Download - Full Project(1)
-
8/3/2019 Full Project(1)
1/103
-
8/3/2019 Full Project(1)
2/103
JAYAM COLLEGE OF ENGINEERING & TECHNOLOGY
NALLANUR DHARMAPURI -636 813
Department of Management Studies
PROJECT WORK
PHASE II
MAY 2010
This is to certify that the project entitled
A STUDY ON EMPLOYEES JOB SATISFACTION IN
SALEM STEEL PLANT, SALEM
is the bonafide record of project work done by
J.NAGAMANICKA GUPTHA
Register No: 088001201021
of M.B.A (Master of Business Administration)
during the year 2008-2010.
--------------------- ----------------------------------
Project Guide Head of the Department
Submitted for the Project Viva-Voce examination held on _________
-----------------------------
---------------------------
Internal Examiner External Examiner
-
8/3/2019 Full Project(1)
3/103
DECLARATION
I affirm that the project work titled "A STUDY ON EMPLOYEES JOB
SATISFACTION IN SALEM STEEL PLANT, SALEM" being submitted in
partial fulfillment for the award of MASTER OF BUSINESS
ADMINISTRATION is the original work carried out by me. It has not formed
the part of any other project work submitted for award of any degree or diploma,
either in this or any other University.
(Signature of the Candidate)
J.NAGAMANICKA GUPTHA
(Register No. 088001201021)
I certify that the declaration made above by the candidate is true.
Signature of the Guide,
-
8/3/2019 Full Project(1)
4/103
ACKNOWLEDGEMENT
The ultimate result of any research work depends upon the help and
guidance of many persons. The help and guidance of such people cannot be left
unnoticed.
I take this opportunity to thank them for providing the relevant and
necessary inputs for successful completion of this project
I thankANNA UNIVERSITY, COIMBATORE for this academic vision
in integrating the class room learning with real lifes situational experience, by
making the project work, a part of curriculum.
I would like to express my deepest gratitude to Dr. R. PARTHIBAN. Our
Principal and Mr.B.ADHINARAYANAN, M.B.A., M.Phil. (Ph.D.) our Head
Of The Department of Management Studies for bring the inspiration and
motivation force which encourage to work towards excellence in the challenging
task.
I words cannot adequately express my gratitude to my guide
Mr.B.ADHINARAYANAN, M.B.A., M.Phil., (Ph.D.) for invaluable guidance,
constant encouragement and supervision, motivation especially in times ofdifficulty and stress.
My special thanks Mrs. SHIMANI MAHABATHRA, Personal Manager.
HRD Dept, Salem Steel Plant, Salem for his consent and permission to undertake
a project in the organization concerned and Mr. R. RAMANI., Assistant
Manager, HRD Department, Salem Steel Plant for his valuable guidance and
direction through out the project.
I extended my thanks to my beloved Parents, Friends, who gave us
encouragement and helped us at different stages of this project with warm
gestures.
(J. NAGAMANICKAGUPTHA)
-
8/3/2019 Full Project(1)
5/103
CONTENTS
Description Page No.
List of Tables i
List of Figures iii
Abstract v
1. Introduction
1.1.About the study
1.2.About the Industry
1.3.About the Company
1
4
7
2. Main theme of the project
2.1 Objectives of the study
2.2 Scope and Limitations
2.3 Methodology
2.4 Review of literature
11
12
14
18
3. Analysis and Interpretation 204.Findings, Recommendations and Conclusion
4.1.Findings
4.2.Recommendations
4.3.Conclusion
82
84
85
Appendices 86
Bibliography 90
-
8/3/2019 Full Project(1)
6/103
i
LIST OF TABLES
TABLE.
NOCONTENTS PAGE. NO
3.1 CLASSIFICATION OF RESPONDENTS BY AGE 20
3.2 CLASSIFICATION OF RESPONDENT BY GENDER 22
3.3CLASSIFICATION OF RESPONDENTS BY
EDUCATIONAL QUALIFICATION24
3.4CLASSIFICATION OF RESPONDENTS BY
EXPERIENCE26
3.5 CLASSIFICATION OF RESPONDENTS BY THEIR
INCOME LEVEL28
3.6CLASSIFICATION OF RESPONDENT BY
MARTIAL STATUS30
3.7 NATURE OF WORK 32
3.8 WORKING HOURS 34
3.9 WOKING ENVIRONMENT 36
3.10 PROMOTION OPPOURTUNITY 38
3.11 EQUITABLE PROMOTION 40
3.12 SALARY SYSTEM 42
3.13 INCENTIVE POLICY 443.14 BONUS SYSTEM 46
-
8/3/2019 Full Project(1)
7/103
ii
TABLE.
NOCONTENTS PAGE. NO
3.15 FAIR TREATMENT BY THE SUPERIORS 48
3.16RELATIONSHIP BETWEEN THEIR
COLLEAGUES50
3.17TRAINING PROGRAM OFFERED BY THE
COMPANY52
3.18FREQUENCY AND PERIOD OF TRAINING
PROGRAM54
3.19 MANAGERS CLEAR SENSE OF DIRECTION 56
3.20COMMUNICATION OF INFORMATION
ABOUT CHANGE58
3.21 LEAVE POLICY OF THE COMPANY 60
3.22 SAFETY POLICY OF THE COMPANY 62
3.23EMPLOYEES INSURANCE POLICY
PROVIDED BY THE COMPANY64
3.24CANTEEN FACILITY OFFERED BY THE
COMPANY66
3.25
RECREATION FACILITY OFFERED BY THE
COMPANY 68
3.2.1
RELATION SHIP BETWEEN THE
EDUCATIONAL QUALIFICATION OF
RESPONDENT AND FAIRNESS AND
EQUITABLE OF PROMOTIONS
70
3.2.2
RELATION SHIP BETWEEN THE INCOME
LEVEL AND SALARY SYSTEM PROVIDED
BY THE COMPANY
73
iii
LIST OF CHARTS
TABLE.
NOCONTENTS PAGE. NO
-
8/3/2019 Full Project(1)
8/103
3.1CLASSIFICATION OF RESPONDENTS BY
AGE21
3.2 CLASSIFICATION OF RESPONDENT BY
GENDER23
3.3CLASSIFICATION OF RESPONDENTS BY
EDUCATIONAL QUALIFICATION25
3.4CLASSIFICATION OF RESPONDENTS BY
EXPERIENCE27
3.5CLASSIFICATION OF RESPONDENTS BY
THEIR INCOME LEVEL29
3.6
CLASSIFICATION OF RESPONDENT BY
MARTIAL STATUS 31
3.7 NATURE OF WORK 33
3.8 WORKING HOURS 35
3.9 WOKING ENVIRONMENT 37
3.10 PROMOTION OPPOURTUNITY 39
3.11 EQUITABLE PROMOTION 41
3.12 SALARY SYSTEM 43
3.13 INCENTIVE POLICY 45
3.14 BONUS SYSTEM 47
-
8/3/2019 Full Project(1)
9/103
iv
TABLE.
NOCONTENTS PAGE. NO
3.15 FAIR TREATMENT BY THE SUPERIORS 49
3.16RELATIONSHIP BETWEEN THEIR
COLLEAGUES51
3.17TRAINING PROGRAM OFFERED BY THE
COMPANY53
3.18FREQUENCY AND PERIOD OF TRAINING
PROGRAM55
3.19MANAGERS CLEAR SENSE OF
DIRECTION57
3.20COMMUNICATION OF INFORMATION
ABOUT CHANGE59
3.21 LEAVE POLICY OF THE COMPANY 61
3.22 SAFETY POLICY OF THE COMPANY 63
3.23EMPLOYEES INSURANCE POLICY
PROVIDED BY THE COMPANY65
3.24CANTEEN FACILITY OFFERED BY THE
COMPANY
67
3.25RECREATION FACILITY OFFERED BY
THE COMPANY69
-
8/3/2019 Full Project(1)
10/103
v
ABSTRACT
The project work entitled A STUDY ON EMPLOYEES JOB
SATISFACTION IN SALEM STEEL PLANT, SALEM is to study the
various factors that are concerned with attitude of the employees.
The study focused on analyzing job satisfaction in level in the
organization. The analysis is mainly based on the primary data, through the
survey method. For the study has taken a sample size 110 respondents at
convenience sampling method from the total population.
The Study gives Employees opinion about job satisfaction, opportunity,
attitude, stress, leadership, working environment, nature of work, incentive
policy, bonus system, promotional opportunities and increments.
The study has used simple percentage analysis, chi-square And ANOVA used.
The study has given suggestions to improve the motivational factors. In order to
increase productivity. Through this organizational objectives can be easily
achieved. Overall company is satisfactory in job.
-
8/3/2019 Full Project(1)
11/103
CHAPTER-I
1. INTRODUCTION
1.1 ABOUT THE STUDY
JOB SATISFACTION
Job satisfaction is a set of unfavorable feeling with employees view their
jobs, were specifically the nature of job they do. The quality of supervision, they
receive co-workers pay and perfect promotional avenues. Job satisfaction affects
job performance and absenteeism. Highs job satisfaction in to high work
performance, less employee turnover and less absenteeism.
DETERMINANTS OF JOB SATISFACTION
All individuals do not drive the same degree of satisfaction through they
perform the same job in the same environment and at the same time individuals
variable which affects job satisfaction let us see the what there factors are
INDIVIDUAL FACTORS:
Individuals have certain expectation from their job. If the expectations are
need from the job. They feel satisfied. There expectations are based on.
Level of education
Age
Other factors
-
8/3/2019 Full Project(1)
12/103
NATURE OF JOB:
Nature of job determinants of job satisfaction which is the form.
Occupational level and
Job content
SITUATIONAL FACTORS:
Some of factors of situational variable,
Working conditions
Supervisions
Equitable rewards
Opportunity for promotion and work group
EFFECTS OF JOB SATISFACTION
Job satisfaction has a variety of effects. These may be seen in the context
of an
Individual physical or mental health
Productivity
Absenteeism
-
8/3/2019 Full Project(1)
13/103
THE VARIOUS OTHER FACTORS ALSO WILL DETERMINE THE JOB
SATISFACTION,
Age
Time
Intelligence
Education
Personality
Skills
Responsibility
Employees attitude
Ventilation
Hours of work
-
8/3/2019 Full Project(1)
14/103
1.2 ABOUT THE INDUSTRY
STEEL AUTHORITY OF INDIA LIMITED is the largest producer with aturnover of 45,556Cr.during 2007-08. It operates and owns five integrated steel
plants at Bhili, Bokaro, Rourkela and Burnpur and three specialty steel plants at
Salem, Durgapur and Bhadravati.
A subsidiary at Chandrapur produces Ferro alloys. STEEL AUTHORITY
produces 14.6MT of hot melt, 13.5MT of saleable steel in 2006-07.SAIL planned
to produce 25MT of crude steel and saleable steel by 2010.
Ranked amongst the top ten public sector companies in India in terms of
turnover, the company is the most amongst the leading producer of iron ore. The
company's captive mines fulfill its entire iron ore requirements. STEEL
AUTHORITY countrywide marketing network comprises 37 branches sales
office, 55 stockyards and over 1200 authorized dealers. this helps in marketing the
products in all most all districts of the country, sail manufactures and sells a broad
range of steel products of including HOT and COLD rolled steel and coils
galvanized sheets , electric sheets , structural, railway products plates, bars and
rods, stainless steel and other alloy steels.
STEEL AUTHORITY wide ranges of long and flat steel products are
much in demand in the domestic as well the international market. This vital
responsibility is carried out by STEEL AUTHORITY own Central Marketing
organization (CMO) and the international trade division STEEL AUTHORITYthe integrated company comprises the following units / subsidiaries:
-
8/3/2019 Full Project(1)
15/103
Bhilai steel plant, Bhilai, Chhattisgarh
Bokaro steel plant, Bokaro, Jharkhand
Durgapur steel plant, Durgapur, west Bengal
Rourkela steel plant, Rourkela, Orissa
Alloy Steel Plant, Durgapur, West Bengal
SALEM STEEL PLANT, Salem, Tamilnadu
Visveswarayya iron and steel plant, Bhadravathi, Karnataka
IISCO steel plant, Burnpur, west Bengal
Central marketing organization, Kolkata, west Bengal
Research & Development centre for iron and steel, Ranchi
A RICH HERITAGE
The Precursor
STEEL AUTHORITY traces its origin to the formative years of an
emerging nation - India. After independence the builders of modern India worked
with a vision - to lay the infrastructure for rapid industrialization of the country.
The steel sector was to propel the economic growth. Hindustan Steel Private
Limited was set up on January19, 1954.
Expanding Horizon (1959-1973)
Hindustan Steel (HSL) was initially designed to manage only one plant
that was coming up at Rourkela. For Bhilai and Durgapur Steel Plants, the
preliminary work was done by the Iron and Steel Ministry. From April 1957, the
supervision and control of these two steel plants were also transferred to
-
8/3/2019 Full Project(1)
16/103
Hindustan Steel. The registered office was originally in New Delhi. It moved to
Calcutta in July 1956, and ultimately to Ranchi in December 1959.
-
8/3/2019 Full Project(1)
17/103
The 1 MT phases of Bhilai and Rourkela Steel Plants were completed by
the end of December 1961. The 1 MT phase of Durgapur Steel Plant was
completed in January 1962 after commissioning of the Wheel and Axle plant. The
crude steel production of HSL went up from .158 MT (1959-60) to 1.6 MT. A
new steel company, Bokaro Steel Limited, was incorporated in January 1964 to
construct and operate the steel plant at Bokaro. The second phase of Bhilai Steel
Plant was completed in September 1967 after commissioning of the Wire Rod
Mill. The last unit of the 1.8 MT phase of Rourkela - the Tandem Mill - was
commissioned in February 1968, and the 1.6 MT stage of Durgapur Steel Plant
was completed in August 1969 after commissioning of the Furnace in SMS. Thus,with the completion of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela and 1.6
MT at Durgapur, the total crude steel production capacity of HSL was raised to
3.7 MT in 1968-69 and subsequently to 4MT in 1972-73.
CREDO
We build lasting relationships with customer based on trust and mutual benefit
We uphold highest ethical standards in conduct of our business
We create and nurture a culture that supports flexibility, learning and is proactive
to change
We chart a challenge career for employees with opportunity for advancement and
rewards.
We value the opportunity and responsibility to meaningful difference in people's
lives.
-
8/3/2019 Full Project(1)
18/103
1.3 ABOUT THE COMPANY
PROFILE OF SALEM STEEL PLANT
Salem steel plant was a long cherished dream by the government of India
to setup an integrated special steel plant at Salem in the state of Tamilnadu for
production of sheets and strips of electronically. Stainless and mild steel on the
basis of sound techno-economic considerations
The construction of the plant was inaugurated in June 13, 1972 by the Lateshri Mohan Kumaramangalam the minister of the steels & mines. It took its shape
in the foothills of kanjamalai. The company "SALEM STEEL LIMITED" was
registered on Oct 25th 1972. It is a government of India undertaking and
independent unit of SAIL. The plant was designed to roll out 32,000 tones of cold
rolled stainless steel strips and white sheets per annum in the first phase. Situated
in tamilnadu, the plant brings to India the latest sophistication in cold rolling
technology. In the second phase the production capacity was increased to
70,000tonnes per annum by installing the second sendzimir mill. Stainless steel
form the Salem finds application in industries-nuclear, petroleum, chemicals,
fertilizer, food processing, pharmaceuticals, diary, house hold appliance and
cutlery. The plant is actively pursuing development activities to promote use of
stainless steel in new areas such as coinage, railway, coaches, building, furniture,
automobiles, etc. the mill is capable of rolling both stainless and non- stainless
steel. The mill has a hot rolling steckel mill. SSP is producing cold roll stainless
steel coils and sheets of thickness ranging from 0.3mm to 6.0mm with width up to
1250mmin austenitic ferrite and martens tic grades.
-
8/3/2019 Full Project(1)
19/103
DISTINCTION
SSP has a distinction of being one among the few projects of this
magnitude in the recent years which completed right on schedule. The magnifies
the attributes of human resource and the effectiveness towards the attainment of
this organizations goal.
The plant production exceeded the rated capacity
The products marketed by SSP have won the customer appreciation for
their quality and mechanical characteristics.
The plant has the unique distinction of bagging the international awards
for its safety records. The British council conferred on Salem steel plant the"sword of honor" for the years 1984 and 1986 in recognition of the safety
standards and the performance. Apart from this a number of other state and
national awards have been received
SSP has bagged the ISO-18001 of the occupational health and safety
policy certification. SSP, a unit of SAIL is committed to provide safe, healthy and
socially accountable work culture in the organization by:
Adhering to internationally recognized SA-8000:2001 standard of social
Accountability Management System.
SSP has bagged ISO-14001 certification for producing quality steel with a
closely linked clean and sustainable environment through a sound environment
management system.
Salem steel plant continues to excel both in sugestions scheme end in
quality circle. SSPs QC team have won par excellence award
SSP has bagged the 3rd price at the INSAAN suggestion competition held
in kodaikanal.
SSP has also bagged "ISPAT SURAKSHA PURASKAR" award received
in Nov 2007 for "no fatal accident".
SSP has also won the "NATIONAL SUSTAINABILITY AWARD"
During Nov 2007 for best among secondary steel plant for 11th time.
EXPANSION PROJECT
-
8/3/2019 Full Project(1)
20/103
Towards the goal of backward integration, a steel melting stop (SMS) with
an annual capacity of 1,80,000 T of sibs and cold rolling mill (CRM) increasing
the present 65,000 T to 1,46,000 T of CRSS (cold rolled stainless steel) is
underway with an estimate cost of 1902cr. The project is expected to be
commissioned by March 2010. The production capacity of hot rolled coils will be
3, 70,000 T from the present capacity of 1,86,000 T.
The Foundation For This Expansion Project Was Laid By Honorable
Prime Minister DR. MANMOHAN SING HEADED BY OTHER CONGRESS
LEADERS ON 5TH SEP 2008.
OBJECTIVES
HR POLICY
RECRUITMENT POLICY
In SSP, employees are labeled into two categories only
Executive's non-executives
The recruitment of executives
(managerial cadre) is done through
corporate office of SAIL at New Delhi.
Non executives are recruited through
employment exchange when not available
through paper advertisement
-
8/3/2019 Full Project(1)
21/103
DEPARTMENTS IN SALEM STEEL PLANT
There are about 20-25 departments operating inside the Salem steel plant to carry
out specific activities in and out of the plant the list are given below
Administration
Secretariat
Gen admn.
Public relation
Finance & Accounts
Medical deptPersonnel & administration .
-
8/3/2019 Full Project(1)
22/103
CHAPTER II
2.1 OBJECTIVES OF THE STUDY
To study and analyze the job satisfaction level among the employees of
Salem Steel Plant.
To identify influence level of positive attitude and negative attitude affects
the company.
To know about the relationship level between management and the
employees in the Salem Steel Plant.
To measures the impact of current programs, policies and procedures of
the company and to provide suggestions for further improvement.
-
8/3/2019 Full Project(1)
23/103
2.2 SCOPE AND LIMITATION
SCOPE OF THE STUDY
The study has been confined to the employees in Salem steel plant at
Salem. The study has been under taken in order to highlight the job satisfaction of
the employees, the company can enhance the working condition and the over all
function of the organization by eliminating dissatisfaction and providing a good
work atmosphere for the employees which will results in increased satisfaction
-
8/3/2019 Full Project(1)
24/103
LIMITATIONS OF THE STUDY
The study was done only at the Salem steel plant Salem so the findings
and interpretations can not be extended to some other organization
Some of the respondents were not willing to give the correct and full
information.
Due to the short duration, I can able to collect the datas from the
respondents of 110 which I took as sample size.
-
8/3/2019 Full Project(1)
25/103
2.3 RESEARCH METHODOLOGY
To procedures by which researchers go about their work of describingexplaining and prediction phenomena are called methodology. Methods comprise
the procedures used for generating, collecting and evaluation data. Methods are
ways of obtaining information useful for assessing explanations.
RESEARCH DESIGN:
A research design is the arrangements of condition for collection and
analysis of data. This speaks about the decision recording what, where, when,how much by what means concerning on inquiry or a research studies. In
constitutes the blue print for the collection measurements and analysis of data.
The type of research used in this project is descriptive in nature.
Descriptive studies aim at portraying accurately the characteristics of a particular
group or situation.
GEOGRAPHICAL AREA COVERED
The survey was conducted in Salem Steel Plant in Salem.
METHODS OF DATA COLLECTION:
Primary Data
Secondary Data
PRIMARY DATA:
The primary data was collected from the respondents through the
questionnaire, observation & direct interview.
SECONDARY DATA:
The secondary data was collected from the
-
8/3/2019 Full Project(1)
26/103
Company Records
Publications
Magazine
Journals
Internet Sources
SAMPLE SIZE:
The Target population of employees is 1328 of Salem Steel Plant.
Among which 110 were taken as a sample size.
SAMPLE DESIGN:
The sampling technique used in the study was 'Non-probability
convenience sampling' method was adopted and used for the study.
-
8/3/2019 Full Project(1)
27/103
TOOLS USED FOR ANALYSIS:
SIMPLE PERCENTAGE ANALYSIS
The expression of data in terms of percentage is of the simplest statistical
services used in the interpretation of business and economic statistic.
Percentages are useful chiefly for the purpose of aiding comparison. A
percent is the number o\f hundredth parts on numbers is of another.
Formula:
No. of respondents
Percentage = ---------------------------- x 100
Total No. of respondents
-
8/3/2019 Full Project(1)
28/103
CHI-SQUARE TEST
The chi square test is used to test whether there is a significant differencebetween the observed number of responses in each category and the expected
number of responses for such category under the assumptions of null
hypothesis. It is one of the simplest and most widely used non parametric
tests in statistical work.
Where,
Formula:
Where,
Oi = Observed frequency
Ei = Expected frequency
The calculated value is compared with table value given degrees of
freedom a specified level of significance. If the observed value is greater than
the table value then there exists a significant relationship between the factors
and if the observed value is lesser than it is not considered significant.
2 ==
n
i Ei
Eii
1
2)(
-
8/3/2019 Full Project(1)
29/103
2.4 REVIEW OF LITERATURE
According to the U.S. Department of Education, National Center for,
Education Statistics (NCES), (1999), the more job stress, the lower group
cohesion, the lower work satisfaction and the higher the anticipated turnover. The
higher the work satisfaction, the higher group cohesion and the lower anticipated
turnover. The more stable the work schedule, the less work related stress, the
lower anticipated turnover, the higher group cohesion, and the higher work
satisfaction. Job stress, work satisfaction, group cohesion, and weekend overtime
were all predictors of anticipated turnover. These are difference in the factors
predicting anticipated turnover for different age groups.
Maslach (1996) Job Satisfaction and burnout are important areas of study
because of the financial and social effects of job satisfaction and the damaging
physical / psychological impacts of burnout. Two hundred family / children and
psychiatric workers of seven social service organizations were surveyed.
Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach
Burnout Inventory, and the staff Burnout Scale for Health Professionals.
NCES (1999) and Thomas (2000) reported an increase from 29
percent in 1986, to 45 percent in 1994. This study addressed the factors that
nursing staff perceived as creating job satisfaction in their working environment
in addition to addressing the ethical dilemmas that staff experienced within an
acute psychiatric care setting. It also addressed how clinical supervision
contributed to job satisfaction among staff as well as the differences between staff
who attended and staff who did not attend to clinical supervision. Data were
analyzed using descriptive statistics.
Chubon (1992) the result of this study showed that the factors influencing
nurses are related to areas of dissatisfaction, for example, stress and experiences
with shortcomings. Factors that contribute to job satisfaction or dissatisfaction
were found to be related to the nurses value systems. The ethical dilemmas that
-
8/3/2019 Full Project(1)
30/103
were specifically addressed involved how to care for patients and handle work in
relation to patients autonomy, how to approach the patient, how to provide care
against the will of the patient, and what action was ethically right for each
particular patient.
Lefranois (1994) the current nursing shortage and high turnover is of
great concern in many countries because of its impact upon the efficiency and
effectiveness of any health care delivery system. Recruitment and retention of
nurses are persistent problems associated with job satisfaction. This paper
analyses the growing literature relating to job satisfaction among nurses and
concludes that more research is required to understand the relative importance of
the many identified factors to job satisfaction.
Wilzinki (1991) the satisfaction refers to an individuals general attitude
towards his / her job. A person with a high level of job satisfaction holds positive
attitudes about the job, while a person who is dissatisfied with his / her job holds
negative attitudes about the job. When people speak of employees attitudes, more
often than not they mean job satisfaction.
-
8/3/2019 Full Project(1)
31/103
CHAPTER III
ANALYSIS AND INTERPRETATION
TABLE- 3.1
CLASSIFICATION OF RESPONDENTS BY AGE
Age No. of respondents percentage
Below 25 0 025 - 30 18 16.36
31 40 45 40.90
41- 50 20 18.18
Above 50 27 24.54
Total 110 100
INFERENCE:
The above table shows that 16.36% of the respondents are in the age group of 25-
30 yrs, 40.90% of the respondents are in the age group of 31- 40 yrs, 18.18% of the
respondents are in the age group 41 50 yrs, and 24.54% of the respondents are in the
age group Above 50
-
8/3/2019 Full Project(1)
32/103
CHART 3.1
CLASSIFICATION OF RESPONDENTS BY AGE
Classification of respondents by age
0
10
20
30
40
50
Below 25 25 - 30 31 40 41- 50 Above 50
AGE
PERCENTAGE
no. of respondents
-
8/3/2019 Full Project(1)
33/103
TABLE 3.2
CLASSIFICATION OF RESPONDENT BY GENDER
INFERENCE:
The above table shows that 91.81% of respondents are male and 8.18% of
respondents are female.
Gender No. of respondent Percentage
Male 101 91.81
Female 9 8.18
Total 110 100
-
8/3/2019 Full Project(1)
34/103
CHART-3.2
CLASSIFICATION OF RESPONDENT BY GENDER
CLASSIFICATION OF RESPONDENT BY
GENDER
92%
8%
MALE
FEMALE
-
8/3/2019 Full Project(1)
35/103
TABLE 3.3
CLASSIFICATION OF RESPONDENTS BY EDUCATIONAL
QUALIFICATION
Educational qualification No. of respondents Percentage
U.G 8 7.27
P.G 32 29.09
DIPLOMA 29 26.36
ITI 37 33.63
OTHERS 4 3.63
TOTAL 110 100
INFERENCE:
The above table shows that 7.27% of respondent are U.G, 29.02% of respondent
are P.G, 26.36% of respondents are diploma holders, 33.63% of respondents are its, and
3.63% are others.
-
8/3/2019 Full Project(1)
36/103
CHART 3.3
CLASSIFICATION OF RESPONDENTS BY EDUCATIONAL
QUALIFICATION
TABLE 3.4
CLASSIFICATION OF RESPONDENTS BY
EDUCATIONAL QUALIFICATION
7%
29%
26%
34%
4%U.G
P.G
DIPLOMA
ITI
OTHERS
-
8/3/2019 Full Project(1)
37/103
CLASSIFICATION OF RESPONDENTS BY EXPERIENCE
Experience No. of respondent Percentage
0 2 yrs 2 1.82
2 5 yrs 8 7.28
5 10 yrs 34 30.90
Above 10 yrs 66 60
Total 110 100
INFERENCE:
The above table shows that 1.82% of respondents have 0-2 yrs experience, 7.28%
of respondents have 2 5 yrs experience, 30.90% of respondent have 5 to 10 yrs
experience, 60% of respondent have above 10 yrs of experience.
-
8/3/2019 Full Project(1)
38/103
CHART 3.4
CLASSIFICATION OF RESPONDENTS BY EXPERIENCE
Classification of respondents
by experience
0 20 40 60 80
0 2 yrs
2 5 yrs
5 10 yrs
Above 10 yrs
Ezperiance
No. of respondent
Percentage
-
8/3/2019 Full Project(1)
39/103
TABLE 3.5
CLASSIFICATION OF RESPONDENTS BY THEIR INCOME LEVEL
INCOME LEVEL NO.OF RESPONDENT PERCENTAGE
BELOW 10,000/- 15 13.64
10,000 20,000 22 20
20,001 30,000 60 54.54
30,001 40,000 0 0
ABOVE 40,000 13 11.81
TOTAL 110 100
INFERENCE:
The above table shows that 13.64% of respondents Have income level of below
10,000, 20 % of respondents have income level of 10,000 20,000, 54.54% of
respondent have income level of 20,001 30, 000, 11.81% of respondents have income
level of above 40,000.
-
8/3/2019 Full Project(1)
40/103
CHART 3.5
CLASSIFICATION OF RESPONDENTS BY THEIR INCOME LEVEL
15
22
60
013
BELOW 10,000/-10,000 20,000
20,001 30,000
30,001 40,000
ABOVE 40,000
-
8/3/2019 Full Project(1)
41/103
TABLE 3.6
CLASSIFICATION OF RESPONDENT BY MATRIAL STATUS
MARITAL STATUS NO. OF RESPONDENT PERCENTAGE
MARRIED 98 89.09
UNMARRIED 12 10.90
TOTAL 110 100
INFERENCE:
The above table shows that 89.09% of respondents are married and 10.90% of
respondents are unmarried.
-
8/3/2019 Full Project(1)
42/103
CHART 3.6
CLASSIFICATION OF RESPONDENT BY MATRIAL STATUS
CLASSIFICATION OF RESPONDENT
BY MATRIAL STATUS
0
20
40
60
80
100
MARRIED UNMARRIED
MATRIAL STATUS
PERC
ENTAG
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
43/103
TABLE 3.7
NATURE OF WORK
NATURE OF WORK NO.OF RESPONDENTS PERCENTGE
HIGHLY SATISFIED 20 18.18
SATISFIED 70 63.63
NEITHER SATISFIED NOR
DISSATISFIED15 13.63
DISSATISFIED 3 2.72
HIGHLY DISSATISFIED 2 1.81
TOTAL 110 100
INFERENCE:
The above table shows that 18.18% of respondents are highly satisfied, 63.63%
of respondents are satisfied, and 13.63% of respondents are neither satisfied nor
dissatisfied, 2.72 % of respondents are dissatisfied, 1.81% of employees is highly
dissatisfied towards the nature of work.
-
8/3/2019 Full Project(1)
44/103
CHART 3.7
NATURE OF WORK
NATURE OF WORK
18%
63%
14%
2%3%
HIGHLY SATISFIED
SATISFIED
NEITHER SATISFIED NOR DISSATISFIEDDISSATISFIED
HIGHLY DISSATISFIED
-
8/3/2019 Full Project(1)
45/103
TABLE 3.8
WORKING HOURS
WORKING HOURS NO.OF RESPONDENTS PERCENTGE
HIGHLY SATISFIED 20 18.18
SATISFIED 70 63.63
NEITHER SATISFIED NOR
DISSATISFIED
15 13.63
DISSATISFIED 3 2.73
HIGHLY DISSATISFIED 2 1.82
TOTAL 110 100
INFERENCE:
The above table shows that 18.18% of respondents are highly satisfied, 63.63%
of respondents are satisfied, 13.63% of respondents are neither satisfied nor dissatisfied,
2.73 of respondent are dissatisfied, 1.82% of respondents are highly dissatisfied towards
working hours.
-
8/3/2019 Full Project(1)
46/103
CHART 3.8
WORKING HOURS
010203040506070
PERCENTAGE
HIGHLY
SATISF
IED
SATISFIED
NEITHER
SATISF
I..
DISSA
TISF
IED
HIGHLY
DISSATI
...
WORKING HOURS
WORKING HOURS
-
8/3/2019 Full Project(1)
47/103
TABLE 3.9
WOKING ENVIRONMENT
WORKING
ENVIRONMENTNO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 30 27.27
SATISFIED 60 54.54
NEITHER SATISFIED NOR
DISSATISFIED15 13.63
DISSATISFIED 5 4.54
HIGHLY DISSATISFIED 0 0
TOTAL 110 100
INFERENCE:
The above table shows that 27.27% of respondents are highly satisfied, 54.54%
of respondents are satisfied, 13.63% of respondents are neither satisfied nor dissatisfied,
and 4.54% of respondents are dissatisfied towards the working environment.
-
8/3/2019 Full Project(1)
48/103
CHART- 3.10
WORKING ENVIRONMENT
WORKING ENVIRONMENT
27.27
54.54
13.63
4.54 0
0
10
20
30
40
50
60
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
DISSATISF
ED
HIGHLY
DISSATISFIED
WORK ENVIRONMENT
PE
RC
ENTA
GE
-
8/3/2019 Full Project(1)
49/103
TABLE 3-10
PROMOTION OPPOURTUNITY
PROMOTION
OPPOURTUNITYNO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 10 9.09
SATISFIED 60 54.54
NEITHER SATISFIED
NOR DISSATISFIED30 27.27
DISSATISFIED 6 5.46
HIGHLY DISSATISFIED 4 3.64
TOTAL 110 100
INFERENCE:
The above table shows that 9.09% of respondent are highly satisfied, 54.54% ofrespondents are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,
5.46% dissatisfied, 3.64% of respondent are highly dissatisfied towards promotion
opportunity.
-
8/3/2019 Full Project(1)
50/103
CHART 3.10
PROMOTION OPPOURTUNITY
PROMOTION OPPOURTUNITY
0102030
405060
HIGHLY
SATISFIED
SATISFIED
NEITHER
SATISFIED
NOR
DISSATISFIED
DISSATISFIED
HIGHLY
DISSATISFIED
ATTRIDUTES
PERCE
NTAGE
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
51/103
TABLE 3.11
EQUITABLE PROMOTION
EQUITABLE PROMOTION NO.OF RESPONDENT PERCENTAGE
Highly Satisfied 12 10.90
Satisfied 58 52.72
Neither Satisfied Nor
Dissatisfied25 22.72
Dissatisfied 10 9.09
Highly Dissatisfied 5 4.54
TOTAL
INFERENCE:
The above table shows that 10.90% respondents are Highly Satisfied, 52.72% or
respondents are satisfied, 22.72% of respondents are Neither Satisfied or Dissatisfied,
9.09% of respondents are dissatisfied, and 4.54% of respondents are Highly Dissatisfied
towards the equitable promotion.
-
8/3/2019 Full Project(1)
52/103
CHART 3.11
EQUITABLE PROMOTION
0
10
20
30
40
50
60
70
Highly
Satisfied
Neither
Satisfied
Nor
Dissatisfied
Highly
Dissatisfied
Atributes
Percenta
ge
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
53/103
TABLE 3.12
SALARY SYSTEM
SALARY SYSTEM NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 15 13.63
SATISFIED 70 63.63
NEITHER SATISFIED NOR
DISSATISFIED15 13.65
DISSATISFIED 5 4.54
HIGHLY DISSATISFIED 5 4.54
TOTAL 110 100
INFERENCE:
The above table shows that 1.63% of respondents are Highly Satisfied, 63.63%
of respondents are satisfied, 13.65% of respondents are Neither Satisfied or Dissatisfied,
4.54% of respondent are dissatisfied, and 4.54% of respondents are Highly Dissatisfied
towards the salary system.
-
8/3/2019 Full Project(1)
54/103
CHART 3.12
SALARY SYSTEM
SALARY SYSTEM
0
10
2030
40
50
60
70
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIDUTES
PERC
ENTAGE
NO.OF
RESPONDENT
-
8/3/2019 Full Project(1)
55/103
TABLE 3.13
INCENTIVE POLICY
INCENTIVE POLICY NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 12 10.90
SATISFIED 68 61.81
NEITHER SATISFIED NOR
DISSATISFIED20 18.18
DISSATISFIED 6 5.45
HIGHLY DISSATISFIED 4 3.63
TOTAL 110 100
INFERENCE:
The above table shows that 10.90% of respondents are Highly Satisfied, 61.81%
of respondent are satisfied, 18.18% of respondents are Neither Satisfied or Dissatisfied,5.45% of respondents are dissatisfied, and 3.63% of respondents are Highly Dissatisfied
towards the incentive policy.
-
8/3/2019 Full Project(1)
56/103
CHART 3.13
INCENTIVE POLICY
010203040506070
PERCENTAG
E
HIGHLY
SATISFIED
HIGHLY
DISSATISFIED
ATTRIBUTE
INCENTIVE POLICY
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
57/103
TABLE 3.14
BONUS SYSTEM
BONUS SYSTEM NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 25 22.74
SATISFIED 45 40.90
NEITHER SATISFIED
NOR DISSATISFIED25 22.72
DISSATISFIED 10 9.09
HIGHLY DISSATISFIED 5 4.54
TOTAL 110 100
INFERENCE:
The above table shows that 22.74% of respondents are highly satisfied, 40.90%
of respondents are satisfied, 22.72% of respondents are neither satisfied nor dissatisfied,
9.09% of respondents are dissatisfied, 4.54% of respondents are highly dissatisfied
towards bonus system.
-
8/3/2019 Full Project(1)
58/103
CHART 3.14
BONUS SYSTEM
BONUS SYSTEM
0510
15202530354045
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIBUTES
PERCENTAGE
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
59/103
TABLE 3.15
FAIR TREATMENT BY THE SUPERIORS
FAIR TREATMENT BY
THE SUPERIORSNO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 12 10.92
SATISFIED 58 52.72
NEITHER SATISFIED
NOR DISSATISFIED30 27.27
DISSATISFIED 8 7.27
HIGHLY DISSATISFIED 2 1.81
TOTAL 110 100
INFERENCE:
The above table shows that 10.92% of respondents are highly satisfied, 52.72%
of respondent are satisfied, 27.27% of respondent are neither satisfied nor dissatisfied,
7.27% of respondent are dissatisfied, and 1.81% of respondents are highly dissatisfied
towards fair treatment of employees.
-
8/3/2019 Full Project(1)
60/103
CHART 3.15
FAIR TREATMENT BY THE SUPERIORS
0 20 40 60
PERCENTAG
HIGHLY
SATISFIED
NEITHER
SATISFIED
HIGHLY
DISSATISFIED
ATTRIBUTES
FAIR TREATMENT BY THE SUPERIO
NO.OF RESPONDEN
-
8/3/2019 Full Project(1)
61/103
TABLE 3.16
GOOD RELATIONSHIP BETWEEN THEIR COLLEAGUES
GOOD RELATIONSHIP
BETWEEN THEIR
COLLEGES
NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 18 16.38
SATISFIED 52 47.27
NEITHER SATISFIED NOR
DISSATISFIED30 27.27
DISSATISFIED 7 6.36
HIGHLY DISSATISFIED 3 2.72
TOTAL 110 100
INFERENCE:
The above table shows that 16.38% of respondent are highly satisfied, 47.27% of
respondent are satisfied, 27.27% of respondent are neither satisfied nor dissatisfied,
6.36% of respondent are dissatisfied, 2.72% of respondent are highly dissatisfied towards
relationship between colleagues.
-
8/3/2019 Full Project(1)
62/103
CHART 3.16
GOOD RELATIONSHIP BETWEEN THEIR COLLEAGUES
GOOD RELATIONSHIP BETWEEN THEIR
COLLEGES
05
101520253035404550
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIBUTES
PERCENTAGE
NO.OF
RESPONDENT
-
8/3/2019 Full Project(1)
63/103
TABLE 3.17
TRAINING PROGRAM OFFERED BY THE COMPANY
TRAINING PROGRAM
GIVEN BY THE
COMPANY
NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 16 14.54
SATISFIED 54 49.11
NEITHER SATISFIED NOR
DISSATISFIED30 27.27
DISSATISFIED 8 7.27
HIGHLY DISSATISFIED 2 1.81
TOTAL 110 100
INFERENCE:
The above table shows that 14.54% of respondents are highly satisfied, 49.11%
of respondent are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,
7.27% of respondents are dissatisfied, and 1.87% of respondents are highly dissatisfied
towards training program offered by the company.
-
8/3/2019 Full Project(1)
64/103
CHART 3.17
TRAINING PROGRAM OFFERED BY THE COMPANY
05
101520
253035404550
PERCENTAG
E
HIGHLY
SATISFIED
HIGHLY
DISSATISFIED
ATTRIBUTES
TRAINING PROGRAM GIVEN BY THE COMPANY
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
65/103
TABLE 3.18
FREQUENCY AND PERIOD OF TRAINING PROGRAM
FREQUANCY AND
PERIOD OF TRAINING
PROGRAM
NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 8 7.27
SATISFIED 42 38.20
NEITHER SATISFIED
NOR DISSATISFIED15 13.63
DISSATISFIED 35 31.81
HIGHLY DISSATISFIED 10 9.09
TOTAL 110 100
INFERENCE:
The above table shows that 7.27% of respondents are highly satisfied, 38.20% of
respondent are satisfied, 13.63% of respondents are neither satisfied nor dissatisfied,
31.81% of respondents are dissatisfied, 9.09% of respondents are highly dissatisfied
towards frequency and period of training program.
-
8/3/2019 Full Project(1)
66/103
CHART- 3.18
FREQUENCY AND PERIOD OF TRAINING PROGRAM
FREQUANCY AND PERIOD OF TRAINING
PROGRAM
05
10152025
30354045
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIBUTES
PERCEN
TAGE
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
67/103
TABLE 3.19
MANAGERS CLEAR SENSE OF DIRECTION
MANAGERS CLEAR
SENSE OF DIRECTIONNO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 10 9.09
SATISFIED 40 36.38
NEITHER SATISFIEDNOR DISSATISFIED
30 27.27
DISSATISFIED 20 18.18
HIGHLY DISSATISFIED 10 9.09
TOTAL 110 100
INFERENCE:
The above table shows that 9.09% of respondent are highly satisfied, 36.38% of
respondent are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,
18.18% of respondents are dissatisfied, 9.09% of respondents are highly dissatisfied
towards the managers clear sense of direction.
-
8/3/2019 Full Project(1)
68/103
CHART- 3.19
MANAGERS CLEAR SENSE OF DIRECTION
MANAGERS CLEAR SENSE OF DIRECTION
0 10 20 30 40H
IGHLY
SATISFIED
DISS
ATISFIED
ATTRIBUT
ES
PERCENTAGE
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
69/103
TABLE 3.20
COMMUNICATION OF INFORMATION ABOUT CHANGE
COMMUNICATION OF
INFORMATION ABOUT
CHANGE
NO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 10 9.09
SATISFIED 60 54.56
NEITHER SATISFIED NOR
DISSATISFIED20 18.18
DISSATISFIED 15 13.63
HIGHLY DISSATISFIED 5 4.54
TOTAL 110 100
INFERENCE:
The above table shows that 9.09% of respondents are highly satisfied, 54.56% of
respondents are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied,
13.63% of respondents are dissatisfied, 4.54% of respondents are highly dissatisfied
towards the communication of information of change.
-
8/3/2019 Full Project(1)
70/103
CHART- 3.20
COMMUNICATION OF INFORMATION ABOUT CHANGE
COMMUNICATION OF INFORMATION
ABOUT CHANGE
0102030
405060
HIGHLY
SATISFIED
NEITHER
SATISFIED
HIGHLY
DISSATISFIED
ATTRIBUTES
PERCE
NTAGE
NO.OFRESPONDENT
-
8/3/2019 Full Project(1)
71/103
TABLE 3.21
LEAVE POLICY OF THE COMPANY
LEAVE POLICY OF
THE COMPANYNO.OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 10 9.09
SATISFIED 70 63.63
NEITHER SATISFIED
NOR DISSATISFIED20 18.18
DISSATISFIED 10 9.09
HIGHLY DISSATISFIED 0 0
TOTAL 110 100
INFERENCE:
The above table shows that 9.09% of respondents are highly satisfied, 63.63% of
respondents are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied, and
9.09% of respondents are dissatisfied towards the leave policy offered by the company.
-
8/3/2019 Full Project(1)
72/103
CHART- 3.21
LEAVE POLICY OF THE COMPANY
LE
RCE
NTAGE
-
8/3/2019 Full Project(1)
73/103
TABLE 3.22
SAFETY POLICY OF THE COMPANY
SAFETY POLICY OF THE
COMPANYNO. OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 25 22.72
SATISFIED 70 63.63
NEITHER SATISFIED NOR
DISSATISFIED15 13.43
DISSATISFIED 0 0
HIGHLY DISSATISFIED 0 0
TOTAL 110 100
INFERENCE:
The above table shows that 22.72% of respondents are highly satisfied,
63.63% of respondents are satisfied, and 13.43% of respondents are neither satisfied nor
dissatisfied towards the safety policy offered by the company.
-
8/3/2019 Full Project(1)
74/103
CHART- 3.22
SAFETY POLICY OF THE COMPANY
S
-
8/3/2019 Full Project(1)
75/103
TABLE 3.23
EMPLOYEES INSURANCE POLICY PROVIDED BY THE COMPANY
EMPLOYEES
INSURANCE POLICYNO. OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 15 13.65
SATISFIED 70 63.63
NEITHER SATISFIED
NOR DISSATISFIED10 9.09
DISSATISFIED 15 13.63
HIGHLY DISSATISFIED 0 0
TOTAL 110 100
INFERENCE:
The above table shows that13.65% of respondents are highly satisfied, 63.63% of
respondents are satisfied, 9.09% of respondents are neither satisfied nor dissatisfied, and
13.63% of respondents are dissatisfied towards employees insurance policy provided by
the company.
-
8/3/2019 Full Project(1)
76/103
CHART- 3.23
EMPLOYEES INSURANCE POLICY PROVIDED BY THE COMPANY
EMPLOYEES INSURANCE POLICY
0
10
2030
40
50
60
70
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIBUTES
PERC
ENTAGE
NO.OF RESPONDENT
-
8/3/2019 Full Project(1)
77/103
TABLE 3.24
CANTEEN FACILITY OFFERED BY THE COMPANY
CANTEEN FACILITY
OFFERED BY THE
COMPANY
NO. OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 25 22.72
SATISFIED 55 50.00
NEITHER SATISFIED
NOR DISSATISFIED20 18.18
DISSATISFIED 10 9.09
HIGHLY DISSATISFIED 0 0
TOTAL 110 100
INFERENCE:
The above table shows that 22.72% of respondents are highly satisfied, 50% of
employees are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied, and
9.09% of respondents are dissatisfied towards canteen facility offered by the company.
-
8/3/2019 Full Project(1)
78/103
CHART- 3.24
CANTEEN FACILITY OFFERED BY THE COMPANY
CANTEEN FACILITY OFFERED BY THE
COMPANY
0
10
20
30
40
50
60
HIGHLY
SATISFIED
NEITHER
SATISFIED
NOR
HIGHLY
DISSATISFIED
ATTRIDUTES
PERCENTAGE
NO. OF
RESPONDENT
-
8/3/2019 Full Project(1)
79/103
TABLE 3.25
RECREATION FACILITY OFFERED BY THE COMPANY
RECREATION FACILITY
OFFERED BY THE
COMPANY
NO. OF RESPONDENT PERCENTAGE
HIGHLY SATISFIED 15 13.65
SATISFIED 40 36.36
NEITHER SATISFIED NOR
DISSATISFIED20 18.18
DISSATISFIED 25 22.72
HIGHLY DISSATISFIED 10 9.09
TOTAL 110 100
INFERENCE:
The above table shows that 13.65% of respondents are highly satisfied, 36.36%
of respondents are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied,
22.72% of respondents are dissatisfied, 9.09% of respondents are highly dissatisfied
towards recreation facility offered by the company.
-
8/3/2019 Full Project(1)
80/103
CHART- 3.25
RECREATION FACILITY OFFERED BY THE COMPANY
RECREATION FACILITY OFFERED BY THE
COMPANY
0 10 20 30 40H
IGHLY
SATISFIED
HIGHLY
DISSATISFIED
ATTR
IDUTE
PERCENTAGE
NO. OF RESPONDENT
-
8/3/2019 Full Project(1)
81/103
TABLE NO. 3.2.1.RELATIONSHIP BETWEEN THE EDUCATION
QUALIFICATION OF RESPONDENT AND FAIRNESS AND
EQUITABLE OF PROMOTIONS
Table Showing Observed N
UG PG DIPLOMA ITI OTHER TOTAL
Very satisfied 1 3 5 2 1 12
Satisfied 5 17 15 21 0 58
Neither satisfied
or dissatisfied1 8 8 6 2 25
Dissatisfied 0 4 1 5 0 10
Very dissatisfied 1 0 0 3 1 5
TOTAL 8 32 29 37 4 110
Table Showing Expected N
UG PG DIPLOMA ITI OTHER TOTAL
Very satisfied 0.87 3.49 3.16 4.03 0.43 12
Satisfied 4.21 16.8 15.2 19.5 2.10 58
Neither satisfied
or dissatisfied 1.8 7.27 6.59 8.40 0.90 25
Dissatisfied 0.72 2.90 2.63 3.36 0.36 10
Very dissatisfied 0.36 1.45 1.31 1.68 0.18 5
TOTAL 8 32 29 37 4 110
NULL HYPOTHESIS (Ho) There is no significant relationship between the
education qualification of respondent and fairness and equitable of promotions
-
8/3/2019 Full Project(1)
82/103
NULL HYPOTHESIS (Ho) There is no significant relationship between the
education qualification of respondent and fairness and equitable of promotions
ALTERNATE HYPOTHESIS (H1) There is significant relationship between
the education qualification of respondent and fairness and equitable of
promotions.
O E (O-E) (O-E)2 (O-E)2 /E
1 0.87 0.13 0.0169 0.019
3 3.49 0.49 0.2401 0.068
5 3.16 1.84 3.3856 1.071
2 4.03 -2.03 4.1209 1.022
1 0.43 0.57 0.3249 0.755
5 4.21 0.79 0.6241 0.148
17 16.8 0.2 0.04 0.002
15 15.2 -0.2 0.04 0.002
21 19.5 1.5 2.25 0.117
0 2.10 -2.1 4.41 2.1
1 1.8 -0.8 0.64 0.355
8 7.27 0.73 0.5329 0.073
8 6.59 1.41 1.9881 0.301
6 8.40 -2.4 5.76 0.685
2 0.90 1.1 1.21 1.3440 0.72 -0.72 0.5184 0.72
4 2.90 1.1 1.21 0.417
1 2.63 -1.63 2.6569 1.010
5 3.36 1.64 2.6896 0.800
0 0.36 -0.36 0.1296 0.36
1 0.36 0.64 0.4096 1.137
0 1.45 -1.45 2.1025 1.45
0 1.31 -1.31 1.7161 1.31
3 1.68 1.32 1.7424 1.037
1 0.18 0.82 0.6724 3.73
20.033
-
8/3/2019 Full Project(1)
83/103
CHISQUARE RESULT:
Calculated chi-square value = 20.033
Degree of freedom = 16
Table value = 26.3
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is no significant
relationship between the education qualification of respondent and fairness and
equitable of promotions
-
8/3/2019 Full Project(1)
84/103
TABLE NO.3.2.2.RELATIONSHIP BETWEEN THE INCOME LEVEL
AND SALARY SYSTEM PROVIDED BY THE COMPANY
Table Showing Observed N
BELOW1000010001-
20000
20001-
30000
30001-
40000
ABOVE
40000TOTAL
Verysatisfied
0 0 9 0 6 15
Satisfied 12 15 38 0 5 70
Neither
satisfied ordissatisfied
0 5 9 0 1 15
Dissatisfied 2 0 3 0 0 5
Very
dissatisfied1 2 1 0 1 5
TOTAL 15 22 60 0 13 110
Table Showing Expected N
BELOW1000010001-
20000
20001-
30000
30001-
40000
ABOVE
40000 TOTAL
Very
satisfied2.04 3 8.18 0 1.77 15
Satisfied 9.54 14 38.18 0 8.27 70
Neither
satisfied ordissatisfied
2.04 3 8.18 0 1.77 15
Dissatisfied 0.68 1 2.72 0 0.59 5
Very
dissatisfied0.68 1 2.72 0 0.59 5
TOTAL 15 22 60 0 13 110
NULL HYPOTHESIS (HO) There is no significant relationship between the
income level and salary system provided by the company
ALTERNATE HYPOTHESIS (H1) There is significant relationship between
the income level and salary system provided by the company
-
8/3/2019 Full Project(1)
85/103
O E (O-E) (O-E)2 (O-E)2 /E
0 2.04 -2.04 4.16 2.030 3 -3 9 3
9 8.18 0.82 0.67 0.08
0 0 0 0 0
6 1.77 4.23 17.89 10.10
12 9.54 2.46 6.05 0.63
15 14 1 1 0.07
38 38.18 -0.18 0.03 0.0007
0 0 0 0 0
5 8.27 -3.27 10.69 1.29
0 2.04 -2.04 4.16 2.03
5 3 2 4 1.339 8.18 0.82 0.67 0.08
0 0 0 0 0
1 1.77 -0.77 0.59 0.33
2 0.68 1.32 1.74 2.55
0 1 -1 1 1
3 2.72 0.28 0.078 0.028
0 0 0 0 0
0 0.59 -0.59 0.34 0.576
1 0.68 0.32 0.102 0.15
2 1 1 1 1
1 2.72 1.72 2.95 1.08
0 0 0 0 0
1 0.59 0.41 0.168 0.28
27.63
-
8/3/2019 Full Project(1)
86/103
CHISQUARE RESULT:
Calculated chi-square value =27.63
Degree of freedom = 16
Table value = 26.3
Level of significant = Sig. At 5% level
CONCLUSION
From the above analysis we conclude that there is significant relationship
between the income level and salary system provided by the company
-
8/3/2019 Full Project(1)
87/103
3.2 ANOVA
3.3.1 RELATIONSHIP BETWEEN AGE AND THE PROMOTIONAL
OPPORTUNITIES
STEP: 1
Null Hypothesis H0= 1=2=3=4=5
Alternate Hypothesis H1= 1 2 345
STEP: 2
X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)20 0 0 0 0 0 0 0 0 0
0 16 2 0 0 0 256 4 0 0
2 30 13 0 0 4 900 169 0 0
1 5 5 6 3 1 25 25 36 9
7 9 10 0 1 49 81 100 0 1
10 60 30 6 4 54 1262 298 36 10
No of observation (N) = 25
Total no of observation (T) = 110
STEP: 3
Correction Factors = (T)2\ N= 484
-
8/3/2019 Full Project(1)
88/103
STEP: 4
SST=TOTAL SUM OF SQUARE
((X1)2 + (X2)2 + (X3)2..)- (T)2 \ N
SST = 1176
STEP: 5
SSC = ((X1)2 \ N1 + (X2)2 \ N2+ (X3)2 \ N3..)- (T)2 \ N
SSC =446.4
STEP: 6
To Find SSE= SST-SSC
SSE = 729.6NEXT TO FIND ANOVA TABLE
SOURCES
OF
VARIABLES
SUM OF
SQUARED.O.F
MEAN SUM
OF SQUARE
VARIANCE
RATIO
Between
columnSSC=446.4
V1=C-1
V1=4
MSC=SSC\C-1
MSC=111.6
F=MSE\MSC
F=0.326Within samples SSE=729.6
V2=N-C
V2=20
MSE=SSE\N-C
MSE=36.48
STEP: 7
The no. of D.O.F is (4,20)
The table value of f at 5% level T.V= 4.26
CONCLUSION:
Here, C.V < T.V so accept H0
Hence there is no significant relationship between the age and the
promotional opportunities.
-
8/3/2019 Full Project(1)
89/103
3.3.2. RELATIONSHIP BETWEEN EDUCATIONAL AND THE
PROMOTIONAL SYSTEM.
STEP: 1
Null Hypothesis H0= 1=2=3=4=5
Alternate Hypothesis H1= 1 2 345
STEP: 2
X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)2
0 5 3 0 0 0 25 9 0 0
5 15 3 8 1 25 225 9 64 1
14 10 4 0 1 196 100 16 0 16 14 13 2 2 36 196 169 4 4
0 1 2 0 1 0 1 4 0 1
25 45 25 10 5 257 547 207 68 7
No of observation (N) = 25
Total no of observation (T) = 110
STEP: 3
Correction Factors = (T)2\ N= 484
-
8/3/2019 Full Project(1)
90/103
STEP: 4
SST=TOTAL SUM OF SQUARE
((X1)2 + (X2)2 + (X3)2..)- (T)2 \ N
SST = 602
STEP: 5
SSC = ((X1)2 \ N1 + (X2)2 \ N2+ (X3)2 \ N3..)- (T)2 \ N
SSC =196
STEP: 6
To Find SSE= SST-SSCSSE = 406
NEXT TO FIND ANOVA TABLE
SOURCES
OF
VARIABLES
SUM OF
SQUARED.O.F
MEAN SUM
OF SQUARE
VARIANCE
RATIO
Between
columnSSC=196
V1=C-1
V1=4
MSC=SSC\C-1
MSC=49
F=MSE\MSC
F=0.414Within samples SSE=406V2=N-C
V2=20
MSE=SSE\N-C
MSE=20.3
STEP: 7
The no. of D.O.F is (4,20)
The table value of f at 5% level T.V= 4.26
CONCLUSION:
Here, C.V < T.V so accept H0
Hence there is no significant relationship between the educational and the
promotional system.
-
8/3/2019 Full Project(1)
91/103
CHAPTER IV
4.1 FINDINGS
40.90% of the respondents are in the age group of 31- 40 yrs
91.81% of respondents are male
33.63% of respondents are ITI
60% of respondent have above 10 yrs of experience
54.54% of respondent have income level of 20,001 30,000
89.09% of respondents are married
63.63% of respondents are satisfied towards the nature of work.
63.63% of respondents are satisfied towards working hours.
54.54% of respondents are satisfied dissatisfied towards the working
environment.
54.54% of respondents are satisfied towards promotion opportunity.
52.72% or respondents are satisfied towards the equitable promotion.
63.63% of respondents are satisfied towards the salary system.
61.81% of respondent are satisfied towards the incentive policy.
40.90% of respondents are satisfied towards bonus system.
52.72% of respondent are satisfied towards fair treatment of employees.
47.27% of respondent are satisfied towards relationship between colleagues.
49.11% of respondent are satisfied towards training program offered by the
company.
36.38% of respondent are satisfied towards the managers clear sense of
direction.
38.20% of respondent are satisfied towards frequency and period of training
program.
54.56% of respondents are satisfied towards the communication of
information of change.
-
8/3/2019 Full Project(1)
92/103
63.63% of respondents are satisfied towards the leave policy offered by the
company.
63.63% of respondents are satisfied towards the safety policy offered by the
company.
63.63% of respondents are satisfied towards employees insurance policy
provided by the company.
50% of employees are satisfied towards canteen facility offered by the
company.
36.36% of respondents are satisfied towards recreation facility offered by
the company.
There is no relationship between education qualification and fairness
equitable of promotions
There is no significant variation between age and promotional opportunity.
There is no significant education qualification and bonus system provided
by the company
-
8/3/2019 Full Project(1)
93/103
4.2 SUGGESTIONS
The following recommendations may be offered for improving the job
satisfaction of employees. This includes the recommendations offered by sample
respondents also.
The company may take necessary arrangement to make awareness about
the promotional opportunities to the employees.
The company may take the action to improve the relationship among the
supervisors, colleagues and management through programmes.
The company may make the employees improve the interest towards the
job through the job enrichment, job enlargement etc.
The company may also give additional opportunity and training program
for the workers if they prefer.
The companies bonus and increment policies to be clearly communicate
to the employees. The top management and supervisor can handle clear sense of direction
for the employees.
The company can improve recreation facilities offered to make the
employees to feel comfortable.
-
8/3/2019 Full Project(1)
94/103
4.3 CONCLUSION
Job satisfaction plays major role in the company. A person with a high
level of job satisfaction holds positive attitudes about the job, while a person who
is dissatisfied with his/her job holds negative attitudes about the job. Satisfied
employees are producing more and more output in the production view for the
satisfaction of employees.
Through the study it is found that job satisfaction level of employees inSALEM STEEL PLANT is satisfactory. Still there is a room for improvement in
some areas Company has to do conduct some programs like proper training.
Company could clearly define the promotional opportunities. Company could
motivate the employees with timely incentives and increments. The relationship
between superior and subordinates may be improved by conducting some
programs and interactive sessions. All there thinks will benefit both employer and
employees
-
8/3/2019 Full Project(1)
95/103
QUESTIONNAIRE
Name: grade:
1. Age:
a) Below 25 b)25- 30 years c)31-40 years
d)41-50 years e) Above 50 years
2. Gender
a)male b)female
3. Educational Qualification
a) UG b)PG c)diploma d)ITI e)others
-
8/3/2019 Full Project(1)
96/103
4. Experience
a) 0-2 years b)2-5yrs c)5-10yrs d) above 10 yrs
5.Income Level
a) below 10,000 b)10,001-20,000 c)20,001-30,000
d)30,001-40,000 e)above 40,000
6. Marital status
a) married b)unmarried
-
8/3/2019 Full Project(1)
97/103
RELATED TO STUDY:
Key:
HS- HIGHLY SATISFIED
SA-SATISFIED
NE-NEUTRAL
DS-DISSATISFIED
HD-HIGHLY DISSATISFIED
Indicate To the Extent to Which You Agree With the Following Statements That
Relate To Your Job
7. what is the level of satisfaction about your nature of work ?
A)HS B)SA C)NE D)DS E)HD
8.How Do You Feel About Your Working Hrs ?
A)HS B)SA C)NE D)DS E)HD
9.How Do You Feel About Your Working Environment ?
A)HS B)SA C)NE D)DS E)HD
-
8/3/2019 Full Project(1)
98/103
-
8/3/2019 Full Project(1)
99/103
16. How do you feel about the good relationship among your colleagues ?
A)HS B)SA C)NE D)DS E)HD
17. At which level you are satisfied about the training program provided by the
company?
A)HS B)SA C)NE D)DS E)HD
18.How Do You Feel About The Frequency And Period Of The Training Program
Being Conducted?
A)HS B)SA C)NE D)DS E)HD
19.At Which Level You Are Satisfied About Your Manager Communicate A
Clear Sense Of Direction ?
A)HS B)SA C)NE D)DS E)HD
20. How do you feel about the communication of information about changes in
the organization?
A)HS B)SA C)NE D)DS E)HD
-
8/3/2019 Full Project(1)
100/103
21. At which level you are satisfied with the leave policy of the company?
A)HS B)SA C)NE D)DS E)HD
-
8/3/2019 Full Project(1)
101/103
22. At which level you are satisfied with the safety measures provided by the
company?
A)HS B)SA C)NE D)DS E)HD
23. How Do You Feel About The Employees Insurance Policy Of The Company?
A)HS B)SA C)NE D)DS E)HD
24. How do you feel about the canteen facility offered by the company?
A)HS B)SA C)NE D)DS E)HD
25.How Do You Feel About The Relation Facilities Provided By The Company
Like Club Facility & Other Program ?
A)HS B) SA C) NE D)DS E)HD
-
8/3/2019 Full Project(1)
102/103
BIBLIOGRAPHY
REFERENCES:
STPHEN P. ROBBINS Organizational behavior eight edition,
prentice hall of India. (Page No.277)
KOTHARI C.R - Research methodology, New age international prakasm
publishers, second edition. (Page No.328)
RAO. V.S.P Human Resource Management. (Page No.117)
Performance management by Prem Chand Pub: McMillan India Ltd.,
Human Resource Management by Khanka (Page No.301)
Websites:
www.jobsatisfaction.com
www.informa.com
www.hrcite.com
http://www.jobsatisfaction.com/http://www.informa.com/http://www.jobsatisfaction.com/http://www.informa.com/ -
8/3/2019 Full Project(1)
103/103
www.12manage.com
www.naukri.com