”A STUDY ON JOB SATISFACTION IN RANE ENGINE VALVE LTD ,

CHENNAI”

Submitted By
Mr. R. GANESH KUMAR
(Reg. No. 11809631022)
Of
Department of Management Studies

VEL TECH MULTI TECH Dr. RANGARAJAN Dr. SAKUNTHALA ENGINEERING

COLLEGE
(ACCREDITED BY NBA & ISO 9001:2000 CERTIFIED INSTITUTION)
(Approved by AICTE, New Delhi & Affiliated to ANNA UNIVERSITY)
Avadi, Chennai-600 062

A PROJECT REPORT
Submitted To

Faculty of Management Studies

In Partial Fulfilment of the Requirement for the Award of the Degree of

MASTER OF BUSINESS ADMINISTRATION

IN
HUMAN RESOURCE

ANNA UNIVERSITY, CHENNAI – 25

1
 NOVEMBER - 2010

VEL TECH MULTITECH DR.RANGARAJAN DR.SAKUNTHALA

ENGINEERING COLLEGE
(ACCREDITED BY NBA & ISO 9001:2000CERTIFIED INSTITUTION)
(Approved by AICTE, New Delhi & Affiliated to ANNA UNIVERSITY)
Avadi, Chennai-600 062

_____________________________________________________________________________
Date: ...../…../…2010

BONAFIDE CERTIFICATE

Certified that the project report titled “JOB SATISFACTION” has been conducted in
“RANE ENGINE VALVE LTD, CHENNAI” is a bonafide project work of
Mr. R.GANESH KUMAR, (Reg. No. 11809631022) who carried out research under my
supervision certified further, that to the best of my knowledge the work reported here in does not
form part of any other project report or dissertation on the basis of which a degree or award was
conferred on an earlier occasion on this or any other candidate.

PRINCIPAL HEAD OF THE DEPARTMENT

ASSESSED BY

EXAMINER

2
 ACKNOWLEDGEMENT

First of all I take this opportunity to express my gratitude to our Chairman

Prof,Dr.R.Rangarajan, B.E (Elect), B.E (Mech), and M.S (Auto) Ph.D, and to the principal
Dr.Siddhappa Naidu, M.E., Ph.D, of VEL TECH MULTI TECH DR.RANGARAJAN
DR.SAKUNTHALA ENGINEERING COLLEGE, AVADI.

I would like to extend my sincere thanks to HOD & My Internal Guide Mrs Sasikala ,
and all my faculties.

I express my sincere gratitude from the depth of my heart to my respectful HR

Mr. SEETHA LAKSHMI.P from Rane Engine Valve Ltd, Chennai.

I am grateful to My Family Members for the constant love, encouragement and financial
support throughout my studies.

(Mr R.GANESH KUMAR)

3
 ABSTRACT

The study entitled “A STUDY ON JOB SATISFACTION IN RANE ENGINE

VALVE LTD., CHENNAI”. This study mainly concentrates on the employee job satisfaction in

the organization.

One of the most studied and discussed issues in the field of human resource management

is job satisfaction or the degree to which workers in various occupations or work roles find the

conditions of their employment their compensation opportunities for advancement and

workplace environment to be sufficiently satisfying. Although variations in national cultures tend

to predominate as explanations for the belief that universal approaches to management do not

exist, there is some evidence that workers in all cultures countries and geographic regions share

The sample size is 100 for the project. The study is done by the data collection using

structured questionnaire.

4
 TABLE OF CONTENTS
CHAPTER
CONTENTS PAGE NO
NO
INTRODUCTION
1.1 Outline of the project
1.2 Company Profile
1 1.3 Product Profile
1.4 Objective of the study
1.5 Scope of the Study
1.6 Need of the Study
LITERATURE SURVEY
2
2.1 Review of Literature
METHODOLOGIES
3.1 Research Design
3.2 Research Instrument
3 3.3 Assumptions, Constrains and Limitations
3.4 Proposed Sampling Methods
3.5 Data Processing
3.6 Tools for Analysis
DATA ANALYSIS AND INTERPRETATION
4.1 Proposed Analysis and Interpretation Methodologies

4 and Inferences
4.2 Percentage Analysis
4.3 Statistical Tools
4.3.1 Chi-square
CONCLUSION
5.1 Summary of Findings
5.2 Suggestions & Recommendations
5
5.3 Limitations of the study
5.4 Conclusion
APPENDIX
(i) Questionnaire A1
(ii) Bibliography A2

5
 LIST OF TABLES
TABLE PAGE
TABLE TITLES
NO NO

4.2.1 Age of respondents 29

4.2.2 Gender of respondents 30

4.2.3 Job suits for education qualification 31

4.2.4 Face any stress in your job 32

4.2.5 Company provide flexible working hours 33

4.2.6 Company clearly communicates the goal 34

4.2.7 Satisfy with your pay package 35

4.2.8 Reason for joining in this organization 36

4.2.9 Superior sub-ordinate relationship 37

4.2.10 How do u view this job 38

4.2.11 Potential of respondents utilized 39

4.2.12 Opinion of respondents towards job importance in the organization 40

4.2.13 Rank the following attributes of job satisfaction 41

4.2.14 Factors influencing respondents of performance level 42

4.2.15 In training program improve both job satisfaction and self development 43

6
 LIST OF CHARTS

CHART PAGE
CHART TITLES
NO NO

4.2.1 Age of respondents 29

4.2.2 Gender of respondents 30

4.2.3 Job suits for education qualification 31

4.2.4 Face any stress in your job 32

4.2.5 Company provide flexible working hours 33

4.2.6 Company clearly communicates the goal 34

4.2.7 Satisfy with your pay package 35

4.2.8 Reason for joining in this organization 36

4.2.9 Superior sub-ordinate relationship 37

4.2.10 How do u view this job 38

4.2.11 Potential of respondents utilized 39

Opinion of respondents towards job importance in the

4.2.12 40
organization

4.2.13 Rank the following attributes of job satisfaction 41

4.2.14 Factors influencing respondents of performance level 42

In training program improve both job satisfaction and self

4.2.15 43
development

7
 CHAPTER- 1
INTRODUCTION

8
 INTRODUCTION

Our Environment which is existing today is highly mechanized due to various significant
technological changes. It is deemed as a precious one new concept are emerging now a days and
the importance of human resources increase over the years many theories relating to the
development of human resources created the demand for the supply of efficient manpower.
Many organizations today go in for the right person to choose and to make him as a part of
organizations. Recent trends had evoked the need as well as their satisfaction the employees
motivation increases there by the internal environment of the company is assured of real growth
for the purpose many legislation have been charted in order to safe guard and also to provide
various benefits to them. So it is a duty if organization to provide all these measure towards
employees satisfaction level.
No Industry can be rendered efficient so long as the basic fact remain unorganized that it is
principality human. It is job of a mass of machines and technical processes but a body of men. It
not a complex of humanity.
Job satisfaction has been linked with a large number of organizational outcome variables
such as absenteeism, turnover, an accidents mental and physical health, motivational level,
productivity and general life satisfaction. Since job satisfaction is viewed as the summation of
the employee’s feelings in different areas on and off the job, in a narrow sense, these feelings are
related to various aspects of management, personal adjustment and social relation areas.
Job satisfaction is one of the most important factors which have down attention of managers
in the organization as well as academicians. Various studies have been concluded to find out the
factors which determine job satisfaction and the way it influence productivity in the
organization. Though there is no conclusive evidence that job satisfaction affects productivity
directly because productivity depends on so many variable, if is still a prime concern for
managers.
Human resources should be utilized in a proper and positive way to the utmost extend.
Various investigations show that when a man is satisfied with his work then the company can
generate profit by greater output, fewer quits and many other tangible and intangible benefits.
They also reveal that a person is satisfied with his job he is likely to be profiled by high moral in
his general living and community and be profiled on the score of individual and industrial well –
being. The performances of employees are affected by various factors. One among those factors
is “JOB SATISFACTION”.
9
1.1 COMPANY PROFILE

Incorporated as a public limited company on March 9, 1972 under the companies Act, 1956
as “Techcons limited “ under the provision of the companies Act, 1956. In terms of the
scheme of demerger, merger and Amalgamation for transfer of the manufacturing
undertaking of erstwhile Rane Engine Valves Limited, as approved by the Honble High
court of judicature at Madras, the name of the company was changed to Rane Engine Valve
Private Limited w.e.f. February 6, 2008.

The shareholder of the company had earlier approved the transfer of the entire undertaking
with effect from April 1, 2006 on a going concern basis to Rane holdings Limited at their
extraordinary general meeting held on march 31 , 2006. The transfer was consequent to the
restructuring exercise undertaken by Rane Group at its first phase during the year 2004-2005.
The company during September 2007 amended its objects and capital clauses is its
memorandum of Association to facilitate carrying on of manufacturing of inlet and exhaust
valves , valve guides and valve tappet for 1.c. engines.
Pursuant to the order of high court, on December 20, 2007 the company took over the
manufacturing undertaking of REVL with effect from April 1, 2007 (appointed date). The
principles business of the company is manufacture of inlet and exhaust valves, valve guides and
valve tappets for I.C engines.

In terms of the scheme of demerger, merger and amalgamation, the name of the company
was changed from “Techcons Limited” to “Rane Engine Valve Private Limited “with effect
From February 6, 2008.

10
Main objects of the company:
The main objects of the company as set out in the memorandum of association are as
follows.
• To establish and carry on business as manufactures of automotive ancillary
products, tools, machine tools and machine tool ancillaries.
• To carry on all kinds of engineering work, including electrical, mechanical,
structural and general engineering, to act as structural and general fabricators and metal
workers and metal finishers.
• To undertake all kinds of metal finishing such as grinding machining , welding riveting ,
forging , bolting, soldering, brazing, metal providing metal spraying , electroforming ,
electroplating, not and electrogalvanising, oxidizing ,anodizing , lacofuering finishing
and polishing , enamellings , thermoplastic coating, metallizing, and engraving.
• To establish and work heat treatment shops, smithy and press shops, forging shops, tool
rooms, drop stamping works, to manufacture and deal in transmission line materials.
• To act as consultants and advisers for all kinds engineering work carried on by the
company.
• To carry on business as tool makers, mill wrights, machinists, to manufacture deal in and
assemble various kinds of tools, small tools, machine tools, machine tools accessories
and spare parts, implement dies, patterns, jigs fixtures, designs, moulds and punches.
• To carry on the business of manufacturers of and dealers in engine valves, all automobile
components, machinery spares (partly or fully finished) for all types of engines, whether
stationary, automobile, marine, aircraft, locomotives or others, spare parts for all types of
machines, automobiles including tools and accessories for all types of moveable or
stationary engines of machines, accessories and fittings for motor vehicles, railways,
aeroplanes, hydroplanes, ships, motor cycles, scooters, bicycles and carriages and all
articles and things used in or capable of being used in connection with the manufacture,
maintenance and working of any of the foregoing.

11
 Changes to Memorandum of the company:

DATE PARTICULARS

Amendment to Objects Clause to enable the company to carry on the business of

31.01.1995 training and development in technical, managerial, marketing, engineering, quality
and such other fields.

Amendment to Objects Clause to enable the company to carry on the business

24.09.2007
of manufacturing and marketing of engine valves, guides and tappets.

Information on collaborators including providing marketing assistance:

REVL has obtained process and product technology for the products detailed below from
different collaborators.
TRW Automatic U.S. LLC, USA
• Product – valves
• Place of registration – state of Delaware, USA
• General information regarding such person relevant to the issues- technical
collaborator.

Bosch Automotive systems corporation, Japan.

• Product- Actuators for clutches
• Place of registration – Tokyo , Japan
• General information regarding such persons relevant to the issues- technical –
collaborator
12
Milestones / major events
Certain key events in the history of manufacturing undertaking of east while rane engine
valves limited now forms part of the milestones of revel. They are as follows:
1. One of the leading manufactures of valves train components in India.
2. Has a multi location plant.
3. First indigenous supplier of valves to maruti udyog Limited.
4. The current product range also includes other valve train components, guides and
tappets.
5. Applications span from portable generator to large engines for power generation and
marine use.
6. REVL is one of the earliest exporters of auto components from India. Importing countries
include Australia, UK, Germany, Italy, Iran, USA, Middle East and the Far East. REVL‘s
overseas one customers include reputed engine and tractor manufactures.
7. Winner of national award for quality instituted by automotive components manufactures
associations of India (ACMA) for the year 1992-93
8. Winner of the “Best Vendor Award” in the machined components category from India’s
leading car manufacturer – maruti Suzuki for four years 1992-93, 1995-96, 1996-97, and
1998-99.
9. Winner of ACMA certificate of merit for excellence in exports for 1997-98.
10. Consistent excellent / outstanding vendor rating by major customers in India and abroad.
11. “Ship to use” status granted by many OEMs.
12. Certified “star export house “status by government of India in recognitions of excellence
in exports.
13. A Qs 9000 certified company.
14. ISO 14001 certification obtained in November 2001.
15. TS, 16949 certification obtained in July 2004.

13
 16. Deming prize for total quality management from union of Japanese scientists and
engineers won during November 2005

Plant 3 milestones:
• Starting of plants – April 92

• Commissioning of gun drilling- April 93

• Cellular lay out – July 95

• ISO 9000 certification – Feb 98

• Threaded guides manufacturing – July 98

• Exports cruised from 20k to 70k – Aug 98

• Qs 9000 certification – mar 00

• Valve Tappet manufacturing – April 01

• ISO 14000 certification – Sep 01

• Slope opening for Tappets – Mar 03

• ISO 16949 certification – Feb 98

• Deming Award won – Oct 05

Quality milestones
• ISO 9002 – 1998
• QS 9000 _ 2000
• ISO 1400 1- 2001
• ISO / TS 16949: 2002 -2004
• Direct on line supplier – HEROHONDA -2004

14
 • Deming Award (TQM) – 2005
• OPPM Award from Honda – 2005

Quality certifications:
o Certified for ISO 9000 in Feb 1998

o Certified for Qs 9000 in mar 2000

o Certified for ISO 14001 in Sep 01

o Certified for ISO /TS 16949; 2002 in May 04

o Deming Award won in OCT 05

Business strategy:
a) Business strategy:
The company’s strategy for growth is through increase of volumes to OEMs both
domestic and exports.
b) Future Prospects:
The company has been exporting valves to developed countries from 1963 and as
mentioned above, REVL expects to have a good export potential in the years to come.
The company has been servicing domestic OEM’s for decades and is expected to in
continue in the years to come.
c) Capacity and capacity utilization:

Valves

Productio
Past three years Installed capacity % Capacity Utilization (Qty in ‘000s
n

Proposed F2007-08 39,450 30,980 78.53%

FY2006-07 35,020 31,364 89.56%

15
FY2005-06 32,000 27,937 87.30%
FY004-05 28,000 26,048 93.03%

Guides

Past three years Installed capacity Production % capacity Utilization

Proposed FY 2007-08 8,120 7,972 98.18%

FY 2006 -07 6,920 5,718 82.63%

FY 2005 -06 5,750 4,958 86.23%
FY 2004-05 5,750 4,544 79.03%

16
1.2 PRODUCT PROFILE

The main product of the RANE ENGINE VALVE LTD is

• Valve Guide

• Valve Tappet

Product 1: - Valve Guide

a) Product specification (in mm)

Bore dia 4.5~ 14.0
Out dia 10.0 ~30.0
Overall length 26 ~ 140
Grey cast Iron material

b) Manufacturing capability;
Semi-Finished
Finished
Super Finished bore Threaded
Plain bore Shouldered Guide Surface coated.

Product 2:- Valve Tappet

Product specification (in mm):

• Outer dia 14.0 -35.0

• Overall length 45 – 100

• Wall thickness 1.5 min

17
 • Chilled cast iron

Manufacturing capability:

• Heat treated

• Surface coated

• Nirtiding (salt bath)

18
1.3 OBJECTIVES OF THE STUDY

Primary objective:

to find out the level of job satisfaction among the workers in the

organization.

Secondary objective:

 to understand the problems faced by employees and analyze

the working condition.

 to understand the relationship with supervisors and co-

workers.

 to find the employee satisfaction level in the organization.

19
1.4 SCOPE OF THE STUDY

The study relates the job satisfaction among the workers of

“Rane Engine Valve Private Limited” only. Who are serving at various location. The

study also analysis the various aspects which lead to job satisfaction. An attempt is

also made also made to highlight job satisfaction among workers.

If involvement gets improved in the organization their

effectiveness automatically will improve. To know about the individuals perception

in the organization.

Satisfaction begin with communication between employees,

sharing of ideas, organization specifying job responsibility, decision made along

with employees, good infrastructure, good annual increment, good payment and

benefits, through that the satisfaction level gets calculated.

20
1.5 NEED OF THE STUDY

Job satisfaction of a worker is an important aspects, which helps to achieve

target. The management should provide the primary and secondary needs to workers

for their satisfaction towards the job.

The study conducted in our country in our country related to this aspect is

limited most of the studies have been conducted only in top level management and

lower level management and that too only on the workers job satisfaction inside the

organization.

The importance is to study and to evaluate the various factors, which leads to

the job satisfaction of sales executives. These studies also help to the management to

take remedial measures to improve the level of job satisfaction of sales executives

and to achieve goal of management.

21
 CHAPTER- 2
LITERATURE SURVEY

22
2.1 REVIEW OF LITERATURE:

In a developing country like India, the key progress is done to increase the productivity. The

country cannot progress unless the man and work have good relationship. The major part of

mans life is spent in doing work. Work is a social reality and social expectation to which men

seem to conform. It not only provides status to the individual but also binds him to society.

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

market and method. The first one is significant in the sense that it deals with uncontrollable

human emotions and sentiments.

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

maximum speed but the output can be maximized only when the employees work willingly.

Peter F. Drucker says, the sources capable of enlargement can only be human resources.

Other resource can be utilized of worse utilized, but they can never have an output greater than

the sum of outputs.

2.1.1 EMPLOYEES SATISFACTION TOWARDS THEIR JOB

"Favorableness or unfavourableness with which employees view their work it results

when there is a fit between job characteristics and wants of employees".
- Keith Davis.

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

discriminable aspects of the Job".
According to Stephen P. Robbins, "Job satisfaction has an individual's general attitude
towards his or her job".
According to C.B. Mamoria, job satisfaction is the collection of tasks and responsibilities
regularly assigned to one person while a job is a group of positions, which involves essentially
the same duties, responsibilities, skill and knowledge.

23
 Job satisfaction is defined as the difference between the amount of rewards the workers
receive and the amount they believe they should receive
- Stephen P. Robbins.

2.1.2 Relative factors involved in employees satisfaction towards their job

 Working hours

 Job security

 Responsibility given in the job

 Promotional opportunities

 Working environment.

 Relationship with colleagues.

 Relationship with supervisor.

 Workers participation in decision making

 Safety measures.

 Salary.

 Incentives.

 Canteen Facilities.

 Rest room

 Family welfare measures.

 Accident compensation

 Recognition

 Job status.

 Type of work.

24
2.1.3 SOURCES OF EMPLOYEES SATISFACTION TOWARDS THEIR JOB

Wages do play a significant role in determining job satisfaction but wages are more as

significant to white-collar workers as to blue collar workers. Pay is such an important

determinant of job satisfaction because it is instrumental in fulfilling so many needs. Moreover,

pay can serve as a symbol of achievement and a source of recognition.

THE WORK ITSELF

Along with pay content of the work itself plays a very major role in determining how

satisfied employees are with their job. The two most important aspects of the work itself that

influence job satisfaction are variety and control over work methods and work place. Work

includes interesting and challenging work, work that is not boring and a job that provide status.

PROMOTION

Promotional opportunities have a moderate impact on job satisfaction. A promotion to a

higher level in a organization typically involves positive changes in supervision. Job content

that are at the higher levels of on organization usually workers with more freedom more

challenging work assignments, and higher salary.

WORK GROUP

25
 Having friendly and co-operative co-workers is a modest source of job satisfaction to

individual employees. The work group also serves as a social support system for employees.

People often use their co-workers as a sounding board for their problems or as a source of

conflict. The work group serves as a source of support, comfort, advice and assistance to the

individual worker. Good work group makes the job enjoyable.

WORKING CONDITIONS

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

temperature, humidity, ventilation, lighting, noise and work schedules, cleanliness of the work

place and adequate tools and equipment can also affect job satisfaction.

2.1.4 IMPORTANCE OF EMPLOYEES SATISFACTION TOWARDS THEIR JOB

1. Job satisfaction has some relation with the mental health of the people.

2. It has some degree of positive correlation with physical health of an

individual.

3. It spreads good will about the organization.

4. Job satisfaction reduces absenteeism's and turnover and accidents.

5. Job satisfaction increase workers morale, productivity etc.

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

feelings of workers. Naturally, it is the satisfied workers who shows the maximum

effectiveness and efficiency in his work. Most people generalize that, workers are concerned

more about pay rather than other factors which also affects their level of satisfaction, such as

26
 canteen facilities, bonus, working condition etc of course, these factors are less significant

when compared to pay.

2.1.5 IMPORTANCE OF JOB SATISFACTION

Job satisfaction has some relation with the mental health of the people.

It spreads goodwill about the organization.

Individuals may become more loyal towards the organization.

Job satisfaction reduces absenteeism, labour turnover and accidents.

Job satisfaction increases employee’s morale, productivity, etc.

Job satisfaction creates innovative ideas among the employees.

Employees will be more satisfied if he gets what he expected, job satisfaction relates to

inner feelings of workers. Most people generalize that workers are concerned more about pay

rather than other factors which also affects their level of satisfaction, such as canteen

facilities, bonus, working conditions, etc. these conditions are less significant when compared

to pay.

27
 CHAPTER- 3
METHODOLOGIES

28
3.1 RESEARCH METHODOLOGY

RESEARCH DESIGN

The researcher design indicates the type of research methodology under taken to collect

the various information for the study. The research design selected for the research study is

Descriptive research Design..

DESCRIPTIVE RESEARCH

This is one that simply describes something such as demographic characteristics of an

individuals, groups or an events. In this study the opinion regarding causes of job satisfaction

and its effects are received from the respondents.

RESEARCH INSTRUMENT

The research instrument used for the study is Structured Questionnaire..

SAMPLING UNIT

The sampling units are the employees of Rane Engine Valve Private Limited

SAMPLE SIZE

Sample size of 100 employees is taken from the population of 1000 employees of various

divisions of rane engine

29
SOURCES OF DATA COLLECTION

Primary Data

The primary data is the new data or fresh data collected from the respondents through

structured Questionnaire which is the main source of data collection.

Secondary Data

Secondary data is the data already available and it is not new. Secondary data for the research

is collected from the company profile, Internet

STATISTICAL TOOLS AND TECHNIQUES:

Chi-square

CHI-SQUARE ANALYSIS:

The Chi – Square test, also known as non-parametric test or a distribution free test is used

when it is impossible to make any assumptions about populations or when the researcher is

unable to estimate the population’s parameters. The main advantage of using non-parametric

test is that, the researcher can analyze qualitative data. The name Chi-square is generally

denoted y the symbol (χ 2)

Formula

30
 The chi-square test is given by the formula

χ 2 = χ (Oi – Ei)2 / E

Where, Oi = Observed frequency,

Ei = Expected frequency

STEPS INVOLVED IN APPLYING CHI-SQUARE TEST:

1. Calculate the expected frequencies on the basis of given hypothesis or on the basis of null

hypothesis.

2. Obtain the difference between observed and expected frequencies and find out the squares

of such differences i.e., calculate (Oij – Eij)2.

3. Divide the quantity (Oij – Eij)2 obtained as stated above by the corresponding expected

frequency to get (Oij – Eij)2 / Eij and this should be done for all the cell frequencies.

4. Find out the summation of (Oij – Eij)2 / Eij values of what we call

[χ (Oij – Eij)2] / Eij

HYPOTHESIS:

Hypothesis is the statement about the population parameter. In other words a

hypothesis is a conclusion which is tentatively drawn on logical basis.

STATISTICAL HYPOTHESIS:

31
 Statistical hypothesis is some assumption or statement, which may or may not be

true, about a population or about the probability distribution characterizing the given

population, which we went to test on the bases of evidence from a random sampling.

TEST OF HYPOTHESIS:

Test of hypothesis are of two types

 NULL HYPOTHESIS

 ALTERNATIVE HYPOTHESIS

NULL HYPOTHESIS:

A statistical hypothesis that is set up for testing a hypothesis is known as null

hypothesis.

TYPE 1 ERROR:

It is the error of rejecting null hypothesis H0, when it is true. When a null

hypothesis is true, but the difference is significant and the null hypothesis is rejected, then a

type 1 error is made.

TYPE 2 ERROR:

32
 It is the error of rejecting null hypothesis H0, when it is false. When a null hypothesis is

false, but the difference is insignificant and the null hypothesis is accepted, then a type 2 error

is made.

LEVEL OF SIGNIFICANCE:

The level of significance is the maximum probability of making a type 1 error and it is

denoted by α. It is the fixation of level of significant. Commonly used level of significance in

practice is 5% (0.05) and 1% (0.01). This means that there is a probability of making 5 out of

100. This also means that using it is 95% confident that a correct decision has been made. It is

important to note that if no levels of significance is given then we always take a=0.05.

33
 CHAPTER- 4
DATA ANALYSIS
AND
INTERPRETATION

34
 3.1 DATA ANALYSIS AND INTERPRETATION

TABLE: 3.1.1

Age of the respondents:

S.NO Qualification No. of Respondents Percentage

1. 18-28 30 30%
2. 29-38 years 35 35%
3. 39-48 years 25 25%
4. Above 49 10 10%
Total 100 100%

Inference

30% of the respondents belong to the age group of 18-28 years, 35% of the respondents

belong to the age group of 29-38Years, 25% of the respondents belongs to the age group of 39-

48 years and 10% of the respondents belongs to the age group of above 49 years.

Chart: 3.1.1

Age of the respondents

35
 TABLE: 3.1.2

Gender of the respondents

S.NO Gender No. of Respondents Percentage

1. Male 75 75%

2. Female 25 25%

Total 100 100

Inference

From the study it is clear that only 25% of the respondents are female and 75% of the

respondents are male this becomes being a manufacturing industry. Female employees are less in

number.

Chart: 3.1.2

Gender of the respondents

36
 M
ale
Fem
ale

TABLE: 3.1.3

Job suits for educational qualification

S.NO Suits for

Qualification Percentage
job
1. Yes 70 70%
2. No 30 30%
Total 100 100

Inference

From the study it is clear that only 72% of the job suits for education qualification and 28

% of not suits education qualification become being a manufacturing Wood industry.

Chart: 3.1.3

37
38
 TABLE: 3.1.4

Face any stress in your job.

S.NO Stress in job Member of stress Percentage

1. Yes 60 60%
2. No 40 40%
Total 100 100

Inference

From the study it is clear that only 60% of the employee’s getting stress in job and 40%

of the employee’s are not getting stress in job becomes being a manufacturing Wood industry.

Chart: 3.1. 4

TABLE: 3.1.5

Company provide you flexible working hours

39
 S.NO Any Flexible working hours Member’s Percentage
1. Yes 87 87%
2. No 13 13%
Total 100 100

Inference

From the study it is clear that only 87% of the employee’s getting Flexible working

hours and 13% of the employee’s are not getting Flexible working hours becomes being a

manufacturing Wood industry.

Chart: 3.1.5

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 TABLE: 3.1.6

If Company clearly communicates the goals.

Clearly Communicates the goals & Opinion of

S.NO Percentage
strategy employee’s
1. Yes 85 85%
2. No 15 15%
Total 100 100

Inference

From the study it is clear that only 85% of the employee’s Clearly communicate the

goals and 15% of the employee’s are not Clearly communicate the goals it becomes being a

manufacturing Wood industry.

Chart: 3.1.6

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 TABLE: 3.1.7

Are you Satisfaction with your pay package..

S.NO ATTRIBUTES RESPONDENTS PERCENTAGE

1 Highly satisfied 20 20
2 Satisfied 70 70
3 Dis-satisfied 8 8
4 Highly dis- satisfied 2 2
Total 100 100

Inference

From the above table it was observed that 20% of the respondents were Highly satisfied,

70% respondents were satisfied 8% respondent were Dis-satisfied and 2% respondent was

Highly Dissatisfied respectively

Chart :3.1.7

Satisfaction level of welfare measures provided

TABLE: 3.1.8

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Respondents Reasons for Joining in this organization
S.NO Reasons Respondent Percentage

s
1. Opportunity for Growth 38 38
2. Good Remuneration 31 31
3. Job Security 20 20
4. Job Suited for Specialization 11 11
Total 100 100

Inference
The above statistical analysis shows that majority (38%) of the respondents have
responded that opportunity for Growth was the main reason for joining in this organization
followed by the next majority (31%) of the respondents have responded that good remuneration
was the main reason for joining the organization.
Chart:3.1.8

TABLE: 3.1.9

If Your Level of Satisfaction regarding Superior – Subordinate relationship…

S.NO ATTRIBUTES RESPONDENTS PERCENTAGE

43
 1 Highly satisfied 25 25
2 satisfied 65 65
3 Dis-satisfied 10 10
4 Highly dis- satisfied 0 0
Total 100 100

Inference

From the above table it was observed that 25% of the respondents were Highly

satisfied,65% respondents were satisfied, and 10% respondent was highly Dis-satisfied

respectively.

CHART: 3.1. 9

TABLE: 3.1.10

How do you view this job.

S.NO ATTRIBUTES RESPONDENTS PERCENTAGE

1 Challenging 20 20
2 Responsible 60 60
3 Motivating 15 15

44
 4 Secured 5 5
Total 100 100

Inference

From the above table it was observed that 20% of the respondents were

Challenging, 60% respondents were Responsible, 15% of the respondents were

Motivating 5% respondent Secured respectively

Chart: 3.1.10

How do you view this job

TABLE: 3.1. 11

Potential of Respondents Utilized

S.NO Potential Utilized Respondents Percentage

1. 100% 60 60
2. 90% 25 25
3. 80% 10 10
4. 70% 5 5
5. Below 70% 0 0
Total 100 100

45
Inference

It is clear from the above statistical analysis that most (60%) of the respondents have

responded that their potentials are fully and other (25%) utilized by the organization..

Chart: 3.1.11

TABLE: 3.1.12

Opinion of respondents towards Job Importance in the Organization

S.NO Job Importance Respondent Percentage

s
1. Great Extent 10 10
2. Considerable Extent 70 70
3. Some Extent 20 20
4. Not at all 0 0
Total 100 100

46
Inference

From the above statistical analysis it was inferred that most (10%) of the respondents opined
that job is important in the organization to great extent followed by (70%) of the respondents
have responded that job is important for considerable extent only.

Chart :3.1.12

TABLE: 3.1.13

“Rank the Following Attributes of Job Satisfaction..

S.NO ATTRIBUTES Rank percentage

1 Work Enviroment 3 11
2 Job Security 1 55
3 Salary 2 25
4 Superior – Subordinate 4 9
Total 100

47
Inference

From the above table it was observed that 11% of the respondents were Work

Enviroment, 55% respondents were Job Security, 25% of the respondents were Salary and 9%

respondent was Superior – Subordinate respectively.

Chart: 3.1.13

“Rank the Following Attributes of Job Satisfaction

TABLE: 3.1.14

Factors Influencing Respondents Performance Level

S.NO Influencing Respondent Percentage

factors s
1. Perks 10 10
2. Work burden 22 25
3. Peer Relationship 48 48
4. Work environment 20 20
Total 100 100

48
Inference

From the above statistical analysis it is inferred that that most (48%) of the respondents

have Peer Relationship is the most influencing factor for their performance followed by , (25%)

of the respondents have responded that Work burden is the next most influencing factor.

Chart :3.1.14

Table: 3.1.15

If training Program improve both job satisfaction and self-development….

S.NO ATTRIBUTES RESPONDENTS PERCENTAGE

1 Agree 80 80
2 Disagree 20 20
Total 100 100

49
Inference

From the above table, it is observed that 82% of the respondents was said Agree, 18%

of the respondents was said Disagree respectively.

Chart: 3.1.15

Organizations annual increment

3.2 STATISTICAL TOOLS

CHI-SQUARE ANALYSIS

 Satisfaction regarding Superior – Subordinate relationship

Vs Gender

50
 Hypothesis

Null Hypothesis- Ho – There is no significant relationship between Superior –

Subordinate in Gender..

Alternative Hypothesis- HA – There is significant relationship Superior –

Subordinate in Gender..

Satisfaction regarding Superior – Subordinate relationship

Gender HIGHLY DIS HIGHLY
SATISFIED Total
SATISFIED SATISFIED DISSATISFIED
Male 14 45 7 0 66
Female 11 20 3 0 34
Total 25 65 10 0 100

Table of Observed Frequency – O

Satisfaction regarding Superior – Subordinate relationship

Gender HIGHLY HIGHLY
SATISFIED DIS SATISFIED Total
SATISFIED DISSATISFIED
Male 14 45 7 0 66
Female 11 20 3 0 34
Total 25 65 10 0 100

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 Table of Expected Frequency – E

Expected Frequency = (Row Total x Column Total) / Grand Total

Satisfaction regarding Superior – Subordinate relationship

Gender HIGHLY HIGHLY
SATISFIED DIS SATISFIED Total
SATISFIED DISSATISFIED
Male 16.5 42.9 6.6 0 66
Female 8.5 22.1 3.4 0 34
Total 25 65 10 0 100

Estimation of Chi- Square

Observed Expected
Value Value (O-E)2
O-E (O-E)2
(O) (E) E
14 16.5 -2.5 6.25 0.735
11 8.5 2.5 6.25 0.735
45 42.9 2.1 4.41 0.102
20 22.1 -2.1 4.41 0.102
7 6.6 0.4 0.16 0.024
3 3.4 -0.4 0.16 0.024
0 0 0 0 0
0 0 0 0 0

Calculated Value = 1.722

Degree Of Freedom = (r—1) (c -1)

52
 = (4- 1) (2-1)

=3

Tabulated Chi-Square value at 5%

Significant Level = 2.36

Inference

Since the calculated value is less than the Tabulated Value therefore Null Hypothesis is

accepted. There is no significant relationship between Superior – Subordinate in Gender.

 Factors Influencing Respondence Performance Level

Vs Gender

Hypothesis

Null Hypothesis- Ho – there is no significant difference between the factors

influencing respondence performance level in Gender.

Alternative Hypothesis- HA – there is significant difference between the factors

influencing respondence performance level in Gender..

Factors influencing respondence performance level

Gender WORK PEER WORK
PERKS TOTAL
BURDEN RELATIONSHIP ENVIRONMENT
Male 6 14 28 12 60
Female 4 8 20 8 40
Total 10 22 48 20 100

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 Table of Observed Frequency – O

Factors influencing respondence performance level

Gender WORK PEER WORK
PERKS TOTAL
BURDEN RELATIONSHIP ENVIRONMENT
Male 6 14 28 12 60
Female 4 8 20 8 40
Total 10 22 48 20 100

Table of Expected Frequency – E

Expected Frequency = (Row Total x Column Total) / Grand Total

Factors influencing respondence performance level

Gender WORK PEER WORK
PERKS TOTAL
BURDEN RELATIONSHIP ENVIRONMENT
Male 6 13.2 28.8 12 60
Female 4 8.8 19.2 8 40
Total 10 22 48 20 100

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 Estimation of Chi- Square

Observed Expected
Value Value (O-E)2
O-E (O-E)2
(O) (E) E
6 6 0 0 0
4 4 0 0 0
14 13.2 0.8 0.64 0.048
8 8.8 -0.8 0.64 0.073
28 28.8 -0.8 0.64 0.022
20 19.2 0.8 0.64 0.033
12 12 0 0 0
8 8 0 0 0

Calculated Value = 0.176

Degree Of Freedom = (r—1) (c -1)

= (4- 1) (2-1)

=3

Tabulated Chi-Square value at 5%

Significant Level = 2.36

Inference

Since the calculated value is less than the Tabulated Value therefore Null Hypothesis is

accepted. There is no significant difference between the factor influencing respondence

performance level in Gender.

4.1 FINDINGS
55
• It is inferred from the study, 77% of the sample belong >30 yrs of Age, 20 % are between
30-40 yrs of Age 3% are between 40-50 yrs of Age.
• It is inferred from the study, 73% of the sample belong to the salary of Rs. 4000- 6000,
18 % are between Rs. 6001-8000 ,26.7% are between Rs.8001-10000 remaining 6.6% are
above Rs.10000.
• It is inferred from the study 57% of the sample belongs to > 5 yrs of experience, 41%
have 6-10 yrs of experience, 2% have 11 – 25% of experience.
• It is inferred from the study 22% of the sample suggested very good for working
environment, 49% respondents said good, 27 % respondents said average and 2 % said
poor.
• It is inferred from the study 30% of the sample highly satisfied with welfare measures
provided, 50% of the samples are satisfied, 12 % are neutral, 7% are Dis-satisfied, and 1
% is highly Dis-satisfied.
• It is inferred from the study 12% of the sample are highly satisfied on job security, 40%
of the sample are satisfied, 38 % are neutral, 8% are Dis-satisfied, and 2% are highly Dis-
satisfied.
• It is inferred from the study 15% of the sample are strongly agree on cordial relationship
maintained with the supervisor , 46% of the sample are agreed, 31 % are neutral,8% are
Dis-agreed.
• It is inferred from the study 33% of the sample Highly satisfied about the relationship and
co-operation among the co-workers, 43% of the sample are satisfied, 23 % are neutral,
and 1 % are Highly Dis-satisfied.
• It is inferred from the study,11% of the sample are strongly agree for opinion taken
while decision making, 36% of the sample are agreed, 37 % are neutral, 11% are Dis-
agreed and 5% are strongly Disagreed.
• It is inferred from the study 73% sample said Yes for annual increment provided fairly
from the Organisation, 27% said No for it.
• It is inferred from the study 7% of the sample are strongly agree for skills and abilities
utilized by the Organisation, 32% of the sample are agreed, 51 % are neutral, 4% are Dis-
agreed and 6% are strongly Disagreed.

4.2 SUGGESTIONS

56
  Cleanliness should be maintained properly so that they can able to work without any

health problems.

 Employees decision should be taken while decision making so that they can able to

come out with their views and ideas from this they can able to maintain cordial

relationship with the supervisor.

 Employees should be treated without Discrimination and equal importance should be

given to all the employees and to their job.

 Management should be open with the decision making so that fear of job security will be

minimized.

2.4 LIMITATIONS OF THE STUDY

57
  The findings of the study are applicable only to the employees working in Rane Engine

Valve Private Limited

 Time is the constraint for the research. Hence only 100 employees are taken as

respondents for the survey from the finite population.. Their opinion on job stress may

sometimes may not reflect the opinion of entire population

 The sample size is 100 and their opinions cannot be generalized for the entire universe.

 The study is conducted considering the prevailing conditions that are subjected to change

in future

4.3 CONCLUSION

58
 Are any organization growth is the basic need for development of quality resources.
Most of employees are satisfied when they are working with personal goals. To complete
with the competitors the organization need to develop new techniques and procedures to
improve the quality standards.

Most of the employees are satisfy according the quality standards to share feelings
and emotions. In Sharon ply wood factory Employees are most satisfied with their company
paid compensation.

QUESTIONNAIRE

59
A STUDY ON JOB SATISFACTION OF THE EMPLOYEES IN RANE ENGINE VALVE LTD

1. Age : 18 to 28 Years 29 to 38 Years

39 to 48 49 Years and Above

2. Gender : Male Female

3. Do you feel that your job suits your educational qualification?

(a)YES (b) NO

4. Do you face any stress in your job?

(a) YES (b) NO

5. Does the company provide you flexible working hours?

(a)YES (b) NO

6. Whether the company clearly communicates its goals and strategies to you?

(a)YES (b) NO

7. Are you satisfied with your pay package?

(a) HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

8. Reasons for Joining in this organization

(a) OPPORTUNITY FOR GROWTH (b) GOOD REMUNERATION

(c) JOB SECURITY (d) JOB SUITED FOR SPECIALIZATION

9. What is your level of satisfaction regarding superior – subordinate relationship?

(a)HIGHLY SATISFIED (b) SATISFIED

(c) DISSATISFIED (d) HIGHLY DISSATISFIED

10. How do you view this job?

(a) CHALLENGING (b) RESPONSIBLE

(c) MOTIVATING (d) SECURED

60
 11. In your view how much your potential is used by the organization

(a) 100% (b) 90%

(c) 80% (d) BELOW 80%

12. How much is your job important in this organization.

(a) GREATER EXTENT (b) CONSIDERABLE EXTENT

(c) SOME EXTENT (d) NOT AT ALL

13. “Rank the following attributes of job satisfaction”

NATUE ATTRIBUTES RANK

•WORK ENVIRONMENT
•JOB SECURITY
•SALARY
•SUPERIOR- SUBORDINATE RELATIONSHIP

14. Which of the following affect your Performance Level?

(a) PAY (b) WORK BURDERN

(c) PEER RELATIONSHIP (d) WORK ENVIRONMENT

15. If training program improve both job satisfaction and self development?

(a)AGREE (b) DISAGREE

BIBLIOGRAPHY

Donald R Cooper & Pamela s scheduler – Business research method, TATA Mc

Grew hill, New Delhi 1999 edition

C.R kithara – Research methodology, new age international private ltd, publishers

61
Stephen .p. Robbins – organizational behavior, seventh education TATA Mc Grew
hill. New Delhi

P N ARORA E.S ARORA – Statistics for management, RAM NAGAR, New –

Delhi 2003 Edition
Journals:
The Acadian journal of management research -2008

Website:

http://www.rane.co.in/
http://www.ranegroup.com/

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