job satisfaction

“A STUDY ON JOB SATISFACTION OF THE EMPLOYEES

AT A-BOND STRANDS PVT.LTD.”

BY

A.CATHERINE SHYLA

REG No : 32009631007

Of

SRR Engineering College

A Project Report

(BA9211 - Summer Project report)

Submitted to the

FACULTY OF MANAGEMENT STUDIES

In Partial Fulfillment of the Requirements

For The Award of the Degree

Of

MASTER OF BUSINESS ADMINISTRATION

ANNA UNIVERSITY

CHENNAI-600025

AUGUST 2010

SRR ENGINEERING COLLEGE

PADUR, CHENNAI- 603103

DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that the project report on ‘A STUDY ON JOB SATISFACTION OF THE

EMPLOYEES AT A-BOND STRANDS PVT.LTD,’ is a bonafide Summer project work done

by A.CATHERINE SHYLA, a full time student of the department of management studies, SRR

Engineering College, in partial fulfillment of the requirements for the award of the degree of

Master of Business Administration of Anna University, during the year 2010 – 2011.

MS.E.RADHIKA Prof. G.DILEEP

Faculty Guide HOD

DECLARATION

I A.CATHERINE SHYLA hereby declare that the Summer Project work entitled “‘A

STUDY ON JOB SATISFACTION OF THE EMPLOYEES AT A-BOND STRANDS

PVT.LTD,’” submitted to the Anna University in partial fulfillment of the requirements for the

Degree in MASTER OF BUSINESS ADMINISTRATION is an authentic record of work

carried out by me under the guidance of MS.E.RADHIKA, Faculty, MBA Department, SRR

Engineering College and MR.VARADARAJAN, ASST.HR MANAGER, A-BOND

STRANDS PVT.LTD.

A.CATHERINE SHYLA

ACKNOWLEDGEMENT

I am in debt to our Honorable Chairman. Dr.JEPPIAR B.A, B.L, Ph.D. for providing excellent

environment and infrastructure in SRR Engineering College, Padur, Chennai for successfully

completing my MBA course.

I thank our Principal Dr.T.SASIKALA for providing all the required facilities for completing

the project work.

My sincere regards are also due to our beloved HOD Department of Management Studies,

Prof.G.Dileep for permitting me to do the project work in A-BOND STRANDS PVT.LTD; I

sincerely acknowledge the help extended by Mr.VARADARAJAN for allowing me to do the

project work in their esteemed organization.

Lastly and most importantly I thank my guide MS.E.RADHKIA, MBA faculty member, for the

successful completion of the summer project work.

TABLE OF CONTENTS

CHAPTER NO

CONTENTS PAGE NO

I INTRODUCTION

II COMPANY PROFILE

III PRODUCT PROFILE

IV REVIEW OF LITERATURE

V RESEARCH METHODOLOGY

5.1 Objectives of the study

5.2 Need for the study

5.3 Scope of the study

5.4 Limitation of the study

VI DATA ANALYSIS AND INTERPRETATION

VII STATISTICAL TOOLS

VIII FINDINGS

IX SUGGESTIONS

X CONCLUSION

X1 ANNEXURE

BIBLIOGRAPHY

QUESTIONNAIRE

LIST OF TABLES

S.NO CONTENT PAGE NO

1 Age of employees

2 Gender of employees

3 Marital status of employees

4 Job suits educational qualification5 Work experience of employees6 Performance linked with salary

7 Employees response towards their pay package

8 Employees response towards their bonus and incentives9 Employees opinion towards superior-subordinate relationship10 Employees response towards stress in job11 Employees satisfaction towards working condition12 Company provide flexible working hours13 Employees response towards non-monetary benefits extended by

the company14 Employees opinion about their job

15 Employees satisfaction level with their present position in the company

16 Employees response towards opportunity to use new technology

17 Employees are recognized as individual

18 Company clearly communicates its goals and strategies

19 Level of satisfaction with relation to their co-workers

20 Employees satisfaction level with overall job security

21 Evaluation of overall satisfaction with job

22 Welfare facilities of the employees

LIST OF CHARTSS.NO CONTENT PAGE NO

1 Age of employees

2 Gender of employees

3 Marital status of employees

4 Job suits educational qualification

5 Work experience of employees

6 Performance linked with salary

7 Employees response towards their pay package

8 Employees response towards their bonus and incentives

9 Employees opinion towards superior-subordinate relationship

10 Employees response towards stress in job

11 Employees satisfaction towards working condition

12 Company provide flexible working hours

13 Employees response towards non-monetary benefits extended by the company

14 Employees opinion about their job

15 Employees satisfaction level with their present position in the company

16 Employees response towards opportunity to use new technology

17 Employees are recognized as individual

18 Company clearly communicates its goals and strategies

19 Level of satisfaction with relation to their co-workers

20 Employees satisfaction level with overall job security

21 Evaluation of overall satisfaction with job

22 Welfare facilities of the employees

CHAPTER – I

INTRODUCTION

INTRODUCTION

Job satisfaction describes how content an individual is with his or her job. It is a relatively recent

term since in previous centuries the jobs available to a particular person were often

predetermined by the occupation of that person’s parent. There are a variety of factors that can

influence a person’s level of job satisfaction. Some of these factors include the level of pay and

benefits, the perceived fairness of the promotion system within a company, the quality of the

working conditions, the job itself (the variety of tasks involved, the interest and challenge the job

generates, and the clarity of the job description/requirements).

The happier people are within their job, the more satisfied they are said to be. Job satisfaction is

not the same as motivation, although it is clearly linked. Job design aims to enhance job

satisfaction and performance methods include job rotation, job enlargement and job enrichment.

Other influences on satisfaction include the management style and culture, employee

involvement, empowerment and autonomous workgroups. Job satisfaction is a very important

attribute which is frequently measured by organizations. The most common way of measurement

is the use of rating scales where employees report their reactions to their jobs. Questions relate to

pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-

workers.

The study focuses on the job satisfaction of the employees in A-Bond Strands Pvt.Ltd. This

project emphasizes the satisfaction level of the employees to increase the productivity, reducing

employee turnover and absenteeism.

Primary data collection was done through structured questionnaire. Secondary data was collected

from company records and internet. Research design used in this study was descriptive research

study. Random sampling technique was followed. Conclusions were drawn based on the analysis

of data collected from the employees. Percentage analysis and statistical tools like chi-square,

ANOVA and Karl Pearson’s co-efficient of correlation are used in the study. Suggestions were

provided for co-ordination among employees, cordial relationship with supervisor and

coworkers, provide promotional opportunities throughout the company and acceptance of ideas

and suggestions given by the employees.

CHAPTER – II

COMPANY PROFILE

COMPANY PROFILE

Meeting Customer's Needs has been the philosophy of A-Bond Strands throughout its over two decades of operations. A-Bond Strands has been dedicated to satisfying the needs of its customers who form the core of Indian Industry. From its modest beginning in a small room, it has grown to its present stature employing 150 personnel. The group has been maintaining consistently 10% annual growth rate.

A-BOND STRANDS MANAGEMENT ...

Ramlinga Raya Reddy, Managing Director He is a Master of Business Administration (U.S.A). After an; academic in the U.S, he joined ABSP. He shoulders the portfolio of marketing and operational management of the company for the past 16 years.

Dr. G. Vivekanand, Director

A Member of Parliament in the 15th Lok Sabha, Managing Director of 550 crores M/s. Visaka Industries, a well –recognized captain of industry and lends management expertise and advice.

Ravindra Vikram, Director

He is a Chartered Accountant with rich experience in Finance and taxation. He was on the board of Indian Bank. He is the financial advisor to the company.

V. Ramakrishnan, CEO

A Graduate Electrical & Electronic Engineer from the University of Madras with Specialization in Protection & Switchgear and High Voltage Engineering. He started his career with M/s. English Electric Co. of India Ltd in 1970 and served in organizations like Macneill & Meiher Ltd, Universal Electrical Ltd etc. in Design, Development and Marketing of LV & HV Switchgears. He has more than 39 years of experience in the above spheres apart from complete Factory Management.

S.R. Subramanyam General Manager – Technical

He is a Mechanical Engineer from the Institution of Engineers, Calcutta with a basic degree in Science from Madras University. Has more than 30 years of experience with various reputed industries. Has specialized in Designing & Development of MV Breakers as well as EHV products. He has served M/s. S & S Power Switchgear, Chennai and Tenaga Switchgear, Malaysia for more than a decade.

He was instrumental in introducing new product variations in the above organizations of repute.

M. Venugopal NaiduGeneral Manager - Bangalore Operations

A Graduate Electrical Engineer from “Bangalore University” with specialization in Elec. Designs (Rotating machines). An Associate member of Indian Institute of Engineers. (AMIE). Joined NGEF Ltd. (CollaboratesM/s.AEG. Telefunken W.G) during 1972 and worked for more than 26 years in marketing, at H.O. central sales organization and various Regional Sales Office. (Kolkata, Chennai & Bangalore). Products well versed: MV/EHV. Breakers, HT/LT motors and transformers.

CHAPTER – III

PRODUCT PROFILE

PRODUCT PROFILE

A Bond-Strand is in the field of manufacture of various switchgear, insulation and power

cable products for more than two decades. Our facility has a full complement of high

precision machines to fabricate and manufacture various products and full-fledged

laboratories where we conduct relevant voltage withstand tests. The A Bond-Strands Group

is engaged in the design, manufacture and sale of products in the electrical, mining,

chemical, textile and other core industries. The Group has also developed products for

defence applications.

A Bond –Strands is multiproduct group consisting of following companies: A Bond –Strands Pvt. Ltd.

o Insulation Divisiono Switch Gear Division

A Bond –Strands – Cable Accessories.

Each of the above companies has been set up on product lines.

SWITCH GEAR:

Powe Power distribution/Switch gear-3.3 Kv-33 Kv isolators 12 Kv and 24 Kv load, break

switches manufactured under technical collaboration from EMO, Yugoslavia, (Original

design from Sprecher & Schuh Switzerland). Unitized and Package sub-stations. High

Voltage Motor control centers and Direct online starters. High Voltage Ring Main Units.

We manufacture HT On/Off Load Break Switches (isolators) up to 24Kv in collaboration with EMO, Yugoslavia who are pioneers in this field. Load break switches are extensively used in power plants and distribution networks. These have been tested for impulse and short time rating at Central Power Research Institute, Bangalore, and the recognized independent testing authority in India.

We have developed close partnering relationships with companies like Siemens', ABB, Alsthom and Bhel who are recognized names in the Industry

The range of products throws some light on the technology involved and the engineering capabilities of the group.

All products have been developed only with in -house research and no collaboration has been sought for any of the above except for the Load Break Switches. Today it is acknowledged that the quality and standard of the products manufactured by A.Bond~Strands compete with similar products manufactured elsewhere in the world. The group distributes its products by direct sale to original equipment manufacturers, service, providers and equipment users all over India. The group also undertakes projects on turnkey basis, on site locations throughout India.

We also export our products to Australia and U.S.A. The Middle East, Bangladesh and South East Asia.

INSULATION:

Large epoxy castings for bus duct and vacuum switchgear. Fiberglass cylinders for high voltage tap changers. 36Kv bushings for SF6 switchgear. Self-lubricated fiberglass cylinders for pneumatic. Valve actuators. Fiberglass shells for missiles. Pollution barriers for sea ports. Reactor core packets. Lapspools,picking sticks and other Accessories.

CABLE ACCESSORIES:

A Bond -Strands is in the field of manufacture of various switchgear and power

cable accessories for more than two decades. Our facility has a full complement of high precision

machines to fabricate and machine various cable accessories and full-fledged laboratories where

we conduct voltage withstand tests. We manufacture plugs and sockets, bolted half couplers and

adaptors for both high and low voltage ratings with provision for both power and control.

CHAPTER – IV

APPLICATIONS:

• Extending power cables • Mine power centers • Continuous Mining Cables • Conveyors • Cutters • Long wall Systems • Excavators • Welding Receptacles• Shovels Loaders • Portable Industrial • Equipment • Sectionalizing cables • Tunneling Transformer Kiosks• Tran switches • Turbine generators

ENGINEERING SERVICES:

Engineering services offered Infrastructure available Manpower

CLIENTS:

BY INSPECTION AUTHORITIES AND TECHNICAL CONSULTANTS:

• Birla Technical Services • Davy Power Gas • DESEIN • Development Consultants Ltd. • Engineering Projects(India) Ltd. • Engineers India Ltd. • Entech Consultancy Bureau • Ircon • Holtec • Howe(India) Ltd. • Humphreys & Glasgow • Indian Registrar of Shipping • Bureau Veritas

• ICB Ltd • IDEA • Mecon • M.N.Dastur & Co • Muse Consultants • P.D.I.L • RITES • Tata Consultancy Engineers • Technicaliya Consultants • UDHE India Ltd • Unique Engineering Services • Kvaerner Power gas • Rheinbraun Consultancy, Germany

REVIEW OF LITERATURE

REVIEW OF LITERATURE

A literature review is a body of text that aims to review the critical points of current knowledge

and or methodological approaches on a particular topic. Literature reviews are secondary

sources, and as such, do not report any new or original experimental work.

Job satisfaction of bank officers in Bangladesh- Nazrul Islam & Gour Chandra Saha

This study attempts to evaluate job satisfaction of bank officers in Bangladesh. It

focuses on the relative importance of job satisfaction factors and their impacts on the overall job

satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and

sex differences on the attitudes toward job Satisfaction.

The result shows that salary, efficiency in work, fringe supervision, and co-worker

relation are the most important factors contributing to job satisfaction. Private bank officers

have higher levels of job satisfaction than those from public sectors as they enjoy better

facilities and supportive work environment. Sex and age differences have relatively lower level

of impact on it. The overall job satisfaction of the bank officers is at the positive level.

A STUDY ON JOB SATISFACTION AMONG BANK OFFICERS IN STATE BANK OF

INDIA, JABALPUR- Mr. S. NAREND, 1990

The techniques used by the Researcher for analyzing the data were through questionnaire

method. The Researcher interviewed forty respondents on the basis of sex, age, educational

qualification, experience, monthly income, marital status and family income. The tools adopted

by the Researcher were average scoring and two-way table method to find out job satisfaction.

MILITARY MEDICAL UNIVERSITY, SCHOOL OF NURSING, SHANGHAI, PR

CHINA - GUI L, BARRIBALL KL, WHILE AE.

Job satisfaction among nurses is of concern throughout the world but the satisfaction of

nurse teachers has received less attention and no review of global research on the topic has been

published. A comprehensive literature review (1976-2007) was undertaken from an international

perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse

teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if

the level and contributing factors to nurse teachers' job satisfaction have changed during a time

which has seen considerable developments and reorganization of nurse education as well as the

role of nurse teachers.

The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction,

(ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job

satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which

reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction.

JAIN, JABEEN, (2007), A CASE STUDY OF INDIAN OIL

Job Satisfaction as Related to Organizational Climate and Occupational Stress:

A Case Study of Indian Oil “concluded that that there is no significant difference between

managers and engineers in terms of their job satisfaction and14 both the groups appeared almost

equally satisfied with their jobs. When the managers and engineers were compared on

organizational climate, it was found that both the groups differed significantly. Managers scored

significantly high on organizational climate scale than the engineers indicating that the managers

are more satisfied due to the empowerment given to them.

JOB ATTITUDE AND EMPLOYEES PERFORMANCE OF PUBLIC SECTOR

ORGANIZATIONS IN JAFFNA DISTRICT, SRI LANKA- VELNAMPY (2008)

Concluded that job satisfaction does have impact on future performance through the job

involvement, but higher performance also makes people feel more satisfied and committed. It is

a cycle of event that is clearly in keeping with the development perspective. Attitudes such as

satisfaction and involvement are important to the employees to have high levels of performance.

The results of the study revealed that attitudes namely satisfaction and involvement, and

performance are significantly correlated.

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

A STUDY ON JOB SATISFACTION OF TEA PLANTATION WORKERS WITH

SPECIAL REFERENCE TO SHEIKALMUDI ESTATE, VALPARAI -MR.K.MADHU,

1986

The techniques used by the Researcher for analyzing the data were through questionnaire

and personal interview method. The Researcher interviewed sixty respondents on the basis of

sex, age, educational qualification, experience, monthly income, marital status and family

income.

The tools adopted by the researcher were average scoring and two-way table method. The

hypothesis was tested through chi-squire test and correlation to find out job satisfaction.

The researcher had made previous study on job satisfaction in various areas.

SHAHU & GOLE (2008), IN THEIR STUDY "EFFECT OF JOB SATISFACTION ON

PERFORMANCE”

An Empirical Study" concluded that the companies that are lagging behind in certain

areas of job satisfaction & job stress need to be developed so that their employees show good

performance level, as it is provided that performance level lowers wit high satisfaction scores.

The awareness program pertaining to stress & satisfaction is to be taken up in the industries to

make them aware of the benefits of knowledge of stress and its relationship with

satisfaction and achievement of goal of industries.

CHAPTER – V

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY

Research methodology is the systematic way to solve the research problem. It gives an idea

about various steps adopted by the researcher in a systematic manner with an objective to

determine various manners.

RESEARCH DESIGN

Research design in a plan to carry out the study in an orderly and systematic manner.

The research design may be exploratory, descriptive or experimental

For the present study descriptive research design is adopted.

The main aim of the present study is to understand the job satisfaction of employees of

the organization.

DESCRIPTIVE RESEARCH Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. In social science and business research, we quite often use the term ex post facto research for descriptive research studies. The main characteristic of this method is that researcher has no control over the variables; he can only report what has happened or what is happening.In descriptive research design the researcher must be able to define clearly, what he wants to measure and must find adequate methods for measuring it along with clean cut definition of population, researcher wants to study, since the aim is to obtain complete and accurate information in the studies. In descriptive study, the researcher takes out samples and then wishes to make statements about the population on the basis of sample analysis. In descriptive study the first step to specify the objectives with sufficient perception to ensure that data collected are relevant. The data collected must be analyzed and processed. Thus this is clearly stated that the researcher has applied descriptive research design.

SAMPLE SIZE

The sample sizes of 50 respondents were selected for the study from the total population of 150.

SAMPLING TECHNIQUE

Since it is not possible to give equal importance to all the members in each department, the

samples are selected using random sampling method.

DATA COLLECTION TECHNIQUE

Data was collected from both primary and secondary source.

Primary Data

The primary data is the first hand source and collected through structured questionnaire. The

questionnaire consisted of 25 questions, with a combination of open – ended and close –ended

questions

Secondary Data

Secondary data is information that is collected for the purpose other than to solve the specific

problem under investigation. The secondary sources of data collection were information obtained

from books, magazines, websites and articles on the topic etc. In the study, the researcher would

use the secondary data to supplement the primary data.

STATISTICAL TOOLS USED FOR ANALYSISThe statistical tools used for analyzing the data collected are:

Chi Square

ANOVA

Correlation.

CHI-SQUARE TEST:

Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data

with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual

and expected frequencies; Karl Pearson’s has developed a method to test the difference between

the theoretical (hypothesis) & the observed value.

KARL PEARSON’S CO-EFFICIENT OF CORRELATION:

The relationship between the two variables is linear.

Cause and effect of the relationship exist between two variables.

5.1 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE:To study about the job satisfaction of the employees in A-BOND STRANDS PVT.LTD.

SECONDARY OBJECTIVES: To identify the satisfaction level of the employees. To know the employees satisfaction towards the benefits provided by the company. To identify the factors which influences the job satisfaction of employees.

To determine the employees satisfaction towards the welfare facilities. To know the employees relationship with superior and co-workers.

5.2 NEED OF THE STUDY

This study is being done to analyze the degree of job satisfaction of employees with the

aim of reducing employee turnover and absenteeism and thereby increasing overall

productivity.

Organization is growing quickly, it is critical to find out how employees feel about their

jobs, the organization, and their fit and future within it.

A strong rumor mill is symptomatic of other problems in the organization. These can

include communications, trust, and fear. Only a survey can uncover the extent to which

any of these issues exists.

In a highly competitive industry, turnover minimization and productivity and creativity

maximization are keys to success. Staying in touch with employees is necessary to

facilitate continued competitiveness.

5.3 SCOPE OF THE STUDY

Employee satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market conditions.

5.4 LIMITATIONS OF THE STUDY

The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy cannot be assured.

The research was carried out in a short span of time. Some of the respondents were reluctant to share the information. The study does not cover all the employees of the organization.

CHAPTER – VI

DATA ANALYSIS AND INTERPRETATIONS

DATA ANALYSIS AND INTERPRETATION

PERCENTAGE ANALYSIS:

It refers to special kind of ratio; percentages are used in making comparison between two or

more series of data, and used to describe the relation.

TABLE-1 AGE OF EMPLOYEES

AGE RESPONDENTS PERCENTAGE21-30years 12 2431-40years 25 5041-50years 6 12Above 51years 7 14TOTAL 50 100

CHART-1 AGE OF EMPLOYEES

21-30years 31-40years 41-50years Above 51years0

10

20

30

40

50

60

Age of employees

Perc

enta

ge

INTERPRETATION:The above table reveals that 24% of the respondents are between the age group of 21 to 30 years,

50% of the respondents are between the age group of 31 to 40 years, 12% are between the age

group of 41 to 50 years and 14% of the respondents are above 51 years.

TABLE-2 GENDER OF EMPLOYEES

GENDER RESPONDENTS PERCENTAGEMale 45 90Female 5 10TOTAL 50 100

CHART-2 GENDER OF EMPLOYEES

Male Female0

10

20

30

40

50

60

70

80

90

100

Gender

Perc

enta

ge

INTERPRETATION:The above table reveals that 90% of the respondents are male and 10% of the respondents are

female.

TABLE-3 MARTIAL STATUS OF EMPLOYEES

CHART-3 MARTIAL STATUS OF EMPLOYEES

MARITAL STATUS

RESPONDENTS

PERCENTAGE

Married 39 78Unmarried 11 22TOTAL 50 100

Married Unmarried0

10

20

30

40

50

60

70

80

90

Marital status

Perc

enta

ge

INTERPRETATION:

The above table reveals that 78% of the respondents are married and 22% of the respondents are

unmarried.

TABLE-4 JOB SUITS EDUCATIONAL QUALIFICATION

CHART-4 JOB SUITS EDUCATIONAL QUALIFICATION

JOB SUITS EDUCATIONAL QUALIFICATION

RESPONDENTS PERCENTAGE

Yes 17 34No 33 66TOTAL 50 100

Yes No0

10

20

30

40

50

60

70

Educational qualification

Perc

enta

ge

INTERPRETATION:

The above table reveals that 34% of the respondents say that the job suits their educational

qualification and 66% of the respondents say that the job does not suits their qualification.

TABLE-5 WORK EXPERIENCE OF EMPLOYEES

WORK EXPERIENCE


Less than a year 4 81-5years 9 186-10years 19 38More than 10 years 18 36TOTAL 50 100

CHART-5 WORK EXPERIENCE OF EMPLOYEES

Less than a year 1-5years 6-10years More than a year0

5

10

15

20

25

30

35

40

Work experience

Perc

enta

ge

INTERPRETATION:

The above table reveals that 8% of the respondents have less than a year of experience, 18% of the respondents have 1-5 years of experience, 38% of the respondents have 6-10 years of experience and 36% of the respondents have more than 10 years of experience,

TABLE-6 PERFORMANCE LINKED WITH SALARY

SALARY RESPONDENTS PERCENTAGEYes 27 54No 23 46TOTAL 50 100

CHART-6 PERFORMANCE LINKED WITH SALARY

Yes No42

44

46

48

50

52

54

56

Salary

Perc

enta

ge

INTERPRETATION:

The above table reveals that 54% of the respondents say that the performance links their salary and 46% of the respondents say that the performance does not links their salary

TABLE-7 EMPLOYEES RESPONSE TOWARDS THEIR PAY PACKAGE

PAY PACKAGE RESPONDENTS

PERCENTAGE

Highly Satisfied 7 14Satisfied 16 32Neutral 18 36Dissatisfied 8 16Highly Dissatisfied

1 2

TOTAL 50 100

CHART-7 EMPLOYEES RESPONSE TOWARDS THEIR PAY PACKAGE

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0

5

10

15

20

25

30

35

40

Pay package

Perc

enta

ge

INTERPRETATION:

The above table reveals that 14% of the respondents are highly satisfied with their pay package,

32% are satisfied with their pay package, 36% are neutral with their pay package, 16% are

dissatisfied with their pay package and 2% of the respondents are highly dissatisfied with their

pay package.

TABLE-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES

BONUS AND INCENTIVES


Highly Satisfied 15 30Satisfied 19 38Neutral 7 14Dissatisfied 5 10Highly Dissatisfied 4 8TOTAL 50 100

CHART-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES


5

10

15

20

25

30

35

40

Bonus and Incentives

Perc

enta

ge

INTERPRETATION:

The above table reveals that 30% of the respondents are highly satisfied with their bonus and

incentives, 38% are satisfied with their bonus and incentives, 14% are neutral with their bonus

and incentives, 10% are dissatisfied with their bonus and incentives and 8% of the respondents

are highly dissatisfied with their bonus and incentives.

TABLE-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE RELATIONSHIP

SUPERIOR-SUBORDINATE RELATIONSHIP



CHART-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE RELATIONSHIP


5

10

15

20

25

30

Superior-subordinate relationship

Perc

enta

ge

INTERPRETATION:

The above table reveals that 26% of the respondents are highly satisfied with superior-

subordinate relationship, 28% are satisfied with superior-subordinate relationship, 28% are

neutral with superior-subordinate relationship, 16% are dissatisfied with superior-subordinate

relationship and 2% of the respondents are highly dissatisfied with superior-subordinate

relationship.

TABLE-10 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB

STRESS IN JOB

RESPONDENTS

PERCENTAGE

Yes 27 54No 23 46TOTAL 50 100

CHART-10 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB

Yes No42

44

46

48

50

52

54

56

Stress in Job

Perc

enta

ge

INTERPRETATION:

The above table reveals that 54% of the respondents face stress in their job and 46% of the

respondents do not face stress in their job

TABLE-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION

WORKING CONDITION



CHART-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION


5

10

15

20

25

30

35

40

Working condition

Perc

enta

ge

INTERPRETATION:

The above table reveals 4% of the respondents are highly satisfied with the working condition,

18% are satisfied with the working condition, 38% are neutral with the working condition, 18%

are dissatisfied with the working condition and 22% of the respondents are highly dissatisfied

with the working condition.

TABLE-12 COMPANY PROVIDE FLEXIBLE WORKING HOURS

FLEXIBLE WORKING HOURS


Yes 29 58No 21 42TOTAL 50 100

CHART-12 COMPANY PROVIDE FLEXIBLE WORKING HOURS

Yes No0

10

20

30

40

50

60

70

Working hours

Perc

enta

ge

INTERPRETATION:

The above table reveals that 58% of the respondents say that the company provides flexible

working hours and 42% of the respondents say that the company does not provide flexible

working hours

TABLE-13 EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS EXTENDED BY THE COMPANY

BENEFITS EXTENTEND BY COMPANY


Fully Sufficient 16 32Sufficient 23 46Insufficient 11 22TOTAL 50 100

CHART-13 EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS EXTENDED BY THE COMPANY

Fully Sufficient Sufficient Insufficient0

5

10

15

20

25

30

35

40

45

50

Non monetary benefits

Perc

enta

ge

INTERPRETATION:

The above table reveals that 32% of the respondents are fully sufficient with the benefits

extended by the company, 46% are sufficient, 22% of the respondents are insufficient towards

benefits extended by the company

TABLE-14 EMPLOYEES OPINION ABOUT JOB

TABLE-14 EMPLOYEES OPINION ABOUT JOB

OPINION RESPONDENTS PERCENTAGEChallenging 13 26Responsible 19 38Motivating 13 26Secured 5 10TOTAL 50 100

Challenging Responsible Motivating Secured0

5

10

15

20

25

30

35

40

Opinion about job

Perc

enta

ge

INTERPRETATION:

The above table reveals that 26% of the respondents view their job as challenging, 38% of the

respondents view their job as responsible, 26% of the respondents view their job as motivating

and 10% of the respondents view their job as secured.

TABLE-15 EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE COMPANY

PRESENT POSITION

RESPONDANTS PERCENTAGE

Highly Satisfied 10 20Satisfied 18 36Neutral 18 36Dissatisfied 4 8Highly Dissatisfied - -TOTAL 50 100

CHART-15 EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE COMPANY


5

10

15

20

25

30

35

40

Present position

Perc

enta

ge

INTERPRETATION:

20% of the respondents are highly satisfied with their present position, 36% are satisfied with

their present position, 36% are neutral with their present position and 8% of the respondents are

dissatisfied with their present position.

TABLE-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY

OPPORTUNITY TO USE NEW TECHNOLOGY


Yes 25 50No 25 50TOTAL 50 100

CHART-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY

Yes No0

10

20

30

40

50

60

Opportunity to use new technology

Perc

enta

ge

INTERPRETATION:

The above table reveals that 50% of the respondents say that they got opportunity to use new

technology and 50% of the respondents say that they do not get opportunity to use new

technology.

TABLE-17 EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS

CHART-17 EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS

EMPLOYEES ARE RECONIZED AS INDIVIDUALS


Yes 29 58No 21 42TOTAL 50 100

Yes No0

10

20

30

40

50

60

70

Employees recognized as individuals

Perc

enta

ge

INTERPRETATION:

The above table reveals that 58% of the respondents say that individual contribution is being

recognized and 42% of the respondents say that individual contribution is not being recognized.

TABLE-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES

CHART-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES

Yes No46

47

48

49

50

51

52

53

Goals and strategies

Perc

enta

ge

INTERPRETATION:

The above table reveals that 52% of the respondents say that the company clearly communicates

its goals and strategies and 48% of the respondents say that the company does not communicates

its goals and strategies.

TABLE-19 LEVEL OF SATISFACTION WITH RELATION TO THEIR CO-WORKERS

GOALS AND STRATEGIES


Yes 26 52No 24 48TOTAL 50 100

CHART-19 LEVEL OF SATISFACTION WITH RELATION TO THEIR CO-WORKERS


5

10

15

20

25

30

35

40

Relationship with co-workers

Perc

enta

ge

INTERPRETATION:

The above table reveals that 32% of the respondents are highly satisfied with their relation to co-workers, 36% are satisfied with their relation to co-workers, 28% are neutral with their relation to co-workers and 2% of the respondents are dissatisfied and highly dissatisfied with relation to co-workers.

TABLE-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY

RELATION TO YOUR CO-WORKERS



CHART-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY


5

10

15

20

25

30

35

Overall job security

Perc

enta

ge

INTERPRETATION:

The above table reveals that 32% of the respondents are highly satisfied with overall job security,

28% are satisfied with overall job security, 20% are neutral with overall job security, 8% are

dissatisfied with overall job security and 12% of the respondents are highly dissatisfied with

overall job security.

OVERALL JOB SECURITY



TABLE-21 EVALUATION OF OVERALL SATISFACTION WITH JOB

CHART-21 EVALUATION OF OVERALL SATISFACTION WITH JOB


5

10

15

20

25

30

35

40

45

50

Overall satisfaction with job

Perc

enta

ge

INTERPRETATION:

The above table reveals that 8% of the respondents are highly satisfied with their job, 46% are

satisfied with their job, 24% are neutral with their job, 20% are dissatisfied with their job and 2%

of the respondents are highly dissatisfied with their job

TABLE-22 WELFARE FACILITIES OF THE EMPLOYEES

OVERALL SATISFACTION WITH JOB



CHART-22 WELFARE FACILITIES OF THE EMPLOYEES


5

10

15

20

25

30

35

40

Welfare facilities

Perc

enta

ge

INTERPRETATION:

The above table reveals that 20% of the respondents are highly satisfied with the welfare facilities, 38% are satisfied with the welfare facilities, 28% are neutral with the welfare facilities, 10% are dissatisfied with the welfare facilities and 4% of the respondents are highly dissatisfied with the welfare facilities.

WELFARE FACILITIES



CHAPTER – VII

STATISTICAL TOOLS

STATISTICAL TOOLS

CHI-SQUARE TEST:

Chi square, χ²= ∑ (O-E) ² / EWhere, O= observed frequencyE= expected frequency

Null Hypothesis (Ho):There is no significant relationship between the qualification and the pay package.

Alternative Hypothesis (H1):There is significant relationship between the qualification and the pay package.

YES NO TOTALHighly Satisfied 5 5 10Satisfied 5 8 13Neutral 6 11 17Dissatisfied 5 5 10TOTAL 21 29 50

OBSERVED FREQUENCY(O)

EXPECTED FREQUENCY(E)

(O-E) ^2 (O – E)^2 / E

5 4.2 0.64 0.15245 5.46 0.2116 0.03886 7.14 1.2996 0.1825 4.2 0.64 0.15245 5.8 0.64 0.11038 7.54 0.2116 0.028111 9.86 1.2996 0.13185 5.8 0.64 0.1103

0.9061

Degree of freedom=V=(r-1) (c-1) = (4-1) (2-1) =3Calculated value = 0.9061Table value = 7.815Calculated value < table valueTherefore null hypothesis is accepted

INFERENCE: Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence, there is no significant relationship between qualification and pay package of the employees.

ANOVA:

Null Hypothesis (Ho):There is no significant difference between the factors influencing and level of satisfaction of the

employees.

Alternative Hypothesis (Ho):There is significant difference between the factors influencing and level of satisfaction of the

employees.

Highly

satisfied

Satisfied Neutral Dissatisfied Highly

Dissatisfied

Total

Company

policies

8 15 10 7 10 50

Promotion

opportunities

7 14 16 7 6 50

Achievement 19 6 10 9 6 50

Responsibility 7 10 15 10 8 50

Training 8 10 15 8 9 50

Total 49 55 66 41 39 250

A B C D E TOTA

L

A^2 B^2 C^2 D^2 E^2

Company

policies

8 15 10 7 10 50 64 225 100 49 100

Promotion

opportunities

7 14 16 7 6 50 49 196 256 49 36

Achievement 19 6 10 9 6 50 361 36 100 81 36

Responsibility 7 10 15 10 8 50 49 100 225 100 64

Training 8 10 15 8 9 50 64 100 225 64 81

Total 49 55 66 41 39 250 587 657 906 343 317

Source of

variance

Sum of

squares

Degree of

freedom

Mean square F statistics

Factors

influence

SSC=97 V1=C-1

=4

MSC=SSC/ C-1

=24.3

FC=MSC/MSE

=1.83

3.01

Level of

satisfaction

SSR=0 V2=r-1

=4

MSR=SSR/ r-1

=0

FR=MSR/MSE

=0

3.01

Error SSE=213 V=(c-1)(r-1)

=16

MSE=13.3

Degree of freedom= (4, 16)Calculated value = 1.83Table value = 3.01Calculated value < table valueTherefore null hypothesis is accepted

INFERENCE: Since the calculated value is less than the table value. The Null hypothesis is

accepted. Hence, there is no significant difference between the factors influencing and level of

satisfaction of the employees.

KARL PEARSON’S CO-EFFICIENT OF CORRELATION:

x y dx=x-A

=x-8

dy=y-B

=y-11

dx^2 dy^2 dxdy

3 2 -5 -9 25 81 45

7 2 -1 -9 1 81 9

8 11 0 0 0 0 0

6 2 2 -9 4 81 -18

5 4 -3 -7 9 49 21

dx=-7 dy=-34 dx^2=39 dy^2=312 dxdy=93

Karl Pearson’s co-efficient of correlation=

n∑dxdy−(∑dx ) (∑dy )÷ √n∑d x2−(∑dx )2 √n∑d y2−(∑dy )2

=0.9347

INFERENCE: There is a positive correlation between working condition and flexible working

hours.

YES NO TOTAL

Highly Satisfied 3 2 5

Satisfied 7 2 9

Neutral 8 11 19

Dissatisfied 6 2 8

Highly Dissatisfied

5 4 9

TOTAL 29 21 50

CHAPTER – VIII

FINDINGS

FINDINGS

50% of them were in the age of 31-40 years and only 12% were in the age of 41-50

years.

90% of them we male and 10% are female.

78% of the workers are married and 22% are unmarried.

33% of the respondents say that the job suits their educational qualification.

32% of the respondents are satisfied with their package and 16% are dissatisfied.

38% of the respondents are satisfied with superior-subordinate relationship and 10%

are dissatisfied.

54% of the respondents face stress in their job and 46% does not face stress in their

job

18% of the respondents are satisfied with the working condition and 18% are

dissatisfied.

58% of the respondents say that the company provides flexible working hours.

32% of the respondents are sufficient with the benefits extended by the company and

22% of the respondents are insufficient.

26% of the respondents view their job as challenging and 38% view their job as

responsible.

36% of the respondents are satisfied with their present position and 8% are

dissatisfied with their present position.

50% of the respondents say that they get opportunity to use new technology.

58% of the respondents say that individual contribution is being recognized.

52% of the respondents say that the company clearly communicates its goals and

strategies.

36% of the respondents are satisfied with their relation to co-workers and 2% are

dissatisfied with their relation to co-workers.

54% of the respondents are highly satisfied with overall job security and 6% are

dissatisfied with overall job security.

46% of the respondents are highly satisfied with their job and 20% are dissatisfied

with their job.

There is no significant relationship between qualification and pay package of the employees.

There is no significant difference between the factors influencing and level of

satisfaction of the employees.

There is a positive correlation between working condition and flexible working hours.

CHAPTER – IX

SUGGESTIONS

SUGGESTIONS

Organization should try to adopt certain measures to enhance co-ordination among the

employees.

Management should have cordial relation with the employees.

Work should be assigned according to the qualification of the employees.

Promotional policy must provide for a uniform distribution of promotional opportunities

throughout the company.

The basis for promotion should be clearly specified. Due weightage should be given to

seniority, merit and future potential of an employee.

Detailed records of service and performance should be maintained for all employees.

The policy should be fair, impartial and consistent, i.e., it should be applied uniformly

irrespective of the person concerned.

A team can be established comprising all the departments who can deliver genuine

suggestions or ideas for the development of organization.

Encourage the ideas and suggestions from the employees or subordinates.

CHAPTER – X

CONCLUSION

CONCLUSION

From the study, the researcher has come to know that most of the respondents have job

satisfaction; the management has taken the best efforts to maintain cordial relationship with the

employees. The study also examined the Organization concern over the employees by the factor

like promotion opportunities to employees, satisfaction level of employees towards the working

condition, pay package and non-monetary benefits offered to employees. The researcher has

identified the factors causing dissatisfaction over factors including the co-ordination among

employees, cordial relationship with supervisor and co-workers, provide promotional

opportunities throughout the company and acceptance of ideas and suggestions given by the

employees.

To improve the level of satisfaction of employees the company has to improve working

condition, provide promotion opportunities, training program and pay according to their

qualification.

CHAPTER – XI

ANNEXURE

BIBLIOGRAPHY

1. Organizational behavior Stephen P Robbins

2. Human resource management L.M Prasad

3. Research Methodology Uma Sekran

WEBSITES

1. www.google.com

2. www.abondstrands.com

QUESTIONNAIRE

1) AGE: (a) 21-30years (b) 31-40years (c) 41-50years (d) above 51years

2) GENDER:

(a)Male (b) Female

3) MARITAL STATUS: (a)Married (b) Unmarried

4) DESIGNATION:

5) Do you feel that your job suits your educational qualification? (a) YES (b) NO6) How long are you working in the company? (a)LESS THAN A YEAR (b) 1-5 YEARS (c) 6-10 YEARS (d) MORE THAN 10 YEARS

7) Are you paid with a performance linked salary? (a) YES (b) NO

8) Are you satisfied with your pay package? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

9) Are you satisfied with the bonus and incentives provided by the company? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

10) What is your level of satisfaction regarding superior-subordinate relationship? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

11) Do you face any stress in your job? (a) YES (b) NO

12) What is your level of satisfaction regarding the working condition? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

13) Does the company provide you flexible working hours? (a) YES (b) NO

14) How do you feel about the non-monetary benefits provided by your company? (a) FULLY SUFFICIENT (b) SUFFICIENT (c) INSUFFICIENT

15) What is your opinion about your job? (a) CHALLENGING (b) RESPONSIBLE (c) MOTIVATING (d) SECURED

16) Are you satisfied with the present position in your company? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

17) Is there any opportunity for you to use new technology? (a) YES (b) NO

18) Do you feel that the employees are recognized as individuals? (a) YES (b) NO

19) Whether the company clearly communicates its goals and strategies to you? (a) YES (b) NO

20) What is your level of satisfaction with relation to your co-workers? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

21) How satisfied are you with your overall job security? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

22) Tick the level of satisfaction for the following:

HIGHLY SATISFIED

SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED

Company PoliciesPromotion opportunitiesAchievementResponsibilityTraining

23) How do you evaluate the overall satisfaction with your job? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

24) Does your company is concerned with the welfare facilities of the employees? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

25) Whether you’re superior recognizes your performance? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED

Log In

job satisfaction

Documents

employees chapter

company employees response

company employees opinion

salary employees response

incentives employees

new technology employees

marital status of employees

pay package employees