were population is less which is free from all kinds of pollution.
It is situated at more than 1.5 acres for its complete operations. The Location has
proper road frontage and the company is provided with well water in abudance and is
supplemented by KWA water. Uninterrupted power supply with KSEB transformer of
50KV capacities in companys own land is available. The company is just a half
kilometer from NH 17 with good public transport facilities and company owns fleet of
vehicles to transport its employees.

26

LAND AND BUILDING

The factory is situated in area of 15 cents and recently purchased additional
land of 75 cents for future expansion making a total area of 1.50 acres.
Quite recently the company has built 3 storeys building with total area of
15000 sqft providing sample facilities for the expansions and it is fully operational.
PLANT LAYOUT
It is the important function of management to arrange the production facilities.
A plant layout refers to arrangement of machinery, equipment and other facilities such
as receiving and shipping departments tools room, maintenance rooms and employee
amenities for the purpose of achieving the quickest and smoothest production at least
cost. There are mainly three types of layout Process layout, Product layout and,
combined layout.
In case of Dennis Morton, they are using process layout in the company.
Process layout means grouping of machinery at one place according to their functions.
The machines are grouped based on the operational characteristics.
In the company about 130 high speed sewing machines are grouped in
particular department. The material checking process, stitching machines embroidery
machines are grouped in separate department.

MANUFACTURING PROCESS
The fabric is purchased from leading textile mills from Mumbai, Ahmedabad,
Banglore, Varanasi. The fabric is examined and cut according to required sizes using
patterns and collars, cuffs and pockets and fused. The parts required for embroidery
are embroidered and parts are stitched separately and assembled, examined for defects
and ironed. The products are packed with meticulous cane giving aesthetic appearance
and dispatched.
Production

27

The plant is capable of manufacturing 550- 600 pieces of shirts and could
increase substantially with future expansion.
Management and Promoters of the Company
The company is managed by 5 partners belonging to the same family. The
partners are:
1. O. Mohanan
Mr. O. Mohanan is the Managing Director of the company. He is aged 57
years and having more than 34 years solid experience in both textile manufacturing
and trading. He is actively engaged as a partner in the well known textile showroom
namely GSons Readymades, Anaswara silks and sarees and GSons Gents gallery at
Kannur
2. O. Vinod Kumar
O. Vinod Kumar is aged 48 years and he is also one of the partners. Like other
partners he is totally involved in the company affairs. His long association with
dealers of Dennis Morton shirts is an asset to the company and he keeps in touch with
market trends. He brings in innovative ideas in advertisement and publicity.
3. O. Dinesh Kumar
He is aged 51 years. He is another partner of the company. His financial acumen in
guiding the companys progress is remarkable and he is fully involved in the
Companys affair.
4. O. Sree Kumar
O. Sree Kumar is aged 42 years. He is fully engaged in the affairs of the
business. His main contribution towards the growth of the company is the successful
implementation of accounts and other allied documents
5. O. Sangeetha Vasu
Sangeetha Vasu is science graduate and has a post graduate diploma in
Fashion Technology.

She is aged 35, now she is completely involved in the

28

developments of intricate designs for export orders and help to achieve export targets
for the company.

DENNIS MORTON-A PROFILE

GSONS apparels, the textile marketer in south India is established under
small scale industries scheme started production during the year98.It has made rapid
progress in the domestic market in south India with its premium quality shirts branded
as DENNIS MORTON. This was the result of innovative spirits together with the
foresight to be the leader in shirt marketing. The entire unit with their unbeatable
enthusiasm and trend setting capacity comes out with new trends for their royal
customers both the domestic and overseas. Recently the company has made foray into

29

exports markets with its incredible products particularly ladies and kids garments in
countries like Germany ,U.S.A, England and Singapore.
Dennis Morton has, by now made into the big league of premium fine quality
shirt makers of India offering products blended with exquisite quality stitching fine
fabric and comfort. The company claims Dennis Morton shirts offer sleek and Adonis
look to the users.
The company s poised for big expansion and plan to increase its production capacity
from its present 600 pieces per day to 1600 pieces introducing value added items. The
company has acquired internationally acclaimed ISO 9001:2000 quality management
system. It has also underwent successfully the audit system of BSCI (Business social
compliance initiative)an international body to monitor the expert capabilities of
ex[porting companies all over the world.
The company is managed by the following 5 partners belonging to the same family.
1.
2.
3.
4.
5.

Mr.O.MOHANAN-COMPANY MANAGING DIRECTOR

Mr.O.VINOD KUMAR
Mr.O.SREEKUMAAR
Mr.O.DINESH KUMAR
Mrs.SANGEETHA VASU

Location of the company

Company is located at , Kannur district. The location has proper road frontage
the company is provided with water in abundance and is supplemented by KWA
water. Uninterrupted power supply Kuttikkakam with KSEB transformers of 50KV
capacities in companys own land available. The company is just half a kilometer
away from NH17 with public transportation facilities and the company owns its own
fleet of vehicles to commute it s employees.
Land & Building
The factory situated in area of 75 cents and recently purchased additional land
of 5 cents for future expansion making a total area of 1.50 acres. Quite recently the
company has built 3 stores building with total area of 5000 square feet providing
ample facilities for the future expansion and is fully operational.
Dennis Morton has attained the award for leading marketer of fine quality
royal silk shirts in south India of 2002 moreover, the expertise workers at the factory

30

is evident in the products that come out of the plant. Dennis Morton derives al its
strength form more than 200 employees who are committed dedicated and denoted to
single purpose that of producing the most elegant shirt in the market.

ORGANISATION CHART

31

Managing Director

Merchandiser

Manager

Marketing manager

QCM & MR

Assistant merchandiser
Store in charge
Cutting master
Production in Finishing
charge in charge
Accountant
Pattern & sample in charge
Store assistant

Production assistant
Dispatch assistant
Assistant Accountant

Sample assistant

PRODUCT PROFILE
Product is the main element in every company. The product must satisfy the
consumers needs. It is the companys main link with the public. Everything begins
with the product. A product is a bundle of satisfaction that consumer buys. It is a
bundle of activities consist of various products features and accompanying services.
Dennis Morton offers variety of product ranges, which are capable of meeting the
consumer likes.

The company produces variety of products, the main products

produced by GSons apparels are as follows.

1. SHIRTS
GSons apparels entered the field of manufacturing gents shirt with an aim of
becoming a leader in shirt manufacturers. The brand name given to their shirts is
DENNIS MORTON. Dennis Morton has by now made into a big league of premium
shirt manufacturing of south India by offering most trendy and elegant shirts which is
satisfying all the customers in the market. The Dennis Morton shirts are divided into
a) D M Square Shirts "Feel winter At summer

32

The super quality check shirts from DM with warm feel and comfortable fit.
DM Square presents check shirts at their terrific best.! Dennis Morton check shirts are
designs, carefully chosen from worlds most popular fabric manufacturers, to give a
novel feel of dressing oneself up. DM square is all about moving ahead of times in
casual fashion wears. The company offers square shirts of different colours especially
of red, violet, pink and black which give a special attraction and look. It is also
available in 100% cotton or poly cotton to give a winter feeling.
b) D M Royale Simply Elegant
DM presents the unique range of silk shirts for men made from cutting
edge technology. The Royale gallery presents unique designs in style and colours
of more than 250 variety, for the man who wants to explore his creativity and
express his individuality. DM Royale collection of stimulating mens silk shirts
where quality and style are available at an affordable price.
c) Parinaya- The most eligible wedding shirts
Redefining the concept of Mens wedding wear, Dennis Morton hits
the market with its exclusive range of Parinaya shirts. The exciting range of
designs from parinaya truly turns on the festive mood. Check out the tempting
parinaya collections and start out an exciting phase of life in a handsome way. The
existing range of designs from pure silk fabric shirts are aimed at targeting rich
class of customers.
2. TROUSERS
Trousers are one of the main product of DM. Trousers are produced from
Madras and Bangalore. Trousers are exported in both domestic and international
market. Trousers are mainly in cotton (99%), tracksuits, Jeans and Bermudas are also
available. The company use Denim fabrics to produce trousers.
3. RICKY MARTIN JUNIOR
It is another brand of Dennis Morton which is manufactured for junior. The
shirts sizes range from 25-29. The price of the shirts range from Rs 200- Rs 450. The
brand was introduced in 2004 as a new line in the product mix of Dennis Morton.

33

The brand was introduced as competitive strategy to meet the conception from Sero
Functions shirts which are the supreme competitor of Dennis Morton.
4. LADIES GARMENTS
DM has made foray into export market with its innovative parts of ladies
garments in countries like Germany, USA, England and Singapore. Ladies garments
include; ladies blouse, miniskirts, ladies night dress.
5. HOME FURNISHING MATERIALS
The company is manufacturing home furnishing materials which have direct
exports to the overseas market. Some of the raw materials used for home textiles are
furniture fabrics.The company has direct export of home furnishing materials in to the
overseas market especially in Germany, UK and USA.
The home furnishing materials produced by the company are table cover ,
mitten, pot harder, table mat, kitchen textiles, pillow cover, wall and floor covering,
neck support, window furnishing, cushion , bolster, mat, senders, hammock.
6. HANDLOOM FABRICS AND MADE UP
At present DM has entered in to the field of manufacturing handloom fabrics
and made ups. Some of the handloom fabrics made ups are kitchen quilts, towels,
speeds, mattress, and dinning set.

34

DEPARTMENTAL STUDY
FINANCE DEPARTMENT
Finance is considered to be the life blood of any firm .It is the basis ,which
provided the platform to carry out other managerial functions that is production,
marketing, personnel etc. So proper management of finance is inevitable for the
effective and efficient running of business. Financial management is a managerial
activity concerned with planning and control of firms financial resources. The subject
of financial management is of deep interest for both academicians and managers
because among the most crucial decisions of the firm are those which relate to
finance and the understanding of financial theories gives a broader prospective of
both analytical and conceptual to make those decisions skillfully.
Formulation of objectives:
These objectives must be in tune with the overall objectives the organization.
Estimation of Capital requirement:
1. Business enterprise capital for financing fixed assets
2. Working capital requirement
3. Improvement and expansion of business

Determining Capital Structure:

35

This is one of the crucial decisions regarding the kind and proportions of
several sources of fund on the basis of profitability of the firm.
Choices of sources of finance:
Before the actual procurement of funds the finance manager has to decide the
sources from which the funds are to be raised.
Procurement of fund:
After, estimating the capital requirement and deciding the sources of finance,
the financial manager take steps to procure the funds.
Utilization of funds:
The funds procured by the finance manager are to be prudentially invested in
various effects so as to maximize the return on investments.

Disposal of profits
The financial manager has to decide whether the profit should be retained for
ploughing back or distributed as dividend.
Management of cash and working capital
It involves forecasting the cash inflows and outflows to ensure that there is
neither shortage nor surplus cash with the firm.
Financial Control:
The technique of financial control includes budgetary control, cost control,
internal audit, break even analysis and ratio analaysis.
Fund Management:
It involves proper utilization of inflow and outflow of funds. As far as Dennis
Morton is considered cash inflow is mainly sourced from Gsons,Gents Gallery,Gsons
Readymade and Anashwara Textiles, Day to day expenses is met mainly from
temporary sales account of the company.
Fund Management involves
1. Daily requirements of the cash and making withdrawal of cash.
2. Communicating with the Gsons account manager reporting the amount of cash
requirement.
3. If the company falls short of cash necessary arrangements are made to

36

4. Withdraw funds from overdraft account of the company Receipt of cash from the
bank and transferring it to cash inflow of the company.
5. Maintenance of necessary books and register for external borrowings.
6. Repayment of loan amount and overdraft.
7. Budgeting

Capital refers to the money or moneys worth. Introduce or invested by owners of the
business in a running business capital or net worth refers to the excess of asset over
liabilities.
Dennis Morton possess an issued capital of Rs.20,00,000.
Sources of fund
Sources of fund are evaluated on the basis of profitability ,flexibility and
supply of funds.
The main sources of funds of Dennis Morton are1.
2.
3.
4.

Advance paid for booking by dealer

Deposits by agents
Owners fund
Bank loan and overdraft

BANKER
Banker of a company largely influences the financial structure of a company.
Therefore, it is important for any company to bank with good banks. State Banks of
India is the banner of Dennis Morton.
Financial Policy
Every company has its own unique financial policies .The policy must contain
details regarding procurement of finance and allotments of cash for various purposes.
In Dennis Morton ,the brief financial policy is to bring funds through overdraft
account from bank and from its sister concerns as they move out for various expenses.
Another feature is that the Managing Director signs all the purchase indents .Other
document too like bills. vouchers and documents

too like bills ,vouchers and

documents etc are to be signed by the Managing Director.

Accounting Policies
Fixed assets are valued at the cost of acquisition less depreciation.
Depreciation on fixed assets is charged at 10% per annum and the method.
Of depreciation followed is written down value method.

37

Investments are valued at cost

Stock-in-process, raw material is valued at cost
Drawings amount fixed up to Rs.10,000/month for each partner.

The company enjoys subsidies from the government which the firm has invested
in its plants and machinery and electrification (15%) and also in generator sets (50%).
This subsidy is allotted by the Government for promoting Small Scale Industries. The
auxiliary subsides including sales tax exemption

Cost Accounting
Separate cost sheet is prepared by the finance manager which usually consists of
following details.

Raw materials
Fuel Charges
Manufacturing Charges
Power and Lighting
Labour Cost
Repairs
Depreciation
Transportation
Insurance

STRUCTURE OF FINANCE DEPARTMENT

Finance Manager

Assistant Finance Manager

Clerk Accountant
Section
Auditing

Day book keeper Report

Maintenance
Budget
38

PRODUCTION DEPARTMENT
Production management should be very efficient in the manufacturing units of
a company in order to turn out good products. It needs to be well planned, organized
and controlled in order to have an efficient output. Concept of production is not a one
sided aspect. They raw materials, machinery, equipment, plant labourers, production
planning, production schedule etctill the final product.
The machine of the company is completely imported from and is
technologically advanced and highly sophisticated automatic machines.

39

DETAILS OF THE MACHINERY

Sl.No

NAME

QUANTIT

VALUE (In

SINGLE NEEDLE LOCK STITCH MACHINE,

Y
50

Lakhs)
6.54

JUKI, JAPAN
DOUBLE NEEDLE FEED OF ARM, JUKI,

3
4
5
6

JAPAN
FUSING MACHINE HASHIMA, JAPAN
EMBROIDERY MACHINE, PFAFF JAPAN
THREAD OVERLOCK MACHINE, SIRUBA
DOUBLE FIVE THREAD SAFETY STITCH,

2
1
1
1

5.92
1.65
0.34
0.48

7
8

JUKI
STEAM PRESS, JSS
DOUBLE NEEDLE LOCK STITCH SIDE

5
2

0.77
1.27

9
10
11
12
13
14
15
16
17
18
19

CUTTER JUKI
DOUBLE NEEDLE LOCK STITCH, JUKI
CUTTING MACHINE, EASTMAN, U.S.A
OVERLOCK MACHINE, JUKI
5 THREAD FLATLOCK MACHINE,SIRUBA
BUTTON SEWING MACHINE,JUKI,JAPAN
BUTTON HOLDING MACHINE,JUKI,JAPAN
KIROLSKAR 160 KVA D.G.SET
RALSONS EMBROIDERY SEWING MACHINE
THERMAX OIL FIRED BOILER, RAMSONS
GARMENT PROCESSING MACHINE
RAMSONS STEAM HEATED TUMBLE

1
1
1
1
1
1
1
2
1
1
1

0.56
0.43
.337
0.47
0.31
1.56
8.20
0.14
2.84
1.62
0.97

MARKETING DEPARTMENT

40

Marketing consists of those efforts which effects transfer in ownerships of

goods for their physical distribution. It consists of those activities which are meant to
ensure the smooth flow of goods and services from producer or manufacturer or
retailers to the final consumers. But according to the modern marketing concepts, it is
the function of business concern with the creation of customers. This mean
identification of customer needs and organization of business to meet those needs. A
firm makes organized effort to find out what member of the community use and how
it can provide maximum satisfaction to the organization.
CHANNELS OF DISTRIBUTION
In the field of marketing ,channels of distribution indicates routs or pathways
through which goods and services move from producer to consumer.
Channels of distribution can be defined as the set of inter-depended marketing
institutions participating in the marketing activities involved in the improvement or
the flow of goods and services from the ultimate consumers.
In the case of Dennis Morton ,there are 2 major channels of distribution.
Manufacturer

retailer

consumer
The company has got agents in international markets in USA,UK and UAE who takes
orders for the shirts and report to the market. These agents are paid certain sum of
commission as apart of their payment. After receiving the orders from international
dealers, the goods are sent through water-way i.e. by ship, to ensure the safe transfer
of goods through marine insurance.
MAIN COMPETITORS
In the case of Dennis Morton ,the company Dennis dominates the market is
most of southern Kerala.Howerever ,the chief competitor of Dennis Morton is based
in both north and south Kerala. Some of the competitors are:

Sero Shirts
Dh shirts
Don Boston shirts
Indigo nation
Scullers
Writer

41

 John Players
The company always aims at reducing the production cost which will enable them to
lower the price of the product. Thus they can attract large number of customers and
retain existing customers of the product.
Market Share
Dennis Morton is one of the pioneers in manufacturing shirts. It is considered
to be number one as far as production of shirt is concerned .So the company by using
its strict quality standard has been able to occupy a greater share in the shirt market.
The greater market share of Dennis Morton shirt is concentrated on south India.60%
of the market share is from the silk share and 40% is from the casuals.
Strategies to face competition
Every company has to device certain strategies to face competition from its
chief competitor. The efficiency of these strategies are determining factors that
decides how successfully the company will be able to meet.
Competitions
Dennis Morton adopts various strategies in order to overcome competition in
Kerala and also outside the country.
As a primary slip, the company gives a reduction in price to its dealers who
make bulk order and special rebate is given to those dealers who make prompt
payment. The rebate allowed ranges from 2-10%.
Advertisements
Dennis Morton shirts are mainly advertised through print medias such as
magazines and through hoardings .The company maintains a special reserve for
advertising purposes. Dennis Morton shirts once in a year in major magazines and
through hoardings.
The major as-agencies working for Dennis Morton shirts are:
<TDI International (Airport area hoardings)
<Pixel magic
<Maveli advertisers
<Right view advertisers

42

<Valappila communications
The company makes a spot payment for hoardings and installment payments for
publications.
Dennis Morton shirts are mainly advertised through in:
<Vanitha
DELAERS
Dealers are an important part of manufacturing companys distribution
network.Delaers promote the sale of companys product and popularize them.
Dennis Morton shirts have wide range of dealers in both local markets as well as in
international markets .
Some of the dealers in local market are:

Jayalakshmi silks & Sarees, Ernakulam

Seemati,Ernakulam & Kottayam
Parthas ,Trivandrum
Chennai Silks,Chenni
Kalyan Silks,Coimbatore
Chandana Brothers,Andra Pradesh
Dealers of International market are:
Kalpaka Silks,Baharain
HEINE ,Germany
Zannier,France
Alligrahics,London,USA
The company purchases its raw fabrics from the following:

Deepak Silks & Sarees,Bangalore

S.B Silks
Saffron Fabrics, Mumbai
V.Nithin Textiles, Ahmadabad
Sree Nagalakshmi Silks, Andra Pradesh
Novelty Creations, Varanasi
The auxiliary raw materials like threads ,needles ,and buttons are purchased
from:
Bright Box, Mumbai
Mangal Plastics Udyog,Bangalore
Sree Vinayaka Trading Company ,Bangalore

43

SALES POLICY
Policies are the guiding principle set by the company to govern action, usually
repetitive action. A comprehensive sales policy and a strict adherence to its provision
ensure the success of business. It is on the grounds to achieve customer satisfaction
and consumer goodwill that the sales policy is prepared .Once high reputation is
established through fair trading, the enterprise will face minimum sales resistance and
it will gain considerable competitive strength.
Dennis Morton shirts are usually sold out to the dealers on credit. The
company gives 30 days credit period to the dealer and if the dealer and if the dealer
fails to meet the payment ,the credit period is further extended with a reduction in the
margin. Sound sales policies, reliable quality goods and fair trade practices are the
watch words of the company.

PURCHASES AND STORES DEPARTMENT

Purchasing is the act of buying an item for a price which is a managerial
activity which needs planning and policy activities covering a wide range of related
and complementary activities. An efficient purchasing ensures the procurement of

44

materials of the right quality at the right time from the right source and at the right
place.
Purchase department carries out the procurement of all indigenous items like
raw materials, machinery, other instruments etc. Purchasing department is responsible
for purchase of raw materials needed according to the demand of the organization.
The purchase department of the company must always be ready to supply to raw
materials whenever it is required. Another important duty of the purchase department
is to ensure that the purchased items should be of specified quality in desired quantity
available at the prescribed time at competitive price.
For all kinds of manufacturing, the stock must be sufficient in stores
department. If it is not forecasted correctly it will affect the entire working of the
organization. The purchase officers are the people who are responsible for discharging
purchase functions
Purchasing and Stores Department in GSons Apparels
Dennis Morton follows a centralized store system. The stock of fabrics and
other accessories are stored at one place (store). This helps the fabric inspectors and
store keeper to check the fabric purchased quickly. Thus maintaining and handling of
materials becomes very comfortable.
The store keepers and purchase manager has to select the source (supplier)
from which they have to purchase. The company for this purpose follows two
methods:
1. They depend up on the suppliers tenders and rate them.
2. They follow directly to the supplier who is having personal contact with the
company or negotiation is conducted among Managing director and the
Managers.
Functions of Purchasing Department

Responsibilities fully delegated to the Purchasing function.

Obtaining prices.
Selecting vendors.
Placing purchasing orders.

45

Follow up and delivery promises.

Adjusting and setting complaints.
Selecting and training purchasing personnel.
Vendor relation.
Placing the order (Order processing)
After selecting, the best source of purchase the next is to place the order. For
this, the company makes a legal order with the supplier on a form known as purchase
order.
Before placing purchase order the company has to collect the purchase
requisite from different departments. It describes the needed item and becomes the
basis for action by the purchase department. Based on this, the Managing director,
Marketing manager and Store master decides to place the purchase order, which
contains the list of items which the company needs for production.
The company insists on order acknowledgement from the supplier,
Acknowledging the receipt of purchase orders and agreeing to supply the items stated
in the order.
Once goods are received, the company has to verify the purchasing invoice
sent by the supplies with that of the purchasing order. When the purchasing invoice is
received along with the goods supplied the fabric receipt register is taken to enter the
information from purchase invoice like the Taka (roll of fabric), the number, places,
meters, rate of the fabric etc. Separate material Receipt Register is also maintained
for accessories purchased.
Then the store keeper, marketing experts, dispatching experts decides and
maintains the job card, which contains all the details relating to the production like the
ratio of sleeves, length, etc. This job card is then supplied to the production
department.
Authority and Responsibility of Store Keeper

46

Fabric received is verified with the purchase order and invoice. It is then
written in cutting book and stock register and the same is informed to the
cutting master.

An accessory received as compared with the purchase order and invoice, and
is written in goods inwards book. Then verify the material.

Fabrics are issued to the checking department for checking.

Damaged/ Rejected fabric if any are noted in the return file nature some is
informed to the manager for further action.

Damage fabric return to the company as per the advice of the manager.

Preparing job card for cutting purpose.

Issues accessories to all departments and the save as deducted from the stock.

When the stock is less than minimum stock level it is informed to the
manager for re-ordering.

Submit the details of purchased and accepted materials to the account section
for the payment of bills.

Return the rejected material to the supplier.

Monitor the performance of the supplier and report to the managing director
and manager.

QUALITY CONTROL DEPARTMENT

Quality is one of the important aspect to be taken care by any organization. In
recent years poor quality has been causing problems to industrial owners. There for
quality control has become highly relevant.

47

Quality refers to the sum of the attributes or properties that describes a

product. There are generally expressed in terms of specific gravity and the like. To
be meaningful in industrial sense, these characters must be quantitatively expressed in
terms that can be objectively measured or observed.
Quality control involves the activities which assures that quality creation is
performed in such manner that the resulting products will be up to the quality
expectation of the customers.
Quality Control Department in GSons
GSons apparels acquired internationally acclaimed ISO 9001:2000 quality
management system during the year 2005. The International Organization for
Standardization (ISO) aims at product quality maintenance. It has the authority to
give certification based on the information given by the international audit committee.
Dennis Morton has an Organization Quality Policy which relates to the
improvement of all the activities in the organization. The company also follows an
Organization Quality Management System.

Based on this, the company has to

increase its quality in all departments.

GSons Apparels has acquired internationally acclaimed Business Social
Compliance Initiative (BSCI) it is International Organization based at Germany.
BSCI has an audit system which checks each and every function of the organization
and also verifies the welfare activities and social welfare measures of the companies.
The company has under gone the audit system during June, 2008.
BSCI is on International body to monitor the export capabilities of the
companies all over the world. The company is having quality control department to
increase its quality in all departments.

For this the company should have an

International Audit schedule monthly which helps to check the overall performance of
the company in all its departments.
The Quality OBJECTIVES of GSons Apparels are: Reduce rework in sticking by 5%

48

 To identify and establish 7-10% new customer in the local market by the end
of every year.
To increase the turnover by 10% during 2007-08.
The company prepares monthly Internal Audit Schedule.

Then conducts

100% inspection in all stages of production and prepares fabric checking report and
also prepares final inspection before despatching. Then one important quality control
technique adopted by the company is the Acceptance Quality Limit (AQL). It shows
certain norms that are used to decide whether to accept or reject or to check the
quality is maintained or not.

Quality Department deals with some Important Terms

1. Quality:- Quality can be defined as the totality of features and characteristic
of a product and service that bear on its ability to satisfy given needs.
2. Quality planning:- A process for presenting the quality goals and preparation
to meet those goals (Quality Creation)
3. Quality Control:- The process for ensuring that those goods are achieved in
operation or those activities which assure that quality creation is performed in
such a manner that the resulting product will in fact performs intended
function.
4. Quality Assurance:- It includes quality control and also refers to company on
quality in the design of the products, processes and jobs and in personnel
selection and training.
5. ISO:- International Standard Organization. It is an international body, started
functioning during 1947, aims at product quality maintenance. Only this
international body has the authority to give certification.
6. TQM:-

Total Quality Management can be defined as the process of

disintegration of all activities, functions and processes within the organization

in order to achieve continuous improvement in cost, quality, function and
delivery of goods and services for customer satisfaction. TQM occurs when an

49

entire organizational culture becomes focused on quality and customer

satisfaction through an integrated system of processes, tools, techniques and
training.
Responsibility and Authority of Quality Control Manager

Ensuring that process of the quality management system is established

implemented and maintained.

To report the top management on the quality management system including

for improvement.

Promoting awareness of customer requirement throughout the organization.

To liaison with external parties on matters relating to QMS.

Co-ordinating quality functions and takes appropriate decisions.

Implement HRD functions.

Quality Parameters of Purchasing Materials

Minimum distance between threads.

Uniform color combination.

Irregular shape must be avoided.

Fungal attacked fabric must be rejected.

Check line should be parallel.

EXPORT DEPARTMENT
Exporting is the process of transfer and sale of goods to other countries.
Export is considered to be a new deviation as far as Dennis Morton is concerned. It is
the prime revenue generating department. Most of the shirt manufactured is exported
to various countries. All the export dealings are carried out under the guidance of

50

Export Manager. Dennis Morton has got separate branch office at Kannur where all
the export transactions are organized and performed.
Dennis Morton shirts are mostly exported to Middle East and it comprises
51% of the total sales.
EXPORT PROCESS
1. Order Collection
The first step in export procedure is to collect order from the foreign countries.
Export agents mostly carry out this function. Shade cards are sent to the agents who
present it before various dealers. The agents through fax inform selected shades.
2. Processing of export orders
Once the orders are received, these orders are processed by making sure the
availability of the shades. The shades selected by the dealers are then sent to the
production department where necessary requisition is made to start the delivery.
3. Processing of Shipping Bill
The goods are transported through waterways and the security of goods is
ensured by marine insurance. The insurance notice is received from the insurance
company, which is directed to the branch office where the insurance amount is billed.
4. Inspection of Goods
After processing of shipping bill, the goods are inspected to make sure that
there is no chance for rejection of goods by the dealer. The goods are inspected by the
Inspector- in- charge who heads the Inspection department.
5. Shipping
The goods thus inspected are then sent to the party by the clerk of the
company. The goods sent to the port are then left to the port-in-charge to have it
checked and then is loaded into ship.
EXPORT PROCESSING CHART

51

Inspection of goods and shipping of goods

Order
Collection

Processing of export order and processing of shipping Bill

52

HUMAN RESOURCE DEPARTMENT

Personnel management is concerned with the creation of harmonious working
relationship among other and bringing about at most individual development.
It undertakes all those activities which are concerned with the human elements or
relations as well as with material elements in an organization. The main objective of
personnel management is to bring together expertise in a scientific way and create
attitudes and motivates a group to achieve its goals economically effectively and
speedily.
WORKERS
Dennis Morton employs over 200 workers in the factory out of which 170 are
women workers and the rest 30 of them lies in the managerial level. The company
also employs special agents both in local and in international markets for smooth and
speedy marketing purposes. It also employs 3 security guards in the factory for safety
from theft and fire.
INDUSTRIAL RELATIONS
Industrial relationship is concerned as an important factor in personnel
management. Relationship between employer and employee should be will
maintained.
In Dennis morton ,since its commencement form 1998,there were no strikes or
grievances from the part of employees. The company provides adequate allowances
and incentives for the employees.
WAGES
The company implements piece rate system for wages calculation and it
provides adequate wages so as to maintain reasonable standard of living. The
company sets a target for each hour for each pattern of work. The company also
maintains separate wage sheet for employees where the amount of wages paid, the
details about the incentives are recorded. The wages are paid in accordance to the
level of performance, for these employees are graded on basis of performance .The
company gives wages to those employees who are trainees or do not produce output

53

and thereby incrementing the payment based on their performance. For the employees
grade on basis of performance.
OVER TIME ALLOWANCES
In season timing when the demand for the product increases, the company
goes for overtime work as to meet the ordes.Then the employees work during the
legal holidays also.
The allowances for overtime job is fixed as double the normal wage.

INCENTIVES
A company provides incentives to its employees for increasing the morale of the
employees and also to uplift their spirits and commitment towards the organization.
Some are forces to adjust and comply with the present job.
Some of the incentives provided by Dennis Morton are:
1.PROVIDENT FUND
This is one of the allowances given to the employees for their security in
future. The PF is fixed at5 24% of the gross salary, out of which 12% is taken from
employees salary and the rest 12% will be paid by the company.
2. EMPLOYEE STATE INSURANCE:
Dennis Morton provides ESI facility to its employees. The employee enjoy an
ESI of 6.5% of their gross salary out of which 4.75% will be paid by the company.
Through this ESI scheme, the workers can have free medical check ups from ESI
hospitals.ESI hospital is not applicable to employees having salary more than
Rs.7500.
3.

SICKNENSS BENEFIT
In case of accidents, inside the factory the workers are given incentives for

their healthy contribution to the company.

4.

HOSUING FACILITY
The workers are provided with company quarters around the factory area. The

company possess 200 line rooms in the surrounding area of the company.
5.

TRANSPORTATION

54

The workers are provided with transportation facility for the safe and in time
reach to the company. The company owns its fleet of transportation.
6.

FESTIVAL BONUS:
The workers are given bonus on special occasions like onam and vishu.The

company divides 15% of its gross profit among the employees as festival bonus.
7.

CANTEEN:
The company has its own canteen facility to serve for its employees. The

canteen is located in an area of about 1200 esq.with over 200 seating arrangements.
Order collection
The orders are collected through agents who enclose all the datas about the
demand of the subscriber and even the delivery date which is very crucial.
Processing of Export Order
Soon after the collection of order all efforts are made to meet the requirement
at the given dead line.
Processing of Shipping Bill
All formalities are duly met such as the excise duty, insurance etc for the
proper delivery of goods.
Inspection of goods
Goods meant for are checked for damages by a special quality circle team.
Human Resource Department in G Sons Apparels
The Human Resource Department undertakes recruitment, selection training,
appraisal compensation, welfare activities, motivation etc. It establishes the need for
staff, advertises job vacancies, receives applications and conduct interviews.
GSons apparels employs over 200 workers in the factory out of which 170 are
women and the rest 30 of them lies in the managerial level. The company also
employs special agents both in local and international markets for smooth and quick
marketing purposes it also employs 3 security guards in the factory for safety from
theft and fire.
INDUSTRY RELATIONS

55

Industrial relationship is concerned as an important factor in personnel

management.

Relationship between employees and employee should be well

maintained. In Dennis Morton, since commencement from 1998 there were no strikes
or grievances from the part of employees. The company hears the problem of workers
and provides adequate incentives and allowances.
WAGES
The company provides adequate wages to the employees as to maintain
reasonable standard of living.

The company maintains separate wage sheet for

employees where the amount of wages paid and the details about the incentives are
recorded. The wages are paid in accordance to the level of performance. For this
purpose employees are graded on basis of performance.
The grade given to the workers are as follows:PERFORMANCE
Below standard
Average
Above Standard

GRADE
C
B
A

WAGES
80% of fixed salary
Full salary
Salary + Allowances

The amount of wages fixed for the workers per month are as follows
WORK
Stitching
Checking
Cutting
Ironing

SALARY (Rs)
2500
2000
2500
2000

The employees are paid for the number of days they have worked in a month. The
employee is absent for a work the salary is cut from the fixed salary. The amount of
salary to be deducted is decided by the partners.

WORKING HOURS

56

The working hours of the company is from 9am and to 5.30 pm with a one
hour lunch interval as per the notice exhibited on the notice boards of the factory.
RECRUITMENT
The major recruitment in the company is through external source of
recruitment, through the recommendation of the existing employees. Under this
source the requirements notified among employees and they recommend outside
person for recruitment.

The company follows internal sources like transfer and

promotions on a limited scale.

The company also recruits casual, substitutes,

temporary and probation works for meeting short term demand.

SELECTION
The selection process is made simple in the company. No much qualification
is required for the worker in the production department. The candidates on asked to
attend the interview conducted by managing director or the board of directors. This to
know the candidates communication skill, personality, general traits, previous
experience, etc. Aptitude test is conducted to measure the aptitude and capacity to
learn skills required for a particular job.
PLACEMENT
After the applicants are selected, they are placed on the job for which he/she is
employed. Induction and orientation training are given at the time of placement to
familiarize with job and workplace. The applicants work as probationer. They are
asked to perform their work with waste pieces and the production manager will see
their performance.

If they work satisfactorily they are asked to do the main

production process and for those below standard are given training.
TRAINING
The employees are trained for a period of three months to perform their job
efficiently and help them to learn the advanced stitching, cutting, buttoning and other
machines in the factory. The company adopts on the job training method where the
employees are placed in a machine inside the factory. The employees learn by
personal observation and practice under the guidance of the production manger.

57

PERFORMANCE APPRAISAL
A periodic performance evaluation is done by the Company to evaluate the
employees performance in various areas like leadership, quality awareness,
intelligence etc. For performance evaluation the company uses a graphic rating scale
which specifies several numerical scaled used to represent a job related performances
criteria and personality traits of each employee given to the rater. The rater gives a
score to specific qualities related to each employee in the firm. Those employees
whose performance is not found satisfactory are given necessary training to improve
their performance.
COMPENSATION
Adequate and reasonable compensation is paid in or before the seventh
working day of the next month. Workers are paid according to their grade the
company follows piece rate system. Workers below the standard level are 80% of the
fixed salary. Workers above standard are given the salary along with allowances.
INCENTIVES
The workers are considered to be the back bone of any industry. If the
workers are dissatisfied with the pay then the work relationship of employees get
disturbed. It is necessary that the company should look in to employees need and
provide incentives to meet those needs. Some of the incentives provided are:
1. Provident fund
This is one of the allowances given to the employees for their security in
future. The provident fund ratio is fixed at 24% of gross salary; out of which 12% is
taken from employees and the rest 12% will be paid by the company.
2. Employee State Insurance (ESI)
Dennis Morton provides ESI facility to its employees. The employees enjoy an
ESI of 6.5% of their gross salary out of which the company will pay 4.75%. Through
the ESI scheme, the workers can have free medical check up from ESI hospitals. ESI
facility is not applicable to employees having gross salary more than Rs7500.

58

3. Sickness Benefit
Incase of accidents inside the factory the workers are given incentives for their
healthy contribution to the company.
4. Increment
Increment shall depend on efficiency, conduct and satisfactory performance of
individual duties. It will also consider the date of completion of one year service for
confirmed workmen and payment will be made effective from the first of the month in
which he completes one year.
5. Transportation
The workers are provided with the transportation facility for their safe and intime reach of the company. The company possesses for vans for this purpose.
6. Bonus
Bonus is an allowance addition to what is usual, current or stipulated. A sum
given or paid beyond what is legally required to be paid to the employees. Bonus is
paid to all workers in the company irrespective of their individual efficiency and
performance on the job. Employees are provided with 8.33 bonuses from the fixed
salary. They are also given festive bonus during special occasions like Onam, Eid,
Christmas ,etc
LEAVES AND HOLIDAYS
The workers are eligible for leave as per the Factory Act. Sunday is a holiday
for workers. A worker who avail leave on medical grounds and if it exceeds three
days, then they should provide medical certificates.
The holidays for the workers of the company shall be governed by provision
for Industrial Establishment Holiday Act. Management has the right to declare any
other day paid or unpaid holiday without any notice.
STRUCTURE OF HUMAN RESOURCE DEPARTMENT

59

MANAGING DIRECTOR

PERSONNEL MANAGER

Personnel training officer

Appraiser

Clerk

DATA ANALYSIS AND INTERPRETATION

60

Workers

TABLE 1
Gender wise distribution of Respondents

Gender

No. of respondents

Percentage

Male

15

75

Female

25

Total

20

100

Male
Female

INTERPRETATION
Most of the employees are male. 75% of the respondents are male and remaining
25% are female.
TABLE 2

61

AGE WISE DISTRIBUTION OF EMPLOYEES

Age

No. of respondents

Percentage

Below 30

25

30-40

10

50

40-50

15

Above 50

10

Total

20

100

60
50
40
30
20
10
0
Below 30

30-40

40-50

Above 50

INTERPRETATION
The study shows that the ages of 50% of the respondents are between 30-40 years,
25% of the respondents are below 30 years, 15% of the employees are between 40-50
years and remaining 10% of them are above 50 years.
TABLE 3

62

EDUCATIONAL QUALIFICATION OF EMPLOYEES

Educational

No. of respondents

Percentage

SSLC

25

Plus two

10

Graduation

45

Post graduation

20

Other

Total

20

100

Qualification

45
40
35
30
25
20
15
10
5
0
SSLC

Plus two

Graduation Post graduation

Other

INTERPRETATION
Most of the employees working in the organization are degree holders.
TABLE 4

63

WORK EXPERIENCE OF EMPLOYEES

Years Working

No. of respondents

Percentage

0-3

15

3-5

30

5-7

30

More than 7

25

Total

20

100

30
25
20
15
10
5
0
0-3

3-5

5-7

More than 7

INTERPRETATION
Most of the employees working in the organization are experienced more than 3
years.
TABLE 5
EMPLOYEES OPINION REGARDING THE ORGANISATION

64

Responses

No. of respondents

Percentage

Excellent

13

65

Good

25

Average

10

Poor

Total

20

100

Poor

Average

Good

Excellent

10

20

30

40

50

60

70

INTERPRETATION
65% of the employees opine that the organization is excellent. 25% says that it is
good, while 10% feels that the organization is average.
TABLE 6

65

DESIGNATION ACCORDING TO EMPLOYEES QUALIFICATION AND

SKILLS THEY POSSESS

Responses

No. of responses

Percentage

Strongly Agree

10

50

Agree

25

Neutral

15

Disagree

10

Strongly disagree

Total

20

100

50
45
40
35
30
25
20
15
10
5
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
75% of the workers are confident that the employees designation is purely based on
the educational qualification and skills they posses. However, 10% believe that it is
based on some other factor and the remaining 15% neither disagrees nor agrees to any
of this.
TABLE 7
EMPLOYEES OPINION REGARDING THEIR SALARY

66

Responses

No. of responses

Percentage

Highly satisfied

35

Satisfied

30

Neutral

30

Dissatisfied

Strongly disatisfied

Total

20

100

CHART -7

40
35
30
25
20
15
10
Percentage

5
0

INTERPRETATION
65% employees agrees that company provides satisfactory salary according to the
work while 30% are in neutral and remaining 5% showed clear dissatisfaction on their
remuneration.
TABLE 8
EMPLOYEES OPINION REGARDING PROMOTIONAL POLICIES

67

Responses

No. of responses

Percentage

Strongly Agree

20

Agree

35

Neutral

25

Disagree

20

Strongly disagree

Total

20

100

CHART 8

35
30
25
20
15
10
5
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
55% of the employees agree that promotional policies of the organization are
satisfactory whereas 25% are in neutral and the remaining 20% disagrees to this.
TABLE 9
EMPLOYEES OPINION REGARDING INFRASTRUCTURAL FACILITIES
WITHIN THE ORGANISATION

68

Responses

No. of responses

Percentage

Strongly Agree

10

50

Agree

40

Neutral

Disagree

Strongly disagree

Total

20

100

50
45
40
35
30
25
20
15
10
5
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
50% of the employees are highly satisfied, and 40% are moderately satisfied with the
infrastructural facilities within the organization. However 5% of employees showed
dissatisfaction about it.
TABLE 10
EMPLOYER EMPLOYEE RELATIONSHIP

69

Responses

No. of respondents

Percentage

Excellent

30

Good

11

55

Poor

15

Very Poor

Total

20

100

Very Poor

Poor

Good

Excellent

10

20

30

40

50

INTERPRETATION
About 30% of employees say that there is an excellent relationship between the
superior and subordinates in the organization and 55% are of opinion that there is
good relation between them. Only 15% feels poor about this relation.
TABLE 11
OPINION TOWARDS EMPLOYEES WORKING HOURS

70

60

Responses

No. of responses

Percentage

Strongly Agree

12

60

Agree

30

Neutral

Disagree

10

Strongly disagree

Total

20

100

60
50
40
30
20
10
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
Majority of the employees are satisfied with the working hours of the organization,
90% falls to this category. 10% showed dissatisfaction with the working hours of the
organization.
TABLE 12
OPINION REGARDING THE APPRECIATION AND REWARDS

Responses

No. of responses

71

Percentage

Strongly Agree

35

Agree

25

Neutral

30

Disagree

10

Strongly disagree

Total

20

100

35
30
25
20
15
10
5
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
35% strongly agree and 25% agree that employees get appreciation and reward if
the desired work or target accomplished. Only a very few disagrees to this.

TABLE 13
EMPLOYEE GRIEVANCE IN THE ORGANISATION

72

Responses

No. of respondents

Percentage

Wages and salary

15

Working condition

14

70

Promotion

15

Total

20

100

70
60
50
40
30
20
10
0
Wages and salary

Working condition

Promotion

INTERPRETATION
The study shows that 70% of the respondents have the opinion that the grievance is
caused due to problems in working condition, 15% of them have the opinion that
problems arises from promotional and rest 15% say that grievance arises from matters
concerning from wage and salary.
TABLE 14
EMPLOYEE SATISFACTION WITH THE GRIEVANCE REDRESSES
SYSTEM

73

Responses

No. of respondents

Percentage

Highly satisfied

20

Satisfied

13

65

Not satisfied

15

Total

20

100

70
60
50
40
30
20
10
0
Highly satisfied

Satisfied

Not satisfied

INTERPRETATION
The study shows that 20% of the respondents are highly satisfied with the grievance
redresses system on the organization and 65% of them are satisfied with the grievance
redresses system and 15% of the employees are not satisfied.
TABLE 15
LEVEL OF JOB SECURITY FEELINGS

Responses

No. of respondents

74

Percentage

Highly secured

30

Secured

14

70

Not secured

Total

20

100

Not secured

Secured

Highly secured

10

20

30

40

50

60

70

INTERPRETATION
About 70% of the employees have the opinion that there is job security in the job,
30% of the employees say that there is high job security and no one feels unsecured
with the job.
TABLE - 17
OPINION REGARDING THE AUTHORITY GIVEN TO EMPLOYEES TO
PERFORM THEIR DUTIES

75

Responses

No. of responses

Percentage

Strongly Agree

12

60

Agree

30

Neutral

10

Disagree

Strongly disagree

Total

20

100

60
50
40
30
20
10
0
Strongly Agree

Agree

Neutral

Disagree Strongly disagree

INTERPRETATION
About 90% of the employees agree that employees in the organization have necessary
authority to perform their duties effectively.
TABLE 19
OVERALL SATISFACTION AS EMPLOYEE OF THE ORGANISATION

Responses

No. of respondents

76

Percentage

Highly satisfied

25

Satisfied

14

70

Not satisfied

Total

20

100

80
70
60
50
40
30
20
10
0
Highly satisfied

Satisfied

Not satisfied

INTERPRETATION
The study shows that 70% of the employees are satisfied with the overall functioning
of the organization. About 25% of them are highly satisfied and 5% of the employees
are not satisfied.

FINDINGS
Compared to the number of female employees the best part of the employees
working in the organization is male.

77

 Most of the employees working in GSons Apparels belong to the age group of
30-40 and they have the work experience with more than 3 years.
A great portion of employees working in GSONS Aparels is graduate.
The employees are highly satisfied their salaries.
Majority of the employees think that the organization follows better
promotional policies.
Employees in this organization are highly satisfied towards the infrastructural
facilities within the organization.
A good percentage of employees believe that there is an ideal relationship
between employers and employees.
A major part of employees have problems or grievances regarding their
working condition.
Majority of the employees are highly satisfied with the working hour of the
organization.
Employees are satisfied with the appreciation and reward they get after
accomplishing the desired work or target.
Most of the employees believe that their job is secured.

78

SUGGESTIONS
As the participation of women employees is low, the organization must provide better
opportunities for increasing the participation of women employees.
Majority of the employees are experienced more than 3 years. It reduces the
opportunity' of fresh hands. So the organization should consider recruiting of new
employees.
Salaries paid must be made adequate in relation to the work performed by the
employees.
Majority of the respondents are moderately satisfied with most of the infrastructure
facilities therefore the organization can improve those facilities which will help to
increase overall productivity.
The conditions of work place can be improved so that it induces a spirit of selfrealization and consciousness in the mind of the employees.
More performance appraisal can be done so that it increases the level of job
satisfaction.

CONCLUSION
The study was conducted in GSons Apparels, Kannur. From the study it has been
understood that some of workers are satisfied with some factors like wages offered, other
incentives provided etc. The company needs to improve ion various other factors that include
introduction of a grievance cell in order to settle the disputes among employees, to provide
promotional opportunities ,rest room facility etc in order to ensure that there is satisfaction
among the employees related to the welfare schemes offered.

BIBLIOGRAPHY

BOOKS REFERRED:

K. Ashwathppa -

Human Resource and personal management.

P. Subba Rao

Essentials of Human Resources and Industrial Relations.

S. P. Gupta

Statistical Methods.

WEBSITES
www.dennismorton.com
www.textiles.India.co.in
www.Apparels world.com

QUESTIONNAIRE
PERSONAL DATA
NAME:
GENDER:

MALE

AGE:

Yrs.

EDUCATIONAL QUALIFICATION:
GRADUATION

FEMALE

SSLC

PLUS TWO

POST GRADUATION

OTHER
From how many years you have been working with this organization?
0-3

3-5

5-7

More than 7 years

QUESTIONNAIRE
1. Your opinion regarding the organization?

Excellent

Good

Average

Poor

2. Your work is according to your qualification and skills.

Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

3. Company provides satisfactory Salary according to the work.

Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

4. Promotional policies of the organization are satisfactory.

Strongly agree
5.

Agree

Infrastructural

Strongly agree

Agree

Neutral

Disagree

facilitieswithin
Neutral

the

Disagree

StronglyDisagree
Company

is

satisfactory.

StronglyDisagree

6. What do you feel about employer employee relationship?

ExcellentGood

Poor Very poor

7.Working hours of the organization is satisfactory.

Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

9. Do you have any grievance in your work?

Wages and SalaryWorking conditionPromotion
10. Are you satisfied with the grievances redresses system of your organization?
Highly SatisfiedSatisfied

Not satisfied

11. What do you feel about the job security provided by the organization?
Highly secured

Secured

Not secured

13. Employees in the organization have necessary authority to perform their duties
effectively.
Strongly agree
15.

Rate

your

Highly Satisfied

Agree
Overall
Satisfied

Neutral

Disagree

Satisfaction

as

an

StronglyDisagree

employee

Not satisfied

of

the

organization.