A study on job satisfaction of employees in Meenachil Rubber Marketing and Processing Co-operative...

7/25/2019 A study on job satisfaction of employees in Meenachil Rubber Marketing and Processing Co-operative Society Ltd

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CHAPTER 1

INTRODUCTION

The work place is getting highly complex with the passage of time. It is due to

multitude of reasons. Employee satisfaction towards their job constitutes the successof societies. It is eventually they who run the machinery. Hence, if they were not

satisfied it would not have a so good reflection in the society.

ob !atisfaction is a part of life satisfaction. It is a pleasurable or positive emotional

state resulting from the appraisal of one"s job or experience. # whole lot of factors

contribute to this positive state.

The core of the management function lies in guiding, directing, and controlling the

efforts of employees in the societies. To achieve the basic objectives of a society,

efficient and effective use of human resource is essential. $ersonal management is a

function of management with the primary objective of ensuring that every employee

makes his fullest contribution to the achievement of the business.

The term %ob !atisfaction" is the end feeling of the person after performing a task.

#ccording to Hopgock, &ob satisfaction is the combination of psychological and

environmental circumstances that cause a person to truth fully say&. The management

may try to motivate the people to work for management"s objective. 'ut it is

impossible to understand motivation without considering what people want and expect

from their job.

!ince the people spend most of their time at work it is not surprising that they should

expect work to satisfy many type of their needs such as physical, social and egoistic

and that further these needs may be satisfied in wide variety of ways to the job, around

the job and throughout the job.

(ne of the surest sign of deteriorating conditions in society is low job satisfaction.

The present day relates problems like strike go slow, absenteeism and greater

employee turnover attribute to low job satisfaction, part of grievances lowperformance and disciplinary problems are also added to this. !o satisfaction of job of

the individual is more important for a society to get more results from the employee.

!o the society should see in time whether their employees are satisfied.

Scope of the Study

ob satisfaction is an important output when employees work for the society. It

contains external and internal factors and helps maintain an able and willing workforce. It is an interesting and significant area for conducting research. The study made

on the topic of job satisfaction will reveal the factor of feelings of employees. The

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report is useful to the management of the society know the satisfaction level of

employees and they can take measures to increase productivity, and also this report is

useful to management students for reading and may useful in preparing their report on

job satisfaction in business concerns , public organisations etc.

Statement of the Problem

The problem of study is stated as study on job satisfaction of employees in

)eenachil *ubber )arketing and $rocessing +ooperative !ociety -td aroor $ala.

Objectives of the Study

This project mainly focuses on the levels of satisfaction among the employees

working in )eenachil *ubber )arketing and $rocessing +ooperative !ociety -td.

aroor, $ala.

In India the field of psychology doesn"t contribute in the field of motivation and job

satisfaction. This project mainly focuses on the levels of satisfaction among the

employees working in &)eenachil *ubber )arketing and $rocessing +ooperative

!ociety -td aroor $ala/.

The main objectives of the study are:

01 To find out the degree of satisfaction among the workers in )eenachil *ubber

)arketing and $rocessing +ooperative !ociety -td aroor $ala.

21 To find out that whether the family problems affect job satisfaction of employees.

31 To give necessary suggestions for the improvement of welfare measure of

employees to the management.

41 To find out whether the employees are given various benefits such as medical

allowances, accidents benefits etc.

Research Methodology

Sources of data

The types of data used for this study are primary and secondary. $rimary data were

collected through discussion with the labour, staff of the )eenachil *ubber )arketing

and $rocessing +ooperative !ociety -td. aroor and by conducting a survey using

interview and 5uestionnaire. !econdary data were collected from various text books.

Sampling Method

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6or getting samples, simple random was used. 7nder this method every element in the

population had an e5ual chance of being selected.

Sampling Size

There are 80 employees working in the society and 49 samples of managers andadministrative staffs and plant level workers of )eenachil *ubber )arketing

$rocessing +ooperative !ociety -td. were selected.

Tools and Techniques

The method used to collect the data is survey through 5uestionnaire. The primary data

are directly collected from the employees.

!tatistical tools like, $ercentages, 'ar and $ie diagram s are used analysing the data

imitations of the study

01 The Investigator has to depend mainly on primary data. !ince the respondents are

busy with their work it was difficult to collect are the data.

21 Time being a limiting factor so the investigator should not go deep into position of

the factory

31 The information received from the respondents may not be accurate, so investigator

will not give a true and fair view of the actual position.

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!hapter Scheme

This project is summarised into 4 different chapters.

!hapter"#: $ntroduction

This chapter consists of introduction, statement of the problem, objectives of the

study, , research methodology and limitations of the study, chapter scheme and society

profile.

!hapter %: iterature &rame'or(

This chapter contains details regarding job satisfaction, factors affecting job

satisfaction effects of job satisfaction.

!hapter ): *ata analysis and $nterpretation

In this chapter the data are analysed and interpreted with the help of charts and other

statistical tools

!hapter +: &indings, Suggestions and !onclusions

This chapter gives summary of findings, and recommendations and conclusion

Society Profile

The )eenachil *ubber )arketing and $rocessing +ooperative !ociety -td. aroor is

a rubber manufacture society in erala, India. It started its operation in 0:;9. The

factory is situating at aroor near $ala. This place enjoys the positional advantages by

plenty availability of water, raw materials, labours etc... The society provide 8< =

+oncentrated latex isnr, rss4 and related aspects services to the customers.

The main aim of the society is to improve the social and economic status of the

farmers, and its function is to acts as a boosting factor for both, the rubber growers

and the industrialists.

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The father of scientific management Taylor>s approach to job satisfaction was based

on a most pragmatic and essentially pessimistic philosophy that man is motivated by

money alone, ?orkers are essentially @stupid and phlegmatic/ and that they would be

satisfied with work if they get higher economic return from it. (ver the years, we have

moved away from Taylor"s solely monetary approach to a more humanistic

orientation.

The term job satisfaction was brought to lime light by Hopgock A0:391. He reviewed

32 studies on job satisfaction, conducted prior to 0:33 and observed that jobsatisfaction is a combination of $sychological and environmental circumstance"s that

causes a person to say that @I am satisfied with my job/ such a description indicates

the variety of variables that influence satisfaction of the individual but tells us nothing

about the nature of job satisfaction.

!inha A0:;41 defines job satisfaction as a reintegration of affect produced by

individual"s perception of fulfilment of his needs in relation to his work and situations

surrounding it. In order t understand job satisfaction perhaps the first step should be to

demarcate the boundaries among such terms as attitude, motivation and morale. Theseterms are often used for job satisfaction, perhaps not so rightly.

(ne way to define job satisfaction may be to say that it"s the end state of one"s feeling.

It emphasiBes the fact that the feeling is experienced after a task is accomplished or an

activity has taken place whether it"s highly individualistic effort of writing a book or a

collective endeavour of construction of a dam. The feeling could be positive or

negative depending upon whether need is satisfied or not and could be a function of

efforts of an individual on one hand and on the other the situational opportunities

available to him.

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)easurement of job satisfaction has come to ac5uire the same rate as the

measurement of intelligence. !ince, there is no agreement on a specific definition.

Cenerally 5uestionnaires are developed to measure satisfaction with various aspects of

work and the resultant behaviour or score is called job satisfaction.

)ost studies of job satisfaction have been concerned with operation rather than

defining it. Here it includes certain 5uestion that deals with factors that directly or

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indirectly connects with jobs. These responses are usually measured on a variety of

scales ranging from simple Des or o to agree or disagree, the type of scale. It"s only

direct measurement of job satisfaction.

#nother attempt to measure job satisfaction has been through need of job satisfaction.

$orterF A0:801 developed a 5uestionnaire consisting of 03 items classified into )aslowtype need hierarchy system. Each item of the scale measures not only the Existing

degree of need fulfilment but also the expected levels of fulfilment and its Importance

to the respondents.

atBell A0:841 unin A0:991 Gonham and Hennam A0:;91 were developed rather

uni5ue way of measuring job satisfaction. !o from the above we can understand that

there was an importance for the job satisfaction of employees from the beginning of

the century itself. It plays a vital role in the organiBation, absenteeism, adjustment,

unionism and productivity.

3ob Satisfaction and 'or( 4ehaviour

Cenerally the level of job satisfaction seems to have some relation with various

aspects of work behaviour like absenteeism , adjustment, accidents, productivity, and

union affiliation, although several studies has shown varying degree of relationship

between them and job satisfaction.

It"s not 5uite clear whether these relationships are correlative or casual. In other words

job satisfaction or dissatisfaction is a cause of these aspects of work behaviour orwhether work behaviour causes satisfaction or dissatisfaction most studies have used a

correlative design to examine the relationship between them and have found the nature

of relationship varying depending upon the nature of the aspect of job behaviour.

3ob Satisfaction and productivity

It"s generally assumed that a satisfied employee will also be productive employee. ob

satisfaction is a complex attitude that is determined by a large number and often

conflicting variables. !o it"s difficult to expect any relationship between satisfaction

and productivity.

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It may be defined as a set of favourable and unfavourable feeling and emotions with

which the employees view their work. The job satisfaction depends on the following

factors namely feeling, thoughts, and intentions. 6eelings are a relative likes or

dislikes towards something. Those are the belief of a person, which may beintellectual response to his work.

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The next factor, which affects job satisfaction, is the behaviour intentions. These

intentions make a person to act. ob satisfaction is based on the attitudes of the

employee, which again consists of feelings, thoughts and intentions to act. ob

satisfaction when arranged across all members of an organiBation gives group

satisfaction. This group satisfaction is generally known as morale. ob satisfaction is

not an independent factor, but it"s actually a part of life"s satisfaction , which consists

of other related elements such as family, -eisure, religion, politics etc. the nature of

the workers environment away from the job also influences the performance of an

individual at work.

!imilarly with job satisfaction an individual also influences his satisfaction level other

than elements of life. Thus we can see that the satisfaction in job and life of a person

affects mutually and hence there is what is called a spill over effect. ob satisfaction is

dynamic i.e. .it"s not stable. ob satisfaction may vary with time a person who is

satisfied at present need not be satisfied the next day. Hence managers cannot

establish the condition"s leading in high satisfaction now and later neglect it.

/ffects of job satisfaction

ob satisfaction may lead to improved productivity, decreased turnover, improved

attendance and reduced accidents, less job stress and lower unioniBation. The effects

of job satisfaction in each of these areas are detailed belowF

#7 Productivity

ob satisfaction the long run leads to increased productivity. However this may

sometimes go wrong. This is because job satisfaction of an employee may not always

result from the same motivators. If the employee perceives that the intrinsic and

extrinsic rewards are depended on their productivity, there is a higher chance of the

employee becoming production oriented. #nother condition, where higher

productivity leads to high job satisfaction which is the e5uitable distribution of

extrinsic reward.

-owlier portlier model suggests that performance of an individual at his work leads to

job satisfaction and not in the reverse order. ?hen an employee performs he may be

ade5uately rewarded with extrinsic and intrinsic rewards. The perceived e5uity leads

to job satisfaction.

%7 3ob satisfaction and employee turnover

Employee turnover refers to the number of employees coming into and going out of an

organiBation. High employee turnover is harmful for a society. It may badly affect thenormal operations of the society and may increase the cost involved in selecting and

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training employees. It"s seen making the employees feel satisfied on their jobs can

minimiBe the employee turnover.

If the job satisfaction level is less then there will be higher chance of the employees

leaving the organiBation and hence high employee turnover rate.

)7 Satisfactions and .bsenteeism

It has been proved conclusively that high job satisfaction leads to lower level of

absenteeism and vice versa. The degree to which an employee is satisfied with his job

has a moderating influence on absenteeism.

+7 Satisfaction and Safety

If an employee is satisfied with his present job, he may take utmost care in doing the

job. If a person is dissatisfied he may be disinterested in doing the job and he may bepaying less attention in his attention in his work. This in attentiveness may lead to

accidents.

87 3ob satisfaction and job stress

The lack of job satisfaction may lead to job stress. The job stress may be because of

excessive pressure from the superiors and the inability of an employee to perform in a

particular job, job stress is mutually complimenting.

97 0nionization

If an employee is satisfied with his present job there are only less chance of

7nioniBation. Gissatisfaction of an employee with such factors is wages, job security,

fringe benefits, chance of promotion and treatment by superiors can be a reason for

unioniBation.

&actors affecting 3ob Satisfaction

The main factors affecting job satisfaction areF

#7 1ages

?ages play an important role in influencing job satisfaction this is because of two

reasons.

a. )oney is an important instrument in fulfilling ones needs.

b. Employees often see wages as a reflection of the management concerned for them.

The employees want a pay structure, which is simple, fair and ease in line with their

expectation. In order that a wage system if fair, the following factors should be taken

into account.

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a. It should be based on the payment capacity of the organiBation

b. The employee"s individual skill should be taken into account

c. It should be according to industry pay standards.

d. It must be revised from time to time.

If the wages system is based on the above factors, there is possibility of job

satisfaction.

%7 5ature of 'or(

The nature of work of an employee perfoffils is an important factor, which affects the

job satisfaction. )ost employees like variety in the job they perform and they like to

have intellectual challenges. The employees prefer being given opportunities to use

their skills and abilities. 'ut too much challenge on the job may create frustration in

an employee when he cannot perform the assigned tasks. !o we have to keep an

optimum level while assigning job to employees.

)7 Promotions

The promotional opportunities truly affects strongly among employees as it involves

the job satisfaction of the employees. The desire for promotion changes in job content,

job context pay, responsibility, authority independence, status etc... The higher chance

of promotion it positively motivates all employee and it may ultimately result in jobsatisfaction

+7 Supervision

!upervision has a positive effect on job satisfaction. The 5uality of supervision affects

the performance of an employee at his work. !uperiors establish a supportive personal

relation with subordinates and take a personal interest in them which contributes to

job satisfaction.

87 1or( 6roup

The work group relations affect the performance of an employee at his work. If the

work group members are cooperative, friendly and sociable there are more chance of

the employee being satisfied. The work group becomes stranger when the members of

the workgroup have similar attitudes and values have more chances of the employee

being satisfied.

97 1or(ing conditions

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HerBberg and his associates in their research developed the critical incident approach

to the measurement of job satisfaction on the twofactor theory of motivation. The

employees were asked to describe incidents on their job when they were particularly

satisfied or dissatisfied. #ccording to their response these incidents were critically

analyBed and were classified as hygiene factors and motivators.

)7 $ntervie's

ob satisfaction can also be measured by conducting personal interviews. 6or this the

employees are interviewed individually, and the responses reveal their satisfaction or

dissatisfaction.

+7 .ction Tendencies

The action tendencies represents the inclination of people to avoid or approach certain

things, by gathering information about the factors which are connected with work and

job satisfaction which can be measured. The action tendency of an individual is

measured through 5uestionnaire, which comprises of the action tendencies of a person

in job related factors. The responses of the individual are then analyBed and the

satisfaction level of the employee and his job is measured.

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In this chapter the researcher is made an attempt to analyse the job satisfaction of the

employees in the )eenachil *ubber )arketing and $rocessing +ooperative !ociety

-td aroor, $ala. The data were collected directly from the people who are working in

)eenachil *ubber )arketing and $rocessing +ooperative !ociety -td aroor, $ala.

)ost of the data were arranged in tabular form and whenever it is possible shown in

diagrammatic form also. 6or the purpose of analysis simple statistical tool percentage

analysis were used.

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A study on job satisfaction of employees in Meenachil Rubber Marketing and Processing Co-operative...

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