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PROJECT REPORT
“A STUDY ON JOB SATISFACTION OF AN EMPLOYEE
IN RUBCO HUAT WOODS PVT. LTD , THALASSERY,
KERALA”
SUBMITED BY
Mr. SHARON.M
(Register No. 14P35J0250)
Under the guidance of
Mrs.RICHA PATHAK
Assistant Professor
NEW HORIZON COLLEGE
MASTERS OF BUSINESS ADMINISTRATION
BHARATHIAR UNIVERSITY
COLLEGE CODE: KA 11 B 131
2014-16
ACKNOWLEDGEMENT
This project would not have been successfully materialized had it not been for the several
people who have directly and indirectly helped me. I am extremely indebted to all of them and
whole –heartedly thank everyone for their valuable support.
I am grateful to Dr Mohan Manghnani, Chairman, New Horizon College, Bangalore
for giving active support and guidance during the course of my studies in the institute.
I would be failing in my duty if I do not express my deep sense of gratitude to
Dr. R.Bodhisatvan, Principal, NHC. I also thank Mrs.RICHA PATHAK , Assistant
professor , NHC for his support and guidance given to me for completing my project report.
Without their guidance it wouldn’t have been possible for me to complete this project work.
I sincerely thank Mr. ABDUL RAHEEM(Senior Manager) RUBCO HUAT WOODS
PVT. LTD , THALASSERY. I also thank all the employees of the finance department of Tsc
for providing information for my project work.
I sincerely thank family members and friends for the co-operation to complete this
project work successfully.
Above all, I thank God Almighty for the ever-abiding kind blessings he has showered
upon me.
SHARON.M
NEW HORIZON COLLEGE
BANGALORE
STUDENT DECLARATION
I here by declare that this project entitled “A STUDY ON JOB SATISFACTION OF A
EMPLOYEES IN RUBCO HUAT WOODS PVT. LTD , THALASSERY” was prepared
by me during the year 2014-16 and was submitted in partial fulfillment of the
requirements for Masters of Business Administration, Bharathiar University.
I also declare that this project report is original and genuine and has not been
submitted to any other university of the award of any degree, diploma or other
similar titles or purposes.
Place: Bangalore Signature of the candidate
Date:
SHARON.M
(Reg.No 14P35J0250)
NEW HORIZON COLLEGE
BANGALORE
GUIDE CERTIFICATE
This is to certify that the project report entitled “A STUDY ON JOB
SATISFACTION OF A EMPLOYEES IN RUBCO HUAT WOODS PVT. LTD ,
THALASSERY ” submitted by SHARON.M bearing registration number
14P35J0250 to Bharathiar University for the partial fulfillment of Masters Degree
in Business Administration is an outcome of genuine research work carried under
my guidance and it has not been submitted for the award of any other degree,
diploma or prize.
Place:BANGALORE
Date: Signature
(RICHA PATHAK)
NEW HORIZON COLLEGE
BANGALORE
PRINCIPAL CERTIFICATE
This is to certify that SHARON.M bearing registration number 14P35J0250 is a
bonafide student of this college. The project work entitled “A STUDY ON JOB
SATISFACTION OF AN EMPLOYEE IN RUBCO HUAT WOODS PVT. LTD ,
THALASSERY ” is a bonafide work carried out by him/her in partial fulfillment of
the requirements for Masters Degree in Business Administration of Bharathiar
University during the year 2014-2016
Place:Bangalore
Date: Signature
Dr. R.Bodhisatvan
CONTENTS
CHAPTER
PARTICULARS
PAGE
NUMBER
1
1. INTRODUCTION
1.1 INTRODUCTION OF RECRUITMENT
AND ITS EFFECTIVNESS
1.2 SCOPE OF HRM
1.2.1THE SEMATICS
1.3 OBJECTIVES OF HRM
1.3.1 ORGANIZATIONAL OBJECTIVES
1.3.2 FUNCTIONAL OBJECTIVES
1-15
1
10
10
11
11
11
2
2-INDUSTRY AND COMPANY PROFILE
2.1.INTRODUCTION OF THE INDUSTRY
2.1.1 HOTEL INDUSTRY IN INDIA
2.2 .COMPNY PROFILE
2.2.1 .HOTELCHAINS IN KERALA
13-20
13
14
17
19
3
3-RESARCH DESIGN
3.1 TITLE OF THE STUDY
3.2 STATEMENT OF THE PROBLEM
3.3 SCOPE OF THE STUDY
3.4 OBJECTIVE OF THE STUDY
3.5. EMPLOYEE OPINION SURVEYS
3.6 .RESEARCH METHODOLOGY
3.7 LIMITATIONS OF THE STUDY
3.8 CHAPTER SCHEME
3.9 REVIEW OF LITERATURE
21-30
21
21
21
22
25
28
29
29
30
4
4- DATA ANALYSIS AND
INTERPRETATION
31-60
5
5- FINDING AND CONCLUSION AND
SUGGESTIONS
5.1 SUMMARY FINDINGS 5.2 SUGGESTIONS
5.3 CONCLUSION
61-64
61
62
63
6
7
6- BIBLIOGRAPHY
7-QUESTIONNAIRE
65
66
LIST OF TABLE
SL.NO
NAME OF TABLE
PAGE
NUMBER
4.1 Showing The Employees Interest 31
4.2 Employees opinion about the company, its
effect the growth of the company
33
4.3 Employee’s criteria for selection 35
4.4 Employees selection based on gender 37
4.5 Employees view regarding traveling
allowances provided for interview
39
4.6 Employees view about the facilities
provided during interview
41
4.7 Employee’s opinion regarding models of
recruitment
43
4.8
Employee’ opinion about selection
45
4.9 Employees view on recruitment, if it was
subjected to misevaluation by default or
error
47
4.10 Post interview feeling 49
4.11 Building morale and motivation of
employees
51
4.12 Employee’s perception regarding staying
or quitting
53
4.13 Employee’s opinion regarding right job
based on their qualification
55
4.14 Employee’s opinion about recruitment was 57
LIST OF TABLE
TABLE CONTENTS PAGE NO
4.1
OPINION REGARDING THE COMPENSATION
RECEIVED BY EMPLOYEE
51
4.2 OPINION REGARDING PAYMENT SCHEME 53
4.3 OPINION REGARDING JOB ENVIRONMENT 55
4.4 OPINION ABOUT PHYSICAL WORKING
CONDITION OF AN ORGANISATION
57
4.5 OPINION REGARDING EMPLOYEE EMPLOYER
RELATIONSHIP
59
4.6 COMPANY’S EAGER IN RECOGNIZING AND
ACKNOWLEDGING EMPLOYEES
61
4.7 HOW MUCH JOB IS INTRESTING FOR
EMPLOYEES
63
4.8 CONTINUOS FEEDBACK REGARDING WORK
AND WORK ENVIRONMENT
65
4.9 EMPLOYEES OPINION REGARDING QUALITY
OF FOOD STUFF PROVIDED IN CANTEEN
67
4.10 EMPLOYEES RESPONSE ABOUT THE JOB
SECURITY PROVIDED BY THE COMPANY
69
4.11
RESPONDENTSAWARENESSOF
COMPANY’SPOLICIES AND PROCEDURES.
71
4.12 RESPONDENTS AWARENESS OF POLICIES AND
PROCEDURE .
73
4.13 RESPONDENT’S AWARENESS ABOUT THE
COMPANY RULES AND REGULATIONS.
75
4.14 RESPONDENT’S SATISFACTION TOWARDS
SALARY AND WAGES.
77
4.15 EESPONDENT’S SATISFACTION WITH SAFETY
MEASURES
79
LIST OF GRAPHS
NO TITLE OF THE FIGURE PAGE.NO
4.1 OPINION REGARDING THE
COMPENSATION RECEIVED BY
EMPLOYEE
52
4.2 OPINION REGARDING PAYMENT
SCHEME
54
4.3 OPINION REGARDING JOB
ENVIRONMENT
56
4.4 OPINION ABOUT PHYSICAL WORKING
CONDITION OF AN ORGANISATION
58
4.5 OPINION REGARDING EMPLOYEE
EMPLOYER RELATIONSHIP
60
4.6 COMPANY’S EAGER IN RECOGNIZING
AND ACKNOWLEDGING EMPLOYEES
62
4.7 HOW MUCH JOB IS INTRESTING FOR
EMPLOYEES
64
4.8 CONTINUOS FEEDBACK REGARDING
WORK AND WORK ENVIRONMENT
66
4.9 EMPLOYEES OPINION REGARDING
QUALITY OF FOOD STUFF PROVIDED IN
CANTEEN
68
4.10 EMPLOYEES RESPONSE ABOUT THE JOB
SECURITY PROVIDED BY THE
COMPANY
70
4.11 THE RESPONDENTS AWARENESS OF
COMANYS POLICIES AND PROCEDURES
72
4.12 RESPONDENTS AWARENESS ABOUT THE
COMPANY RULES AND REGULATIONS
74
4.13 RESPONDENT’S NATURE OF JOB 76
4.14 RESPONDENT’S SATISFACTION
TOWARDS SALARY AND WAGES
78
4.15 RESPONDENT’S SATISFACTION WITH
SAFTEY MEASURES
80
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Chapter-1
INTRODUCTION
1.1 HUMAN RESOURCE MANAGEMENT
Human Resource Management means employing people, developing
their resources, utilizing, maintaining and compensating their services in
tune with the job and organizational requirements, individual and society.
Enabling those people to acquire required capabilities to make a
successful organization.
Motivating them to contribute their resources continuously for
running the organization successfully.
HRM is the management functions that helps manager‟s recruit, select,
train and develop employees for an organization. HRM helps to ensure that
personnel activities are integrated into the system for achieving
organization goals. It evaluates recruiting, labor relations and all personnel
activities to assess how well they help organizations and employees achieve
the objectives. It ensures that activities are integrated with each other and
with an overall organization objective.
We need to know an important concept i.e., human resource. People
with required skills to make an organization are generally referred to as
human resources.
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1.2 MEANING OF HUMAN RESOURCES
According to Leon C. Megginson, the term human resources can be
thought of as “the total knowledge, skills, creative abilities, talents and
options of an organization‟s workforce, as well as the value, attitudes and
beliefs of the individuals involved”.
The term human resources can also be explained in the sense that it is
a resource like any natural resource. The aspect of „attitude‟ among the
human resources aspects gained significance along with globalization.
1.3 MEANING OF HRM
Human Resource Management means employing people, developing
their resources, utilizing, maintaining and compensating their services in
tune with the job and organizational requirements with a view to contribute
to the goals of the organization, individual and society.
DEFINITION
Michael J. Julius defined Human Resources Management as “the field
of management which has to do with planning, organization, directing and
controlling the function of procuring, developing, maintaining and utilizing
a labor force, such that the
Objectives for which the company is established are arranged
economically and effectively.
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Objectives of all levels of personnel are served to the highest possible
degree
Objectives of society are duly considered and served”.
1.4 OBJECTIVES OF HUMAN RESOURCES MANAGEMENT
The objective of human resource management is defined in one
expression i.e., “Empowerment of employees” which includes:
High productivity
Better quality of life
Industrial peace
Obtain and sustain competitive advantage
To develop the potentialities of people for the next level job
To prepare the employee to meet the present and changing future job
requirements.
1.5 The purpose of Good Human Resource Management
Create meaningful jobs that suit the organization mission.
Maintain the right mix of people with knowledge, skills and abilities
to accomplish the work of the organization.
Provide fair and consistent treatment of employees.
Provide staff with on – going feedback about their performance.
An organizational culture that supports and motivates staff.
Create a positive work environment.
Help retain effective staff members.
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Help staff and the organization manage change.
Human Resource Planning (HRP)
Design of organization and job selection and staffing.
Training and development
Organization development.
Compensation and benefits.
Employee assistance.
Union/labor relations.
Personnel research and information system.
Every organization has a mission that guides the activities of the
organization. Based on the mission, many organizations develop a strategic
plan to guide the work of the organization for a period of two or three
years. On an annual basis, the strategic and operational plans and annual
budget, still fail to achieve because of “people” issues. A good Human
Resources Management framework and practices are also part of the solid
foundation for the organizational success. The Human Resources/
management practices adopted by an organization should be tailored to
reflect the size of the organization. Example: When establishing pay, a
good Human Resources Management practice is to base pay on factors such
as level of responsibility and experiences as well as the principles of
fairness, equity and transparency.
In small organization, this may mean that a very simple look at the
skills and experience required to do one job relative to another will be used
to set pay.
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1.6 SCOPE OF HUMAN RESOURCE MANAGEMENT
The scope of human resource management was very limited in the
beginning. The scope of management in general and personnel in particular
has changed considerably covering more areas and responsibilities.
Organization is a full job evaluation process, which assigns value to various
components of each job, would be used.
Good Human Resources Management requires a thoughtful, planned
approach. Investment of time in developing and implementing a supportive
Human Resources Management framework should result in:
Staff with the knowledge and skills needed to achieve.
Staffs who understands what is expected of them and how their work
contributes to the mission of the organization.
Employees who are committed to the goals of organizations.
Employees who are continuously learning.
Employees who understand and respect the diverse nature of the
organizations; its staff, clients and the communities it works in; and
A work environment that is safe and healthy.
1.7 FUNCTIONS OF HRM
The functions of HRM can be broadly classified into two categories:
I. MANAGERIAL FUNCTIONS
Planning
Organizing
Directing
Controlling
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OPERATIVE FUNCTIONS
Employment
Human resource development
Compensations
Industrial relations
Recent trends in HRM
Managerial Functions: Managerial function of personnel management
involves planning, organizing, directing and controlling. All these functions
influence the operative functions
Planning: It is a pre-determined course of action. Planning pertains to
formulation strategies of personnel programmers and changes in
advance that will contribute to the organizational goals.
Organizing: An organization is a means to an end. It is essential to
carry out the determined course of action.
Directing: The next logical function after completing planning and
organizing is the execution of the plan.
Controlling: After planning, organizing and directing activities of
personnel management, the performance is to be verified in order to
know that the personnel functions are performed in conformity with
plans and directions of an organization.
Operative Functions: The operative functions of human resource
management are related to specific activities of personnel management viz.,
employment, development.
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Employment: It is the first operative functions of Human Resource
Management (HRM). Employment is concerned with securing
employment to the people possessing the required kind and level of
human resource necessary to achieve the organizational objectives.
Human Resource Development: It is a process of improving and
changing the skills, knowledge, creativity ability, attitude, values,
commitment etc. based on present and future job and organizational
requirements.
Compensation: It is a process of providing adequate, equitable and fair
remuneration to the employees.
Human Relations: Practicing various human resource policies and the
programmer like employment, development and compensation and
interaction among employees which create a sense of relationship
between the individual worker and management, among workers and
trade unions and the management.
Industrial Relations: Industrial relations refer to the study of relations
among employee‟s employer, government and trade unions.
Recent Trends in HRM: Human Resources Management has been
advancing at a fast rate.
1.8 JOB SATISFACTION
INTRODUCTION
Job satisfaction describes how content an individual is with his or her
job. The happier people are with 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.
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Employee involvement, empowerment and autonomous work position. Job
satisfaction is a very important attribute which is frequently measured by
organizations. The most common way of measurement is the use of rating
scales where employees report their reactions to their jobs. Questions relate
to rate of pay, work responsibilities, variety of tasks, promotional
opportunities, the work itself and co-workers. Some questionnaires ask yes
or no questions while others ask to rate satisfaction on 1-5 scale (where 1
represents “not at all satisfied” and 5 represents “extremely satisfied”).
DEFINITION
Job satisfaction has been defined as a pleasurable emotional state
resulting from the appraisal of one‟s job. An effective reaction to one‟s
job, and an attitude towards one‟s job. Weiss (2002) has argued that job
satisfaction is an attitude but points out those researchers should clearly
distinguish the objects of cognitive evaluation which are affecting
(emotion),
beliefs and behaviors. This definition suggests that we form attitudes
towards our jobs by taking into account our feelings, our beliefs and our
behaviors.
One of the biggest preludes to the study of job satisfaction was the
Hawthorne studies. These studies (1924-1933), primarily credited to Elton
Mayo of the Harvard Business School, sought to find the effects of various
conditions (most notably illumination) on workers‟ productivity. These
studies ultimately showed that novel changes in work conditions
temporarily increase productivity (called the Hawthorne). It was later found
that this increase resulted, not from the new conditions, but from the
knowledge of being observed. This finding provided strong evidence that
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people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.
Scientific management also had a significant impact on the study of
job satisfaction. Frederick Winslow Taylor‟s 1911 book, Principles of
Scientific Management, argued that there was a single best way to perform
any given work task. This book contributed to a change in industrial
production philosophies, causing a shift from skilled labor and piece work
towards the more modern of assembly lines and hourly wages. The initial
use of scientific management by industries greatly increased productivity
because workers were forced to work at a faster pace. However, workers
became exhausted and dissatisfied, thus leaving researchers with new
questions to answer regarding job satisfaction. It should also be noted that
the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the
tone for Taylor‟s work.
Some argue that Maslow‟s hierarchy of needs theory, a motivation
theory, laid the foundation for job satisfaction theory. This theory explains
that people seek to satisfy five specific needs in life – physiological needs,
safety needs, social needs, self-esteem needs, and self-actualization. This
model served as a good basis from which early researchers could develop
job satisfaction theories.
Job satisfaction can also be seen within the broader context of the
range of issues which affect an individual‟s experience of work, or their
quality of working life. Job satisfaction can be understood in terms of its
relationships with other key factors, such as general well-being, stress at
work, control at work, home-work interface, and working conditions.
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1.9 THEORIES
AFFECT THEORY:
Edwin A. Locke‟s Range of Affect Theory (1976) is arguably the
most famous job satisfaction model. The main premise of this theory is that
satisfaction is determined by a discrepancy between what one wants in a
job and what one has in a job. Further, the theory states that how much
one values a given facet of work (e.g. the degree of autonomy in a position)
moderates how satisfied / dissatisfied one becomes when expectations are
not met. When a person values a particular facet of a job, his satisfaction is
more greatly impacted both positively (when expectations are met) and
negatively (when expectations are not met), compared to one who does not
value that facet.
To illustrate, if Employee A values autonomy in the workplace and
Employee B is indifferent about autonomy, then Employee A would be
more satisfied in a position that offers a high degree of autonomy and les
satisfied in a position with little or no autonomy compared to Employee B.
This theory also states that too much of a particular facet will produce
stronger feelings of dissatisfaction the more a worker values that facet.
DISPOSITIONAL THEORY
Another well-known job satisfaction theory is the Dispositional
Theory Template: Jackson April 2007. It is a very general theory that
suggests that people have innate dispositions that cause them to have
tendencies toward a certain level of satisfaction, regardless of one‟s job.
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This approach became a notable explanation of job satisfaction in light of
evidence that job satisfaction tends to be stable over time and across careers
and jobs. Research also indicates that identical twins have similar levels of
job satisfaction.
A significant model that narrowed that scope of the Dispositional
Theory was the Core Self-evaluation Model, proposed by Timothy A.
Judge in 1988. Judge argued that there are four core self-evaluation that
determine one‟s disposition towards job satisfaction: self-esteem, general
self-efficacy, locus of control, and neuroticism. This model states that
higher levels of self-esteem (the value one places on his / herself) and
general self-efficacy (the belief in one‟s own competence) lead to higher
work satisfaction. Having an internal locus of control (believing one has
control over her/his own life, as opposed forces having control) leads to
higher job satisfaction. Finally, lower levels of neuroticism lead to higher
job satisfaction.
TWO FACTOR THEORY (MOTIVATOR – HYGIENE THEORY
Frederick Herzberg‟s two factor theory (also known as Motivator
Hygiene Theory) attempts to explain satisfaction and motivation in the
workplace. This theory states that satisfaction and dissatisfaction are
driven by different factors – motivation and hygiene factors, respectively.
An employee‟s motivation to work is continually related to job satisfaction
of a subordinate. Motivation can be seen as an inner force that drives
individuals to attain personal and organizational goals (Hokinson, Porter &
Wrench) Motivating factors are those aspects of the job that make people
want to perform, and provide people with satisfaction, for example
achievement in work, recognition, promotional opportunities. These
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motivating factors are considered to be intrinsic to the job or the work
carried out.
Hygiene factors include aspects of the working environment such as
pay, company policies, supervisory practices, and other working conditions.
While Hertzberg‟s model has stimulated much research, researchers
have been unable to reliably empirically prove the model, with Hackman &
Oldham suggesting that Hertzberg‟s original formulation of the model may
have been a methodological artifact. Furthermore, the theory does not
consider individual differences, conversely predicting all employees will
react in an identical manner to changes in motivating / hygiene factors.
Finally, the model has been criticized in that it does not specify how
motivating / hygiene factors are to be measured.
JOB CHARACTERISTICS MODEL
Hack man & Oldham proposed the Job
Characteristic Model, which is widely used as a framework to study how
particular job characteristics impact on job outcomes, including job
satisfaction. The model states that there are five core job characteristics
(skill variety, task identity, task significance, autonomy, and feedback)
which impact three critical psychological states (experienced
meaningfulness, experienced responsibility for outcomes, and knowledge
of the actual results), in turn influencing work outcomes (job satisfaction,
absenteeism, work motivation etc.)
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COMMUNICATION OVERLOAD AND COMMUNICATION
UNDERLOAD
One of the most important aspects of an individual‟s work in a
modern organization concerns the management of communication demands
that he or she encounters on the job (Krayer, K.J. & Westbrook, L.p. 85).
Demands can be characterized as a communication load, which refers to
“the rate and complexity of communication inputs an individual must
process in a particular time frame (Faraca, Monge, & Russel, 1977).
Individuals in an organization can experience communication over-load and
communication under-load which can affect their level of job satisfaction.
Communication overload can occur when “an individual receives too many
messages in a short period of time which can result in
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2.1 INDUSTRY PROFILE
Rubber cultivation in India has been traditional confined to the
hinder lands of south west cost mainly the Kerala state and Kanyakumari
district of Tamilnadu. The non traditional regions cultivating runner
includes costal Karnataka, Goa and Konkan region of Maharashtra, Costal
Andrapradesh, Orissa, the north eastern states and Andaman Niccobar
islands. The rubber plantation employs about 4 lakh persons directly with a
good number of them being women. Rubber plantations also provide a
variety if auxiliary product like honey, seed oil, rubber wood and scope for
rearing honey bees.
Commercial cultivation of rubber in India was started in 1902 the
state of Kerala adjoins Kanyakumari district of Tamilnadu and traditional
and major rubber growing area of the country. It is also grows in Tripura,
Assam, Meghalaya, Mizoram, Manipur and Goa over 5.71 lakhs hector of
area spread; over 15 states and one of the union territory of the country is
under rubber plantation. The rubber plantation sector in India is dominated
by small holdings almost 10 lakh in number, covering 88% of total area;
about 71 lakh of people derive their employment from the plantation sector
directly or indirectly.
The main purpose of rubber plantation is the production of latex
which is the main raw material for all rubber manufacturing industries. In
India, 72.2 % of the product is processed as Ribbed Smoked Sheet (RSS),
Block rubber, concentrated latex, crepe rubber and other account for 9.8%,
10.5% and 7.77% respectively. A rubber tree with a useful economic
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lifespan of 23-30 years will yield high production latex. In this
background, the Kerala State Rubber Co-operative Ltd., otherwise known
as Rubco, purpose to launch a comprehensive scheme to interact with the
farmer directly with the processing and other support facilities. So that
small and marginal farmers can avoid the cumbersome process of sheet
making in their small holding.
2.1.1 About Rubco Group
The Kerala State Rubber Co-Operative Limited, popularly known as
Rubco, is a well-diversified industrial conglomerate with a strong presence
in the Rubber based industrial segment, Rubco was formed with the prime
objective of utilizing the abundant rubber resources of Kerala, in a short
span of time, Rubco has successfully introduced a wide range of fast
moving rubber based products achieving a turnover of Rs.100 crores. The
divisions operating under Rubco Group are involved in a wide range of
business such as footwear, Furniture, cycle tyre and tubes, rubberized coir
mattress and natural rubber. Many new initiatives are on the anvil in line
with Rubco‟s vision of turning into multi-faceted, globally competitive
organization.
Rubco came into being on 9th June 1997, with a view to augment the
commercial utilization of natural rubber and to ensure a reasonable price to
rubber growers and also to share value addition with them. The objectives
of Rubco are;
To ensure a steady market for rubber with remunerative price to rubber
growers
Welfare of rubber growers particularly of small and marginal segment
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To promote, establish, maintain and manage the business related to
manufacture and sale of tyres, both radial and bias for heavy vehicles,
LCV, passenger cars and other four wheelers
Purchase of rubber in any form such as latex, sheets, grumbs and laces
Manufacturing of rubber and rubber wood based products
2.1.2Rubco Group of Undertakings
Rubco‟s conglomerate comprises of:
RubcoHuat Woods Pvt. Ltd.
Kerala State Rubber Co-Operative Limited
RubcoHawaiChappal Unit
Rubco Cycle Tyres and Tubes Unit
Rubco Mattress Division
Natural Rubber Trading Division
1.Rubco Sales International Limited
2.RubcoSreekandapuram Latex Limited
3.RubcoTyres India Private Limited
4.Rubco Virgin Coconut Oil Project
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2.2 COMPANY PROFILE
RubcoHuat Woods Pvt. Ltd. is the rubber wood processing and furniture
manufacturing factory of Rubco which setup financial collaboration with
M/s Long Huat Group Berhard of Malaysia, a well known name in the field
of rubber wood industry for the last 30 years. An ultra modern rubber wood
processing plant was set up in the northern part of Kerala, Thalassery with
State of the art machineries imported from various parts of the world. It
was setup in the year 2000, and it started commercial production on
January 1, 2001.
Rubco firm has a processing capacity of 40000 cubic Metric tonnes
per year, thereby ensuring round the year supply of very large volumes. The
factory is the largest rubber wood processing unit in the country and the
plant employs around 800 employees. The division manufactures a range of
elegant furniture and quality edge glued panels using eco friendly rubber
wood.
The products are being exported to US, Europe, Africa, Middle East
and other Asian Countries. Rubwood furniture range comprises of dining
tables and chairs, designed wardrobe, futon, kitchen cabinet, computer and
office furniture is available in a choice of design and finish.
Rubco furniture crafted from specially treated rubber wood for a
strength and durability compare and with that of teak, rose wood etc.
tastefully designed and impeachable finished. This furniture combines
excellent aesthetic with long term durability, more over come in a choice of
shades and finish adding elegant to interiors to homes or workplace.
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2.2.1 COMPANY DETAILS
Name of the Company :RubcoHuat Woods Pvt. Ltd.
Registered Office :IOCKinfra Centre, Eranholi
Chonadam (P.O.)
Thalassery, Pin Code: 670010
Kannur, Kerala, India
Telephone Number(s) : 04902 351861
04902 350381
04902 351811
Fax Number : 04902 350261
E-mail : rubcohuat@eth.net
Website : www.rubcohuatwoods.com
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Board of Directors
The administration and management of the company rests in the
hands of board of directors consisting of 15 members as follows:
Nine directors elected by A class share holders among
themselves.
Two directors elected by B class share holders.
Three ex-office directors by registrar of co-operative
societies, Kerala
Chairman - V N Vasavan
Managing Director – C A. HARIDASAN P V
The term of office directors shall be five years from the data of
assumption of office.
2.2.2 Objectives of Rubco Huat Woods Pvt. Ltd.
Maximum utilization of production capacity
Maximum products from the raw material
Low breakdown of machineries
Low rate of complaints from the customers
Maximum satisfaction of the customers
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2.2.3 PRODUCT PROFILE
A joint venture with Long Huat Group, Berhad of Malaysia, world
leader in rubber wood furniture, this division manufacture a range of
elegant furniture and quality edged-glued panels using the eco friendly
rubber wood.
Rubber wood properly treated and processed, is emerging as the idea
substituted to rain forest wood, as it offers the same length, durability and
finish as the latter, and helps preserve the environment. The furniture
manufacturing plant has a processing capacity of 40000 metric tons per
year. The products are being exported to UK, US, Japan and many other
countries across the globe.
Rub wood furniture range comprises of dining chairs, designer
wardrobes, futons, kitchen cabinets, computer tables and office furniture
are available in a choice of designs and finish. The edged glue panels,
manufactured using sophisticated figure jointing technology are easy to
saw, drill, bore or stain and have excellent nail-holding capacity. Rub wood
is elegantly designed, modern furniture range fashioned out of eco-friendly
rubber wood. The rub wood furniture range comprises of dining table,
chairs, TV stand, wardrobes, futons, kitchen cabinets, office furniture and
computer tables.
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RubcoHuat furniture’s
Rabco is collaboration with long huat berthed of Malaysia, introduced rub
wood, a range of refinished furniture and EGP board.
1. Dining tables
2. Chairs
3. Designer wardrobes
4. Futons
5. Kitchen cabinet
6. Computer tables
7. Office furniture
8. Home hold furniture
Our furniture products comprises of:
Chair (with arm, without arm)
Dining table (oval, round, square)
Futon (single, double and triple)
Display rack
Fan stand and telephone stand
Kiddies table / chair
Teapoy
T v stand
Computer table
Rubco Home Series Furniture Package
Rubco started 10 home series furniture package during November
2005. Rabco has various package of runner wood furniture ranging
RS.30000 to RS.1 lakh the Rs 1 package called Viceroy. It has all pieces of
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all furniture required in a house except in the kitchen. The other package
known as various names like marshal, chancellor, welcome and elegance
are for bedrooms, dining room, guest room and kitchen.
The new home series furniture package from rubco holds true to its
tradition of the innovation. Designer to meet contemporary life style, this
series come with a host of furniture package catering to various segment
and every part of our dream home. Classification in to ten existing unique
package, Rubco home series in the current answer to all that your home to
be. The ten series includes-
HONEY COMB – Kitchen Cabinet Package (culinary delight)
It is customized package for modern age kitchen. Ideally built to
modern age kitchen. Ideally built to display austere and stylish loans, these
packages encompassed a whole new range of delectable kitchen cabinets to
suit and match your interiors.
MARSHAL – Compact full home furniture package
This package is a variant of the full house package. Bestowed with
high quality and spellbound beauty this package is ideal for midsized and
smaller homes.
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CHANCELLOR (Superior full home furniture package)
It is exquisite full house package designed to suit different
ways of fine living decked with distinctive Rubco wood features. This
package assures perfection for your décor.
ELEGANCE (living cum dining room furniture package)
Rubco elegance brings an array of furniture for living rooms
addressing the modern concept on interiors with the unique features such as
durability and eco-friendliness, this package gives your living room the
aristocratic look it deserves.
HOME NEST – Master bedroom furniture package
Unlike the rest Rubco home nest is specially designed for the master
bedrooms, offering comfort and convenience of its best package.
RABCO CAPTION
It unfolds a fabulous collection of bedroom furniture to enliven the
romantic moments in you. This alluring and affordable range provides the
ideal choices spruce up the bedroom of your dream home.
RUBCO EXPLORER
It unveils an attractive range of children – friendly furniture package
safe and composite, this range is made available in dazzling colors,
essentially focused on convenience and space to meet your little wonders
need
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WELCOME
It enhances the guest room with a range of furniture that is made to
allure hordes of guest. True to aesthetic this package given a graceful look
to yours interiors just what you have been craving for.
EXECUTIVE
The redefined your offices at home with a stunning home office
furniture collection providing all you‟re an office away from office. Rubco
executive combines grace, elegance and charm with the cool, comforts of
home.
VICTORY
It is luxurious fusion of creative design, high ended technology and
super utility meant to exude and air of opulence this full home package
composes all that you wanted for a complete home.
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2.3 ORGANISATION CHART
General Manager
Accounts Officer Production
Manager
Administrative
Officer
Electrical Mechanical
Engineer
Mechanical and Maintenance
Engineer
Shift in Charge Production
Shift in charge Lab
Production Section
Administrative Section Clerk
Quality Section
Skilled Worker Unskilled Worker
Semi-Skilled Worker
High Skilled Worker
Causal Learner Causal Worker
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2.3.1 DEPARTMENTS
PRODUCTION DEPARTMENT
Based on customers specification and approval of sample production
is made and also ascertain to know whether production is conformity to the
customer‟s order and specification. It also helps to know production meets
the standards norms and quality standards up on each stage of production it
also helps to prepare a proper reconciliation of the consumption materials
with cost sheet.
The RubcoHuat has three main production departments. A factory
manager and three section managers are handling it. The three main
departments are;
1. Saw mill section
2. EGP section
3. Furniture section
The factory manager is responding to the CEO who is responsible to
the CEO who is responsible for production planning, Production schedule
for the month, week, day and shift. He is also responsible for the quality
assurance maintenance work.
Productivity of the workers, costing policies and procedure, quality
control, research and development timely execution of the orders and
optimum utilization of the resources.
The main raw materials for RubcoHuat woods are rubber woods and
these materials are bought from all sorts of suppliers. These rubber woods
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are cheaply available they will buy it after checking its quality and if not
they will reject such woods. The materials handling equipments are mainly
conveyersbeltes. Fork lifts and trolleys. The production under RHW is
almost fully based on batch process. And the quality inspection is carries
out after each process. The wood pieces are graded according to their
quality, appearance as AA grade, B grade and C grade. These operations is
this register and thus they will monitor and compare each dayslabour
productivity. There are specialized workers, skilled workers, unskilled
workers and also learners.
ACTIVITIES OF THE PRODUCTION DEPARTMENT
The entire responsibility of production department rest with chief
production officer as such overall production activities are performed by
production department.
PRODUCTION PLANNING
The firm prepare annual statement of production based on market
demand and special orders. Production planning separately mention
monthly, weekly and daily budget target.
RESOURCES PLANNING
Resources planning depends on production planning. It is only after
production planning there the resource planning can be done. The
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function of resource planning is done by purchase officer related to the
amount and time.
PRODUCTION PROCESS
1. BOILER AND SAW MILL SECTION
2. EGP & S4S SECTION
3. FURNITURE SECTION
4. FINISHING AND SPRAYING
1. BOILER & SAW MILL
BOILER OPERATION
The boiler operations are controlled by supervisor. Supervisor is
working only at day time. In this process waste pieces and dust are
collected through pipeline wing CA fan and then transferred into boiler
section, and then the heat is transferred to kiln drying (KD) section
with help as theramic fluid oil. Theramic fluid oil is heated using
theramic fluid heater. The oil is again returned back to the boiler
section.
SAW MILL
The saw mill operation are controlled by supervisor the main
function of saw mill is to saw the woods according to the required size,
2) EGP & S4S SECTION
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A) S4S (Smooth Four Side) It is the most important stage in the
production process. From the saw mill section after kiln drying process the
planks are transferred to the S4S.
The different stages of S4S process are as follows;
Jump saw
After the jump saw the length wise cross cutting sawn woods. The
plained sawn woods are ripped with the help of multiple rip saw.
The sawed woods are cross cutting in required length. The jump saw
machine used for these process works using pieumatic pressure.
Top bottom plainer
Sorting
The ripped planks are sorted and graded according to the quality.
Finger joining
Finger joining is the most important process in S4S
section. It refers to the finger based joining of sawn woods in
required length using the group. The glue used in ploy venial
acetate, which is imported from Italy and Germany. Joined planks
are kept in natural in natural for 8 hours.
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B) EGP (Edged Glued Panel)
EGP is a process in which edge of different saw after finger joining are
glued to form a panel. The overall operation of this section is controlled
by the supervisor or chief production officer the different stages of this
process are as follows;
4 Side molding
The finger joining rubber sawn woods may have irregular size and
width and then are arranged separately according to different colors and
grades.
Sorting
Sorting is done on the basis of color, pith, taping mark contained
woods are rejected at this stage.
Composing
Composing is the most important function of EHP section. The
rotary composing machine is used for composing. The joining pieces are
taken to the rotary composing machine for gluing the edges to produce edge
glued panels. This is performed with the help of glue spread machines.
Rotary composing machine works using hydraulic pressure.
End cutting
Panel saw machine is used for cutting. It‟s done on the basis of
required length and size.
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Sanding
Wide belf sand is the machine used for sanding, to get fine and smooth
finishing.
Finishing and quality checking
Final finishing and quality checking are taking place in this area.The skilled
workers are detect minor defects and these are corrected using Wood putty
and finished by sand paper. The woods having taping mark, finger gap and
determination blue stain etc are rejected.
The overall operation of this is controlled by supervisor or chief
production officer. The actual furniture manufacturing and shaping are
done shaping are done in this department
FURNITURE SECTION
The important machines used in furniture section as follows;
Narrow brand saw
This machine is used for shaping the edge. Cutting the woods
are based on required sizes.
Router machine
It is used for designing shape to the furniture parts. Different
size cutters are used in this machine based on the thickness of the
furniture parts.
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Back knife machine
This machine is used for making various components of
chairs, sofa sets, tables etc.
Universal boring machines
It is used for accurate drilling of holes. It consists of rotating
bits.
Mortisor
Mortisor is used for making ho
4) FINISHING AND SPRAYING
The important machines used in this section is spray booth, this
machine helps to reduce the effect of strainer of the works become very
easy for the works become very easy for the workers. Here the work is
carried out in two ways.
This process included in this process as follows;
Pullet
This pullet is used in case of big pieces.
Hanger
S The hanger is used in case of small pieces
Putty filling and sanding
Here each and every product is checked to fill scrap and screw holes by
using wood putting and then sand with 180 mm grill paper properly.
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Staining
It is the process of selecting color finish in accordance with the order
of production supervisor.
1st
sealer coating and sanding
Sealer coating is done before paint finish followed by
sanding with 280 mm grid paper to smoothen
2 nd
sealer coating and sanding
The sealer coating is once applied and sanding withb320 mm grid
paper to shine.
2.4 PURCHASE DEPARTMENT
The company mainly requires two types of raw materials- direct
materials and indirect materials. The direct materials for the rubber wood
furniture production are the round log rubber wood and indirect materials
include hardware items used for production. The raw materials purchased
by RUBCO are around 30000 lakh per month which comprises 1265 items.
Purchase procedure in RUBCO
The purchasing function of RUBCO HUAT starts from receiving
the purchase requisition. A purchase requisition is a formal to the
purchasing department to purchase raw materials.
This form is prepared by the store keeper for regular stock materials
and by the department head for special materials not stocked as regular
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items. The general manager of the company approves the requisition. The
company prepares three copies of requisition. The original copy is sent to
the purchasing department, the store keeper or the department that initiates
the requisition keeps the duplicate copy and the triplicate is send to the
General Manager. After receiving the purchase requisition, the purchase
officer selects the source of supply of raw material. For every group of
materials a list of suppliers name and address are maintained. At present the
company‟s suppliers of rubber wood are from; Kerala; Perumbavoor,
Kasarkode, Iritty. Karnataka; Sulliya, Mangalore etc
Questions are invited from these suppliers by issuing to them. On
the receipt of the quotations from the suppliers, the purchase officer
prepares a comparative statement on an analysis of quality raw material at
low rates and selects the desirable suppliers. When the suppliers are
selected, the purchase department places the purchase order. The purchase
order is a written authorization to the suppliers to supply the materials. The
purchase order contains the information such as the material description,
quantity, rate, total cost and delivery date etc.; the company places the
purchase order to minimum three suppliers. Once the order is placed the
suppliers delivers the required materials. The delivered rubber wood is
directly sent to the yard and the hardware items to the stores. A yard is a
place where the rubber wood is stored.
2.4.1 STORES DEPARTMENT
The store keeper is in charges of the store section and is responsible
for stores control. In RUBCO HUAT Woods the keeper receives and
inspects the delivered materials and records it in the Goods Inward Register
and Goode Received Note. These notes are then passed on to the purchase
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department for verification and to the accounts departments for making the
payments. Usually the company makes the payment to the suppliers within
one month.
Name of items stores department of the company are;
Screws
Bearings
Hardware
Glue
Chemical
Lacquer
Banding belt and paper
Packing materials like p-form and Bubble sheet
Spares and tool etc.,
Name of files maintained by store keepers
Purchase order
General file
Purchase invoice
Local purchase bill
Delivery challan
Reorder level and reorder quantity
Monthly statement
Item code
Product specification
Rejection note
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2.4.2 QUALITY CONTROL DEPARTMENT
The RUBCO Industrial complex has a separate quality control
section with computerized BHEH Meters, Mooney Visco Meters, Universal
Tensile, Testers and Compression set Apparatus, Flexo Meters, and
Abrasian Testers etc. This section ensures the quality parameters of all
incoming raw materials, in process materials and finished goods. The
company has a well established quantity control division.
2.4.3 RUBCO‘S QUALITY OBJECTIVES
High capacity utilization
Enhancing competence of employees
Low level of rejection
High yield from input materials
Low level of breakdowns
Least possible customer complaints
2.4.4 RUBCO’S QUALITY POLICY
RUBCO‟S quality policy is to give enhanced satisfaction to their
customers through the manufactures and supply of rubber products by the
use of modern manufacturing facilities. They voluntarily meet the entire
product and process related regulatory requirements. The employees at
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RUBCO are committed to continuously improve their performance in all
spheres of activity.
2.5 MAINTENCE DEPARTMENT
The maintenance activities of RubcoHuat Wood are classified into two;
Preventive maintenance
Preventive maintenance is the periodical inspection and
service activities which are aimed to detect potential failure and perform
minor adjustments or repairs, which will prevent major operating problems
in failure. As per the rule the company provides preventive maintenance
once in a month, usually on Sundays. The company also provides daily
preventive maintenance to critical machines.
Breakdown maintenance
Breakdown maintenance is the repair which is done after the
equipment has attained down state. The company provides two types
breakdown maintenance; complete breakdown and temporary breakdown
maintenance.
2.5.1 MAINTENCE DIVISION
Maintenance division of the company has three engineers. Each
engineer is responsible for the maintenance of civil, mechanical and
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electrical areas. This maintenance section undertakes all function related to
maintenance.
2.6 PERSONNEL AND ADMINISTRATIVE DEPARTMENT
Rubco is a forward looking organization committed to identify, train,
develop and sustain its human resources in such a manner as to integrate
the individual career aspirations of its executives. Rubco has basically a
fair, equitable and performance oriented policy with respect to its human
resources.
Functions
1. To determine the personnel programs regarding recruitment,
selection, placement and induction.
2. To evaluate and measure the performance of employees by evolving
control system.
3. To supervise, guide and motivate the employees to achieve the goal
of the organization.
4. To provide leadership for the management of industrial relations and
employees welfare in the organization.
5. Implementing standing order pertaining to the company.
Man Power Development in RubcoHuat Woods Pvt. Ltd.
The company has well established man power strength. There are
818 workers employed in different categories of work the workers of the
company are divided in to four categories. They are;
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Specialized Workers
Carpenters are the specialized workers. They concentrate on work
like final sanding, assembling etc. The spray finish also comes under this
category. The specialist workers have a pay scale of Rs. 135 per day.
Skilled Workers
Skilled workers are those who have specialized in particular job. They are
basically ITI and Diploma holders. They have a pay scale of Rs. 130 per
day.
Unskilled Workers
Unskilled workers are the third category and include those who have
undergone 6 months initial training in the company. They have a pay scale
Rs.111 per day.
Learners
Learner‟s category includes newly selected workers. They are
actually under training for the first 6 months, then promoted to unskilled
category based on their performance. They have a pay scale of Rs. 90 per
day.
Performance Appraisal
It is the process of evaluating an employee‟s performance of a job in
terms of its requirements. It is considered as the most indispensable tool for
an organization. Performance measures also link information gathering and
decision making process which provide a basis for judging the effectiveness
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of personnel subdivisions such as recruiting, selection, training and
compensation.
RubcoHuat Woods Pvt. Ltd. is using grading method for
performance appraisal. Supervisor appointed to evaluate the performance of
workers. According to their performance, they are given grades as below
A grade - Excellent
B grade - Good
C grade - Satisfactory
Time Office
The main functions of time office are;
To prepare shift schedule on monthly basis
To prepare a display notice of various safety and other matters.
To oversee the conduct of the staff and workers to ensure
general discipline.
To maintain an accident register.
To issue visitors pass as per company rules.
RubcoHuat Woods Pvt. Ltd. makes use of smart card for recording the time
of arrival and departure of the employees. When the employees enter the
plant, they record the time by inserting card into the smart card reader.
The shift timings at RubcoHuat Woods Pvt. Ltd. are as follows.
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1st Shift - 8.30 am to 5.00 pm
2nd
Shift - 5.00 pm to 1.00 am
3rd
Shit - 1.00 am to 8.30 am
Absenteeism and Turnover
While studying the records of the employees, it is found that absenteeism is
high in Rubco. The general cause for the absenteeism in the company is
that, it is not located in an area which is suited for an industry.
The productivity of the labour is high in this company. The higher
productivity is as a result of the use of new Malaysian technology and
highly standard machines.
2.6.1 SALES DEPARTMENT
Rubco Sales International Limited is the sales and marketing outfit of entire
Rubco group of companies. The company is run by eminent professionals
with the active support from the management. The company has already
well established dealer/distributor network and it is expanding its horizon
throughout the world. Sales section is concerned with ensuring proper
packing of materials and ensures transportation facilities taking into
account the prime objective of customer satisfaction. This section is
concerned with exporting of products fulfilling all the legal obligations and
export policies and certain procedures are to be followed in this regard. The
sales and shipping section together take care of selling activities and
ensures dispatching of goods to the prospective customer.
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Rubco Sales International Limited (RSIL)
RSIL is a full fledged marketing organization promoted by Rubco
to spear the sales and marketing activities of Rubco‟s entire range of
products in the domestic and international market.
Functions of Sales Department
Receiving data from dealers and arranging for the dispatching of
products
Preparation of invoices and other related document for dispatch
Maintaining of sales register and filling of sales tax returns and other
statutory records with the sales tax department
Maintaining and submission of statutory documents pertain to Central
Excise Department
Preparation of quotations as per the requirement from the parties in
consultation with the production department and accounts officer
Functions of Shipping Department
Preparation of pro necessary shipping documents and forwards the
documents to clearing and forwarding agents
Coordination with CHA for placement of containers
Issue of staff and transportation at lowest cost
Functions of Export Department
Finalization of export contract
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Co-ordination between departments and mattress connected with export
Issue of packing instructions for export to concerned department
Make arrangement for inspection of goods
2.7 JOB SATISFACTION
Employees who are not satisfied with their job are very likely to
leave the organization. They can become a source of bad morale and do
great dealt of harm to the organization. In many cases of employers without
proper data, assume the wrong reason for employee dissatisfaction. They
think that money is the main reason for leaving the job. There are many
resources to assist companies in the survey process. However most HR
managers are very capable of designing and developing their own employee
satisfaction survey. An employee may be satisfied with pay and perk,
welfare measures, his job etc. but this does not guarantee a state where
employee exhibits unwavering commitment towards his job to take
company‟s performance to distinctly higher level of excellence. This is the
scenario where an employee is satisfied with the company and work that he
does but is simply not motivated to put forward his best performance.
DETERMINATION OF JOB SATISFACTION
There are two types‟ variables which determine the job satisfaction of an
individual. They are;
Organizational variables
occupational level
job content
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considerate leadership
pay and promotional opportunities
interaction in the work group
Personal Variables
age
Education
role perception
sex
Some other determines of job satisfaction are as follows
general working condition
grievance handling procedure
fair evaluation of work done
company prestige
working hour
The term job satisfaction refers to an individual‟s general attitude
towards his or her job person with high level of job satisfaction holds
positive attitude about the job, while a person who is dissatisfied with his or
her job holds negative attitude of job. Job requires interaction with co-
workers and superiors, following organizational rules and policies, meeting
performance standards, living with working conditions. Satisfied
employees will talk about the organization, help others and go beyond the
normal expectations in their job.
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The term job satisfaction was brought to limelight by Happock
(1935).according to him job satisfaction is a psychological and
environmental factors that makes a person to admit, “I am happy ay my
job”. Extensive research on job satisfaction shows that personal factors
such as individual‟s needs and aspirations determine his attitude, along with
group and organizational factors such as relationship with co-workers and
supervisor and working conditions, work policies and compensation.
Luthans states that job satisfaction is a pleasurable, or positive,
emotional state resulting from the appraisal of one‟s job, or job experience,
and is the result of the employees‟ perception of well his/her job provides
those things which are viewed by them as important.
Locke states that job satisfaction is really a collection of attitudes
about specific facets of the job. Employees can be satisfied with some
aspects of the job while simultaneously being dissatisfied with others.
Overall job satisfaction is a combination of person‟s feelings towards the
different facets of job satisfaction.
Here are number of factors influence the job satisfaction. However
the main factors are
1. promotional factors
Promotional opportunities seem to have a varying effect on job
satisfaction. This is because promotions takes a number of different forms
and have a variety of accompanying rewards. For example, individuals who
are promoted on the basis of seniority often experience job satisfaction but
not as much as those who are promoted on the basis of performance.
According to ascot and Clothier: “A promotion is the transfer of an
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employee to a job which pays more money or one that carries same
preferred status”.
A promotion may be defined as an upward advancement of an
employee in an organization to another job, which commands better
pay/wages, better working environment, hour of work and facilities and a
higher rank.
A promotion is a vertical move in the rank and responsibility.
Involved in a promotion may be some measure of skill; and responsibility.
Promotions are usually given;
1. to put the worker in apposition where he will be of greater value to the
company and where he may derive increased personal satisfaction and
income from the work;
2. To recognize an individual‟s performance and reward him for his work
so that he may have an incentive to forge ahead. Employees will have
little motivation if better jobs are reserved for outsiders
3. to increase an employee‟s organizational effectiveness;
4. to promote job satisfaction among the employees and give them an
opportunity for unbroken,continuos service;
5. to built up morale, loyalty and a sense of belonging on the part of the
employees when it is brought home to them and that they would be
promoted if they deserve it;
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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6. To attract suitable and competent workers for the organization
2. Motivational Factors
There is no doubt that motivation is the key to the promotion of
proper good human relations. The term “motivation” was originally
derived from the Latin word „movere‟, which means “to move”.
Berelson and Steives define motivation as “An inner state that
energies, or moves (hence motivation), and that directs or channels
behavior towards goals”, thus motivation is a general term that applies
to the entire class of energy, derive, tension and similar forces.
3. Interpersonal Factors
Interpersonal relationship with superiors- There seems to be two
dimensions of supervisory style that affects job satisfaction. One is
employee centeredness, which is measured by the degree to which a
supervisor takes a personal interest and cares about the employee. The
other dimension is participation or influence, as illustrated by managers
who allow their people to participate in decision that affect their own
jobs.
Interpersonal relation with work groups will have an effects on job
satisfaction, friendly, co-operative co-workers or team members are a
modest source of job satisfaction to individual employees.
4. Work Environment
Working conditions have a modest effect on job satisfaction. If the
working conditions are good (clean, attractive surroundings for
instance), the personnel will find it easier to carry out their job. If the
working conditions are poor (hot, noisy surroundings) the personnel will
find it more difficult to get things done. Most people do not give
working conditions a great deal of thought unless they are extremely
bad.
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CHAPTER -3
RESEARCH DESIGN
3.1 TITLE OF THE STUDY
A study on job satisfaction of employees with the reference to RUBCO
huat.pvt.ltd
3.2 SCOPE OF THE STUDY
A welfare measure has become essential because of the very nature
of the industrial system. The approach to this problem differ from country
to country according to the degree of development in a particular
country.However,the need for welfare, in some way or the other is realized
all over the world because of socio-economic conditions and problems
which the industrial society has thrown up.
3.3 OBJECTIVES OF THE STUDY
Primary objectives
To study about the welfare measures prevailing in Rubco
To study about the satisfaction of the employees with regard to the
welfare measures provided in the organization
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Secondary objectives
To study the level of satisfaction of employees with regard to welfare
measures in the organization.
To suggest remedial measures to eliminate the cause of
dissatisfaction arising out of organizational factors.
To determine whether activities lead to job satisfaction.
3.4 METHOD OF DATA COLLECTION
Primary data
Through the questionnaire administered
Secondary data
Through various record maintained by the company
Through manuals, journals, magazines etc.,
Website
3.5 TOOLS FOR DATA COLLECTION
This study has been a micro study and due with the help of
questionnaire as given in the appendix. There is a face to face contact
between the employees for data collection.
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SAMPLING
For convenience and due to time factor sampling method has been
used. A sample size of 100 employees has been taken in this study.
3.6 LIMITATIONS OF THE STUDY
The sample size was limited because of homogeneity of population
Due to short span of time the researchers find it difficult to complete
The speed of making information could have made errors
Some of the respondents were not co-operative
Lack of experience
Time constraint. Because time allowed was only one month days.
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CHAPTER 4
DATA ANALYSIS AND INTERPRETAION
TABLE 4.1: Opinion Regarding the Compensation Being Received by
Employee
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
Strongly agree
Agree
Can‟t say
Disagree
Strongly disagree
75
15
0
10
0
75
15
0
10
0
100 100
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GRAPH 4.1: Opinion Regarding the Compensation Being Received by
Employee
INTERPRETATION
Majority of the employees highly satisfied with the compensation which are
provides from the organizaion
0 20 40 60 80
strongly agree
agree
can't say
disagree
strongly disagree
Series1
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TABLE 4.2:Respondent Opinion Regarding the Payment Scheme
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
Strongly agree
Agree
Can‟t say
Disagree
Strongly disagree
65
25
0
10
0
65
25
0
10
0
100 100
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GRAPH 4.2:Respondent Opinion Regarding the Payment Scheme
INTERPRETATION
From the above , it is clear that 65% employees are strongly agree with
the payment scheme provided by employer , 25% just agree with firms
payment scheme but 10% employer are disagree with payment scheme.
Here the most of the employees are satisfied with their payment scheme.
Few employees are unsatisfied with the payment scheme.
0
10
20
30
40
50
60
70
strongly agree
agree can't say disagree strongly disagree
Series1
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TABLE 4.3
Opinion Regarding Job Environment
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
Excellent
good
average
poor
very poor
60
25
15
0
0
60
25
15
0
0
100 100
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GRAPH4.3 Opinion Regarding Job Environment
INTERPRETATION
From the above diagram, it is clear that 60% employees have an opinion
that the job environment is excellent , 25% employees belief that job
environment is good but 15% have a opinion related job environment is
only average. Job environment of this organisation excellent for most of the
employees.
excellent
good
average
poor
very poor
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TABLE 4.4
Response about Physical Working Condition of an Organization.
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
excellent
good
average
poor
very poor
50
40
10
0
0
50
40
10
0
0
100 100
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GRAPH 4.4 Response about Physical Working Condition of an
Organization.
INTERPRETATION
From the above, it is clear that 50% employees have an opinion that
physical working condition is excellent , 40% belief that physical condition
is good but 10% have a opinion related physical working condition is
average.
0
10
20
30
40
50
60
excellent good average poor very poor
Series1
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TABLE 4.5 Employees Response Regarding Employee Employer
Relationship
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
excellent
good
average
poor
very poor
75
15
10
0
0
75
15
10
0
0
100 100
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GRAPH 4.5 Employees Response Regarding Employee Employer
Relationship
INTERPRETATION
From the above, it is clear that 75% employees have an opinion that
employee-employer relationship is excellent, 15% belief that employee-
employer relationship is good and 10% employees belief employee-
employer relationship is only average. Most of the employees are keeping a
excellent employees- employer relation.
excellent
good
average
poor
very poor
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TABLE 4.6 Company’s Eager in Recognizing and Acknowledging
Employees
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
Strongly agree
Agree
Can‟t say
Disagree
Strongly disagree
50
45
0
5
0
50
45
0
5
0
100 100
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GRAPH 4.6 Company’s Eager in Recognizing and Acknowledging
Employees
INTERPRETATION
From the above diagram, 50% respondents are strongly agree with the
statement that companies eager in recognizing and acknowledging
employees work , 45% agree with that statement but 5% disagree with that
statement
05
101520253035404550
strongly agree
agree can't say disagree strongly disagree
Series1
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TABLE 4.7
How Much The Job Is Interesting For Employees
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
excellent
very good
average
fair
poor
45
30
20
5
0
45
30
20
5
0
100 100
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GRAPH 4.7
How Much The Job Is Interesting For Employees
INTERPRETATION
From the above diagram , 45% employees belief that their job is excellent ,
in the opinion of 30% the job is very good, 20% employees have an opinion
that job is typical, 5% employees states their job is fair. In this organisation
most of the employees are interest in their job.
0 10 20 30 40 50
excellent
good
typical
fair
poor
Series1
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TABLE 4.8 Continuous Feedback Regarding Work And Work
Environment
Sl.NO Particulars No. of
respondents
% of respondents
1
2
3
4
5
mostly
some times
rarely
very rarely
don‟t know
15
50
25
10
0
15
50
25
10
0
100 100
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GRAPH 4.8 Continuous Feedback Regarding Work And Work
Environment
INTERPRETATION
From the above diagram, it is implied that, a continuous feedback is absent
from the management; but occasionally alone the communicate work and
work environment.
mostly
some times
rarely
very rarely
don't know
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TABLE 4.9 Employees Response Regarding Quality Of Food StAff
Provided In Canteen
Sl.NO Particulars No. of respondents % of respondents
1
2
3
4
5
excellent
good
no opinion
fair
poor
25
50
0
25
0
25
50
0
25
0
100 100
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GRAPH 4.9 : Employees Response Regarding Quality Of Food Stuff
Provided In Canteen
INTERPRETATION
From the above diagram, it is clear that 25% employee have the opinion
that food provided in canteen is excellent, 50% states that food stuff
provided in canteen is good, but 25% states that food stuff provided in
canteen is fair. In this organisation the food and stuff provided in the
company is not excellent. From this the food and stuff is good only.
0 10 20 30 40 50
excellent
good
no opinion
fair
poor
Series1
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TABLE 4.10
Employees response about the job security provided by the company.
Sl.NO Particulars No. of
respondents
% of respondents
1
2
3
4
5
excellent
very good
good
average
poor
15
50
25
10
0
15
50
25
10
0
100 100
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GRAPH 4.10
Employees response about the job security provided by the company.
INTERPRETATION
From the above graph, it is clear that 15% employees feel that job security
provided by the company is excellent, 50% feels job security provided by
company is very good, 25 % feel about job security is good , remaining
employees feel job security provided by company is average.
0
5
10
15
20
25
30
35
40
45
50
excellent very good good average poor
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TABLE: 4.11
Table showing the respondents awareness of company’s policies and
procedures.
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
Yes 40 80%
No 8 16%
To some extent 2 4%
Total 50 100%
Analysis:
From the table it is analyzed that 80% of respondent are aware of the
company‟s policies and procedures.
16% of respondents are not aware.
4% of respondents are aware to some extent.
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GRAPH : 4.11
The chart showing the respondents awareness of policies and
procedure .
yes, 80
no, 16
to some extent, 4, 0
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Interpretation:
From the graph 4.2 it is clear that company is taking all required measures
to communicate its policies and procedures to its employees.
TABLE: 4.12
Table showing the respondent’s awareness about the company rules
and regulations.
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
Yes 42 84%
No 3 6%
To some extent 5 10%
Total 50 100%
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Analysis:
From the table it is analyzed that 84% of respondent are aware of their
company‟s rules and regulations.
6% of respondents are not aware.
10% of respondents are aware to some extent.
GRAPH : 4.12
The graph showing the number of respondents awareness of their
company’s rules and regulations.
Interpretation:
42
3
5
yes no to some extend
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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From the graph 4.3 it is interpreted that majority of respondents are aware
of company rules and regulations.
TABLE: 4.13
Table showing the number of respondent’s nature of job.
PARTICULARS NO. OF RESPONDENTS PERCENTAGE
Challenging 10 20%
Satisfying 25 50%
Boring 13 26%
Stressful 2 4%
Total 50 100%
Analysis:
From the table it is analyzed that 20% of respondents find the nature of
their job is challenging.
50% of the respondents find the nature of their job is satisfying.
26% of the respondents find the nature of their job is boring.
4% of the respondents find the nature of their job is stressful.
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GRAPH : 4.13
The graph showing the number of respondents of the nature of the job.
Interpretation:
Employees who are completely aware of his/her expectations from the job
is the one who strives to keep up the expectations. From the above graph it
is interpreted 50% respondents find that the nature of their job is satisfying.
As 26% are felling it boring required job rotation
20, 20%
50, 50%
26, 26%
4, 4%
challenging
satisfying
boring
streesful
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TABLE: 4.14
Table showing number of respondent’s satisfaction towards salary and
wages.
PARTICULARS NO.OF
RESPONDENTS
PERCENTAGE
Yes 28 56%
No 22 44%
Total 50 100%
Analysis:
From the table it is analyzed that 56% of respondents are satisfied with
salary and wages 44% of respondents are not satisfied.
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GRAPH No: 4.14
The graph showing number of respondent’s satisfaction towards salary
and wages.
Interpretation:
From the graph 4.12 it is interpreted 56% of respondents are satisfied with
the salary and wages provided by the company. As salary is the major
motivation for employees, the organization should provide salary and
wages according to the industry standards.
yes56%
no44% yes
no
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TABLE: 4.15
Table showing respondent’s satisfaction with safety measures.
Analysis:
From the above table it is analyzed that 10% of respondents are highly
satisfied with the safety measures provided by the company.36% of
respondents are satisfied with the safety measures provided by the
company.54% of respondents are averagely satisfied with the safety
measures provided by the company. None of them are dissatisfied with the
safety measures provided by the company.
PARTICULARS NO. OF RESPONDENTS PERCENTA
GE
Highly satisfied 5 10%
Satisfied 18 36%
Average 27 54%
Dissatisfied 00 00%
TOTAL 50 100
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GRAPH N: 4.15
The graph showing the number of respondent’s satisfaction with
safetymeasures.
Interpretation:
From the graph 4.13 it is interpreted that 54% of respondent‟s opinion is
average on the safety measures provided by the company. The company
should provide safety measures for all the employees at work place by
providing all necessary safety equipment‟s according to the nature of the
job.
5%
18%
27%
0%
50%
NO. OF RESPONDENTS
Highly satisfied Satisfied Average Dissatisfied TOTAL
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5-FINDINGS
There is no significant difference between the satisfaction lead of
managers and employees with regards to welfare measures prevailing
in the organization.
Majority of the respondents is highly satisfied with the compensation
providing by company.
Majority of the respondents is highly satisfied with the job.
Majority of the respondents is highly satisfied with the working
conditions in the organization.
Most of respondents are moderately satisfied with the amenities
provided in the company.
Most of the respondents are satisfied with the motivation provided by
the organization.
Majority of the respondents are satisfied with the performance
appraisal in the organization
It is implied that, a continuous feedback is absent from the
management; but occasionally alone the communicate work and
work environment.
Employees feel that job security provided by the company is
excellent
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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it is clear that company is taking all required measures to
communicate its policies and procedures to its employees
majority of respondents are aware of company rules and regulations.
Employees who are completely aware of his/her expectations from
the job is the one who strives to keep up the expectations
organization should provide salary and wages according to the
industry standards
respondent‟s opinion is average on the safety measures provided by
the company
.
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SUGGESTIONS
Even though the satisfaction level with regards to welfare measures
is high for the employees in the organization can take efforts to
maintain that satisfaction by providing more facilities.
Great care should be given for ensuring the safety of employees in
the working place so that it induces a spirit of self-realization and
consciousness in the minds of the employees.
The amenities provided by the company can be improved so that the
satisfaction level can be increased.
More performance appraisal can be done so that it increases the level
of job satisfaction.
Majority of the respondents are moderately satisfied with most of
welfare facilities. The company can improve those facilities thus
increasing overall productivity.
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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CONCLUSION
In short span of time Rubco has become largest exporter of value added
products and natural rubber in the country. Employees are asset of the
organization. Welfare measures are a vital part of business organization and
management. The aims or objectives of welfare measures are partly
humanistic to enable the workers to enjoy a future richer life.
Rubco provides good welfare measures that it increases the productivity of
the employee and alternative results in higher job satisfaction. Even though
the company is providing good welfare measures, it can take effort to
maintain the satisfaction level of employeeswhich will ultimately leads to
increase the frame of the organization
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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6-BIBLIOGRAPHY
Research Methodology - Kothati.C.K
Human Resource and personnel Management- K.Ashwathapa
Human Resource Management - L.M.Prasad
Human Resource Management - Dr.C.B.Guptha
Personnel Management and Industrial Relation - S.K.Chaterjee
Employee commitment and motivation- Meyer, J. P., Becker, T.,
&Vandenberghe
Job satisfaction - Bakker, A. B., &Schaufeli, W. B. (2008
Journal of Management Development-
Employee commitment and motivation- Meyer, J. P., Becker, T.,
&Vandenberghe, C. (2004).
Business-unit level relationship between employee satisfaction-
Meyer, J. P., Becker, T., &Vandenberghe, C. (2004).
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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Web Site
https://www.google.co.in/?gws_rd=ssl#q=kmrl
https://www.google.co.in/?gws_rd=ssl#q=employee+job+satisfaction
https://en.wikipedia.org/wiki/Rapid_transit
https://en.wikipedia.org/wiki/employee job satisfaction
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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7-QUESTIONAIRE
1. What is your opinion regarding the compensation being
received ?
Strongly agree
Agree
Can’t say
Disagree
Strongly disagree
2. Opinion regarding the payment scheme?
Strongly agree
Agree
Can’t say
Disagree
Strongly disagree
3. Opinion regarding the job environment?
excellent t
good
average
poor
very poor
4. Opinion about physical working condition of the organization?
excellent
good
average
poor
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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very poor
5. Status of relationship between the employees and employee?
excellent
good
average
poor
very poor
6. Do you think company recognize and acknowledged employee
skills?
excellent
good
average
poor
very poor
7. Do you find the job interests?
excellent
good
average
poor
very poor
8. Does the company conducts the continuous feedback regarding
the work and work environment?
excellent
good
average
poor
very poor
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9. Do you like the quality of food and stuffs provided in the
canteen?
excellent
good
average
poor
very poor
10. How do you find the job security provided by the company?
excellent
good
average
poor
very poor
11. Are you fully aware of your company policies and procedures?
a) Yes b) No
c) To some extent
12. Are you aware of your company rules and regulations?
a) Yes b) No
c) To some extent
JOB SATISFACTION OF EMPLOYEES RUBCO HUAT P.LTD
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13. Is the nature of your job.…?
a) Challenging b) Satisfying
c) Boring d) Stressful
14. Are you satisfied with the salary or wages provided by your
company?
a) Yes b) No
15. Are you satisfied with the safety measures provided by your
company?
a) Highly satisfied b) Satisfied
c) Average d) Dis-satisfied