employeejobsatisfaction garment industry

8/2/2019 EmployeeJobSatisfaction Garment Industry

1/81

http://mbanetbook.blogspot.com

Project on Study of Employees Job SatisfactionINDUSTRY PROFILE

ABOUT GARMENT INDUSTRY:

INTRODUCTION:As the business increases day by day to global standards, garment

industry also takes its boom in the world trade. Though there are certain limitations and

drawbacks in the business scenario, it is still trying to achieve a memorable growth in the

world trade.

From ancient days onwards, garments play an important role in each

and every ones life. Now the fashion technology is growing not only in towns and cities,

but also in small villages. People are now very much interested to wear new fashion

garments. Media also playing an important role in evaluating the garment industry all over

the world.

ABOUT GARMENT INDUSTRY DEVELOPMENT CORPORATION (GIDC):

To protect the rights of manufacturers and to create a beneficial

marketing facility for garments, THE GARMENT INDUSTRY DEVELOPMENT

CORPORATION came in to force. The GIDC is a non-profit organization established in

1984 in the city of New York by the garments workers union and the new York skirt and

sports wear association to strengthen the worlds garment industry.

For the past twenty years, GIDC has evolved in to multi-tiered service

organization providing marketing, buyer referrals, training and technical assistance to the

manufacturers and workers.GIDC acts as a link between designers & labels and high

quality producers and it has the following directors:

BRUCE RAYNOR -CHAIRMAN

STEVEN E-THOMAS-VICE CHAIRMAN

1
http://mbanetbook.blogspot.com/http://mbanetbook.blogspot.com/http://mbanetbook.blogspot.com/


2/81

http://mbanetbook.blogspot.comEDGAR ROMNEY -SECRETARY TREASURER ETC

USE OF COMPUTERS IN GARMENT INDUSTRY:

CAD: Computer aided and designing (CAD) is industry specific design system using

computer as a tool. CAD is used to design anything from an aircraft to knitwear. Originally

CAD was used in designing high precision machinery. Slowly it is found its way in other

industries also. In 1970s, it made an entry in the garment industry. Most companies in

India and abroad have now integrated some form of CAD in to their design and production

process.

In fact, according to national garment association of US, of 228 garment

manufacturers:

65% use CAD to create color ways.

60% use CAD to create printed fabric design.

48% use CAD to create merchandising presentation.

41% use CAD to create knitwear design.

KNITTED FABRICS: Some systems specialize in knitwear production and final knitted

design can be viewed on screen with indication of all stitch formation.

PRINTED FABRICS: The process involves use of computers in design, development and

manipulation of motif. The motif can then be resized, recolored, rotated depending on the

designers goal.

SKETCH PAD SYSTEMS: These are graphic programmes that allow the designer to use

pen or stylus on electronic pad or tablet to create free hand images, which are then stored in

the computer.

2


3/81

http://mbanetbook.blogspot.comTEXTURE MAPPING (OR) 3D DRAPING SOFTWARE: This technology allows

visualization of fabric on the body. Texture mapping is a process by which fabric can be

draped over a form in a realistic way.

EMBROIDERY SYSTEMS: The designs used for embroidery can be incorporated on the

fabric for making garment. For this, special computerized embroidery machines are used.

Designers can create their embroidery designs on the computer or can work with scanned

images of existing designs.

INTERNET AND INFORMATION EXPLOSION: NATIONAL INSTITUTE OF

FASHION TECHNOLOGY (NIFT), Calcutta is linked to Internet with TCP/IP account

and the students have continuous access to the sites of the top designers, trend forecasting

agencies, fashion houses and fabric suppliers. This has helped both the institute and the

students immensely keeping them updated with the latest trends.

From the above information, it is clear that the computers play an important role

in the development of garment industry.

GARMENT INDUSTRY IN INDIA:

The garment industry occupies a unique place in our country. It accounts for

14% of the total industrial production and contributes nearly 20% of the total exports and is

the second largest employment generator after agriculture.

Garment industry is providing one of the basic needs of people and maintained

sustained growth for improving quality of life. Its vast potential for creation of employment

opportunities on the agricultural, industrial organized and rural and urban areas,

particularly for women.

3


4/81

http://mbanetbook.blogspot.comAlthough the development of garment sector was earlier taking place in terms

of general policies. In recognition of its importance of this sector for the first time, a

separate policy statement was made in 1985 in regard to development of garment sector.

The textile policy of 2000 aims at achieving the target of garment and apparel exports of

US $ 50 billion by 2010 of which the share of garment will be US $ 25 billion. The main

market for Indian garments are USA, UAE, UK, GERMANY, FRANCE, ITALY,

RUSSIA, CANADA, BANGLADESH AND JAPAN.

The main objective of the textile policy 2000 is to provide cloth of acceptable

quality at reasonable prices for the vast majority of population of the country and to

compete with confidence for an increasing share of the global market.

From the above it is clear that garment occupies a unique position in our

economy contributing to nearly a one third of the countrys earnings. The industry includes

manufacturers, suppliers, whole sellers and exporters of cotton textiles etc. Today

handloom and cotton textile exports in India is counted among the most important sector.

The garment industry in India is widely named for its superb quality garments.

Total textile exports during April-march 1998-99 were rs 52720.78 crores. Readymade

garment exports comprises nearly 40% of the total exports.

CURRENT SCENERIO:

Developing countries with both textile and clothing capacity may be able to

prosper in the new competitive environment after the textile quota regime of quantitative

import restrictions under the multi-fiber arrangement (MFA) came in to an end on 1 st

January 2005 under the world trade organization (WTO) agreement on textiles andclothing.

As a result, the garment industry in developed countries will face huge

competition in both their exports and domestic markets. The elimination of quota

restriction will open the way for the most competitive developing countries to develop

4


5/81

http://mbanetbook.blogspot.comstronger clusters of the garment industry which enable them to handle all stages of the

production chain from growing natural fibers to producing finished clothing.

The garment industry is undergoing a major reorientation towards non-

clothing applications of textiles known as technical textiles which are growing roughly at

twice rate textiles for clothing applications and now account for more than half of total

textile production. The processes involved in producing technical textile require expensive

equipments and skilled workers.

As a result of various initiatives taken by the government, there has been new

investment of rs 50000 crore in the garment industry in the last five years. Nine garment

majors invested rs 2600 crores and plan to invest another rs 6400 crore. Further, Indias

cotton production increased by 57% over the last five years and three million additional

spindles. The industry expects investment of rs 1,40,000 crores in this sector in the post

MFA phase. A vision 2010 for garments formulated by the government after interaction

with the industry and exports promotion councils aims to increase Indias share in the

worlds garment from the current 4% to 8% by 2010 vision and plan to increase Indian

garment economy from the current US $ 37 billion to$ 85 billion by 2010 and creation of 12 million new jobs in the garment sector.

There will be opportunities as well as challenges for the Indian garment

industry in the post MFA era. But India has natural advantages, which can be capitalized

on strong raw-material base cotton, man made fabrics, jute silk. Further, for the benefit of

exporters, there should be a state owned cargo-shipping mechanism. Several initiatives

have already been taken by the government to overcome some of these concerns including

rationalization.

Shri Kamal Nath, union minister of commerce and industry has said that

India will take up the issue of non-tariff barriers (NTBs) in the world trade organization

(WTO) Doha round of multi lateral trade negotiations, which are expected to gather steam

from march 2005 onwards.

5


6/81


On the eve of republic day, president DR.ABDUL KALAM said that, India

is presently exporting six billion US dollars worth of garments, where as with the WTOregime in place, we can increase the production and export of garments to 18 to 20 billion

US dollars with in the next five years. This will enable generation of employment in

general and in rural areas in particular with the help of export of garments. We can add

more than 5 million direct jobs and 7 million indirect jobs in the garment sector. Primarily

in the cultivation of cotton, efforts are needed in cotton research, technology, generation,

transfer of technology, modernization and upgrading of ginning and pressing factories and

growth in marketing strategy.

INDIAN GARMENT EXPORT INDUSTRY:

India is a major exporter of garments, fabrics and accessories for the global

fashion industry. Indian ethnic designs and materials are an important factor in the plans of

fashion houses and garment manufacturers all over the world. Those buttons on the Levis

you are wearing could well have been made in India.

The welcome decision of phasing out Multi Fiber Agreement (MFA) will end

the regime of quotas and other rules and regulations made by the Indian governments helps

us to create a competitive export garment industry all over the world.

For India, the clothing industry has performed quite well in exports. It has been

facing most of the quotas every year. As compared to rs 12 crores in 1970-71, exports have

reached rs 18000 crores by 1998. The major competitors in this segment of the market are

developed countries, Asian tigers like Korea, Taiwan, Hong Kong and Singapore.

Developing countries like Bangladesh and Mayan mar of china, of course.

In order to ensure quality of garment exports, the SSI restriction of the garment

exports, the SSI restriction of the garment industry should be removed. Present equity

participation of 24% by the foreign partners need to be enhanced and joint ventures with

6


7/81

http://mbanetbook.blogspot.commajority shareholdings as well as technical collaborations should be allowed. Labor laws

need to be reorganized and the export procedures should be liberalized.

LATEST TRENDS (NEWS) IN GARMENT AND TEXTILE SECTOR:

1. I ndia recorded exports of $ 461 million in March 2005, against $ 351 million in

March 2004. The increase has continued from February, when textile exports

stood at $ 410 million. India has shown a 28% growth for the period January to

march 2005 as compared to the same period last year. While china remains the

lead country in terms of textile imports to the US. Countries like Mexico and

Canada continue to loose out to India and china. Imports were threateningthousands of US jobs. The us has the power to impose caps of 7.5% growth in

textile and clothing categories on china under an agreement that the way for

Chinas membership in WTO in 2001.

2. Ministry of finance has added 165 new textile products under Duty Drawback

Schedule. The new products included wool tops. Cotton yarn, acrylic yarn,

various blended fabrics, fishing nets etc. further, the existing entries in the

drawback schedule relating to garments have been expanded to create separate

entries of garments made up of (a) cotton

3. (b) Man made fiber blend

(c) MMF4. After the phasing out of quota regime under the Multi Fiber Act (MFA), India can

5. Increase its textile sector becoming $ 100 billion industry by 2010. This will

include exports of $ 50 billion. The proposed target would be achieved provided

reforms are initiated in textile sector and local manufacturers adopt measures to

improve their competitiveness. A 5-pronged strategy aiming to attract foreign

direct investment by making reforms in local market. Replacements of existing

indirect taxes with a single nation wide VAT. Liberalization of contract norms for

textile and garment units. Elimination of restrictions that cause poor operational

and organizational performance of manufacturers was suggested.

7


8/81

http://mbanetbook.blogspot.com6. The union minister shankar sinh vaghela said that the board for Industrial and

Financial Reconstruction (BIFR) had approved rehabilitation schemes for sick

NTC mills at the cost of rs. 3900 crores. Of the 66 mills, 65 mills have been

closed after implementing voluntary retirement scheme (VRS) to all employees.

The government has already constituted assets, sale committees comprising

representatives of central and state governments, operative agency, BIFR, NTC

and the concerned NTC subsidiary to effect sale of assets through open tender

system.

7. Proposals for modernization of NTC mills have been made to the consultative

committee members including formation of a committee of experts to improvemanagement of these mills. Even the present status of jute industry was under the

scanner of the consultative committee.

8. The government had announced change from the value-based drawback rate

followed to a weight-based structure for textile exports that will discourage raw

material exports and also there is a scope for misusing the drawback claims by

boosting invoice value of exports.

9. NCDEX launched its silk contract (raw silk and cotton) on Thursday, January 20,

2005. With this launch, the total number of products offered by NCDEX goes up

to 27. The launch of silk contract will offer the entire suite of fibers to the entire

value chain ranging from farmers to textile mills. Government of India jointly

with NCDEX has adopted a policy of encouraging future contracts of silk. The

ministry of textiles and the central silk board (CSB) had decided to introduce

Futures trading in mulberry cocoons and raw silk on NCDEX. Futures trading on

the NCDEX will provide an alternative trading avenue for farmers, weavers and

traders and help them to make a better price for their product and it will also helpsthem to reduce risks associated with natural calamities.

From this, we can conclude that garment industry is still in developing stage

in India. The government is taking a lot of efforts to upgrade the garment industry in India.

Rules and regulations on small scale units should be liberalized and export procedures on

8


9/81

http://mbanetbook.blogspot.comexports of garments is to be simplified and some grants to be given to those farmers who

are dependent on cotton and jute corps.

COMPANY PROFILE

This firm was promoted by Late. Shri. Mohan das Kundanmal Mahataney, the

founder /promoter of associated apparels Pvt.Ltd, who were the makers of LIBERTY

shirts for the domestic market and also license makers of Maidem form, Jockey, Jantzen

and Tootal.

An illustrious son of an illustrious father, MR.Raju. M.Mahtaney is a commerce

graduate from Mumbai University, started his business career way back in 1968 by joining

his fathers business of ready-made garment exports. Later, he joined as a partner in

K.MOHAN in 1973. He became the managing partner in 1991, and since then his

contribution in terms of expertise has boosted the morale of the organization and thus

gained to be recognized as a reputed manufacturer in exports of woven garments. In the

present context of business scenario, he has been traveling extensively to western countries

and further gained rich industrial experience especially in fabric and machine etc. he was amember of the executive committee and also chairman of EDP of apparel export promotion

council. He also an active executive member in CIA & INDO_AMERICAN chamber of

commerce.

Ours is a garment manufacturing company fully equipped for exporting the

finished products. K.MOHAN & CO is situated 10 kms from the center of the beautiful

garden city of ban galore. We specialize in the manufacture of high quality of mens and

womens wear in the woven fabrics category. We predominantly cater to the Americanmarket. K.Mohan among the oldest garment export houses in the country, established in the

year 1973.

K.Mohan & co is well equipped to meet any requirements of overseas clients. In

other words, we are proud to maintain that we are compliant to all standards set by our

9


10/81

http://mbanetbook.blogspot.comclients. Our professional approach towards business makes us very easy to work with, and

fosters our business tie-ups and relationships, a very pleasing association. It has locations at

seven places in ban galore at Bannerghatta Road, Hulimavu, Begur, Bommanahalli, Hong

Sandra, Sing Sandra and Veer Sandra.

K.Mohan & co has an impressive product range in the woven garments sector. Weare capable of manufacturing quality garments over a wide range of styles, size-ranges and

fabrics. Though we have produced a wider range in the past, we are now focused on items

such as mens and womens pants, shorts, shirts and blouses as well. We are proud to be

associated with-

The Gap Inc., Banana Republic, Polo Ralph Lauren, Nike, The Boom Club,Lane Bryant, The Limited Group, Ralph Lauren, Polo Jeans, Kohls, Nill Blass, Vetir,

Decathlon, Shopko, Jones Apparel group and the like.

In every unit, we have a technical person viz., production manager in charge

of the unit associated by factory manager and production co-ordinators. The area group

HRD managers also take care of all the issues relating to the workers, including HR

activities, welfare, safety etc. where the number of employees exceed the limit prescribed

under the factories act. We have a safety officer too. Also we have a lady medical officer visiting the units.

We have our own two in-house laundry units at Hulimavu and Sing Sandra

with modern machineries, which cater to all our wash requirements. To be candid, we have

all facilities to meet the contingencies. We have obtained the necessary consent for both

water and air in all our units.

Running a business with constraints in infrastructure facilities is a tough task,meeting simultaneously the requirements of the buyers. In the present power crisis, we are

also running the generators in all our units, affecting the business profits to a large extent

availability of water, yet another concern. With all these constraints around, our managing

partner has been effectively managing the business. Labors, though available in the areas,

10


11/81

http://mbanetbook.blogspot.comare not skilled. Hence we trained them in our training school and absorb them with an

amount of risk of their longevity.

It is a family partnership firm registered under the Indian partnership act, 1932. Its

corporate office is at begur road, bommanahalli hobli, Bangalore-560075.

All raw materials is checked for quality and quantity and stored in a central

warehouse. Inventory handling is fully computerized.

The merchandising section and shipping department is well equipped with instant

communication systems like EDI. We are working on implementing ERP.

The CAD section is again fully equipped with the GGT ACCUMARK

REALEASE 7.62 PATTERN MAKING, GRADING AND MARKING SYSTEM.

We have automatic plotters (AP- 100) and pattern-cutting (MUTOH-1650) machines.

We have a fully integrated CAD/CAS/CAM section at one of our units. It is

equipped with state of the art automatic spreading (SYNCHRON 175) and cutting (GT-

7250) machinery from Gerber technology inc., of USA.

We possess a 20-head embroidery machine capable of 7-9 colors. Machine is of

Baruden make and stitching capacity is 20,00 25,00 stitches per hour.

The production floor is equipped with the latest machinery. Trained and

specialized personnel who have lot of experience in the garment production field man it.

We have technical experts who help implement the quality standards in our merchandise

(like AQL levels).

We use accredited testing labs for fabric package testing and garment testing. Our

employers are dedicated and work for the company untiringly, sinciourly honesty,

diligently, maintaining all the more a high standard of discipline which also contribute as

one of the reasons for the growth of the company to this stage.

11


12/81


CHAPTER-1

INTRODUCTION:

JOB SATISFACTION:

Job satisfaction is one of the important factors which have drawn attention of

managers in the organization as well as academicians. Various studies have been conducted

to find out the factors which determine job satisfaction and the way it influences

productivity in the organization. Though there is no conclusive evidence that job

satisfaction affects productivity directly because productivity depends on so manyvariables, it is still a prime concern for managers.

Job satisfaction is the mental feeling of favorableness which an individual has about

his job. DuBrins has defined job satisfaction in terms of pleasure and contentment when

he says that:

Job satisfaction is the amount of pleasure or contentment associated with a job. If

you like your job intensely, you will experience high job satisfaction. If dislike your job

intensely, you will experience job dissatisfaction.

DETERMINANTS OF JOB SATISFACTION :

While analyzing the various determinants of job satisfaction, we have to keep in

mind that: all individuals do not derive the same degree of satisfaction though they perform

12


13/81

http://mbanetbook.blogspot.comthe same job in the same job environment and at the same time. Therefore, it appears that

besides the nature of job and job environment, there are individual variables which affect

job satisfaction thus all those factors which provide a fit among individual variables, nature

of job, and the situational variables determine the degree of job satisfaction. Let us see

what these factors are.

INDIVIDUAL FACTORS:

Individuals have certain expectations from their jobs. If there expectations are

met from the jobs, they feel satisfied. These expectations are based on an individuals level

of education, age, and other factors.

1. Level of Education: Level of education of an individual is a factor which determines

the degree of job satisfaction. For example several studies have found negative correlation

between the level of education, particularly higher level of education, and job satisfaction.

The possible reason for this phenomenon may be that highly educated persons have very

high expectations from their jobs which remain unsatisfied. In their case, Peters principle

which suggests that every individual tries to reach his level of incompetence, applies more

quickly.

2. Age: individuals experience different degree of job satisfaction at different stages of

their life. Job satisfaction is high at the initial stage, gets gradually reduced, starts rising upto certain stage, and finally dips to a low degree. The possible reasons for this

phenomenon are like this. When an individual joins an organization. He may have some

unrealistic assumptions about what they are going to derive from their work. These

assumptions make them more satisfied. However, when these assumptions fall short of

13


14/81

http://mbanetbook.blogspot.comreality, job satisfaction goes down. It starts rising again as the people start to asses the jobs

in right perspective and correct their assumptions. At the last, particularly at the fag end of

the career, job satisfaction goes down because of fear of retirement and future outcome.

3. Other Factors: besides the above two factors, there are other individual factors which

affect job satisfaction. If an individual does not have favorable social and family life, he

may not feel happy at the work place. Similarly other personal problems associated with

him may affect his level of job satisfaction.

NATURE OF JOB:

Nature of job determines job satisfaction which is in the form of occupation level

and job content.

1. Occupational level: Higher level jobs provide more satisfaction as compared to lower

levels. This happens because high level jobs carry prestige and status in the society which

itself becomes source of satisfaction for the job holders. For example, professionals derive

more satisfaction as compared to salaried people; factory workers are least satisfied.

2. Job content: job content refers to the intrinsic value of the job which depends on the

requirement of skills for performing it, and the degree of responsibility and growth it

offers. A higher content of these factors provides higher satisfaction. For example, a

routine and repetitive job provides lesser satisfaction ; the degree of satisfaction

progressively increases in job rotation, job enlargement, and job enrichment.

Situational variables:

Situational variables related to a job satisfaction lie in organizational context-

formal and informal. As we shall see in the next part of text, formal organization is created

by the management and informal organization emerges out of the interaction of individuals

14


15/81

http://mbanetbook.blogspot.comin the organization. Some of the important factors which affect job satisfaction are given

below.

1. Working conditions: working conditions, particularly physical work environment, like

conditions of workplace and associated facilities for performing the job determine job

satisfaction. These work in two ways. First, these provide means for job performance.

Second, provision of these conditions affect the individuals perception about the

organization. If these factors are favorable, individuals experience higher level of job

satisfaction.

2. Supervision: The type of supervision affects job satisfaction as in each type of supervision; the degree of importance attached to individuals varies. In employee-oriented

supervision, there is more concern for people which is perceived favorably by them and

provides them more satisfaction. In job-oriented supervision, there is more emphasis on

the performance of the job and people become secondary. This situation decreases job

satisfaction.

3. Equitable Rewards: The type of linkage that is provided between job performance and

rewards determines the degree of job satisfaction. If the reward is perceived to be based on

the job performance and equitable, it offers higher satisfaction. If the reward is perceived

to be based on considerations other than the job performance, it affects job satisfaction

adversely.

4. Opportunity for Promotion: It is true that individuals seek satisfaction in their jobs in

the context of job nature and work environment but they also attach importance to the

opportunities for promotion that these jobs offer. If the present job offers opportunity of promotion in future, it provides more satisfaction. If the opportunity for such promotion is

lacking, it reduces satisfaction.

15


16/81

http://mbanetbook.blogspot.com5. Work Group: Individuals work in group either created formally or they develop on

their own to seek emotional satisfaction at the workplace. To the extent, such groups are

cohesive; the degree of satisfaction is high. If the group satisfaction out of their

interpersonal interaction and workplace becomes satisfying leading to job satisfaction.

Effect of Job Satisfaction:

Job satisfaction has a variety of effects. These effects may be seen in the context of

an individuals physical and mental health, productivity, absenteeism, and turnover.

Physical and Mental Health:The degree of job satisfaction affects an individuals physical and mental health.

Since job satisfaction is a type of mental feeling, its favorableness or unfavourableness

affects the individual psychologically which ultimately affects his physical health. For

example Lawler has pointed out that drug abuse, alcoholism, and mental and physical

health result from psychologically harmful jobs. Further, since a job is and important part

of life, job satisfaction influences general life satisfaction. The result is that there is

spillover effect which occurs in both directions between job and life satisfaction.

Productivity:

There are two views about the relationship between job satisfaction and productivity:

1. A happy worker is a productive worker.

2. A happy worker is not necessarily a productive worker.

The first view establishes a direct cause-effect relationship between job satisfaction and

productivity; when job satisfaction increases, productivity increases; when job satisfaction

decreases, productivity decreases. The basic logic behind this is that a happy worker will put more efforts for job performance. However, this may not be true in all cases. For

example, a worker having low expectations from his job may feel satisfied but he may not

put his efforts more vigorously because of his low expectations from the job. Therefore,

16


17/81


18/81


Employee Turnover: Turnover of employees is the rate at which employees leave the

organization within a given period of time. As discussed earlier in this chapter under

defense mechanism, when an individual feels dissatisfaction in the organization, he tries to

overcome this through the various ways of defense mechanism. If he is not able to do so,

he opts to leave the organization. Thus, in general case, employee turnover is related to job

satisfaction. However, job satisfaction is not the only cause of employee turnover, the

other cause being better opportunity elsewhere. For example, in the present context, the

rate of turnover of computer software professionals is very high in India. However, these

professionals leave their organizations not simply because they are not satisfied but because of the opportunities offered from other sources particularly from foreign

companies located abroad.

Improving Job Satisfaction:

Job satisfaction plays significant role in the organization. Therefore, managers

should take concrete steps to improve the level of job satisfaction. These steps may be in

the form of job redesigning to make the job more interesting and challenging, improving

quality of work life, linking rewards with performance, and improving overall

organizational climate.

As part of a larger project whose goal was to create an employee-driven, survey-improvement process six factors that influenced job satisfaction. When these six factors

were high, job satisfaction was high. When the six factors were low, job satisfaction was

low. These factors are similar to what we have found in other organizations.

18


19/81


19


20/81


Opportunity:

Employees are more satisfied when they have challenging opportunities at work.

This includes chances to participate in interesting projects, jobs with a satisfying degree of

challenge and opportunities for increased responsibility. Important: this is not simply

"promotional opportunity." As organizations have become flatter, Promotions can be rare.

People have found challenge through projects; team Leadership, special assignments-as

well as promotions.

Actions:

Promote from within when possible. Reward promising employees with roles on interesting projects. Divide jobs into levels of increasing leadership and responsibility.

It may be possible to create job titles that demonstrate increasing levels of

expertise, which are not limited by availability of positions. They simply demonstrate

achievement

Stress.

When negative stress is continuously high, job satisfaction is low. Jobs are more

stressful if they interfere with employees' personal lives or are a continuing source of worry

or concern.

Actions:

Promote a balance of work and personal lives. Make sure that senior managers

model this behavior. Distribute work evenly (fairly) within work teams. Review work procedures to remove unnecessary "red tape" or bureaucracy.

20


21/81

http://mbanetbook.blogspot.com Manage the number of interruptions employees have to endure while trying to do

their jobs. Some organizations utilize exercise or "fun" breaks at work.

Leadership.

Employees are more satisfied when their managers are good leaders. This includes

motivating employees to do a good job, striving for excellence or just taking action.

Actions:

Make sure your managers are well trained. Leadership combines attitudes and

behavior. It can be learned. People respond to managers that they can trust and who inspire them to achieve

meaningful goals.

Work Standards. Employees are more satisfied when their entire workgroup takes

pride in the quality of its work.Actions:

Encourage communication between employees and customers. Quality gains

importance when employees see its impact on customers. Develop meaningful measures of quality. Celebrate achievements in quality.

Trap: be cautious of slick, "packaged" campaigns that are perceived as superficial and

patronizing.Fair Rewards.

Employees are more satisfied when they feel they are rewarded fairly for the

work they do. Consider employee responsibilities, the effort they have put forth, the work

they have done well and the demands of their jobs.

21


22/81


Actions:

Make sure rewards are for genuine contributions to the organization. Be consistent in your reward policies. If your wages are competitive, make sure employees know this. Rewards can include a variety of benefits and perks other than money.

As an added benefit, employees who are rewarded fairly, experience less stress.

Adequate Authority.

Employees are more satisfied when they have adequate freedom and

authority to do their jobs.

Actions: When reasonable:

Let employees make decisions. Allow employees to have input on decisions that will affect them. Establish work goals but let employees determine how they will achieve those

goals. Later reviews may identify innovative "best practices." Ask, "If there were just one or two decisions that you could make, which ones

would make the biggest difference in your job?"

Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run Care about the quality of their work

22


23/81

http://mbanetbook.blogspot.com Are more committed to the organization Have higher retention rates, and Are more productive.

Recognition. Individuals at all levels of the organization want to be recognized for their

achievements on the job. Their successes don't have to be monumental before they deserve

recognition, but your praise should be sincere. If you notice employees doing something

well, take the time to acknowledge their good work immediately. Publicly thank them for

handling a situation particularly well. Write them a kind note of praise. Or give them a

bonus, if appropriate. You may even want to establish a formal recognition program, such

as "employee of the month."

Advancement. Reward loyalty and performance with advancement. If you do not have an

open position to which to promote a valuable employee, consider giving him or her a new

title that reflects the level of work, he or she has achieved. When feasible, support

employees by allowing them to pursue further education, which will make them more

valuable to your practice and more fulfilled professionally. Job satisfaction is good not only for employees but employers, too; it increases

productivity and decreases staff turnover. An organization's policies, if unclear or unfair, can stand in the way of employee

satisfaction. Employees need a reasonable amount of social interaction on the job. Employees also need some degree of personal space, which diffuses tension and

improves working conditions.

To begin motivating employees, help them believe that their work is meaningful. To help employees achieve on the job, provide them with ongoing feedback and

adequate challenge When your employees do good work, recognize them for it immediately. To increase an employee's sense of responsibility, do not simply give them more

work; give them freedom and authority as well.

23
http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#1http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#1http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#5http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#5http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#7http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#7http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#8http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#8http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#11http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#11http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#13http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#13http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#14http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#14http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#15http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#15http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#1http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#1http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#5http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#5http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#7http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#8http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#8http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#11http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#13http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#13http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#14http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#15http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#15


24/81

http://mbanetbook.blogspot.com You can help employees advance in their professional lives by promoting them,

when appropriate, or encouraging continuing education.

STATEMENT OF THE PROBLEM

A STYDY ON EMPLOYEE JOB SATISFACTION:

Employee satisfaction and retention have always been important issues for

physicians. After all, high levels of absenteeism and staff turnover can affect your bottom

line, as temps, recruitment and retraining take their toll. But few practices (in fact, few

organizations) have made job satisfaction a top priority, perhaps because they have failed

to understand the significant opportunity that lies in front of them. Satisfied employees tend

to be more productive, creative and committed to their employers, and recent studies have

shown a direct correlation between staff satisfaction and patient Satisfaction.1 Family

physicians who can create work environments that attract, motivate

and retain hard-working individuals will be better positioned to succeed in a competitive

health care environment that demands quality and cost-efficiency. What's more, physicians

may even discover that by creating a positive workplace for their employees,

Theyve increased their own job satisfaction as well.

24
http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#16http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#16http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#16http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#16http://c/Documents%20and%20Settings/Administrator/Local%20Settings/Temporary%20Internet%20Files/Content.IE5/4H6VW9MN/26.html#16


25/81


OBJECTIVES:

1. To know the satisfaction level towards the behaviors of peers and superiors.

2. To study the level of satisfaction towards his salary and also other benefits which

are provided by the company?

3. To study the ESI facilities and safety measures which are provided by the

company?

4. To suggest the company about the measures to be taken for more employee

satisfaction.

25


26/81


RESEARCH DESIGN AND METHODOLOGY

The research design used for the study is the descriptive research design. In this design

structural information is used to gather information.

METHODOLOGY:

SAMPLING METHOD:

The two major methods are probability and non-probability sampling

technique. The study requires probability method since the sample was chosen or random.

Hence the study was dealt with sample random tool, which is one of the most popular

method sampling.

SOURCES OF DATA:

PRIMARY DATA COLLECTION:

Primary data are those, which are collected afresh and for the first

time and thus happen to be original in character, questions and interviews methods were

26


27/81

http://mbanetbook.blogspot.comaccede to collect primary data by visiting the factory premises and various departments in

it. It was collected from the employees working in the factory. By using both the

questionnaire method and interview method. I would gather information from the

employees who was not willing or who did not have time for or who was shy about it.

SECONDARY DATA COLLECTION:

It is collected from the internal records of the company such as

library records, trade journals, various manuals of the company, various training programs

previously conducted and its responds etc; It is also conducted from the officials of the

pursued department in the factory. Secondary data provides a better view of the problemstudy many magazines, tools and other references were also mean important in this study.

TOOLS FOR DATA COLLECTION :

SURVEY METHOD : The most widely used technique of gathering primary data is the

survey method. The sources interviewed personally at the place of work and also with

questionnaires. It is a direct and more flexible form of investigation involving face- to- facecommunication and through recorded questionnaires filled in personally. The information

is qualitative, quantitative and accurate. The rate of refusal is low; it offers a sense of

participation to the respondents. It usually leads to broader range of data than observation

on experimentation methods. The data collected is tabulated and interpreted to draw

conclusion.

FIELD WORK : It is an important method of data collection. The questionnaire is used for

interviewing the respondents. Additional questions (Personal interviews) can be used tosecure more information. The respondents are interviewed in the factory.

SAMPLE DESIGN FOR THE STUDY :

SAMPLING METHOD : Stratified sampling method.

27


28/81


SAMPLE SIZE : 100(Consists of Production,

Finance, Human Resource,Systems, Marketing, Quality)

SAMPLE UNIT : Employees of K.MOHAN & CO (Exports) Pvt. Ltd

DATA ANALYSIS AND INTERPRETATION

1. TABLE SHOWING PERSONALITY OF THE RESPONDENTS

TABLE: 1

S.NO. RESPONSE RESPONDENTS PERCENTAGE

1 Male 56 47

2 Female 64 53

Total 120 100

28


29/81


INFERENCE: From the above table, the analysis shows that, 46.7 % of the respondents

are male and the remaining 53.3 % are female. The total respondents are 120 members.

GRAPH:1

From the above table the chart is as follows.

29


30/81


30

RESPONDENT GENDER

44

45

46

4748

49

50

51

52

53

54

Male Female

GENDERS

P E R C

E N T A G E S

PERCENTAGE


31/81


2. EDUCATION OF THE EMPLOYEE

TABLE: 2

S.NO. QUALIFICATION NO.OF RESPONDENTS PERCENTAGES

1 Post graduate 12 10

2 Diploma/degree 26 22

3 SSLC/PUC/ITI 36 30

4 Less than SSLC 46 38

TOTAL 120 100

INFERENCE: The interpretation of the above table is,10% of the respondents are postgraduates,21.7 % are diploma/degree holders,30 % are belonged to SSLC/PUC/ITI,38.3 %

are having their qualification as less than SSLC.

31


32/81


GRAPH:2

The graph showing the different percentages of education of the employees.

32

EDUCATION OF THE

EMPLOYEES

01020304050

P o s t

g r a d u

a t e

D i p l o m a

/ d e g r e

e

S S L C / P U

C / I T I

L e s s t h a

n S S L

C

QUALIFICATION

P E R C E N T A G E

Series1


33/81


3. BELONGING CATEGORY

TABLE: 3

S.NO. CATEGORY NO. OF RESPONDENTS PERCENTAGES

1 Staff 28 23

2 Employee 92 77

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the category of human

resources i.e. staff and employees .This can be concluded as 23.3 % recorded as staff

members and remaining 76.6 % are recorded as employees in K MOHAN & CO

(EXPORTS) GARMENTS.

33


34/81


GRAPH:3

The graph showing the category of employees.

34

EMPLOYEE CATEGORY

01020

30405060708090

Staff Employee

CATEGORY

P E R C E N T A G E S

PERCENTAGES


35/81


4. BASIC SALARY OF THE EMPLOYEE

TABLE: 4

S.NO. BASIC SALARY NO OF RESPONDENTS PERCENTAGES

1 Below 5,000 82 68

2 5,000 to 15,000 16 13

3 15,000 to 30,000 18 15

4 Above 30,000 4 4

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the respondents basic

salary.63.3 % respondents getting below 5,000 as their basic salary, 13.3 are falling in

between 5,000 to 15,000, 15 % comes under 15,000 to 30,000 and the remaining 3.4 are

getting above 30,000 as their basic salaries. This can be concluded that most of the

respondents are getting below 5,000 as basic salary.

35


36/81


GRAPH:4

The graph showing the basic salaries of the employees .

36

CHART SHOWING THEBASICSALARYOF THE RESPONDENTS

0

10

20

30

40

50

60

70

80

Below5,000

5,000 to15,000

15,000to

30,000

Above30,000

BASIC SALARIES


PERCENTAGES


37/81


5. WORK EXPERIENCE OF THE EMPLOYEE IN THE ORGANISATION

TABLE: 5

S.NO. WORK EXPERIENCE NO.OF RESPONDENTS PERCENTAGES

1 Below one year 24 20

2 More than one year 32 27

3 More than three years 48 40

4 More than five years 16 13

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the work experience of the

employees is recorded as 20 % belonging to below one year, 26.7 % belonging to more

than one year, only 13.3 % belonging to more than 5 years and finally 40 % of employees

belonging to more than three years.

37


38/81


GRAPH: 5

The chart showing the work experience of the Employees in the organization.

38


39/81


6.SATISFACTION TOWARDS PICK AND DROP FACILITY

39

WORK EXPERIENCE IN THIS

ORGANISATION

0 20 40 60

Below one year

More than one year

More than threeyears

More than fiveyears

E X P E R I E N C E

PERCENTAGES

PERCENTAGES


40/81

http://mbanetbook.blogspot.comTABLE: 6

S.NO. PICK & DROP NO.OF RESPONDENTS PERCENTAGE

1 Satisfied 52 43

2 Not satisfied 68 57

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the opinion of Pick & Drop

facility provided in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as

43.3% of employees are satisfied and remaining 56.7% are not satisfied.

40


41/81

http://mbanetbook.blogspot.comGRAPH:6

The chart showing the satisfaction level on Pick and Drop facility.

41

SATISFACTION TOWARDS PICK& DROP

Satisfied43%Not

satisfied57%


42/81


7.SATISFACTION LEVEL TOWARDS FREE CANTEEN

TABLE: 7

S.NO. FREE CANTEEN NO.OF RESPONDENTS PERCENTAGES

1 Satisfied 102 85

2 Not Satisfied 18 15

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the opinion on Free Canteen

facility provided in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as

85% of employees are satisfied and remaining 15% are not satisfied.

42


43/81


GRAPH:7

The chart showing the opinion on Free Canteen facility provided by the organization.

43

SATISFACTION TOWARDS

FREE CANTEEN

Satisfied

85%

NotSatisfied

15%


44/81


8.SATISFACTION WITH PEERS AND SUPERIORS BEHAVIOURS:

TABLE: 8

S.NO. PEERS & SUPERIORSBEHAVIOURS

NO OF RESPONDENTS PERCENTAGES

1 Satisfied 96 80


TOTAL 120 100

INFERENCE:The data provided in the above table shows that the coordination between

the Peers and Superiors in K MOHAN & CO(EXPORTS) GARMENTS. This can be

recorded as 80% of employees are satisfied and remaining 20% are not satisfied.

44


45/81


GRAPH:8

The Graph showing the satisfaction level on Peers and Superiors in the organization.

45

TOWARDS PEERS AND SUPERIORSBEHAVIOURS

0102030405060708090

Satisfied NotSatisfied

SATISFACTION TOWARDS PEERS

& SUPERIORS BEHAVIOURS


Series1


46/81


9.THE TABLE SHOWING THE BONUS ALLOWANCES FROM THE COMPANY

TABLE: 9

S.NO. BONUS NO OF RESPONDENTS PERCENTAGES

1 In six months 4 3

2 In a year 110 92

3 More than one year 2 2

4 No bonus 4 3

TOTAL 120 100

INFERENCE:The data provided in the above table shows that the procedure of issuing the

bonus allowance in K MOHAN & CO(EXPORTS) GARMENTS. This can be recorded as

3.3% of the employees getting their bonus once in six months, 91.7% employees in a year,

1.7% getting in more than one year and 3.3% are not getting bonus over the study period.

46


47/81


GRAPH:9

The graph showing the issuing procedure of bonus allowances.

47

BONUS ALLOWANCES FROM THECOMPANY

In a year 92%

More thanone year

2%

No bonus3%

In sixmonths

3%


48/81


49/81


50/81


11.SATISFACTION TOWARD LOANS AND ADVANCES ISSUED BY THE

COMPANY

TABLE: 11

S.NO. LOANS & ADVANCES NO OF RESPONDENTS PERCENTAGES

1 Yes 48 40

2 No 35 29

3 Not know 37 31

TOTAL 120 100

50


51/81

http://mbanetbook.blogspot.comINFERENCE:

The data provided in the above table shows that the opinion on issuing of

loans and advances in K MOHAN & CO(EXPORTS) GARMENTS. This can be recordedas 40% respondents were eligible for loans, 29.2% were not eligible for loans and

remaining 30.8% respondents dont know about, that they were eligible or not.

GRAPH:11

The graph showing the eligibility for loans and advances.

51

0 10 20 30 40

PERCENTAGES

Yes

No

Not know

S A T I S F A C

T I O N

O F

L O A N S A N D

A D V A N C E S

SATISFACTION TOWARDS LOANS

AND ADVANCES

Series1


52/81


53/81

http://mbanetbook.blogspot.comThe data provided in the above table shows that, there is any incrementing

in their salaries or not in K MOHAN & CO(EXPORTS) GARMENTS. This can be

recorded as 88.3% of employees had incrementing in their salaries and remaining 11.7%

had no any incrementing in their salaries.

GRAPH:12 The graph showing the respondents opinion on Incrementation of their salaries

53

TOWARDS SALARYINCREMENTATION

020

406080

100

I n c r e m

e n t i n

g

N o t I n

c r e m e

n t i n g

RESPONSE


Series1


54/81


13.RESPONSE TOWARDS COMPANIES PROFITABILITY DURING LAST 5YEARS

TABLE: 13

S.NO. COMPANIES PROFITS NO OF RESPONDENTS PERCENTAGES

1 Incrementing 98 82

2 Decrementing 22 18

TOTAL 120 100

54


55/81


INFERENCE:The data provided in the above table shows that, 81.7 % of the respondents

said that companies profitability is increasing from the last five years, and the remaining

18.3 respondents says that it is decreasing..

GRAPH:13

The graph showing the respondents opinion on companys profitability from the last 5years.

55

TOWARDS COMPANIES

PROFITABILITY

010

203040

5060

70

8090

Incrementing Decrementing

COMPANIES PROFITS FROM THE

RESPONDENTS THOUGHTS

P E R C E N T A G

E S

Series1


56/81


14.REGARDING THE FOOD PROVIDED BY THE CANTEEN

TABLE: 14

S.NO. FOOD NO OF RESPONDENTS PERCENTAGES

1 Bad 15 13

2 Not Bad 45 37

56


57/81


3 Good 50 42

4 Very Good 10 8

TOTAL 120 100

INFERENCE:The data provided in the above table shows that, the food provided in the

canteen .12.2 % respondents feel that the food is bad.37.5% said that the food is not

bad,41.7% response is that the food is good, and the remaining 8.3 % says that the food is

very good.

GRAPH:14

The graph showing the opinion on the food provided by the canteen.

57


58/81


15.A TABLE SHOWING SATISFACTION LEVEL OF HIS JOB TIMINGS

58

REGARDING CANTEEN FOOD

0510

15202530354045

Bad NotBad

Good VeryGood

FOOD TOWARDSRESPONDENT'S

OPENION


PERCENTAGES


59/81


TABLE: 15

S.NO. JOB TIMINGS NO OF RESPONDENTS PERCENTAGES

1 Satisfied 92 77


TOTAL 120 100

INFERENCE:The data provided in the above table shows that, 76.6 % respondents feel

their job timings are satisfied and 23.3 % respondents are not satisfied with their job

timings.

59


60/81


GRAPH:15

The graph showing the satisfaction towards job timings.

60

SATISFACTION TOWARDS JOBTIMINGS

Satisfied77%

NotSatisfied

23%


61/81


62/81


63/81


17.RESPONSE TOWARD SAFETY MEASURES, WHICH ARE PROVIDED BYTHE COMPANY

TABLE: 17

S.NO. SAFETY MEASURES NO OF RESPONDENTS PERCENTAGES

1 Yes 110 92

2 No 10 8

TOTAL 120 100

INFERENCE:

The data provided in the above table shows that, 91.7 % employees saidthat the company is provided safety measures, and the remaining 8.3 % said that there is no

safety measures.

63


64/81


GRAPH:17The graph showing the respondents opinion on safety measures.

64

RESPONSE TOWARDS SAFETY

MEASURES

0

2040

60

80

100

Yes No

RESPONDENTS

P E R C

E N T A G E S

PERCENTAGES


65/81


18.RESPONSE OF EMPLOYEE TOWARDS HIS JOB APPROACH

TABLE: 18

S.NO. GOT JOB NO OF RESPONDENTS PERCENTAGES

1 Recommendation 28 23

2 Skill 92 77

TOTAL 120 100

INFERENCE:The data provided in the above table shows that, 23.3 % respondents are

getting their jobs by recommendation, and the remaining 76.7 % depends on their skill.

65


66/81


GRAPH:18

Response towards his job approach.

66

TOWARDS HIS JOB APPROACH

RecommendationSkill


67/81


19.RESPONDENTS SATISFACTION LEVEL OF COMPANIESINFRASTRUCTURE

TABLE: 19

S.NO. COMPANIES INFRACTURE NO OF RESPONDENTS PERCENTAGES

1 Satisfied 68 57


TOTAL 120 100

67


68/81


69/81


20.SATISFACTION OF EMPLOYEE TOWARDS HIS SALARY

TABLE: 20

S.NO. SALARY NO OF RESPONDENTS PERCENTAGES

1 Satisfied 78 65


TOTAL 120 100

69


70/81


INFERENCE:The data provided in the above table shows that, 65 % respondents are

satisfied with their salary and the remaining 35 % were not satisfied with their salaries.

GRAPH:20

The graph showing the satisfaction level of salaries

70

010203040

506070

PERCENTAGES

Satisfied NotSatisfied

RESPONDENTS VIEW

RESPONDENTS SALARY

SATISFACTION

PERCENTAGES


71/81


72/81


INFERENCE:

The analysis of the above table shows that, 13.3 % respondents are having jobsatisfaction up to 25 %., 25.8 % respondents are being in between 25-50% job satisfaction.,under 50-75% there is a 53.4 % of respondents and finally 7.5 percentage of respondentsare having job satisfaction up to 100 %.

GRAPH:21

The graph showing the satisfaction on their jobs in the organization.

72


73/81


FINDINGS

73

R ESPONDENTS JOB SATISFACTIONCHART

0

10

20

30

40

50

60

U p t o

2 5 %

2 5 % t

o 5 0 %

5 0 % t

o 7 5 %

U p t o

1 0 0 %

SATISFACTION


NO OFRESPONDENTS


74/81

http://mbanetbook.blogspot.com1. Majority of the respondents are having the experience in between 1-3 years and

poor percentage of employees are having above 5 years experience in this

organization.

2. In my study, poor percentage of employees are of PG holders and the remaining

majority people are having less than SSLC as their educational qualifications.

3. Majority of the employees are female and most of the respondents belonging to

employee category than staff.

4. Most of the employees are getting basic salaries below 5,000 and a minor part of the employees getting their basic as above 30,000.

5. Employee attitude is positive towards canteen facilities, large number of employees

is agreed that it is good and a few numbers response is towards poor.

6. Employee response is negative towards pick & drop facility, which is provided by

the company. Only one shift of employees are benefited with pick & drop and the

remaining two shifts were not having bus facility.

7. 92% of the respondents are satisfied with the safety measures which are provided

by the company and the remaining 8 % said that they were not satisfied.

8. More than 58% of the workers are not aware of ESI benefits and minor part of the

workers felt that ESI benefits are good.

9. Most of the respondents attitude is bonus will be announced on the companys

profitability and it had been announced once in a year.

10. Majority (80%) of the employees satisfied with the peers and superiors behaviors

and 20 % of the respondents were not satisfied.

74


75/81

http://mbanetbook.blogspot.com11. 40% of the employees were well known about the loans and advances issued by the

company and they were utilizing them, 29% are not utilizing them and the

remaining 31% were not know about the loans and advances in the organization.

12. 65% of the respondents in the organization are satisfied with their salaries and the

remaining 35% were not satisfied with the salaries.

13. In my study, 57% of respondents attitude is positive in the case of companys

infrastructure and the remaining 43 % respondents attitude is negative.

14. Majority of the respondents job satisfaction falling in between 50%-75% and aminor part of the respondents job satisfaction is up to 100%.

SUGGESTIONS

75


76/81


LIMITATIONS

LIMITATIONS OF THE STUDY :

1. Some of the information given by the respondents may not be accurate.

76


77/81

http://mbanetbook.blogspot.com2. Time period to be the major limitation.

3. Due to lack of time, the study is confined only to the few employees.

4. The area of study is limited to K.MOHAN & CO (Exports) Pvt Ltd only.

5. The questions that we asked being personal, some of workmen hesitated to answer

some questions like their salary details and the relation with their superiors.

A STUDY ON EMPLOYEE JOB SATISFACTION TOWARDS K MOHAN &CO

(EXPORTS) GARMENTS, BLORE.

QUESTIONNAIREPART: A

77


78/81


1. Name of the Respondent:

2. Age:

3. Sex: (Male / Female)

4. Educational Qualification:

1. Post Graduate:

2. Diploma / Degree Holder:

3. SSLC / PUC / ITI:

4. Less than SSLC:

5. Belonging Category:

1. Staff ( )

2. Employee ( )

6. Department:

7. Basic Salary:[ ]

A)Below 5,000 B)5,000-15,000 C)15,000-30,000 D) Above 30,000

PART: B

78


79/81


8. Since how long you are working in this Organization?

1. Below one year 2. More than one year

3. More than three years

4. More than five years

9. Is the company provided the following facilities to you like?

1. Pick and Drop (Y/N)

2. Free Canteen (Y/N)

3. Quarters (Y/N)

10. Are you satisfied with your pears & superiors behavior?

11. Is company allowing bonus

1. In six months

2. In a year

3. More than one year

4. No bonus

12. Are bonus been announced

1. Based on employees working performance

2. Based on companies profitability

13. Are you satisfied with the loans and advances issued by the company?

14. Is the company incrementing salary for its workers?

15.What is companys profitability during last five years?

1. Increasing2. Deceasing

79


80/81


16. Are the food provided by the company is

a. Bad

b. Not bad

c. Good

d. Very Good

17. Are you satisfied with job timings (Y/ N)?

18. Is any ESI facility provided by the company (Y / N)?

19. Are you satisfied with the pick & drop facility provided by the company?

20.Is there any safety measures for the labour who are working with huge machineries (Y / N)?

21. You got job by

a. By Recommendation

b. By skill

22. Reason for joining in this company?

23. Any Reason for quitting the company?

24. Are you satisfied with the company infrastructure?

25. Are you satisfied with your salary?

26. Your job satisfaction is up to

a. Up to 25%

b. 25% to 50%

3. 50% to 75%

4. Up to 100%

SIGNATURE

80


81/81
