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CHAPTER I
1.1 TEXTILE INDUSTRY
New innovations in clothing production, manufacture and design came during the
Industrial Revolution - these new wheels, looms, and spinning processes changed clothing
manufacture forever. There were various stages - from a historical perspective - where the
textile industry evolved from being a domestic small-scale industry, to the status of
supremacy it currently holds. The cottage stage was the first stage in its history where
textiles were produced on a domestic basis. A variety of processes and innovations were
implemented for the purpose of making clothing during this time. These processes were
dependent on the material being used, but there were three basic steps commonly employed
in making clothing. These steps included preparing material fibers for the purpose of
spinning, knitting and weaving.
During the Industrial Revolution, new machines such as spinning wheels and
handlooms came into the picture. Making clothing material quickly became an organized
industry - as compared to the domesticated activity it had been associated with before. Today,
modern techniques, electronics and innovation have led to a competitive, low-priced textile
industry offering almost any type of cloth or design a person could desire.
India Textile Industry is one of the leading textile industries in the world. The opening
up of economy gave the much-needed thrust to the Indian textile industry, which has now
successfully become one of the largest in the world. India textile industry largely depends
upon the textile manufacturing and export. It also plays a major role in the economy of the
country. India earns about 27% of its total foreign exchange through textile exports. Further,
the textile industry of India also contributes nearly 14% of the total industrial production of
the country. It also contributes around 3% to the GDP of the country.
India textile industry is also the largest in the country in terms of employment
generation. It not only generates jobs in its own industry, but also opens up scopes for the
other ancillary sectors. India textile industry currently generates employment to more than 35
million people. It is also estimated that, the industry will generate 12 million new jobs by the
year 2010. India textile industry is one of the leading in the world. Currently it is estimated to
be around US$ 52 billion and is also projected to be around US$ 115 billion by the year
2012. The current domestic market of textile in India is expected to be increased to US$ 60
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billion by 2012 from the current US$ 34.6 billion. The share of exports is also expected to
increase from 4% to 7% within 2012.
Various Categories
Textile Industry is unique in the terms that 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. Textile industry in India has 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. Indian textile industry is
constituted of the following segments:
Readymade Garments, Cotton Textiles including Handlooms,
Man-made Textiles,
Silk Textiles,
Woolen Textiles,
Handicrafts,
Jute and Coir
Strengths of Indian textile Industry
India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibres like polyester,
silk, viscose etc.
India is rich in highly trained manpower. The country has a huge advantage due to
lower wage rates. Because of low labor rates the manufacturing cost in textile
automatically comes down to very reasonable rates.
India is highly competitive in spinning sector and has presence in almost all processes
of the value chain.
Indian garment industry is very diverse in size, manufacturing facility, type of apparel
produced, quantity and quality of output, cost, requirement for fabric etc. It comprises
suppliers of ready-made garments for both, domestic or export markets.
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Vast textile production capacity, large pool of skilled and cheap work force,
Entrepreneurial skills, efficient multi-fiber raw material manufacturing capacity
Large domestic market, enormous export potential, very low import content, flexible
textile manufacturing systems.
Weaknesses of Indian textile Industry
Indian textile industry is highly fragmented in industry structure, and is led by small
scale companies. The reservation of production for very small companies that was
imposed with the intention to help out small scale companies across the country, led
substantial fragmentation that distorted the competitiveness of industry. Smaller
companies do not have the fiscal resources to enhance technology or invest in the
high-end engineering of processes. Hence they lose in productivity.
Indian labour laws are relatively unfavorable to the trades and there is an urgent need
for labour reforms in India.
India seriously lacks in trade pact memberships, which leads to restricted access to
the other major markets.
Increased global competition in the post 2005 trade regime under WTO.
Use of outdated manufacturing technology, poor supply chain management.
1.2 ABOUT THE COMPANY
Sri Jayajothi & Co. Limited is located at No.70, Alagai Nagar, Rajapalayam, a fast
developing textile centre of South India which is about 90 km from Madurai of Tamil Nadu,
India. The Mill was started in 1946, with a modest capacity of 6000 Spindles. The present
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Management, Sri Jayajothi & Co. took over the Mills in 1969 since then; the Mill has
undergone a steady growth. It is part of the Sri Jayavilas - Ramalinga Group, based in
Aruppukottai, Tamil Nadu. A multi-faceted industrial conglomerate, Sri Jayavilas Group is
active in Textiles, and Transport sectors. Now the company is successfully lead by
Mr.T.R.Kannan as a Director of the Company.
Sri Jayajothi & Co. Limited, a prominent Spinning Unit from Southern India, is a
Company having a capacity around 80,000 Nos. Ring Spindles, 26 Combers, around 2500
TFO Spindles, 15,000 Ring Doubling Spindles and 1880 Rotors. Well Equipped with
TRUTZSCHLER Blow Room with TRUTZSCHLER DK 740 and DK 780 Cards and
Lakshmi - Rieter (LR) Blow Room with LC 100 Cards, Lakshmi RSB 851, Draw Frames,
Rieter RSB D30 Draw Frames, LR E7/4 Combers, 8 Nos. SCHLAFHORST AUTO
CONERS, Two-For-One Twisters and modern testing equipments such as Uster Tester-3,
Premier HFT 9000 and Uster AFIS.
The plant and machinery is top notch and the latest technology is employed to
produce very high quality of yarn. To maintain quality that meets international standards they
have made major investments in technology that is the very latest in the field. In fact the Mill
showcases the latest advancements made in the world of spinning.
The group has set up various organizations over the last five decades such as Spinning
Mills with capacity of 8,00,000 Spindles, Weaving units, a Roller Flour Mill, a wide public
Transport net work with 75 passenger buses, a cargo movement solution with a fleet of 200
Trucks and Wind energy farms with a capacity of 40 MW. All these organizations have seen
tremendous growth in the last few years and in the current year the groups turn over will
cross Rs.1500 Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of
services to the Customers and user Public.
Sri Jayajothi & Co. Ltd is a flagship organization of this prestigious group with itscore activity involving spinning of yarn. Sri Jayajothi & Co. Ltd., along with its exclusive
Open End Division and Sister concern namely Jayalakshmi Textiles has a capacity of
150,000 Spindles and 3200 Rotors. Its Weaving Division has 230 power looms and 15 Air jet
Looms. The Company's production capacity is 40 tons of yarns per day with an annual
turnover of Rs.185 Crores.
Our Mission
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Our mission is to contribute to building the future to social and capital infrastructure
development by providing all kinds of Cement that are environmentally efficient, enhance
our competitive position and bring value to our customers, shareholders and employees
through creation of an environment of empowerment with respect for company's values.
Our Objectives
Value - We are committed to creating sustainable value for our Customers, Employees,
Share holders and the Community.
Quality - becoming the supplier of choice by means of our high quality and in time
delivery.
Safety - by providing a safe and healthy working place
Corporate Governance - emphasizing complete transparency in order to protect the
interests of our business partners
Environment - by respecting the environment and caring for our communities
Innovation - through leading edge technology in processes & products and understanding
the evolution of the future needs
Change - We will strive to anticipate the changing business environment to assess new
opportunities for growth.
Quality Policy
Sree Jayajothi & Co Ltd., are committed to manufacture and market all varieties of
Yarn, maintaining BIS & International standards in processing so as to satisfy the customers
continuously through consistent quality products, in time delivery and effective after sales
services.
Manufacturers and Exporters of World Class Quality
Cotton Fibre
Grey / Processed yarn
Synthetic & Melange yarn
Open End yarn
Grey / Processed Fabrics & made ups
Multi Count / Multi twist yarn
Man and Machine
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The Company is supported by 3000 devoted employees who are directly rendering
their quality services by rigorous updated training methods like Japanese 5S and Quality
Circle to achieve Total Productive Maintenance and Total Quality Management. The
company is lead under the guidance of Mr.T.R.Kannan. The company is equipped with world
class machines supplied from Truitzchler, LMW, Rieter, Schlaforst and Savio. The company
is also equipped with a fully fledged Computerised Laboratory from Useter and Premier for
analyzing the quality of Cotton and Yarn to give premium quality products to its valued
customers.
Clean Energy
Keeping apart conventional electrical energy, the company has succeeded in
producing over 60 million units of clean pollution free energy from its own Wind Electric
Generators which almost fulfils about 85% of the Mills electricity requirement.
Product Range
100% Cotton yarn, Polyester cotton blended & 100% polyester spun yarn.
Combed and Karded yarns, Open End Yarns, warp and hosiery yarns, count range Ne
2s to 120s.
Grey fabric width 36" to 120".
Gauze cloth, Hospital dressing, Healthcare products.
Terry Towel, shop Towel and specified industrial fabrics.
Exports are being made to USA, Canada, Belgium, Spain, Far East, Italy, Turkey,
Israel, Bangladesh, Switcher land, Korea and Sri Lanka.
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Social activities
The company directors have always believed that the society they live is to provide
the very best for man and in turn should work for the welfare and betterment of the society.
The company has adopted a village named "Enam Reddiapatti" and has provided some basic
amenities like Roads, a water tank; a fence for School etc., The Company conducts regular
training to the local people on 5S methods to maintain the environment. It has introduced a
system to segregate and recycle its waste. It also conducts regular health awareness programs
and eye camps to the village. The companys directors have formed a trust in the name
"Sathu T.Ramasamy Naicker Avadayammal Trust" and have established a school in the name
"Sri Ramana Vidyalaya" to offer high quality education to all needy public. The Company
has also developed a community hall for the social welfare of the public. The group has set
up various organizations over the last five decades such as Spinning Mills with capacity of
8,00,000 (Eight Lakh) Spindles, Weaving units, a Roller Flour Mill, a wide public Transport
net work with 75 passenger buses, a cargo movement solution with a fleet of 200 Trucks and
Wind energy farms with a capacity of 40 MW. All these organizations have seen tremendous
growth in the last few years and in the current year the groups turn over will cross Rs.1500
Crores. The name "JAYAVILAS' always spells "Punctuality and Quality" of services to the
Customers and user Public
HR AUTOMATION
In todays demanding environment, an organizations HR department needs to recruit,
manage, appraise, train and motivate its people. Understanding the complexity of such
processes, SRI JAYAJOTHI CO & LTD has developed solutions aimed at automating HR
processes and practices.
1. Recruitment Management System (RMS)
RMS is a customized workflow automation system for handling high volumes of resumes. It
allows end-to-end processing of a requirement starting from Client Information, Client
Requirements, Short-listing, Validating, Presenting, Interview Co-ordination and UpdatingOffer/Joining Status.
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2. Human Resource Management System (HRMS)
The company has a comprehensive Human Resources Management System (HRMS) that
aims to automate all HR processes and practices. HRMS is a web based Human Resource
Management System that enables the HR Department to capture, track, modify and report allinformation relating to an employee during his/her life spanning the organization.
3. Attendance and Leave Management
The Attendance and Leave Management System has been developed as a comprehensive tool
to effectively manage and maintain the leave records of employees in an organization. This
web-enabled system allows employees (only for top and middle level management) from
different locations to log in to the system to apply for leave and obtain leave
approvals/sanctions.
4. Employee Self Service (Upcoming Process)
The company will upload the salary reports of the employees on their website. Each
employee in the organization will be provided with a unique username and password to
secure the website. Each employee can view their salary details and take printed copies of
individual reports. The HR/Finance Manager will be given the administrator rights to view
the master salary reports pertaining to all employees.
HR STRATEGY AT SRI JAYAJOTHUI CO & LTD
In the present environment, companies are increasingly looking at professional consulting
advice to understand the most effective way to design an organization. The HR Strategy and
Systems practice looks at Organization Structures, Manpower Assessment, and HR Systems.
Based on the belief that the organization structure, systems, shared values, strategy, staff and
skills must be internally consistent; Teleflo looks at designing an organization that is best
able to meet its objectives.
A key element of Organizational Design for the comapny is the Organizational Unit
Analysis. This looks at the key roles that must be performed for the organizational unit to be
successful. From these are drawn the roles, skills, systems, structure that are best suited .The
stronger the internal consistency between these elements the more successful that
organizational unit will be.
The key areas of consulting within this practice have been:
HR Audit
Organization structuring/restructuring
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Manpower planning and Rightsizing
Roles and responsibilities mapping
Competency mapping
Design and conduct assessment /Development Center
Performance management systems design with implementation assistance
Compensation structuring/re-structuring
Design of variable pay plan/performance linked pay
Compensation and benefits bench marking survey
Employee exit diagnostics
CONTACT INFORMATION
Contact: Mr. PALANISAMY MUTHUKRISHNAN
Company: SRI JAYAJOTHI & CO. LTD.,
Address:70, ALAGAI NAGAR, RAJAPALAYAM - 626 117,
INDIA
Zip Code: 626 117
Phone: 00 91 4563 235321
Fax: 00 91 4563 235 270
Website Address: http://www.jayajothi.com
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1.3 ABOUT THE STUDY
Job satisfaction describes how content an individual is with his or her job. The
happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation or aptitude, although it is clearly linked. Job design aims to
enhance job satisfaction and performance, methods includejob rotation,job enlargement,job
enrichment and job re-engineering. Other influences on satisfaction include the management
style and culture, employee involvement, empowerment and autonomous work position. Job
satisfaction is a very important attribute which is frequently measured by organizations. The
most common way of measurement is the use of rating scales where employees report their
reactions to their jobs.
Employee Satisfaction is a prerequisite for the customer satisfaction. Enhancedemployee satisfaction leads to higher level of employee retention. A stable and committed
workforce ensures successful knowledge transfer, sharing, and creation a key to continuous
improvement, innovation, and knowledge-based total customer satisfaction. Job satisfaction
is a very important attribute which is frequently measured by organizations. The most
common way of measurement is the use of rating scales where employees report their
reactions to their jobs. Questions are related to rate of pay, work responsibilities, variety of
tasks, promotional opportunities the work itself and co-workers.
http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/w/index.php?title=Job_re-engineering&action=edit&redlink=1http://en.wikipedia.org/wiki/Individualhttp://en.wikipedia.org/wiki/Motivationhttp://en.wikipedia.org/wiki/Aptitudehttp://en.wikipedia.org/wiki/Job_designhttp://en.wikipedia.org/wiki/Job_rotationhttp://en.wikipedia.org/wiki/Job_enlargementhttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/wiki/Job_enrichmenthttp://en.wikipedia.org/w/index.php?title=Job_re-engineering&action=edit&redlink=1 -
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Definition:
Job satisfaction is in regard to one's feelings or state-of-mind regarding the nature of
their work. Job satisfaction can be influenced by a variety of factors, like the quality of one'srelationship with their supervisor, the quality of the physical environment in which they work
and degree of fulfillment in their work.
Job satisfaction refers to an individuals general attitude toward his or her job. A
person with high level of job satisfaction holds positive attitude toward his job while a person
who dissatisfaction with his job holds negative attitude towards his job. The extent to which a
person's hopes, desires, and expectations about the employment he is engaged in are fulfilled.
Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of ones job; an affective reaction to ones job; and an attitude towards ones
job. Job satisfaction is an attitude that researchers should clearly distinguish the objects of
cognitive evaluation which are affect (emotion), beliefs and behaviors. This shows the
attitudes towards the jobs by taking into account of feelings, beliefs, and behaviors.
Job satisfaction not only covers the satisfaction derived from the job by labourers but
their surroundings. A sound human ensures management based on norms of social welfare
contribute sub statically to better employee relations, high productivities and consequently
better predictabilities it an organization.
FACTORS INFLUENCING JOB SATISFACTION
SUPERVISION
To a worker, Supervision is equally a strong contributor to the job satisfaction as well
as to the job dissatisfaction. The feelings of workers towards his supervisors are usually
similar to his feeling towards the company. The role of supervisor is a focal point for attitude
formation. Bad supervision results in absenteeism and labor turnover. Good supervision
results in higher production and good industrial relations.
CO-WORKERS
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Various studies had traced this factor as a factor of intermediate importance. Ones
associates with others had frequently been motivated as a factor in job satisfaction. Certainly,
this seems reasonable because people like to be near their friends. The workers derive
satisfaction when the co-workers are helpful, friendly and co-operative.
PAY
Studies also show that most of the workers felt satisfied when they are paid more
adequately to the work performed by them. The relative important of pay would probably
changing factor in job satisfaction or dissatisfaction.
WORKING CONDITION
The result of various studies shows that working condition is an important factor.
Good working atmosphere and pleasant surroundings help increasing the production of
industry. Working conditions are more important to women workers than men workers.
CREATING JOB SATISFACTION
Organizations can help to create job satisfaction by putting systems in place that will ensure
that workers are challenged and then rewarded for being successful. Organizations that aspire
to creating a work environment that enhances job satisfaction need to incorporate the
following:
Flexible work arrangements, possibly including telecommuting
Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the worker opportunities
to "put his or her signature" on the finished product
Opportunities to use one's talents and to be creative
Opportunities to take responsibility and direct one's own work
A stable, secure work environment that includes job security/continuity
An environment in which workers are supported by an accessible supervisor who
provides timely feedback as well as congenial team members
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunities for promotion
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Apart from the factors mentioned above, job satisfaction is also influenced by the employee's
personal characteristics, the manager's personal characteristics and management style, and the
nature of the work itself. Managers who want to maintain a high level of job satisfaction in
the work force must try to understand the needs of each member of the work force.
1.4 SCOPE
Job satisfaction describes how content an individual is with his or her job. The
happier people are within their job, the more satisfied they are said to be. Job satisfaction is a
product of the events and conditions that people experience on their jobs.
Scope for the researcher
The study would help the researcher to identify the factors that influence importance
of job satisfaction.
It also gives the researcher an idea about the development of employees regarding
their improvement in performance due to high satisfaction.
Scope for the respondents
The respondents know whether they are satisfied with the job provided by theorganization and take measure to better engage themselves to the company.
Scope for the organization
This study will help the organization to identify the perception of employees
regarding their job.
It also enables the company to develop strategies to overcome the grey areas based on
the result of the study.
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The company will be able to identify whether the employees are satisfied or not.
1.5 OBJECTIVES
1. To Study and Measure the satisfaction levels of employees on various factors and give
suggestions for improving the same in Sri Jayajothi Company, Rajapalayam.
2. To find out whether pay and promotion of employees have an effect on Job Factors.
3. To study about the incentives and various welfare schemes announced for the employees
by the company and to analyze how it affects the performance and satisfaction of employees.
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1.6 LIMITATION
1. Some of the respondents were not correctly responding to some of the questions because of
fear of their high level manager.
2. Also the study did not take into account the factors which hinder an employee satisfaction
to the organization.
3. The sample size chosen was restricted to 100 employees. So the findings of the study
cannot be generalized.
4. The employees may not been able to give undivided attention in answering the
questionnaire as they were met during working hours.
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CHAPTER - II
REVIEW OF LITERATURE
This study attempts to evaluate job satisfaction in Sri Jayajothi Company,
Rajapalayam. It focuses on the relative importance of job satisfaction factors and theirimpacts on the overall job satisfaction of officers. It also investigates the impacts of
education, work experience, age and sex differences etc. on the attitudes toward job
Satisfaction.
Every person will have his or her own definition of what it means to be satisfied with a job.
Studies show that employees who are satisfied with their jobs are more productive, creative
and be more likely to be retained by the company (Eskildsen & Dahlgaard 2000; Kim
2000; Kirby 2000; Lee 2000; Money 2000; Wagner 20001).
Hammer,; Marini, Denton 20003 in their research say that, Employees that are satisfied and
happy in with their jobs are more dedicated to doing a good job and taking care of customers
that sustain the operation. Job satisfaction is something that working peopleseek.
Research has shown that there may be many environmental features that can be created andmaintained to give employees job satisfaction. Pay and benefits, communication (Brewer
2000; Employee 2000; Money 2000; Wagner 2000), motivation, justice (Kirby 2000;
Tristram 2000) and leisure time (Rabbit 2000; Wilson 2000) all seem to play a part as to
whether employees are satisfied with their jobs, according to studies.
According to Marc Drizin, an employee loyalty specialist, Employees are assets with feet.
Theyre the only resource companies have that make a conscious decision to return the next
day (Modic, 2005).
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A 2003 J.D. Power and Associates survey concluded that there is another customer builders
need to focus on satisfying besides the obvious customers. Builders need to focus on the
rank-and-file managers and employees who work for them (Kash, 2003).
The effects employee satisfaction has on an organizations business are numerous.
Some of the most relevant and profitable effects are described below:
Studies show that businesses that excel in employee satisfaction issues reduce turnover by
50% from the norm, increase customer satisfaction to an average of 95%, lower labour cost
by 12% and lift pre-tax margins by an average of 4% (Carpitella, 2003).
References:
1. Locke, 1976 cited in Brief, A. P., & Weiss, H. M. (2001). Organizational behavior:
affect in the workplace. Annual Review of Psychology, 53, 279-307, p. 282
2. Cranny, Smith & Stone, 1992 cited in Weiss, H. M. (2002). Deconstructing job
satisfaction: separating evaluations, beliefs and affective experiences. Human
Resource Management Review, 12, 173-194, p.174
3. Brief, 1998 cited in Weiss, H. M. (2002). Deconstructing job satisfaction: separating
evaluations, beliefs and affective experiences. Human Resource Management
Review, 12, 173-194, p. 174
4. Weiss, H. M. (2002). Deconstructing job satisfaction: separating evaluations, beliefsand affective experiences. Human Resource Management Review, 12, 173-194
5. Cited in Thesis: An Investigation of Employee Satisfaction and Employee
Empowerment specific to on-site supervisors in Residential Construction Industry by
David Lars Halvorsen(Brigham Young University) in 2005
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6. J. R. Hackman, G. R. Oldham (1976). "Motivation through design of
work". Organizational behaviour and human performance16: 250279. doi :
10.1016/0030-5073(76)90016-7.
7. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work:
Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.
8. Fried, Y., & Ferris, G. R. (1987). The validity of the Job Characteristics Model: A
review and meta-analysis. Personnel Psychology, 40(2), 287-322.
CHAPTER - III
RESEARCH METHODOLOGY
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The methodology followed for conducting the study includes the specification of
research design, sample design, questionnaire design, data collection and statistical tools used
for analyzing the collected data.
RESEARCH DESIGN
The study conducted was descriptive research design, where it is concerned with
describing individuals characteristics with existing samples.
NATURE OF DATA
The study was based both on the primary and secondary data.
SOURCES OF DATA
PRIMARY DATA: The employees were the prime source of information at whom
the actual study was targeted.
SECONDRY DATA: The study also made use of certain details that have already
been collected and analyzed by others.
SAMPLING DESIGN
POPULATION OF THE STUDY
The study has been conducted among the employees at Sri Jayajothi Co & Ltd,
Rajapalayam.
SAMPLE SIZE
The size refers to the number of items or the units to be selected from the population
or the universe to constitute a sample. For the present study, sample size includes 60
executives at Teleflo Strainers and Pressure Vessels.
PERIOD OF THE STUDY
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The study is being done for a period of 45 days. That is, from 15-05-2010 to 31-06-2010.
SAMPLING TECHNIQUE
The sampling technique used for the study is non-probability i.e.) convenience
sampling. Convenience sampling involves the sample being drawn from that part of the
population that is close to hand. That is, a sample population selected because it is readily
available and convenient. This type of sampling is most useful for pilot testing.
RESEARCH INSTRUMENT AND CONTACT METHOD
The employees were met during working hours in Sri Jayajothi Co & Ltd. The
research instrument used is the questionnaire, which is well structured. All the dimensions of
Job Satisfaction, which are relevant to the study, are included in the questionnaire.
QUESTIONNAIRE DESIGN
Questionnaire was designed in consultation with the experts of SRI JAYAJOTHI
Company in such a manner that it would facilitate the respondents to reveal maximum
information.
TOOLS FOR ANALYSIS
The data collected through questionnaire has been analyzed through Percentage
analysis and Mean Score Value test. The analyzed data are then interpreted using Microsoft
Excel. Findings, Suggestions and Conclusions are there by drawn out of it. The collected data
were analyzed by using following techniques:
Percentage analysis
Mean Score Value
PERCENTAGE ANALYSIS
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Percentage analysis helps to develop frequency distribution for different factors.
The formula is:
No. Of Respondents
Percentage analysis = ______________________ * 100
Total No. Of Respondents
MEAN SCORE VALUE
1- Strongly Agree
2- Agree
3- Neither Agree nor Disagree
4- Disagree
5- Strongly Disagree
CHAPTER - IV
ANALYSIS AND INTERPRETATION
DEMOGRAPHIC FACTOR
Gender
Gender helps to know the majority of people working in that organization and implicates the
dominance power.
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TABLE NO. 1
Gender status
Gender Frequency Percent
Male 60 60
Female 40 40
Total 100 100
The respondents have 60% of employees were men in majority and remaining 40% of
employees were women. Hence there is no dominance power the employee can feel from
men or women.
Chart no: 1Gender status
Marital Status
Marital status implicates the number of employees who are married and who are
unmarried in the organization.
Table No: 2
Marital Status
Marital Status Frequency Percent
Married 41 41
Unmarried 59 59
Total 100 100
From the table it is clear that nearly 60% of employees were unmarried and 40% of
employees were married. The number of women in married factor is comparatively less
compared to men. Among 40% of employee was married and in which women where more in
number when compared to men.
Chart no: 2
Marital status
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Experience
Experience comprises knowledge of or skill gained through involvement in or exposure and
improves his level of confidence in his work life. They become a valuable asset to the
organization in their accomplishment.
Table No: 3
Experience
Experience Frequency Percent
Less than 1yr 18 18
1-2 yrs 36 36
2-3yrs 26 26
3-4yrs 10 10
Above 4yrs 20 10
Total 100 100
More than 62% of employees have more than 1-3years of experience. There are 205 of
employee who have more than 4 years of experience as many employee jumps from
organization to organization.
CHART NO.3
Experience
Working hours are convenient for me
The employees need a convenient working hours as to engage and work effective in their
workplace.
Table No: 4
Working hours are convenient for me
Frequency Percent
strongly agree 24 24
Agree 32 32
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neither agree nor disagree 18 18
Disagree 16 16
strongly disagree 10 10
Total 100 100
From the table it is clearly evident that 34% of the respondents strongly agree that working
hours are convenient from them and 32% agree with that and 18% neither agree nor disagree
and 13% disagree with the working hours and 3% are strongly against working hours
Chart no. 4
Working hours are convenient for me
Table No: 5
I'm happy with my work place
Frequency Percent
Strongly agree 30 30
Agree 39 39
neither agree nor disagree 18 18
Disagree 8 8
strongly disagree 5 5
Total 100 100
From the table it is clear that 30% respondents strongly agree and 39% respondents agree that
they are happy with their work place only 13% disagreed and 18% have no idea towards their
work place.
Chart No: 5
Im happy with my work place
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Table No: 6
The lighting and other arrangements in the office are satisfactory
Frequency Percent
strongly agree 7 7
Agree 9 9
neither agree nor disagree 25 25
Disagree 37 37
strongly disagree 22 22
Total 100 100
From the table it is quite clear that the lighting and other arrangements are not satisfied, 37%
of the respondents disagreed with the question and another 22% strongly disagreed, 9%
agreed with the question and 25% have no idea towards this question.
Chart No: 6
The lighting and other arrangements in the office are satisfactory
Table no: 7
I feel I have too much work to do
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Frequency Percent
strongly agree 27 27
Agree 19 19
neither agree nor disagree 25 25
Disagree 17 17
strongly disagree 12 12
Total 100 100
From the table it is quite clear that the work load is not high, 27% of the respondents strongly
agreed with the question I feel I have too much work and another 19% agreed, 17% admitsthey have too much work and 25% have no idea towards this question.
Chart No: 7
I feel I have too much work to do
Table No: 8
Im satisfied with the safety measures provided by my company
Frequency Percent
strongly agree 15 15
Agree 39 39
neither agree nor disagree 25 25
Disagree 13 13
strongly disagree 8 8
Total 100 100
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From the table it is evident that the respondents are satisfied with their safety measures as
39% agree and 15% strongly agree. Only 13% disagree and 8% strongly disagree, 25%
neither agree nor disagree.
Chart No: 8
Im satisfied with the safety measures provided by my company
Table No: 9
My relationship with my supervisor is Cordial
Frequency Percent
strongly agree 28 28
Agree 31 31neither agree nor disagree 24 24
Disagree 11 11
strongly disagree 6 6
Total 100 100
From the table it is evident that the relationship with my supervisor is Cordial by the
organizations are good as 28 and 31% of the respondents agree with that and only 11& 6%disagreed and 24% neither agreed nor disagreed.
Chart No: 9
My relationship with my supervisor is Cordial
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Table No: 10
My supervisor is not partial
Frequency Percent
strongly agree 30 30
Agree 41 41
neither agree nor disagree 16 16
Disagree 6 6
strongly disagree 7 7
Total 100 100
From the table it is clear that supervisor is not partial because 30% of respondents strongly
agreed to it and 41% agreed to it and only 13% disagreed and 16% of respondents have
neither agreed nor disagreed.
Chart No: 10
My supervisor is not partial
Table No: 11
My supervisor considers my ideas too while making decision
Frequency Percent
Strongly agree 18 18
Agree 30 30
neither agree nor disagree 15 15
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Disagree 19 19
strongly disagree 18 18
Total 100 100
From the table it is evident that the supervisors considers employees ideas as 18% were
strongly agreed and 30% agreed to the question but 19% disagreed and 18% strongly
disagreed this level is quite high compared to other questions.
Chart No: 11
My supervisor considers my ideas too while making decision
Table No: 12
Im satisfied with the support from my co-workers
Frequency Percent
strongly agree 26 26
Agree 43 43
neither agree nor disagree 26 26
Disagree 2 2
strongly disagree 3 3
Total 100 100
From the table it is clear that 26% and 32% of the respondents agrees and only 5% disagreed
and 26% neither agreed nor disagreed.
Chart No: 12
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Im satisfied with the support from my co-workers
Table No: 13
People here have concern for one another and tend to help one another
Frequency Percent
strongly agree 21 21
Agree 47 47
neither agree nor disagree 16 16
Disagree 9 9
strongly disagree 7 7
Total 100 100
From the table it is clear that relation is People have concern for one another and tend to help
one another is quite good as nearly 68% of the respondents agree that they are satisfied with
support from co-workers and only 15% disagreed and 16% have no answer to this.
Chart No: 13
People here have concern for one another and tend to help one another
Table No: 14Im satisfied with the refreshment facilities
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Frequency Percent
strongly agree 16 16
Agree 21 21
neither agree nor disagree 29 29
Disagree 19 19
strongly disagree 15 15
Total 100 100
From the table it is clear that employees are with the refreshment facilities as 16% strongly
agreed and 21% agreed and only 19% disagreed and 29% neither agreed nor disagreed.
Chart No: 14
Im satisfied with the refreshment facilities
Table No: 15
We are provided with the rest and lunch room and they are good
Frequency Percent
strongly agree 9 9
Agree 20 20
neither agree nor disagree 30 30
Disagree 26 26
strongly disagree 15 15
Total 100 100
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From the table it is clear that the rest and lunch room offered by the company as 26% of
respondents disagreed and 15% strongly disagreed and 30% neither agreed nor disagreed and
only 20 agree.
Chart No: 15
We are provided with the rest and lunch room and they are good
Table No: 16
The parking facilities provided for our vehicles are satisfactory
Frequency Percent
strongly agree 5 20.8
Agree 19 79.2
neither agree nor disagree 0 0
Disagree 0 0
strongly disagree 0 0
Total 100 100
From the table it is quite evident that 20.8% strongly agreed and 79.2% of the respondents
agreed with the parking facilities provided for vehicles.
Chart No: 16
The parking facilities provided for our vehicles are satisfactory
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Table No: 17
I fell I'm paid a fair amount for the work I do
Frequency Percent
strongly agree 15 15
Agree 39 39
neither agree nor disagree 25 25
Disagree 13 13
strongly disagree 8 8
Total 100 100
From the table it is evident that the respondents are satisfied as 39% agree and 15% strongly
agree. Only 13% disagree and 8% strongly disagree, 25% neither agree nor disagree.
Chart No: 17
I fell I'm paid a fair amount for the work I do
Table No: 18
I'm satisfied with the chances for my promotion
Frequency Percent
strongly agree 27 27
Agree 43 43
neither agree nor disagree 13 13
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Disagree 9 9
strongly disagree 8 8
Total 100 100
From the table it is quite clear that employees are satisfied with their chances for promotion
as 43% agree and 27% strongly agree. Only 9% disagree and 8% strongly disagree, 13%
neither agree nor disagree.
Chart No: 18
I'm satisfied with the chances for my promotion
Table No: 19
The salaries we receive are good as other organizations offer pay to their employees
Frequency Percent
strongly agree 27 27
Agree 37 37
neither agree nor disagree 26 26
Disagree 6 6
strongly disagree 4 4
Total 100 100
From the table it is quite clear that the salary in this organization is at par to the industry as
37% agree and 27% strongly agree. Only 6% disagree and 4% strongly disagree, 26% neither
agree nor disagree.
Chart No: 19
The salaries we receive are good as other organizations offer pay to their employees
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Table No: 20
I'm satisfied with the allowances provided by the organization
Frequency Percent
strongly agree 19 19
Agree 42 42
neither agree nor disagree 21 21
Disagree 11 11
strongly disagree 7 7
Total 100 100
From the table it is clear that the employees are satisfied with the allowances and other
benefits provided by the organization as 42% agree and 19% strongly agree. Only 11%disagree and 7% strongly disagree, 21% neither agree nor disagree.
Chart No: 20
I'm satisfied with the allowances provided by the organization
Table No: 21
I feel my boss motivate me to achieve the organizational goals
Frequency Percent
strongly agree 11 11
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Agree 33 33
neither agree nor disagree 25 25
Disagree 22 22
strongly disagree 9 9
Total 100 100
From the table it is evident that employees boss are motivating to achieve organizational
goals as 33% agree and 11% strongly agree. 22% disagree this is quite high compared to
other factors and 9% strongly disagree and 25% neither agree nor disagree.
Chart No: 21
I feel my boss motivate me to achieve the organizational goals
Table No: 22
I feel that recognize, reward and promote based on my performance
Frequency Percent
strongly agree 18 18
Agree 44 44
neither agree nor disagree 18 18
Disagree 13 13
strongly disagree 7 7
Total 100 100
From the table it is evident that employees are recognized, rewarded and promoted based on
performance as 44% agree and 18% strongly agree. Only 7% strongly disagree and 7%
disagree, 18% neither agree nor disagree.
Chart No: 22
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I feel that recognize, reward and promote based on my performance
Table No: 23
My supervisor motivates me to increase my efficiency at times when Im not productive
Frequency Percent
Strongly agree 30 30
Agree 39 39
neither agree nor
disagree
18 18
Disagree 8 8
strongly disagree 5 5
Total 100 100
From the table it is clear that 30% respondents strongly agree and 39% respondents agree,
13% disagreed and 18% have no idea.
Chart No: 23
My supervisor motivates me to increase my efficiency at times when Im not productive
Table No: 24
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Communication seem good within this Organization
Frequency Percent
Strongly agree 20 20
Agree 31 31
neither agree nor
disagree
28 28
Disagree 13 13
strongly disagree 8 8
Total 100 100
From the table it is clear that 20% respondents strongly agree and 31% respondents agree that
the Communication is good within the Organization 13% disagreed and 28% have no idea.
Chart No: 24
Communication seem good within this Organization
Table No: 25
Work assignments are explained clearly to me
Frequency Percent
Strongly agree 25 25
Agree 39 39
neither agree nor
disagree
18 18
Disagree 11 11
strongly disagree 7 7
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Total 100 100
From the table it is clear that 25% respondents strongly agree and 39% respondents agree that
their work assignments are explained clearly to me 11% disagreed and 18% have no idea.
Chart No: 25
Work assignments are explained clearly to me
Table No: 26
In the last three months, my superior has talked to me about my progress.
Frequency Percent
Strongly agree 21 21
Agree 41 41
neither agree nor
disagree
18 18
Disagree 14 14
strongly disagree 6 6
Total 100 100
From the table it is clear that 21% respondents strongly agree and 42% respondents agree that
in last three months, superior has talked to me about my progress, 14% disagreed and 18%
have no idea.
Chart No: 26
In the last three months, my superior has talked to me about my progress.
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Table No: 27
I generally feel that I am involved in decision making
Frequency Percent
Strongly agree 30 30
Agree 39 39
neither agree nor
disagree
18 18
Disagree 11 11
strongly disagree 2 2
Total 100 100
From the table it is clear that 30% respondents strongly agree and 39% respondents agree that
they generally feel that they are involved in decision making and only 11% disagreed.
Chart No: 27
I generally feel that I am involved in decision making
Table No: 28
I generally feel that I am involved in Board level participation, Ownership
participation, Job enlargement and enrichment, Suggestion schemes.
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Frequency Percent
Strongly agree 29 29
Agree 40 40neither agree nor
disagree
13 13
Disagree 8 8
strongly disagree 10 10
Total 100 100
From the table it is clear that 29% respondents strongly agree and 40% respondents agree that
they are generally feel that they are involved and 13% only disagreed.
Chart No: 28
I generally feel that I am involved in Board level participation, Ownership
participation, Job enlargement and enrichment, Suggestion schemes.
Table No: 29
Participation makes me more responsible
Frequency Percent
Strongly agree 28 28
Agree 39 39
neither agree nor
disagree
8 8
Disagree 10 10
strongly disagree 15 15
Total 100 100
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From the table it is clear that 30% respondents strongly agree and 39% respondents agree that
Participation makes me more responsible, 13% only disagreed.
Chart No: 29
Participation makes me more responsible
Table No: 30
I have access to and sharing of management level information.
Frequency Percent
Strongly agree 32 32
Agree 37 37
neither agree nor
disagree
5 5
Disagree 11 11
strongly disagree 15 15
Total 100 100
From the table it is clear that 32% respondents strongly agree and 37% respondents agree that
have access to and sharing of management level information and only 13% disagreed.
Chart No: 30
I have access to and sharing of management level information.
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Table No: 31
I love my job and to work in this Organization
Frequency Percent
Strongly agree 20 20
Agree 39 39
neither agree nor
disagree
28 28
Disagree 8 8
strongly disagree 5 5
Total 100 100
From the table it is clear that 20% respondents strongly agree and 39% respondents agree that
they love job and to work in this Organization and only 13% disagreed.
Chart No: 31
I love my job and to work in this Organization
Table No: 32
Have adequate opportunity to use my Ability
Frequency Percent
Strongly agree 28 28
Agree 30 30
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neither agree nor
disagree
23 23
Disagree 12 12
strongly disagree 7 7
Total 100 100
From the table it is clear that 28% respondents strongly agree and 30% respondents agree that
adequate opportunity to use ability and only 12% disagreed.
Chart No: 32
Have adequate opportunity to use my Ability
Table No: 33
Overall I'm satisfied with my job
Frequency Percent
strongly agree 21 21
Agree 33 33
neither agree nor disagree 25 25
Disagree 15 15
strongly disagree 6 6
Total 100 100
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From the table it is evident that Overall satisfactions of the respondents are good as 33%
agree and 21% strongly agree. Only 6% strongly disagree and 15% disagree and 25% neither
agree nor disagree.
Chart No: 33
Overall I'm satisfied with my job
MEAN SCORE VALUE
SA - Strongly Agree (5)
A Agree (4)
NAND - Neither Agree nor Disagree (3)
DA Disagree (2)
SDA - Strongly Disagree (1)
MSV Mean Score Value
Work Environment and Nature of Work
S.NO Particulars SA A NAND DA SDA MSV1 Working hours are convenient for
me
24 32 18 16 10 3.44
2 I am happy with my work place 30 39 18 8 5 3.813 The lighting and other
arrangements in the office are
satisfactory
7 9 25 37 22 2.42
4 I feel I dont have too much work
to do
12 17 25 19 27 2.68
5 Im satisfied with the safety 15 39 25 13 8 3.40
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measures provided by my
company
Relationship with Supervisors and Colleagues
S.NO Particulars SA A NAND DA SDA MSV1 My relationship with my
supervisor is Cordial
28 31 24 11 6 3.64
2 My supervisor is not partial 30 41 16 6 7 3.813 My supervisor considers my ideas
too while making decision
18 30 15 19 18 3.11
4 Im satisfied with the support from
my co-workers
26 43 26 2 3 3.87
5 People here have concern for one
another and tend to help one
another
21 47 16 9 7 3.66
Welfare Facilities
S.NO Particulars SA A NAND DA SDA MSV
1 Im satisfied with the refreshmentfacilities
16 21 29 19 15 3.04
2 We are provided with the rest and
lunch room and they are good
9 20 30 26 15 2.82
3 The parking facilities provided for
vehicles are satisfactory
5 19 0 0 0 4.21
Pay and Promotion
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S.NO Particulars SA A NAND DA SDA MSV1 I feel Im being paid a fair amount
for the work I do
15 39 25 13 8 3.4
2 Im satisfied with my chances for
promotion
27 43 13 9 8 3.72
3 The salaries we receive are good
as other organizations pay to their
employees
27 37 26 6 4 3.77
4 Im satisfied with the allowances
provided by my organization
19 42 21 11 7 3.55
Communication and Motivation
S.NO Particulars SA A NAND DA SDA MSV1 I feel that my Boss motivate me to
achieve the organization goal
11 33 25 22 9 3.15
2 I feel that recognize, reward and
promote based on my performance
18 44 18 13 7 3.53
3 My supervisor motivates me to
increase my efficiency at times
when Im not productive
30 39 18 8 5 3.81
4 Communication seem good within
this Organization
20 31 28 13 8 3.55
5 Work assignments are explained
clearly to me
25 39 18 11 7 3.64
6 In the last three months, my
superior has talked to me about my
progress.
21 41 18 14 6 3.57
Workers participation
S.NO Particulars SA A NAND DA SDA MSV1 I generally feel that I am involved
in decision making
30 39 18 11 2 3.84
2 I generally feel that I am involved
in Board level participation,Ownership participation, Job
29 40 13 8 10 3.70
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enlargement and enrichment,
Suggestion schemes.3 Participation makes me more
responsible
28 39 8 10 15 3.55
4 I have access to and sharing of management level information.
32 37 5 11 15 3.60
Job factors
S.NO Particulars SA A NAND DA SDA MSV
1 I love my job and to work in thisOrganization
20 39 28 8 5 3.61
2 Have adequate opportunity to use
my Ability
28 30 23 12 7 3.60
3 Overall I'm satisfied with my job 21 33 25 15 6 3.48
CHAPTER - V
SUMMARY
FINDINGS
The respondents are satisfied with the environment and nature of work factors.
The respondents relationship with the superiors and colleagues are quite good.
The Respondents are not provided with proper welfare facilities that are the reason the
mean value is quite high.
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The communication and motivation of employees by their superiors in this
organization is reasonably satisfied.
The Pay and promotion activities in this organization are also good.
The Respondents are overall satisfied with their job is an agreeable level.
The Parking facilities provided by the organization are good thats most respondents
agree with this question.
The refreshment facilities are also need to be improved because most of the
employees are dissatisfied on this factor.
The Rest room facilities in the company are not good and they are not satisfied with
the lunch facilities.
SUGGESTION
Some of the welfare facilities like rest rooms and lunch rooms can be improved for
the employees.
As per the employee reference given for the question the refreshment facilities can be
improved for them.
Lighting and other arrangements can also be improved for the employees.
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CONCULSION
1. The satisfaction levels of employees on various factors are measured.
2. The satisfaction levels of employees on experience have an effect on Job Factors.
3. The satisfaction levels of employees among various different age groups are measured.
4. The satisfaction levels of employees on various factors like the environment and nature of
work factors, the superiors and colleagues are quite good, parking facilities and the Pay and
promotion are good and employees are satisfied with the facility provided by the company.
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BIBILOGRAPHY
Books
Web site
QUESTIONNAIRE
1. Name:
2. Age:
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3. Gender: Male Female
4. Education Qualification: Under graduation Post graduation
5. Marital Status: Married Unmarried
6. Years of experience:
A) Less than 1yr B) 1-2 yrs C) 2-3 yrs D) 3-4 yrs E) Above 4yrs
7. How do you view this job?
(a) CHALLENGING (b) RESPONSIBLE
(c) MOTIVATING (d) SECURED
Please indicate your level of agreement in connection with various factors:
1. Strongly agree
2. Agree
3. Neither agree nor disagree
4. Disagree
5. Strongly Disagree
Work Environment and Nature of Work
S.NO. Particulars 1 2 3 4 5
1 Working hours are convenient for me
2 Im happy with my work place3 The lighting and other arrangements in the office are satisfactory
4 I feel I have too much work to do
5 Im satisfied with the safety measures provided by my company
Relationship with Supervisors and Colleagues
S.NO. Particulars 1 2 3 4 5
6 My relationship with my supervisor is Cordial
http://s.no/http://s.no/http://s.no/http://s.no/ -
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S.No Particulars 1 2 3 4 5
24 I generally feel that I am involved in decision making
25 I generally feel that I am involved in Board level participation,
Ownership participation, Job enlargement and enrichment, Suggestion
schemes.
26 Participation makes me more responsible
27 I have access to and sharing of management level information.
Job factors
S.NO. Particulars 1 2 3 4 528 I love my job and to work in this Organization29 Have adequate opportunity to use my Ability30 Overall, Im satisfied with my job
Suggestion if any:
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