employee sat if action 2

8/6/2019 Employee Sat if Action 2

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CHAPTER-I

INTRODUCTION

Employee satisfaction is a measure of how happy workers are with their job and working environment.

Keeping morale high among worker can be of tremendous benefit to any company, as happy workers

will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many

factors in improving or maintaining high employee satisfaction, which wise employers would do well to

implement.

To measure employees satisfaction, many companies will have mandatory surveys or face-to- face

meetings with employees to gain information. Both of these tactics have pros and cons, and should be

chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without

fear of repercussion. interviews with company management can feel intimidating, but if done correctly

can let the worker know that their voice has been heard and their concerns addressed by those in

charge ,surveys and meetings can truly get to the center of the data surrounding employee satisfaction,

and can be great tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make workers

feel like part of a family or team. Holding office events, such as parties or group outings, can help build

close bonds among workers. Many companies also participate in team-buildings retreats that are

designed to strengthen the working and guided backpacking trips are versions of this type of team-

building strategy, with which many employers have found success.

Of course, few workers will not experience a boost in morale after receiving more money. Raises and

bounces can seriously affect employee satisfaction, and should be given when possible. Yet money

Cannot solve all morale issues, and if a company with widespread problems for workers cannot improvetheir overall environment ,a bonus may be quickly forgotten as the daily stress of an unpleasant job

continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have a

comfortable, clean break room with basic necessities such as running water. Keep facilities such as

bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most

businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel

more comfortable and nested at their workstation. Basic considerations like these can improve

employee satisfaction, as workers will feel well cared for their employers.

The backbone of employee satisfaction is respect for workers and the job they perform. In everyinteraction with management, employees should be treated with courtesy and interest. An easy avenue

for employees to discuss problems with upper management should be maintained and carefully

monitored. Even if management cannot meet all the demands of employees, showing workers that they

are being heard and putting honest dedication into compromising will often help to improve morale.

FACTORS THAT EFFECT /INFLUENCE TO EMPLOYEE SATISFACTION:


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Factors of employee satisfaction can follow five-element model

Compensation and benefit.

Promotions, training.

Work tasks.

Co-workers.

Supervisors.

MODEL INCLUDES FACTORS AS FOLLOWS:

Interesting work

Appreciation of work

Job security

Good wages

Promoting/growth

Good working conditions

Personal loyalty

Tactful discipline

Sympathetic help with problems

Preferred incentives

Flexi-timing

Telecommuting

Company paid vacations

Accident and health insurance benefits

Retired benefits

Asset building loans

Company transports etc


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1.2 COMPANY PROFILE

HISTORY OF BURN STANDARD COMPANY LTD.,

The history of burn standard co limited dates back to 1781, when burn &co. was established on the west

side of river hoogly in Calcutta. Thereafter, the company diversified its activities in several areas

covering heavy steel fabrication, large turnkey projects, oil processing platforms, steel and manganese

castings, refractoriness and other related products. The company now possesses over 10(ten)

manufacturing units spread over the four states of west Bengal, bihar, Madhya Pradesh and Tamilnadu

in India.

The strength of over two centuries engineering expertise of erstwhile burn standard and company ltd,

and the Indian standard wagon co ltd, were merged in 1976 to form burn standard company limited ,a

government of India undertaking, burn standard(BSCL)today is a leader in the Indian heavy engineering

industry with versatile production facilities and extensive engineering capabilities with3(three)engineering manufacturing units at howrah, Burnpur and jellingham and 8(eight)refractory

manufacturing unit.

The Howarh & Burnpur units are engaged in the manufacture of railway rolling stocks and components.

The steel foundry unit is located within its Howarh unit and two forge shops are located at Howarh &

Burnpur.the jellingham unit is fully devoted for fabrication, transportation, installation and

commissioning of well head platforms.

PRODUCTION SCENARIO:

The instillation capacity for refractory production in India is 1.65 million tones and today runs at 62.37%

of the total capacity. The production was a mere 47.25% of the installed capacity in 2002-2003.refracory

production in the country has been showing a growth of 16% per annum from 2002-2003 till now. This is

attributed to the stupendous growth in steel production for the past few years.

Among the refractories, high alumina brick/shapes about 25.33%,basic bricks/shapes 19.02%,others

comprising of monolithic about 15.43%,special products 2.71% and silica bricks/shapes about 2.38% of

the total refractory production during 2004-2005 in India. A look at the individual refractory wise

capacity utilization indicate that the production of high alumina is running at 88.25%, special products at

81.60%, monolithic about 62.61%, basic at about 58.31% fire clay at 46.60% and silica at 42.65% of the

installed capacities, the above figures reveal the growing popularity of high alumina, special, monolithic

and basic refractory which is attributed to the technological changes in the steel industry.

HISTORY OF SALEM BURN STANDARD COMPANY LTD:


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At Englishman Henry turner discovered MAGNESITE at Salem, in India, in the year1890, marking the

beginning of the basic refractory industry in India. Open cast mining of magnetite was exported.

Subsequently the burn standard established facilities for dead burning magnetite and manufacture basic

refractory bricks to cater to the nascent steel industry in India.

The company registered further growth after government of India took over the plant in 1976 and put

through a programmed of modernization and expansion in order to meet the growing demand of high

quality basic refractory of the modern Indian steel plants, non ferrous ,cement and glass industries

,registering phenomenal growth.

The present facilities of the company include captives mines of high quality deposits of low slica,

magnesite using modern earth moving equipment.150 TPD rotary kilns for dead burning magnestite,

high capacity hydraulic brick presses and 1750 degc high temperature, high tech tunnel kiln with

complete range of support facilities. The activities are guided by a vibrant R&D set-up to keep place with

the rapid changes taking place worldwide in the field of refrctory.

PROFILE OF BURN STANDARRRD COMPANY LTD, SALEM:

Burn standard company is a subsidiary of Bharath Bhari Udyog Nigam Limited under the control of

central government. Bharath Bhari Udyog Nigam Limited is a group of companies in which the following

are constitutes.

Burn standard company limited Braithwaite and company limited Jessop and company limited bharath

wagon and engineering company limited. The bharath wait burn and Jessop construction limited

bharath brakes and values limited key roll burn limited

Burn standard company manufactures refractory products which are widely used in steel industries,cement industries, etc. refractory products are manufactory from magnisite which is commonly

available in and around Salem. The company for the past three years has been in the red and had a

turnaround in the previous sales and production performance.

Burn standard company limited is a gem of brilliance in the crown of refractory industry; it is sprawled

over a picturesque of 3500 acres about 6km from Salem. The reasons for its location can be attributed

to be proximity of magnisite deposits which is the raw material required magnisite was discovered at

Salem by an English man, Henry turner in year 1890 marketing the beginning of the basic refractory

bricks to cater to the nascent steel industries in India assay material for export.

The company requited further growth after government of India took over the plant in 1976 and put

through a program of modernization and expansion in order to meet the growing demand of high

quality of the modern steel plant of the steel authority of India as well as those of the private sector

processor, cement and glass industry, registering phenomenal growth. It is one of the largest refractory


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in the world producing wide refractory goods. The management of the company is run by its managing

director under supervision, control and direction of board of directors.

THE MAIN OBJECTIVES OF THE COMPANY ARE:

1. Marketing only high quality products.

2. Follow latest system and methods to maintain consistent quality.

3. Keep unfailing delivery schedule.

4. Provided complete range of support service.

Registered office:

Registered office of the company is situated at

228, raja santhosh road, alipore, Kolkotta-70027.

Regional office:

Regional office of the company is situated at

104-akashdeep 26-A, New Delhi-110001.

Share capital of the company:

The companies authorsed capitals Rs.5000lakhs divided into equity share capital of rs.1000each were as

the issued and subscribed of rs.4242 lakhs only.

OBJECTIVES OF THE FIRM

Market only high quality products

Follow latest systems and methods to maintain constant quality.

Keep unfailing delivery schedules.

Provides complete range of support services.

QUALITY POLICY OF THE COMPANY

Commitment to achieve and enhance customers confidence by prompt refractory through.

1. Cost effective methods.

2. Continual system improvement and process maintaining.


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3. Proper technology and personnel development.

Mission statement of the company:

Scientific and systematic exploration of mines and judicious management of mineral resources.

To maintain strict quality control standards.

Eco friendly mining.

Continuous up gradation of technology of mining, quality control measures and mineral

processing.

Providing gainful employment of people in rural factory.

Refractory industry analysis:

Bio data or refractory industry

1. 100 years old.

2. 80 units in organized sector.

3. 100-50 units in small and unorganized sector.

End users profile of refractory product:

1. Iron & steel plant : 75%

2. Cement industry : 11%

3. Glass industry : 5%

4. Copper industry : 4%

Problems faced by end users:

-Cheap imports -freight

- Cocking coat-drop in the take of steel

SWOT analysis of the company

STRENGTH

a) Monopolist


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b) Socio friendly

c) Have their own mine near Salem

d) Technological production

e) Cost effectiveness

f) Quality of the product.

g) Customer retention skilled laborers.

h) Variety of products in products in production

i) Good long term strategies.

WEAKNESS

a. Less capacity of production comparing to the orders.

b. Difficult in expansion of the company.

c. Low finance state for employing high technologies.

d. Have very less logistics.

e. Minimum funds.

OPPORTUNITIES:

High demand for the products.

Favorable negotiations with the customers.

Increase in refractoriness leads to improvement of the company.

High tech information systems.

Good TQM and CRM technique.

New strategic ideas of R & D.

THREATS:

Gradual deduction of the raw material

Logistics and inventories problem.


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Change of government policies

Political factors.

Shifting to high tech is show considerably.

1.3 PRODUCT PROFILE

LIST OF PRODUCTS PROVIDED IN BURN STANDARD COMPANY LIMITED

1. Magnesite bricks

2. Magnesite chrome bricks.

3. Chrome magnesite bricks.

4. Chemically bonded bricks.

5. Direct bonded bricks.

6. Magnesia carbon bricks

7. Refractories for electric are furnance.

8. Refractories for electric are furnance- EBT(UHP)

9. Refractories for LF/VD &VAD ladle

10. Refractories for AOD ,OTBC &VODC

11. Refractories for VOD

12. Refractories for BOF

13. Refractories for hot metal mixer

14. Refractories for open hearth furnance

15. Refractories for glass industries.

16. Refractories for cement industries

17. Refractories for copper industries.

18. Caustic magnesia products.monolithic n(basic more arts more arts,patching masses,spraying &

gunning compounds)


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The above said products are in different specifications.but anyway their core material is the

MAGNESE. It is obtained from the magnese mine located near the plant in Salem.the major product of

the BSCL is DBM(dead burnt magnese).it is high quality such that it can understand the temperature of

1750 deg.c

CATEGORY OF REFRACTORIES & APPLICATION:

1. FIRE CLAY BRICKS/SHAPES

These are basically aluminosilicate refractories possessing alumina not exceeding 42%.fire clay

refractoriness earlier used to find use in lining of blast furnaces for hearth and bosh portion due to the

dense structure ,reheat shrinkage,resistance to slag and load characteristics of these bricks.

However,today,the dense low heat duty fire play refractoriness and upper involve portion where slight

slagging action & abreactions resistance are necessary ,intermediate duty fire clay bricks are

applied.though these are the most economical variety of refactorinesss but suffer from poor slag

resistance & low refractoriness characteristics.in many steel plants,these find extensive use in lining of

socking pits & reheating furneances,bottom pouring refactories for steel casting,safetylining of the steel

ladles and kilns in cement industry due to their good insulating,spalling resistance,jdense

structurepreventing erosion characteristics.

2. HIGH ALUMINA BRICKS/SHAPES:

The change in the quality of the raw materials, increased productivity higher temperature and increased

campaign life in iron/steel making arne resulted in drastic reduction in consumption of fire clay products

and evolution of high alumina refractories.60-72% alumina mullite bricks are used in hearth and bottom

blast furnaces. The stoves and hot system where the hot blast temperature gradually increased from

800 c to 1250 c, 72% alumina bricks with improved insulation are used .in steel plants involving in

production of carbon steels, 72% alumina are still used for working lining of ladles due to high

refractoriness and moderate slag resistance properties.

Well blocks and sleeves used in steel ladles for fixed at gas purging cons which are subjected to

localized turbulence created by flow of gases through porous requires refractory material that sustains

good number of thermal cycles and increased campaign life.here,96% alumina bearing materials are

used for high temperature abrasion resistance ,low porosity ,high mechanical strength and result in

uneven erosion and top surface of the block.even,slide gate refractory of 96% alumina or in use in steel

ladles.the increasing trend for production of cleaner steels led to use of 70% alumina refractories forbottom pouring.

3. SILICA BRICKS/SHAPE;

Silica refractories possesses the ability to with stand substantial load (501b/sq.in)to within a few degrees

of its cone fusion point of 1710 c to 1730 c 173 ,high resistance to attack by still furnance fluxes

comprising iron oxide ,lime etc,freedom form shrinkages at temperature upto melting point and high


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thermal shock resistance in temperature ranging from 600 c or below 300 c .these refractory products

find extensive use in arch roofs of the furnances ,door jambs of furnance and in coke ovens due to their

excellent resistance to spalling.

4. BASIC BRICKS/SHAPES:

The need to produce steels of high quality resulted in great stresses on refractory as a result of

aggressive slag,prolonged turbulence by rinsing/lancing high temperature etc.led to adoption of basic

refractories to resist the slag attack while being chemically stable.broadly,these refractories are

classified as the dolomite variety and magnesite variety.

Dolomite is the most common basic refractory for both metallurgical and economic reasons.these are

further classified as the sintered and unburnt materials.the high silicon in hot material lead to use of

dolor bricks forworking lining of BOF. In steel ladles,dolomite bricks are used but the holding time of

steel in the ladle should be less and should be hot in circulation.in contact with air ,the free lime of thedolomite refractory reacts leading to crumbling of the refractory which is the major disadvantage .

ceramic bonded sintered dolomites possess high mechanical strength and possess good resistance to

thermal shock while enrichment with magnesia lessens sensitivity to slag attack.the high carbon

dolomite product and chemically bonded products emerged in the market as and alternative to resin

bonded ones and are expected to be lower in cost with absence of fumes during heating.

Among the magnesite refractories,magnesia carbon and magnesia chrome bricks are highly

popular.Magnesia C bricks find us in hot spot area of EAF and BOF vessel lining as the refractoriness in

high,highly resistance to slag and thermal shock. In LF/VAD steel ladles,magnesia carbon variety

refractories with high oxidation resistant and high hot modulus of rupture are applied in strike padand

slag zone areas.the refractories help in improved lining life under severeoperating conditions likehigh

tapping temperature longer holding times and highly basic slags. For VOD/AOD ,dense magnesia

chrome co-linker grains with low apparent porosity and high hot strength applied for full wear lining in

side walland bottom for slags of lower basicty (as is the case of stainless steel ) and provide property

such as excellent penetration of low basicity slag,high hog modulus of rupture excellent thermal spalling

resistant and good abrasion resistance.magnesia-chrome steel claded bricks are used in working lining

of EAF and in certain zones magnesite bricks are applied.

5. BASIC MONOLITHICS:

These refractories are well known to produce joint less structure which is stable from dimensional

aspects at high temperatureand are resistant to thermal shock and abrasion. It comprises of

castables,plastic mass ,ramming mix ,mortars ,sling or mix and coating material. Magnesia based

gumnitting mix is used for patching of eroded areas in EAF. Mortars of magnesite and high alumina are

applied for patching of steel ladles.


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High alumina mortars are used for fixing ladle nozzle with well block,joint portion of plate and nozzle

,fixing well blocks to steel ladle etc.aluminasilicate (60%A1203)trough and tap whole mixes are used iron

blast furnances . even in coke ovens, there is extensive use of silica based mortar for hot patching and

gunnitting,magnesite ramming mass is applied above the sarety lining in EAF and for lining in basicinduction and furnaces used for melting casr iron/carbon steels, silica ramming mass is applied as the

lining material. Another important application is in the form of ceramic coating of oxygen /rinsing lances

for prolonged lancing/rinsing to meet the metallurgical requirements. Among the monolithic, castables

especially of low cement variety have dominated presence in various application.

This variety of castables possess about 5%-7.5% calcium aluminate cement requiring only around 5%

casting water and are less prone to explosion,no loss of colcurshing strength at any temperature ,low

moisture content enabling faster drying/preheating ,high degree of volume stability at high

temperature providing an excellent abrasion resistance .90% alumina castable in use for hoods of

VAD/AOD/VOD units, delta region of EAF, permanent lining of tundish, walking beam furnace hearth

,precast burner block of walking beam furnaces etc.60% to 70% alumina castables are applied for covers

of soaking pits stand pipes, charging hole blocks and cover of coke ovens.

6. SPECIAL PRODUCTS:

In continuous casting, garner board of silica/magnesite for cold tundishes is used to facilitate sequencing

of heat. Various flow control devices such as baffles/ dames/ weires made of magnesite are used in

tundishes of improve quality of steel. For crack and corrosion resistance, entry nozzles used between

tundish outlet and mould are made of alumina-carbon / magnesia-zirconia refractory shrounds and

monoblock stoppers made of alumina-zirconia are used in tundishes of various bloom/slab/billet casting

machines. 95% zirconia metering nozzles are used for flow of steel into mould of billet continuouscasting machine casting for excellent erosion resistance.

Also, for eliminating non-metallic inclusions thus improving the steel quality, ceramic filters in tundishes

have evolved recently.Prefabricate single block launders of high alumina with SIC,Cr203 are used in EAFS

to minimize lip jam formation, improved hot load characteristics with resistance to slag and thermal

shock. Ceramic fibers due to their insulating nature are in reheating furnaces, blast system/stoves of

blast furnaces etc. a high magnesia porous plug is an another area which involves inert gas purging for

homogenization of steel with temperature and composition.

FUTURE OUTLOOK:

Refraction cost about 8%-10% of the total of steel production. There is greater possibility in reducing the

specific consumption of refractoriness by 9kg/T in steel industry.0.4 kg/t in cement industry in the

coming 3 to 4 years.however ,the refractory production is expected to increase by 16% per annum in the

coming few years due to the major expansion and green field projects coming up in the steel

segment.refractories still have many areas in various sectors to enter in and it would be the monolithic

& special products that would dominate the production in future.


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1.4 NEED OF THE STUDY

Employee satisfaction is the persons feeling of satisfaction derivedby an employee which acts as

motivation to work. It is not self-satisfaction ,happiness or self contentment but satisfaction on doing

job;it relates the relationship between the individual and the employees for which he is being

paid.employee satisfaction is essential for seeking the efficiency and effectiveness of the employee in

the attainment of organizational objectives.

Burn standard company provides job security, wage increment, promotional opportunities, transfer-

policy and duration of work and sense of responsibility which greatly influence the workers. Burn

standard company provides motivation in turn provide a large extent of job satisfaction but also

identifies his personal wants and satisfies them. This helps the organization to retain the employees

permanently in the organization. So, this project has been confined to find out the level of jobsatisfaction attained in burn standard company by its employees.

1.5 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

To study the satisfaction level of employees on the various facilities provided by burn standard

company limited.

SECONDARY OBJECTIVE

How for the employees aware and make use of the facilities provided by the company.

To study the employees perception towards working environment in the company.

To identify the areas where additional infrastructure /facilities required for the enhancement of

productivity in the company.

To investigate employees perception towards the companys welfare policy.

1.6 SCOPE OF THE STUDY

The scope of the study was extended to all departments and the administrative office of burn standard

company limited (Salem) regarding employees, the scope of the study was confined to all grade of

employees.

1.7 LIMITATIONS OF THE STUDY


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Time factor has been the greatest limitation and was difficult to analyze the various aspects of

data within the prescribed time.

This study has been done on a limited period and over a limited sample. This cannot be applied

to the universe without suitable correction.

Meeting the employees has also been the greatest limitation, because meeting the employee

and getting data from them was very difficult during their busy schedule.

Genuine response of the employees.

Cost has also been the greatest limitation.

CHAPTER-II

RESEARCH METHODOLOGY

It is a way to solve systematic solve the research problem. It has dimensions and research methodology

to constitute a part of the research problem of the research methodology.

RESEARCH DESIGN

The research design used in the study was descriptive research design. It includes surveys and fact-

finding requires of different kinds. The major purpose of description research designs, as it exists at

present. The main characteristic of these methods is that the researcher has no control of invariables.

Ha can report only what has happened or what is happening. A plan for collecting and utilizing data so

that desired information can be obtained with sufficient precision or so that a hypothesis can be testedproperly.

DESCRIPTIVE RESEARCH STUDIES

Descriptive research studies are concerned with describing the characteristics of individuals or groups.

FOLLOWING SHOULD BE FOCUSED

Formulating the objective of the study (what is the study about and why is it being made)

Designing the methods of data collection (what technique of gathering data will be adopted)

Selecting the sample (how much materials will be needed)

Collecting the data (where can required data be found and with time period should the data be

related)

Processing and analyzing the data and reporting the findings.


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SAMPLE DETAILS

Selection of the study area.

Selection of the sample size.

The sampling size design is considered as non-probability sampling. Convenience sampling has been

taken for the survey.

DEFINITION

A non-probability sampling technique that attempts to obtain a sample of convenience elements. The

selection of sampling units is left primarily to the interviewer.

SAMPLING UNIT

The sampling units were limited to Burn Standard Company Limited, Salem.

SAMPLING METHOD

200 employees were taken as sample using convenience sampling.

SIZE OF SAMPLE

The researcher selected 200 employees for the study.

DATA COLLECTION DETAILS

Those data which have already been collected by someone is secondary data. The nature of work is

merely that of compilation.

SOURCE OF DATA COLLECTION

The questionnaire includes both open end and closed questions. Some of the data were collected

through using observation techniques. Personal interview with the retailers were also conducted along

with the questionnaire survey.

SOURCE OF DATA

The primary data is collected through questionnaire survey, direct communication with respondents and

observation.

DATA COLLECTION INSTRUMENT

The questionnaire includes both open end closed questions. Some of the data were collected through

using observation techniques. Personal interview with the retailers were also conducted along with

questionnaire survey.


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FORMULATION OF QUESTIONNAIRE

The structured on disguised questionnaire was prepared for all collection of primary data from the

employees. As the questionnaire is that only mode of communication between the researcher and the

respondents the questionnaire for the study was drafted with utmost care and caution so that relevant

and essential information for the inquiry may be collected without any difficulty, ambiguity vagueness.

To attain the objectives different pattern if questions were made use of in the study, they are

Closed ended questions

Multiple choice questions

Open-ended questions

CLOSED ENDED QUESTIONS

They are those in which both the questions and answers are arranged in a structured pattern. Under this

type of questions, there are various sub types. They are as follows.

MULTIPLE CHOICE QUESTIONS

These types of questions list a number of answers and permits the subjects to the answers that best

approximate their own views.

OPEN ENDED QUESTIONS

In this type of questionnaire, the questions are structured but the responses are unstructured. The

respondents are free to reply whatever information and in words, which they consider to be relevant.

TOOLS OF THE STUDY

STATISTICAL TOOLS

To analyze and interpret the collection of data the following statistical tools were used.

Simple Percentage analysis.

Chi-square.

CHAPTER-III

ANALYSIS AND INTREPRETATION


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TABLE 3.1

S no Gender Respondents percentage

1 Male 125 62.5

2 Female 75 37.5

Total 200 100.0

RESPONDENTS OF GENDER

Table 3.1 Represents the Respondents of Gender

INFERENCE:

From the above table it is inferred that 125.5% of the employees are male, and 37.5% of the employees

are female.

FIGUER-3.1

RESPONDENTS OF GENDER

FIGURE: 3.1.1 Represents the percentage of Gender.

TABLE-3.2

RESPONDENTS OF AGE GROUP

S no Age Respondents percentage

1 Above 40 90 45.0

2 35-40 43 21.5

3 30-35 26 13.0

4 25-30 25 12.5


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5 20-25 16 8.0

Total 200 100.0

Table 3.2 represents the percentage of Age Group.

INFERENCE:

From the above table, it is inferred that 45% of the respondents are in the age

group Above 40, 21.5% of the respondents are in the age group 35-40,

13% of the respondents are in the age group 30-35, 12.5% of the respondents are in the age group 25-

30 and 8% of the respondent are the age group of 20-25.

FIGURE-3.2

Respondents of Age Group

TABLE-3.3

RESPONDENTS OF MARITAL STATUS

S no Marital Status Respondents Percentage

1 Single 60 30

2 Married 140 70

Total 200 100

Table 3.3 represents the percentage of Marital Status.

INFERENCE:

From the above table it is inferred that 70% of the employees are married, and


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30% of the employees are single.

FIGURE3.3

Respondents of Marital Status

TABLE-3.4

RESPONDENTS OF EXPERIENCE

S no Years of Experience Respondents Percentage

1 Above 25 years 39 19.5

2 15-25 years 38 19.0

3 5-15 years 66 33.0

4 Below 5 years 57 28.5

Total 200 100.0

Table 3.4 represents the percentage of Respondents of Experience.

INFERENCE:

From the above table, it is inferred that 19.5% of the respondents are the above 25years of experience,

19% of the respondents are the 15-25 years of experience, 33% of the respondents are the 5-15 years of

experience, and 28.5% of the respondents are the below 5 years of experience.

FIGURE 3.4

Respondents of Experience


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TABLE-3.5

RESPONDENTS OF QUALIFICATION

S no Qualification Respondents percentage

1 Post graduate 4 2.0

2 Graduate 18 9.0

3 Diploma 42 21.0

4 HSC 44 22.0

5 ITI 92 46.0

Total 200 100.0

Table 3.5 Represents the Percentage of Qualification

INFERENCE:

From the above table, it is inferred that 2% of the respondents are post graduate, 9% of the respondents

are graduate, 21% of the respondents are diploma, 22% of the respondents are higher secondary and

46% of the respondent are ITI.

FIGURE-3.5

RESPONDENTS OF QUALIFICATION

TABLE-3.6

RESPONDENTS OF DESIGNATION

S no Designation Respondents Percentage


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1 Managers 4 2.0

2 Office staffs 19 9.5

3 Supervisors 51 25.5

4 Workers 126 63.0

Total 200 100.0

Table 3.6 represents the percentage of Designation

INFERENCE:

From the above table, it is inferred that 2% of the respondents are the managers, 9.5% of the

respondents are office staffs, 25.5% of the respondents are supervisors, and 63% of the respondents are

the workers.

FIGURE-3.6

RESPONDENTS OF DESIGNATION

TABLE-3.7

RESPONDENTS OF MONTHLY INCOME

S no Monthly income Respondents Percentage

1 Above 40,000 3 1.5

2 20,000-30,000 5 2.5

3 10,000-20,000 53 26.5

4 Below 10,000 139 69.5

Total 200 100.0

Table 3.7 represents the percentage of Monthly Income.


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INFERENCE:

From the above table, it is inferred that 1.5% of the respondents are above 40,000 monthly incomes,

2.5% of the respondents are 20,000-30,000 monthly income,

26.5% of the respondents are 10,000-20,000 of monthly income, and 69.5% of the respondents are

below 10,000 of monthly income.

FIGURE-3.7

MONTHLY INCOME

TABLE-3.8

RESPONDENTS OF WORKING ENVIRONMENT

S no Working Environment Respondents Percentage

1 Highly Satisfied 79 39.5

2 Satisfied 83 41.5

3 Neutral 24 12.0

4 Dissatisfied 9 4.5

5 Highly dissatisfied 5 2.5

Total 200 100.0

Table 3.8 represents the percentage of Working Environment.

INFERENCE:

From the above table, it is inferred that 39.5% of the respondents are highly satisfied of working

environment,41.5% of the respondents are satisfied of working environment, 12% of the respondents


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are neutral of working environment, 4.5% of the respondents are dissatisfied of working environment

and 2.5% of the respondent are highly dissatisfied of working environment.

FIGURE-3.8

Working Environment

TABLE-3.9

RESPONDENTS OF GRIEVANCE HANDLING

S no Grievance Handling Respondents Percentage


2 Satisfied 52 26.0

3 Neutral 10 5.0



Total 200 100.0

Table 3.9 represents the percentage of Grievance Handling.

INFERENCE:

From the above table, it is inferred that 35% of the respondents are highly satisfied for Grievance

Handling, 26% of the respondents are satisfied for Grievance Handling, 5% of the respondents are

neutral for Grievance Handling, 20% of the respondents are dissatisfied of Grievance Handling and 14%of the respondent are highly dissatisfied for Grievance Handling.

FIGURE-3.9

GRIEVANCE HANDLING


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TABLE 3.10

RESPONDENTS OF WELFARE FACILITIES

S no Welfare Facilities Respondents Percentage


2 Satisfied 64 32.0

3 Neutral 52 26.0



Total 200 100.0

Table 3.10 represents the percentage of Welfare Facilities.

INFERENCE:

From the above table, it is inferred that 30% of the respondents are highly satisfied for welfare facilities,

32% of the respondents are satisfied for welfare facilities, 26% of the respondents are neutral for

welfare facilities, 7% of the respondents are dissatisfied of welfare facilities and 5% of the respondent

are highly dissatisfied for welfare facilities.

FIGURE-3.10

RESPONDENTS OF WELFARE FACILITIES

TABLE-3.11

RESPONDENTS OF ACCIDENT COMPENSATION

S no Accident compensation Respondents Percentage


2 Satisfied 88 44.0


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3 Neutral 22 11.0



Total 200 100.0

Table 3.11 represents the percentage of Accident Compensation.

INFERENCE:

From the above table, it is inferred that 43% of the respondents are highly satisfied for Accident

Compensation, 44% of the respondents are satisfied for Accident Compensation, 11% of the

respondents are neutral for Accident Compensation, 1% of the respondents are dissatisfied of Accident

Compensation and 1% of the respondent are highly dissatisfied for Accident Compensation.

TABLE 3.12

RESPONDENTS OF BENEFIT SCHEMES (BONUS)

S no Benefits Schemes (Bonus) Respondents Percentage


2 Satisfied 90 45.0

3 Neutral 37 18.5



Total 200 100.0

Table 3.12 represents the percentage of Benefit Schemes (Bonus).

INFERENCE:

From the above table, it is inferred that 23% of the respondents are highly satisfied for benefit scheme,

45 % of the respondents are satisfied for benefit scheme, 18.5% of the respondents are neutral for


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benefit scheme, 8% of the respondents are dissatisfied for benefit scheme and 5.5% of the respondent

are highly dissatisfied for benefit scheme.

TABLE 3.13

RESPONDENTS OF SAFETY MEASURES

S no Safety Measures Respondents Percentage


2 Satisfied 40 20.0

3 Neutral 28 14.0



Total 200 100.0

Table 3.13 Represents The Percentage Of Safety Measures

INFERENCE:

From the above table, it is inferred that 18% of the respondents are highly satisfied for safety measures,

20 % of the respondents are satisfied for safety measures, 14% of the respondents are neutral for safety

measures, 28.5% of the respondents are dissatisfied for safety measures and 19.5% of the respondent

are highly dissatisfied for safety measures.

TABLE-3.14

RESPONDENTS OF SAFETY EQUIPMENTS WORKING CONDITION

S.No. Safety Equipment Working Condition Respondents Percentage

1. Strongly Agree 18 9.0

2. Agree 51 25.5

3. Neutral 38 19.0


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4. Disagree 62 31.0

5. Strongly Disagree 31 15.5

Total 200 100.0

Table 3.14 Represents of Safety equipments proper working condition

INFERENCE:

From the above table, it is inferred that 9% of the respondents are strongly agree for Safety equipments

proper working condition, 25.5% of the respondents are agree for Safety equipments proper working

condition, 19.0% of the respondents are neutral for Safety equipments proper working condition, 31%

of the respondents are disagree of Safety equipments proper working condition and 15.5% of therespondent are strongly disagree for Safety equipments proper working condition.

TABLE-3.15

RESPONDENTS OF SATISFACTION FOR LIGHTING FACILITY

S.No Lighting facility Respondents Percentage

1 Strongly Agree 30 15.0

2 Agree 56 28.0

3 Neutral 62 31.0

4 Disagree 36 18.0

5 Strongly Disagree 16 8.0

Total 200 100

Table 3.15 Represents Satisfaction for Lighting facility

INFERENCE:


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From the above table, it is inferred that 15% of the respondents are strongly agree for Lighting facility,

28% of the respondents are agree for Lighting facility, 31% of the respondents are neutral for Lighting

facility, 18% of the respondents are disagree of Lighting facility and 8% of the respondent are strongly

disagree for Lighting facility.

TABLE-3.16

RESPONDENTS OF OPINION ABOUT THE REST HOURS & BREAK TIME

S.no: Rest hours & break time Respondents Percentage

1 Excellent 40 20.0

2 Good 46 23.0

3 Undecided 52 26.0

4 Bad 26 13.0

5 Very bad 36 18.0

Total 200 100

Table 3.16 Represents of Opinion about the rest hours & break time

INFERENCE:

From the above table, it is inferred that 20% of the respondents are excellent for rest hours & break

time, 23% of the respondents are good for welfare facilities, 26% of the respondents are undecided for

rest hours & break time, 13% of the respondents are bad for rest hours & break time and 18% of the

respondent are very bad for rest hours & break time.

TABLE-3.17

RESPONDENTS OF MANAGERS ARE POSITIVE ROLE MODELS

S no Managers Are Positive Role Models Respondents Percentage

1. Strongly Agree 20 10.0

2. Agree 78 39.0


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3. Neutral 65 32.5

4. Disagree 25 12.5

5. Strongly Disagree 12 6.0

Total 200 100.0

Table 3.17 Represents the Percentage Managers Are Positive Role Models

INFERENCE:

From the above table, it is inferred that 10% of the respondents are strongly agree for managers are

positive role models, 39% of the respondents are agree for managers are positive role models, 32.5% of

the respondents are neutral for managers are positive role models, 12.5% of the respondents are

disagree of managers are positive role models and 6% of the respondent are strongly disagree for

managers are positive role models.

TABLE-3.18

RESPONDENTS OF THE RELATIONSHIP WITH SUPERVISOR

.

S.No The Relationship With Supervisor Respondents Percentage

1 Excellent 78 39.0

2 Good 99 49.5

3 Undecided 19 9.5

4 Bad 2 1.0

5 Very bad 2 1.0

Total 200 100.0

Table 3.18 Represents the Relationship with Supervisor


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INFERENCE:

From the above table, it is inferred that 39% of the respondents are excellent relationship with

supervisor, 49.5% of the respondents are good relationship with supervisor, 9.5% of the respondents are

undecided relationship with supervisor, 1% of the respondents are bad relationship with supervisor and

1% of the respondent are very bad relationship with supervisor.

TABLE-3.19

RESPONDENTS OF PROPER DISPOSAL OF WASTE MATERIAL

S no Proper Disposal Of Waste Material Respondents Percentage

1 Excellent 46 23.0

2 Good 74 37.0

3 Undecided 36 18.0

4 Bad 23 15.5

5 Very bad 21 10.5

Total 200 100.0

Table 3.19 Represents The Percentage Of Proper Disposal Of Waste Material.

INFERENCE:

From the above table, it is inferred that 23% of the respondents are excellent for proper disposal of

waste material, 37% of the respondents are good for proper disposal of waste material, 18% of the

respondents are undecided for proper disposal of waste material, 15.5% of the respondents are bad for

proper disposal of waste material and 10% of the respondent are very bad for proper disposal of waste

material.

TABLE-3.20

RESPONDENTS OF LEAVE PROVISIONS ARE ADEQUATE

S.NO: Leave Provisions Are Adequate Respondents Percentage


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1 Strongly agree 30 15.0

2 Agree 56 28.0

3 Neutral 27 13.5

4 Disagree 58 29.0

5 Strongly disagree 29 14.5

Total 200 100

Table 3.20 Represents Leave Provisions Are Adequate

INFERENCE:

From the above table, it is inferred that 15% of the respondents are strongly agree for leave provisions

are adequate, 28% of the respondents are agree for leave provisions are adequate, 13.5% of the

respondents are neutral for leave provisions are adequate, 29% of the respondents are disagree of leave

provisions are adequate and 14.5% of the respondent are strongly disagree for leave provisions are

adequate.

REVIEW OF LITRATURE

Factors affecting Job satisfaction among academic professionals in tertiary institutions in Zimbabwe

By P. Chimanikire, E. Mutandwa, C. T. Gadzirayi, N. Muzondo and B. Mutandwa

The broad objective of this study was to determine factors affecting job satisfaction among academic

professionals in tertiary institutions of Zimbabwe against the backdrop of high brain drain in the sector.

A total of eighty respondents were selected randomly from departmental lists and interviewed using

structured questionnaires.

The results of the study showed that a greater proportion of the academic staff was not satisfied with

their jobs. Reasons for dissatisfaction include high volume of work, inadequate salaries, allowances,loans to facilities purchase of housing stands and cars.

CHAPTER-IV

4.1 FINDINGS


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1. 62.5% of the respondents were male and 37.5% of the respondents were female.

2. 30% of the respondents were single and 70% of the respondents were married.

3. 19.5% of the respondents were above 25 years of experience.

4. 46.0 % of the respondents were ITI back ground.

5. 9.5% of the respondents were office staffs.

6. 69.5% of respondents were got below 10,000 monthly incomes.

7. 39.5% of respondents were highly satisfied with their working environment.

8. Almost 35% of respondents were highly satisfied for grievance handling.

9. 7% of respondents are dissatisfied of welfare facilities.

10. 5.5% of the respondent are highly dissatisfied for benefit scheme.

11. 20 % of the respondents are satisfied for safety measures provided by the company.

12. 15% of the respondents are strongly agree for Lighting facility.

13. 23% of the respondents are good for welfare facilities

14. 49.5% of the respondents are good relationship with supervisor

15. 37% of the respondents are good for proper disposal of waste material

CHAPTER-V

SUGGESTION

As the satisfaction levels of the employees are very low in the following factors, the management has to

improve upon these factors.

Nearly most of the respondents are not satisfied with the rest room facilities, the organization

can concentrate to improve the quality, neatness, etc

The satisfaction level in canteen facilities is very low; the organization should concentrate on

providing better canteen facilities.

The organization may increase the relationship with workers and supervisor

The organization may modify the reward system of the employees


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Promotions are to be considered based on merit, educational qualification and experience.

The organization may reduce the workload of the workers.

CONCLUSIONS

The research made in an attempt to find out the job satisfaction level of the employees in BURN

STANDARD COMPANY LTD.,. In the study certain parameters has been defined to measure. The

parameters are set regarding factors related to work satisfaction, pay, promotions, personal attitude,

working environment, etc.

The satisfaction level for each parameter is identified individually from the employees. This study helps

the organization to concentrate on those parameters, which lack the employees satisfaction

An overall study of the research reveals good satisfaction level of the employees in their job, but at the

same time the organization lacks on certain factors such as canteen, rest room facilities, rewards,

recognition and promotion policy. If these factors are given little more care, the company can maintain

good workers with high level of satisfaction among the employees with organizational commitment and

involvement.

A SUDY ON EMPLOYEE SATISFATION IN RESPECT OF VARIOUS AMENITIES AND FACILITES PROVIDED BYBURN STANDARD COMPANY LIMITED, SALEM

QUSETIONNAIRE:

1. Gender

Male Female

2. Age:

20-25 25-30 30-35 35-40 Above40

3. Marital Status

Single Married

4. Years of Experience

Below 5 yrs 5-15 yrs 15-25 yrs


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Above 25 yrs

5. Qualification

ITI HSC Diploma Graduate

Post Graduate

6. Designation

Workers Supervisor Office Staff Manager

7. Monthly Income

Below 10,000 10,000-20,000 20,000-30,000

30,000-40,000 Above 40,000

8. Are you satisfied with your working environment?

Highly Satisfied Satisfied Neutral

Dissatisfied Highly dissatisfied

9. How do you feel about the Grievance Handling?



10. How do you feel about the welfare facilities provided by the company?



11. Are you satisfied accident compensation?



12. Are you satisfied with benefit schemes (Bonus) given by company?




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13. Are you satisfied with Safety Measures provided by the organisation?



14. Safety equipments are proper working condition?

Strongly agree Agree Neutral

Disagree strongly disagree

15. Lighting facility?


Disagree strongly disagree

16. What is your opinion about the rest hours & break time?

Excellent Good Undecided

Bad Very bad

17. Managers Are Positive Role Models In The Organisation?


Disagree Strongly Disagree

18. How do you feel about Relationship with Supervisor?


Bad Very bad

19. The proper disposal of waste material


Bad Very bad

20. Leave Provisions Are Adequate?


Disagree Strongly Disagree

SUGGESTIONS:


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BIBLIOGRAPHY

1. Kothari C.R (2002), Research Methodology , Wishwa Prakashan,New Delhi,2nd edition.

2. Richard I.Levin, Davis S. Rubin (2002), Statistics for Management,

Prentice hall of India Private Limited, New Delhi, 7th edition.

3. Stephen P. Robbins (2002), Organizational Behavior, Prentice Hall

of India Private Limited, New Delhi, 9th edition.

4. Mamoria C.B (1999), Personnel Management, Himalaya Publishing

House, New Delhi, 12th edition.

5. Biswajeet Pattanayak (2002), Human resource Management,

Prentice Hall of India Private Limited, New Delhi.

employee sat if action 2

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