Full Project(1)

8/3/2019 Full Project(1)

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JAYAM COLLEGE OF ENGINEERING & TECHNOLOGY

NALLANUR DHARMAPURI -636 813

Department of Management Studies

PROJECT WORK

PHASE II

MAY 2010

This is to certify that the project entitled

A STUDY ON EMPLOYEES JOB SATISFACTION IN

SALEM STEEL PLANT, SALEM

is the bonafide record of project work done by

J.NAGAMANICKA GUPTHA

Register No: 088001201021

of M.B.A (Master of Business Administration)

during the year 2008-2010.

--------------------- ----------------------------------

Project Guide Head of the Department

Submitted for the Project Viva-Voce examination held on _________

-----------------------------

---------------------------

Internal Examiner External Examiner


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DECLARATION

I affirm that the project work titled "A STUDY ON EMPLOYEES JOB

SATISFACTION IN SALEM STEEL PLANT, SALEM" being submitted in

partial fulfillment for the award of MASTER OF BUSINESS

ADMINISTRATION is the original work carried out by me. It has not formed

the part of any other project work submitted for award of any degree or diploma,

either in this or any other University.

(Signature of the Candidate)

J.NAGAMANICKA GUPTHA

(Register No. 088001201021)

I certify that the declaration made above by the candidate is true.

Signature of the Guide,


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ACKNOWLEDGEMENT

The ultimate result of any research work depends upon the help and

guidance of many persons. The help and guidance of such people cannot be left

unnoticed.

I take this opportunity to thank them for providing the relevant and

necessary inputs for successful completion of this project

I thankANNA UNIVERSITY, COIMBATORE for this academic vision

in integrating the class room learning with real lifes situational experience, by

making the project work, a part of curriculum.

I would like to express my deepest gratitude to Dr. R. PARTHIBAN. Our

Principal and Mr.B.ADHINARAYANAN, M.B.A., M.Phil. (Ph.D.) our Head

Of The Department of Management Studies for bring the inspiration and

motivation force which encourage to work towards excellence in the challenging

task.

I words cannot adequately express my gratitude to my guide

Mr.B.ADHINARAYANAN, M.B.A., M.Phil., (Ph.D.) for invaluable guidance,

constant encouragement and supervision, motivation especially in times ofdifficulty and stress.

My special thanks Mrs. SHIMANI MAHABATHRA, Personal Manager.

HRD Dept, Salem Steel Plant, Salem for his consent and permission to undertake

a project in the organization concerned and Mr. R. RAMANI., Assistant

Manager, HRD Department, Salem Steel Plant for his valuable guidance and

direction through out the project.

I extended my thanks to my beloved Parents, Friends, who gave us

encouragement and helped us at different stages of this project with warm

gestures.

(J. NAGAMANICKAGUPTHA)


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CONTENTS

Description Page No.

List of Tables i

List of Figures iii

Abstract v

1. Introduction

1.1.About the study

1.2.About the Industry

1.3.About the Company

1

4

7

2. Main theme of the project

2.1 Objectives of the study

2.2 Scope and Limitations

2.3 Methodology

2.4 Review of literature

11

12

14

18

3. Analysis and Interpretation 204.Findings, Recommendations and Conclusion

4.1.Findings

4.2.Recommendations

4.3.Conclusion

82

84

85

Appendices 86

Bibliography 90


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i

LIST OF TABLES

TABLE.

NOCONTENTS PAGE. NO

3.1 CLASSIFICATION OF RESPONDENTS BY AGE 20

3.2 CLASSIFICATION OF RESPONDENT BY GENDER 22

3.3CLASSIFICATION OF RESPONDENTS BY

EDUCATIONAL QUALIFICATION24


EXPERIENCE26

3.5 CLASSIFICATION OF RESPONDENTS BY THEIR

INCOME LEVEL28

3.6CLASSIFICATION OF RESPONDENT BY

MARTIAL STATUS30

3.7 NATURE OF WORK 32

3.8 WORKING HOURS 34

3.9 WOKING ENVIRONMENT 36

3.10 PROMOTION OPPOURTUNITY 38

3.11 EQUITABLE PROMOTION 40

3.12 SALARY SYSTEM 42

3.13 INCENTIVE POLICY 443.14 BONUS SYSTEM 46


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ii

TABLE.

NOCONTENTS PAGE. NO

3.15 FAIR TREATMENT BY THE SUPERIORS 48

3.16RELATIONSHIP BETWEEN THEIR

COLLEAGUES50

3.17TRAINING PROGRAM OFFERED BY THE

COMPANY52

3.18FREQUENCY AND PERIOD OF TRAINING

PROGRAM54

3.19 MANAGERS CLEAR SENSE OF DIRECTION 56

3.20COMMUNICATION OF INFORMATION

ABOUT CHANGE58

3.21 LEAVE POLICY OF THE COMPANY 60

3.22 SAFETY POLICY OF THE COMPANY 62

3.23EMPLOYEES INSURANCE POLICY

PROVIDED BY THE COMPANY64

3.24CANTEEN FACILITY OFFERED BY THE

COMPANY66

3.25

RECREATION FACILITY OFFERED BY THE

COMPANY 68

3.2.1

RELATION SHIP BETWEEN THE

EDUCATIONAL QUALIFICATION OF

RESPONDENT AND FAIRNESS AND

EQUITABLE OF PROMOTIONS

70

3.2.2

RELATION SHIP BETWEEN THE INCOME

LEVEL AND SALARY SYSTEM PROVIDED

BY THE COMPANY

73

iii

LIST OF CHARTS

TABLE.

NOCONTENTS PAGE. NO


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AGE21

3.2 CLASSIFICATION OF RESPONDENT BY

GENDER23


EDUCATIONAL QUALIFICATION25


EXPERIENCE27


THEIR INCOME LEVEL29

3.6

CLASSIFICATION OF RESPONDENT BY

MARTIAL STATUS 31

3.7 NATURE OF WORK 33

3.8 WORKING HOURS 35

3.9 WOKING ENVIRONMENT 37

3.10 PROMOTION OPPOURTUNITY 39

3.11 EQUITABLE PROMOTION 41

3.12 SALARY SYSTEM 43

3.13 INCENTIVE POLICY 45

3.14 BONUS SYSTEM 47


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iv

TABLE.

NOCONTENTS PAGE. NO

3.15 FAIR TREATMENT BY THE SUPERIORS 49

3.16RELATIONSHIP BETWEEN THEIR

COLLEAGUES51

3.17TRAINING PROGRAM OFFERED BY THE

COMPANY53

3.18FREQUENCY AND PERIOD OF TRAINING

PROGRAM55

3.19MANAGERS CLEAR SENSE OF

DIRECTION57

3.20COMMUNICATION OF INFORMATION

ABOUT CHANGE59

3.21 LEAVE POLICY OF THE COMPANY 61

3.22 SAFETY POLICY OF THE COMPANY 63

3.23EMPLOYEES INSURANCE POLICY

PROVIDED BY THE COMPANY65

3.24CANTEEN FACILITY OFFERED BY THE

COMPANY

67

3.25RECREATION FACILITY OFFERED BY

THE COMPANY69


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v

ABSTRACT

The project work entitled A STUDY ON EMPLOYEES JOB

SATISFACTION IN SALEM STEEL PLANT, SALEM is to study the

various factors that are concerned with attitude of the employees.

The study focused on analyzing job satisfaction in level in the

organization. The analysis is mainly based on the primary data, through the

survey method. For the study has taken a sample size 110 respondents at

convenience sampling method from the total population.

The Study gives Employees opinion about job satisfaction, opportunity,

attitude, stress, leadership, working environment, nature of work, incentive

policy, bonus system, promotional opportunities and increments.

The study has used simple percentage analysis, chi-square And ANOVA used.

The study has given suggestions to improve the motivational factors. In order to

increase productivity. Through this organizational objectives can be easily

achieved. Overall company is satisfactory in job.


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CHAPTER-I

1. INTRODUCTION

1.1 ABOUT THE STUDY

JOB SATISFACTION

Job satisfaction is a set of unfavorable feeling with employees view their

jobs, were specifically the nature of job they do. The quality of supervision, they

receive co-workers pay and perfect promotional avenues. Job satisfaction affects

job performance and absenteeism. Highs job satisfaction in to high work

performance, less employee turnover and less absenteeism.

DETERMINANTS OF JOB SATISFACTION

All individuals do not drive the same degree of satisfaction through they

perform the same job in the same environment and at the same time individuals

variable which affects job satisfaction let us see the what there factors are

INDIVIDUAL FACTORS:

Individuals have certain expectation from their job. If the expectations are

need from the job. They feel satisfied. There expectations are based on.

Level of education

Age

Other factors


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NATURE OF JOB:

Nature of job determinants of job satisfaction which is the form.

Occupational level and

Job content

SITUATIONAL FACTORS:

Some of factors of situational variable,

Working conditions

Supervisions

Equitable rewards

Opportunity for promotion and work group

EFFECTS OF JOB SATISFACTION

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

of an

Individual physical or mental health

Productivity

Absenteeism


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THE VARIOUS OTHER FACTORS ALSO WILL DETERMINE THE JOB

SATISFACTION,

Age

Time

Intelligence

Education

Personality

Skills

Responsibility

Employees attitude

Ventilation

Hours of work


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1.2 ABOUT THE INDUSTRY

STEEL AUTHORITY OF INDIA LIMITED is the largest producer with aturnover of 45,556Cr.during 2007-08. It operates and owns five integrated steel

plants at Bhili, Bokaro, Rourkela and Burnpur and three specialty steel plants at

Salem, Durgapur and Bhadravati.

A subsidiary at Chandrapur produces Ferro alloys. STEEL AUTHORITY

produces 14.6MT of hot melt, 13.5MT of saleable steel in 2006-07.SAIL planned

to produce 25MT of crude steel and saleable steel by 2010.

Ranked amongst the top ten public sector companies in India in terms of

turnover, the company is the most amongst the leading producer of iron ore. The

company's captive mines fulfill its entire iron ore requirements. STEEL

AUTHORITY countrywide marketing network comprises 37 branches sales

office, 55 stockyards and over 1200 authorized dealers. this helps in marketing the

products in all most all districts of the country, sail manufactures and sells a broad

range of steel products of including HOT and COLD rolled steel and coils

galvanized sheets , electric sheets , structural, railway products plates, bars and

rods, stainless steel and other alloy steels.

STEEL AUTHORITY wide ranges of long and flat steel products are

much in demand in the domestic as well the international market. This vital

responsibility is carried out by STEEL AUTHORITY own Central Marketing

organization (CMO) and the international trade division STEEL AUTHORITYthe integrated company comprises the following units / subsidiaries:


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Bhilai steel plant, Bhilai, Chhattisgarh

Bokaro steel plant, Bokaro, Jharkhand

Durgapur steel plant, Durgapur, west Bengal

Rourkela steel plant, Rourkela, Orissa

Alloy Steel Plant, Durgapur, West Bengal

SALEM STEEL PLANT, Salem, Tamilnadu

Visveswarayya iron and steel plant, Bhadravathi, Karnataka

IISCO steel plant, Burnpur, west Bengal

Central marketing organization, Kolkata, west Bengal

Research & Development centre for iron and steel, Ranchi

A RICH HERITAGE

The Precursor

STEEL AUTHORITY traces its origin to the formative years of an

emerging nation - India. After independence the builders of modern India worked

with a vision - to lay the infrastructure for rapid industrialization of the country.

The steel sector was to propel the economic growth. Hindustan Steel Private

Limited was set up on January19, 1954.

Expanding Horizon (1959-1973)

Hindustan Steel (HSL) was initially designed to manage only one plant

that was coming up at Rourkela. For Bhilai and Durgapur Steel Plants, the

preliminary work was done by the Iron and Steel Ministry. From April 1957, the

supervision and control of these two steel plants were also transferred to


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Hindustan Steel. The registered office was originally in New Delhi. It moved to

Calcutta in July 1956, and ultimately to Ranchi in December 1959.


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The 1 MT phases of Bhilai and Rourkela Steel Plants were completed by

the end of December 1961. The 1 MT phase of Durgapur Steel Plant was

completed in January 1962 after commissioning of the Wheel and Axle plant. The

crude steel production of HSL went up from .158 MT (1959-60) to 1.6 MT. A

new steel company, Bokaro Steel Limited, was incorporated in January 1964 to

construct and operate the steel plant at Bokaro. The second phase of Bhilai Steel

Plant was completed in September 1967 after commissioning of the Wire Rod

Mill. The last unit of the 1.8 MT phase of Rourkela - the Tandem Mill - was

commissioned in February 1968, and the 1.6 MT stage of Durgapur Steel Plant

was completed in August 1969 after commissioning of the Furnace in SMS. Thus,with the completion of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela and 1.6

MT at Durgapur, the total crude steel production capacity of HSL was raised to

3.7 MT in 1968-69 and subsequently to 4MT in 1972-73.

CREDO

We build lasting relationships with customer based on trust and mutual benefit

We uphold highest ethical standards in conduct of our business

We create and nurture a culture that supports flexibility, learning and is proactive

to change

We chart a challenge career for employees with opportunity for advancement and

rewards.

We value the opportunity and responsibility to meaningful difference in people's

lives.


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1.3 ABOUT THE COMPANY

PROFILE OF SALEM STEEL PLANT

Salem steel plant was a long cherished dream by the government of India

to setup an integrated special steel plant at Salem in the state of Tamilnadu for

production of sheets and strips of electronically. Stainless and mild steel on the

basis of sound techno-economic considerations

The construction of the plant was inaugurated in June 13, 1972 by the Lateshri Mohan Kumaramangalam the minister of the steels & mines. It took its shape

in the foothills of kanjamalai. The company "SALEM STEEL LIMITED" was

registered on Oct 25th 1972. It is a government of India undertaking and

independent unit of SAIL. The plant was designed to roll out 32,000 tones of cold

rolled stainless steel strips and white sheets per annum in the first phase. Situated

in tamilnadu, the plant brings to India the latest sophistication in cold rolling

technology. In the second phase the production capacity was increased to

70,000tonnes per annum by installing the second sendzimir mill. Stainless steel

form the Salem finds application in industries-nuclear, petroleum, chemicals,

fertilizer, food processing, pharmaceuticals, diary, house hold appliance and

cutlery. The plant is actively pursuing development activities to promote use of

stainless steel in new areas such as coinage, railway, coaches, building, furniture,

automobiles, etc. the mill is capable of rolling both stainless and non- stainless

steel. The mill has a hot rolling steckel mill. SSP is producing cold roll stainless

steel coils and sheets of thickness ranging from 0.3mm to 6.0mm with width up to

1250mmin austenitic ferrite and martens tic grades.


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DISTINCTION

SSP has a distinction of being one among the few projects of this

magnitude in the recent years which completed right on schedule. The magnifies

the attributes of human resource and the effectiveness towards the attainment of

this organizations goal.

The plant production exceeded the rated capacity

The products marketed by SSP have won the customer appreciation for

their quality and mechanical characteristics.

The plant has the unique distinction of bagging the international awards

for its safety records. The British council conferred on Salem steel plant the"sword of honor" for the years 1984 and 1986 in recognition of the safety

standards and the performance. Apart from this a number of other state and

national awards have been received

SSP has bagged the ISO-18001 of the occupational health and safety

policy certification. SSP, a unit of SAIL is committed to provide safe, healthy and

socially accountable work culture in the organization by:

Adhering to internationally recognized SA-8000:2001 standard of social

Accountability Management System.

SSP has bagged ISO-14001 certification for producing quality steel with a

closely linked clean and sustainable environment through a sound environment

management system.

Salem steel plant continues to excel both in sugestions scheme end in

quality circle. SSPs QC team have won par excellence award

SSP has bagged the 3rd price at the INSAAN suggestion competition held

in kodaikanal.

SSP has also bagged "ISPAT SURAKSHA PURASKAR" award received

in Nov 2007 for "no fatal accident".

SSP has also won the "NATIONAL SUSTAINABILITY AWARD"

During Nov 2007 for best among secondary steel plant for 11th time.

EXPANSION PROJECT


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Towards the goal of backward integration, a steel melting stop (SMS) with

an annual capacity of 1,80,000 T of sibs and cold rolling mill (CRM) increasing

the present 65,000 T to 1,46,000 T of CRSS (cold rolled stainless steel) is

underway with an estimate cost of 1902cr. The project is expected to be

commissioned by March 2010. The production capacity of hot rolled coils will be

3, 70,000 T from the present capacity of 1,86,000 T.

The Foundation For This Expansion Project Was Laid By Honorable

Prime Minister DR. MANMOHAN SING HEADED BY OTHER CONGRESS

LEADERS ON 5TH SEP 2008.

OBJECTIVES

HR POLICY

RECRUITMENT POLICY

In SSP, employees are labeled into two categories only

Executive's non-executives

The recruitment of executives

(managerial cadre) is done through

corporate office of SAIL at New Delhi.

Non executives are recruited through

employment exchange when not available

through paper advertisement


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DEPARTMENTS IN SALEM STEEL PLANT

There are about 20-25 departments operating inside the Salem steel plant to carry

out specific activities in and out of the plant the list are given below

Administration

Secretariat

Gen admn.

Public relation

Finance & Accounts

Medical deptPersonnel & administration .


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CHAPTER II

2.1 OBJECTIVES OF THE STUDY

To study and analyze the job satisfaction level among the employees of

Salem Steel Plant.

To identify influence level of positive attitude and negative attitude affects

the company.

To know about the relationship level between management and the

employees in the Salem Steel Plant.

To measures the impact of current programs, policies and procedures of

the company and to provide suggestions for further improvement.


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2.2 SCOPE AND LIMITATION

SCOPE OF THE STUDY

The study has been confined to the employees in Salem steel plant at

Salem. The study has been under taken in order to highlight the job satisfaction of

the employees, the company can enhance the working condition and the over all

function of the organization by eliminating dissatisfaction and providing a good

work atmosphere for the employees which will results in increased satisfaction


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LIMITATIONS OF THE STUDY

The study was done only at the Salem steel plant Salem so the findings

and interpretations can not be extended to some other organization

Some of the respondents were not willing to give the correct and full

information.

Due to the short duration, I can able to collect the datas from the

respondents of 110 which I took as sample size.


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2.3 RESEARCH METHODOLOGY

To procedures by which researchers go about their work of describingexplaining and prediction phenomena are called methodology. Methods comprise

the procedures used for generating, collecting and evaluation data. Methods are

ways of obtaining information useful for assessing explanations.

RESEARCH DESIGN:

A research design is the arrangements of condition for collection and

analysis of data. This speaks about the decision recording what, where, when,how much by what means concerning on inquiry or a research studies. In

constitutes the blue print for the collection measurements and analysis of data.

The type of research used in this project is descriptive in nature.

Descriptive studies aim at portraying accurately the characteristics of a particular

group or situation.

GEOGRAPHICAL AREA COVERED

The survey was conducted in Salem Steel Plant in Salem.

METHODS OF DATA COLLECTION:

Primary Data

Secondary Data

PRIMARY DATA:

The primary data was collected from the respondents through the

questionnaire, observation & direct interview.

SECONDARY DATA:

The secondary data was collected from the


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Company Records

Publications

Magazine

Journals

Internet Sources

SAMPLE SIZE:

The Target population of employees is 1328 of Salem Steel Plant.

Among which 110 were taken as a sample size.

SAMPLE DESIGN:

The sampling technique used in the study was 'Non-probability

convenience sampling' method was adopted and used for the study.


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TOOLS USED FOR ANALYSIS:

SIMPLE PERCENTAGE ANALYSIS

The expression of data in terms of percentage is of the simplest statistical

services used in the interpretation of business and economic statistic.

Percentages are useful chiefly for the purpose of aiding comparison. A

percent is the number o\f hundredth parts on numbers is of another.

Formula:

No. of respondents

Percentage = ---------------------------- x 100

Total No. of respondents


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CHI-SQUARE TEST

The chi square test is used to test whether there is a significant differencebetween the observed number of responses in each category and the expected

number of responses for such category under the assumptions of null

hypothesis. It is one of the simplest and most widely used non parametric

tests in statistical work.

Where,

Formula:

Where,

Oi = Observed frequency

Ei = Expected frequency

The calculated value is compared with table value given degrees of

freedom a specified level of significance. If the observed value is greater than

the table value then there exists a significant relationship between the factors

and if the observed value is lesser than it is not considered significant.

2 ==

n

i Ei

Eii

1

2)(


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2.4 REVIEW OF LITERATURE

According to the U.S. Department of Education, National Center for,

Education Statistics (NCES), (1999), the more job stress, the lower group

cohesion, the lower work satisfaction and the higher the anticipated turnover. The

higher the work satisfaction, the higher group cohesion and the lower anticipated

turnover. The more stable the work schedule, the less work related stress, the

lower anticipated turnover, the higher group cohesion, and the higher work

satisfaction. Job stress, work satisfaction, group cohesion, and weekend overtime

were all predictors of anticipated turnover. These are difference in the factors

predicting anticipated turnover for different age groups.

Maslach (1996) Job Satisfaction and burnout are important areas of study

because of the financial and social effects of job satisfaction and the damaging

physical / psychological impacts of burnout. Two hundred family / children and

psychiatric workers of seven social service organizations were surveyed.

Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach

Burnout Inventory, and the staff Burnout Scale for Health Professionals.

NCES (1999) and Thomas (2000) reported an increase from 29

percent in 1986, to 45 percent in 1994. This study addressed the factors that

nursing staff perceived as creating job satisfaction in their working environment

in addition to addressing the ethical dilemmas that staff experienced within an

acute psychiatric care setting. It also addressed how clinical supervision

contributed to job satisfaction among staff as well as the differences between staff

who attended and staff who did not attend to clinical supervision. Data were

analyzed using descriptive statistics.

Chubon (1992) the result of this study showed that the factors influencing

nurses are related to areas of dissatisfaction, for example, stress and experiences

with shortcomings. Factors that contribute to job satisfaction or dissatisfaction

were found to be related to the nurses value systems. The ethical dilemmas that


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were specifically addressed involved how to care for patients and handle work in

relation to patients autonomy, how to approach the patient, how to provide care

against the will of the patient, and what action was ethically right for each

particular patient.

Lefranois (1994) the current nursing shortage and high turnover is of

great concern in many countries because of its impact upon the efficiency and

effectiveness of any health care delivery system. Recruitment and retention of

nurses are persistent problems associated with job satisfaction. This paper

analyses the growing literature relating to job satisfaction among nurses and

concludes that more research is required to understand the relative importance of

the many identified factors to job satisfaction.

Wilzinki (1991) the satisfaction refers to an individuals general attitude

towards his / her job. A person with a high level of job satisfaction holds positive

attitudes about the job, while a person who is dissatisfied with his / her job holds

negative attitudes about the job. When people speak of employees attitudes, more

often than not they mean job satisfaction.


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CHAPTER III

ANALYSIS AND INTERPRETATION

TABLE- 3.1

CLASSIFICATION OF RESPONDENTS BY AGE

Age No. of respondents percentage

Below 25 0 025 - 30 18 16.36

31 40 45 40.90

41- 50 20 18.18

Above 50 27 24.54

Total 110 100

INFERENCE:

The above table shows that 16.36% of the respondents are in the age group of 25-

30 yrs, 40.90% of the respondents are in the age group of 31- 40 yrs, 18.18% of the

respondents are in the age group 41 50 yrs, and 24.54% of the respondents are in the

age group Above 50


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CHART 3.1

CLASSIFICATION OF RESPONDENTS BY AGE

Classification of respondents by age

0

10

20

30

40

50

Below 25 25 - 30 31 40 41- 50 Above 50

AGE

PERCENTAGE

no. of respondents


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TABLE 3.2

CLASSIFICATION OF RESPONDENT BY GENDER

INFERENCE:

The above table shows that 91.81% of respondents are male and 8.18% of

respondents are female.

Gender No. of respondent Percentage

Male 101 91.81

Female 9 8.18

Total 110 100


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CHART-3.2

CLASSIFICATION OF RESPONDENT BY GENDER

CLASSIFICATION OF RESPONDENT BY

GENDER

92%

8%

MALE

FEMALE


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TABLE 3.3

CLASSIFICATION OF RESPONDENTS BY EDUCATIONAL

QUALIFICATION

Educational qualification No. of respondents Percentage

U.G 8 7.27

P.G 32 29.09

DIPLOMA 29 26.36

ITI 37 33.63

OTHERS 4 3.63

TOTAL 110 100

INFERENCE:

The above table shows that 7.27% of respondent are U.G, 29.02% of respondent

are P.G, 26.36% of respondents are diploma holders, 33.63% of respondents are its, and

3.63% are others.


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CHART 3.3

CLASSIFICATION OF RESPONDENTS BY EDUCATIONAL

QUALIFICATION

TABLE 3.4

CLASSIFICATION OF RESPONDENTS BY

EDUCATIONAL QUALIFICATION

7%

29%

26%

34%

4%U.G

P.G

DIPLOMA

ITI

OTHERS


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CLASSIFICATION OF RESPONDENTS BY EXPERIENCE

Experience No. of respondent Percentage

0 2 yrs 2 1.82

2 5 yrs 8 7.28

5 10 yrs 34 30.90

Above 10 yrs 66 60

Total 110 100

INFERENCE:

The above table shows that 1.82% of respondents have 0-2 yrs experience, 7.28%

of respondents have 2 5 yrs experience, 30.90% of respondent have 5 to 10 yrs

experience, 60% of respondent have above 10 yrs of experience.


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CHART 3.4

CLASSIFICATION OF RESPONDENTS BY EXPERIENCE

Classification of respondents

by experience

0 20 40 60 80

0 2 yrs

2 5 yrs

5 10 yrs

Above 10 yrs

Ezperiance

No. of respondent

Percentage


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TABLE 3.5

CLASSIFICATION OF RESPONDENTS BY THEIR INCOME LEVEL

INCOME LEVEL NO.OF RESPONDENT PERCENTAGE

BELOW 10,000/- 15 13.64

10,000 20,000 22 20

20,001 30,000 60 54.54

30,001 40,000 0 0

ABOVE 40,000 13 11.81

TOTAL 110 100

INFERENCE:

The above table shows that 13.64% of respondents Have income level of below

10,000, 20 % of respondents have income level of 10,000 20,000, 54.54% of

respondent have income level of 20,001 30, 000, 11.81% of respondents have income

level of above 40,000.


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CHART 3.5

CLASSIFICATION OF RESPONDENTS BY THEIR INCOME LEVEL

15

22

60

013

BELOW 10,000/-10,000 20,000

20,001 30,000

30,001 40,000

ABOVE 40,000


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TABLE 3.6

CLASSIFICATION OF RESPONDENT BY MATRIAL STATUS

MARITAL STATUS NO. OF RESPONDENT PERCENTAGE

MARRIED 98 89.09

UNMARRIED 12 10.90

TOTAL 110 100

INFERENCE:

The above table shows that 89.09% of respondents are married and 10.90% of

respondents are unmarried.


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CHART 3.6

CLASSIFICATION OF RESPONDENT BY MATRIAL STATUS

CLASSIFICATION OF RESPONDENT

BY MATRIAL STATUS

0

20

40

60

80

100

MARRIED UNMARRIED

MATRIAL STATUS

PERC

ENTAG

NO.OF RESPONDENT


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TABLE 3.7

NATURE OF WORK

NATURE OF WORK NO.OF RESPONDENTS PERCENTGE

HIGHLY SATISFIED 20 18.18

SATISFIED 70 63.63

NEITHER SATISFIED NOR

DISSATISFIED15 13.63

DISSATISFIED 3 2.72

HIGHLY DISSATISFIED 2 1.81

TOTAL 110 100

INFERENCE:

The above table shows that 18.18% of respondents are highly satisfied, 63.63%

of respondents are satisfied, and 13.63% of respondents are neither satisfied nor

dissatisfied, 2.72 % of respondents are dissatisfied, 1.81% of employees is highly

dissatisfied towards the nature of work.


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CHART 3.7

NATURE OF WORK

NATURE OF WORK

18%

63%

14%

2%3%

HIGHLY SATISFIED

SATISFIED

NEITHER SATISFIED NOR DISSATISFIEDDISSATISFIED

HIGHLY DISSATISFIED


45/103

TABLE 3.8

WORKING HOURS

WORKING HOURS NO.OF RESPONDENTS PERCENTGE


SATISFIED 70 63.63


DISSATISFIED

15 13.63

DISSATISFIED 3 2.73


TOTAL 110 100

INFERENCE:


of respondents are satisfied, 13.63% of respondents are neither satisfied nor dissatisfied,

2.73 of respondent are dissatisfied, 1.82% of respondents are highly dissatisfied towards

working hours.


46/103

CHART 3.8

WORKING HOURS

010203040506070

PERCENTAGE

HIGHLY

SATISF

IED

SATISFIED

NEITHER

SATISF

I..

DISSA

TISF

IED

HIGHLY

DISSATI

...

WORKING HOURS

WORKING HOURS


47/103

TABLE 3.9

WOKING ENVIRONMENT

WORKING

ENVIRONMENTNO.OF RESPONDENT PERCENTAGE


SATISFIED 60 54.54



DISSATISFIED 5 4.54

HIGHLY DISSATISFIED 0 0

TOTAL 110 100

INFERENCE:



and 4.54% of respondents are dissatisfied towards the working environment.


48/103

CHART- 3.10

WORKING ENVIRONMENT

WORKING ENVIRONMENT

27.27

54.54

13.63

4.54 0

0

10

20

30

40

50

60

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

DISSATISF

ED

HIGHLY

DISSATISFIED

WORK ENVIRONMENT

PE

RC

ENTA

GE


49/103

TABLE 3-10

PROMOTION OPPOURTUNITY

PROMOTION

OPPOURTUNITYNO.OF RESPONDENT PERCENTAGE


SATISFIED 60 54.54

NEITHER SATISFIED

NOR DISSATISFIED30 27.27

DISSATISFIED 6 5.46


TOTAL 110 100

INFERENCE:

The above table shows that 9.09% of respondent are highly satisfied, 54.54% ofrespondents are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,

5.46% dissatisfied, 3.64% of respondent are highly dissatisfied towards promotion

opportunity.


50/103

CHART 3.10



0102030

405060

HIGHLY

SATISFIED

SATISFIED

NEITHER

SATISFIED

NOR

DISSATISFIED

DISSATISFIED

HIGHLY

DISSATISFIED

ATTRIDUTES

PERCE

NTAGE

NO.OF RESPONDENT


51/103

TABLE 3.11

EQUITABLE PROMOTION

EQUITABLE PROMOTION NO.OF RESPONDENT PERCENTAGE

Highly Satisfied 12 10.90

Satisfied 58 52.72

Neither Satisfied Nor

Dissatisfied25 22.72

Dissatisfied 10 9.09

Highly Dissatisfied 5 4.54

TOTAL

INFERENCE:

The above table shows that 10.90% respondents are Highly Satisfied, 52.72% or

respondents are satisfied, 22.72% of respondents are Neither Satisfied or Dissatisfied,

9.09% of respondents are dissatisfied, and 4.54% of respondents are Highly Dissatisfied

towards the equitable promotion.


52/103

CHART 3.11

EQUITABLE PROMOTION

0

10

20

30

40

50

60

70

Highly

Satisfied

Neither

Satisfied

Nor

Dissatisfied

Highly

Dissatisfied

Atributes

Percenta

ge

NO.OF RESPONDENT


53/103

TABLE 3.12

SALARY SYSTEM

SALARY SYSTEM NO.OF RESPONDENT PERCENTAGE


SATISFIED 70 63.63



DISSATISFIED 5 4.54


TOTAL 110 100

INFERENCE:

The above table shows that 1.63% of respondents are Highly Satisfied, 63.63%

of respondents are satisfied, 13.65% of respondents are Neither Satisfied or Dissatisfied,

4.54% of respondent are dissatisfied, and 4.54% of respondents are Highly Dissatisfied

towards the salary system.


54/103

CHART 3.12

SALARY SYSTEM

SALARY SYSTEM

0

10

2030

40

50

60

70

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIDUTES

PERC

ENTAGE

NO.OF

RESPONDENT


55/103

TABLE 3.13

INCENTIVE POLICY

INCENTIVE POLICY NO.OF RESPONDENT PERCENTAGE


SATISFIED 68 61.81



DISSATISFIED 6 5.45


TOTAL 110 100

INFERENCE:

The above table shows that 10.90% of respondents are Highly Satisfied, 61.81%

of respondent are satisfied, 18.18% of respondents are Neither Satisfied or Dissatisfied,5.45% of respondents are dissatisfied, and 3.63% of respondents are Highly Dissatisfied

towards the incentive policy.


56/103

CHART 3.13

INCENTIVE POLICY

010203040506070

PERCENTAG

E

HIGHLY

SATISFIED

HIGHLY

DISSATISFIED

ATTRIBUTE

INCENTIVE POLICY

NO.OF RESPONDENT


57/103

TABLE 3.14

BONUS SYSTEM

BONUS SYSTEM NO.OF RESPONDENT PERCENTAGE


SATISFIED 45 40.90

NEITHER SATISFIED


DISSATISFIED 10 9.09


TOTAL 110 100

INFERENCE:



9.09% of respondents are dissatisfied, 4.54% of respondents are highly dissatisfied

towards bonus system.


58/103

CHART 3.14

BONUS SYSTEM

BONUS SYSTEM

0510

15202530354045

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIBUTES

PERCENTAGE

NO.OF RESPONDENT


59/103

TABLE 3.15

FAIR TREATMENT BY THE SUPERIORS

FAIR TREATMENT BY

THE SUPERIORSNO.OF RESPONDENT PERCENTAGE


SATISFIED 58 52.72

NEITHER SATISFIED


DISSATISFIED 8 7.27


TOTAL 110 100

INFERENCE:


of respondent are satisfied, 27.27% of respondent are neither satisfied nor dissatisfied,

7.27% of respondent are dissatisfied, and 1.81% of respondents are highly dissatisfied

towards fair treatment of employees.


60/103

CHART 3.15

FAIR TREATMENT BY THE SUPERIORS

0 20 40 60

PERCENTAG

HIGHLY

SATISFIED

NEITHER

SATISFIED

HIGHLY

DISSATISFIED

ATTRIBUTES

FAIR TREATMENT BY THE SUPERIO

NO.OF RESPONDEN


61/103

TABLE 3.16

GOOD RELATIONSHIP BETWEEN THEIR COLLEAGUES

GOOD RELATIONSHIP

BETWEEN THEIR

COLLEGES

NO.OF RESPONDENT PERCENTAGE


SATISFIED 52 47.27



DISSATISFIED 7 6.36


TOTAL 110 100

INFERENCE:

The above table shows that 16.38% of respondent are highly satisfied, 47.27% of

respondent are satisfied, 27.27% of respondent are neither satisfied nor dissatisfied,

6.36% of respondent are dissatisfied, 2.72% of respondent are highly dissatisfied towards

relationship between colleagues.


62/103

CHART 3.16

GOOD RELATIONSHIP BETWEEN THEIR COLLEAGUES

GOOD RELATIONSHIP BETWEEN THEIR

COLLEGES

05

101520253035404550

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIBUTES

PERCENTAGE

NO.OF

RESPONDENT


63/103

TABLE 3.17

TRAINING PROGRAM OFFERED BY THE COMPANY

TRAINING PROGRAM

GIVEN BY THE

COMPANY



SATISFIED 54 49.11



DISSATISFIED 8 7.27


TOTAL 110 100

INFERENCE:


of respondent are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,

7.27% of respondents are dissatisfied, and 1.87% of respondents are highly dissatisfied

towards training program offered by the company.


64/103

CHART 3.17

TRAINING PROGRAM OFFERED BY THE COMPANY

05

101520

253035404550

PERCENTAG

E

HIGHLY

SATISFIED

HIGHLY

DISSATISFIED

ATTRIBUTES

TRAINING PROGRAM GIVEN BY THE COMPANY

NO.OF RESPONDENT


65/103

TABLE 3.18

FREQUENCY AND PERIOD OF TRAINING PROGRAM

FREQUANCY AND

PERIOD OF TRAINING

PROGRAM



SATISFIED 42 38.20

NEITHER SATISFIED




TOTAL 110 100

INFERENCE:

The above table shows that 7.27% of respondents are highly satisfied, 38.20% of

respondent are satisfied, 13.63% of respondents are neither satisfied nor dissatisfied,


towards frequency and period of training program.


66/103

CHART- 3.18

FREQUENCY AND PERIOD OF TRAINING PROGRAM

FREQUANCY AND PERIOD OF TRAINING

PROGRAM

05

10152025

30354045

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIBUTES

PERCEN

TAGE

NO.OF RESPONDENT


67/103

TABLE 3.19

MANAGERS CLEAR SENSE OF DIRECTION

MANAGERS CLEAR

SENSE OF DIRECTIONNO.OF RESPONDENT PERCENTAGE


SATISFIED 40 36.38

NEITHER SATISFIEDNOR DISSATISFIED

30 27.27



TOTAL 110 100

INFERENCE:

The above table shows that 9.09% of respondent are highly satisfied, 36.38% of

respondent are satisfied, 27.27% of respondents are neither satisfied nor dissatisfied,


towards the managers clear sense of direction.


68/103

CHART- 3.19



0 10 20 30 40H

IGHLY

SATISFIED

DISS

ATISFIED

ATTRIBUT

ES

PERCENTAGE

NO.OF RESPONDENT


69/103

TABLE 3.20

COMMUNICATION OF INFORMATION ABOUT CHANGE

COMMUNICATION OF

INFORMATION ABOUT

CHANGE



SATISFIED 60 54.56





TOTAL 110 100

INFERENCE:


respondents are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied,


towards the communication of information of change.


70/103

CHART- 3.20

COMMUNICATION OF INFORMATION ABOUT CHANGE

COMMUNICATION OF INFORMATION

ABOUT CHANGE

0102030

405060

HIGHLY

SATISFIED

NEITHER

SATISFIED

HIGHLY

DISSATISFIED

ATTRIBUTES

PERCE

NTAGE

NO.OFRESPONDENT


71/103

TABLE 3.21

LEAVE POLICY OF THE COMPANY

LEAVE POLICY OF

THE COMPANYNO.OF RESPONDENT PERCENTAGE


SATISFIED 70 63.63

NEITHER SATISFIED




TOTAL 110 100

INFERENCE:


respondents are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied, and

9.09% of respondents are dissatisfied towards the leave policy offered by the company.


72/103

CHART- 3.21

LEAVE POLICY OF THE COMPANY

LE

RCE

NTAGE


73/103

TABLE 3.22

SAFETY POLICY OF THE COMPANY

SAFETY POLICY OF THE

COMPANYNO. OF RESPONDENT PERCENTAGE


SATISFIED 70 63.63



DISSATISFIED 0 0


TOTAL 110 100

INFERENCE:

The above table shows that 22.72% of respondents are highly satisfied,

63.63% of respondents are satisfied, and 13.43% of respondents are neither satisfied nor

dissatisfied towards the safety policy offered by the company.


74/103

CHART- 3.22

SAFETY POLICY OF THE COMPANY

S


75/103

TABLE 3.23

EMPLOYEES INSURANCE POLICY PROVIDED BY THE COMPANY

EMPLOYEES

INSURANCE POLICYNO. OF RESPONDENT PERCENTAGE


SATISFIED 70 63.63

NEITHER SATISFIED




TOTAL 110 100

INFERENCE:

The above table shows that13.65% of respondents are highly satisfied, 63.63% of

respondents are satisfied, 9.09% of respondents are neither satisfied nor dissatisfied, and

13.63% of respondents are dissatisfied towards employees insurance policy provided by

the company.


76/103

CHART- 3.23

EMPLOYEES INSURANCE POLICY PROVIDED BY THE COMPANY

EMPLOYEES INSURANCE POLICY

0

10

2030

40

50

60

70

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIBUTES

PERC

ENTAGE

NO.OF RESPONDENT


77/103

TABLE 3.24

CANTEEN FACILITY OFFERED BY THE COMPANY

CANTEEN FACILITY

OFFERED BY THE

COMPANY

NO. OF RESPONDENT PERCENTAGE


SATISFIED 55 50.00

NEITHER SATISFIED




TOTAL 110 100

INFERENCE:

The above table shows that 22.72% of respondents are highly satisfied, 50% of

employees are satisfied, 18.18% of respondents are neither satisfied nor dissatisfied, and

9.09% of respondents are dissatisfied towards canteen facility offered by the company.


78/103

CHART- 3.24

CANTEEN FACILITY OFFERED BY THE COMPANY

CANTEEN FACILITY OFFERED BY THE

COMPANY

0

10

20

30

40

50

60

HIGHLY

SATISFIED

NEITHER

SATISFIED

NOR

HIGHLY

DISSATISFIED

ATTRIDUTES

PERCENTAGE

NO. OF

RESPONDENT


79/103

TABLE 3.25

RECREATION FACILITY OFFERED BY THE COMPANY

RECREATION FACILITY

OFFERED BY THE

COMPANY

NO. OF RESPONDENT PERCENTAGE


SATISFIED 40 36.36





TOTAL 110 100

INFERENCE:




towards recreation facility offered by the company.


80/103

CHART- 3.25

RECREATION FACILITY OFFERED BY THE COMPANY

RECREATION FACILITY OFFERED BY THE

COMPANY

0 10 20 30 40H

IGHLY

SATISFIED

HIGHLY

DISSATISFIED

ATTR

IDUTE

PERCENTAGE

NO. OF RESPONDENT


81/103

TABLE NO. 3.2.1.RELATIONSHIP BETWEEN THE EDUCATION

QUALIFICATION OF RESPONDENT AND FAIRNESS AND

EQUITABLE OF PROMOTIONS

Table Showing Observed N

UG PG DIPLOMA ITI OTHER TOTAL

Very satisfied 1 3 5 2 1 12

Satisfied 5 17 15 21 0 58

Neither satisfied

or dissatisfied1 8 8 6 2 25

Dissatisfied 0 4 1 5 0 10

Very dissatisfied 1 0 0 3 1 5

TOTAL 8 32 29 37 4 110

Table Showing Expected N

UG PG DIPLOMA ITI OTHER TOTAL

Very satisfied 0.87 3.49 3.16 4.03 0.43 12

Satisfied 4.21 16.8 15.2 19.5 2.10 58

Neither satisfied

or dissatisfied 1.8 7.27 6.59 8.40 0.90 25

Dissatisfied 0.72 2.90 2.63 3.36 0.36 10

Very dissatisfied 0.36 1.45 1.31 1.68 0.18 5

TOTAL 8 32 29 37 4 110

NULL HYPOTHESIS (Ho) There is no significant relationship between the

education qualification of respondent and fairness and equitable of promotions


82/103

NULL HYPOTHESIS (Ho) There is no significant relationship between the

education qualification of respondent and fairness and equitable of promotions

ALTERNATE HYPOTHESIS (H1) There is significant relationship between

the education qualification of respondent and fairness and equitable of

promotions.

O E (O-E) (O-E)2 (O-E)2 /E

1 0.87 0.13 0.0169 0.019

3 3.49 0.49 0.2401 0.068

5 3.16 1.84 3.3856 1.071

2 4.03 -2.03 4.1209 1.022

1 0.43 0.57 0.3249 0.755

5 4.21 0.79 0.6241 0.148

17 16.8 0.2 0.04 0.002

15 15.2 -0.2 0.04 0.002

21 19.5 1.5 2.25 0.117

0 2.10 -2.1 4.41 2.1

1 1.8 -0.8 0.64 0.355

8 7.27 0.73 0.5329 0.073

8 6.59 1.41 1.9881 0.301

6 8.40 -2.4 5.76 0.685

2 0.90 1.1 1.21 1.3440 0.72 -0.72 0.5184 0.72

4 2.90 1.1 1.21 0.417

1 2.63 -1.63 2.6569 1.010

5 3.36 1.64 2.6896 0.800

0 0.36 -0.36 0.1296 0.36

1 0.36 0.64 0.4096 1.137

0 1.45 -1.45 2.1025 1.45

0 1.31 -1.31 1.7161 1.31

3 1.68 1.32 1.7424 1.037

1 0.18 0.82 0.6724 3.73

20.033


83/103

CHISQUARE RESULT:

Calculated chi-square value = 20.033

Degree of freedom = 16

Table value = 26.3

Level of significant = Sig. At 5% level

CONCLUSION

From the above analysis we conclude that there is no significant

relationship between the education qualification of respondent and fairness and

equitable of promotions


84/103

TABLE NO.3.2.2.RELATIONSHIP BETWEEN THE INCOME LEVEL

AND SALARY SYSTEM PROVIDED BY THE COMPANY

Table Showing Observed N

BELOW1000010001-

20000

20001-

30000

30001-

40000

ABOVE

40000TOTAL

Verysatisfied

0 0 9 0 6 15

Satisfied 12 15 38 0 5 70

Neither

satisfied ordissatisfied

0 5 9 0 1 15

Dissatisfied 2 0 3 0 0 5

Very

dissatisfied1 2 1 0 1 5

TOTAL 15 22 60 0 13 110

Table Showing Expected N

BELOW1000010001-

20000

20001-

30000

30001-

40000

ABOVE

40000 TOTAL

Very

satisfied2.04 3 8.18 0 1.77 15

Satisfied 9.54 14 38.18 0 8.27 70

Neither

satisfied ordissatisfied

2.04 3 8.18 0 1.77 15

Dissatisfied 0.68 1 2.72 0 0.59 5

Very

dissatisfied0.68 1 2.72 0 0.59 5

TOTAL 15 22 60 0 13 110

NULL HYPOTHESIS (HO) There is no significant relationship between the

income level and salary system provided by the company

ALTERNATE HYPOTHESIS (H1) There is significant relationship between

the income level and salary system provided by the company


85/103

O E (O-E) (O-E)2 (O-E)2 /E

0 2.04 -2.04 4.16 2.030 3 -3 9 3

9 8.18 0.82 0.67 0.08

0 0 0 0 0

6 1.77 4.23 17.89 10.10

12 9.54 2.46 6.05 0.63

15 14 1 1 0.07

38 38.18 -0.18 0.03 0.0007

0 0 0 0 0

5 8.27 -3.27 10.69 1.29

0 2.04 -2.04 4.16 2.03

5 3 2 4 1.339 8.18 0.82 0.67 0.08

0 0 0 0 0

1 1.77 -0.77 0.59 0.33

2 0.68 1.32 1.74 2.55

0 1 -1 1 1

3 2.72 0.28 0.078 0.028

0 0 0 0 0

0 0.59 -0.59 0.34 0.576

1 0.68 0.32 0.102 0.15

2 1 1 1 1

1 2.72 1.72 2.95 1.08

0 0 0 0 0

1 0.59 0.41 0.168 0.28

27.63


86/103

CHISQUARE RESULT:

Calculated chi-square value =27.63

Degree of freedom = 16

Table value = 26.3

Level of significant = Sig. At 5% level

CONCLUSION

From the above analysis we conclude that there is significant relationship

between the income level and salary system provided by the company


87/103

3.2 ANOVA

3.3.1 RELATIONSHIP BETWEEN AGE AND THE PROMOTIONAL

OPPORTUNITIES

STEP: 1

Null Hypothesis H0= 1=2=3=4=5

Alternate Hypothesis H1= 1 2 345

STEP: 2

X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)20 0 0 0 0 0 0 0 0 0

0 16 2 0 0 0 256 4 0 0

2 30 13 0 0 4 900 169 0 0

1 5 5 6 3 1 25 25 36 9

7 9 10 0 1 49 81 100 0 1

10 60 30 6 4 54 1262 298 36 10

No of observation (N) = 25

Total no of observation (T) = 110

STEP: 3

Correction Factors = (T)2\ N= 484


88/103

STEP: 4

SST=TOTAL SUM OF SQUARE

((X1)2 + (X2)2 + (X3)2..)- (T)2 \ N

SST = 1176

STEP: 5

SSC = ((X1)2 \ N1 + (X2)2 \ N2+ (X3)2 \ N3..)- (T)2 \ N

SSC =446.4

STEP: 6

To Find SSE= SST-SSC

SSE = 729.6NEXT TO FIND ANOVA TABLE

SOURCES

OF

VARIABLES

SUM OF

SQUARED.O.F

MEAN SUM

OF SQUARE

VARIANCE

RATIO

Between

columnSSC=446.4

V1=C-1

V1=4

MSC=SSC\C-1

MSC=111.6

F=MSE\MSC

F=0.326Within samples SSE=729.6

V2=N-C

V2=20

MSE=SSE\N-C

MSE=36.48

STEP: 7

The no. of D.O.F is (4,20)

The table value of f at 5% level T.V= 4.26

CONCLUSION:

Here, C.V < T.V so accept H0

Hence there is no significant relationship between the age and the

promotional opportunities.


89/103

3.3.2. RELATIONSHIP BETWEEN EDUCATIONAL AND THE

PROMOTIONAL SYSTEM.

STEP: 1

Null Hypothesis H0= 1=2=3=4=5

Alternate Hypothesis H1= 1 2 345

STEP: 2

X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)2

0 5 3 0 0 0 25 9 0 0

5 15 3 8 1 25 225 9 64 1

14 10 4 0 1 196 100 16 0 16 14 13 2 2 36 196 169 4 4

0 1 2 0 1 0 1 4 0 1

25 45 25 10 5 257 547 207 68 7

No of observation (N) = 25

Total no of observation (T) = 110

STEP: 3

Correction Factors = (T)2\ N= 484


90/103

STEP: 4

SST=TOTAL SUM OF SQUARE

((X1)2 + (X2)2 + (X3)2..)- (T)2 \ N

SST = 602

STEP: 5

SSC = ((X1)2 \ N1 + (X2)2 \ N2+ (X3)2 \ N3..)- (T)2 \ N

SSC =196

STEP: 6

To Find SSE= SST-SSCSSE = 406

NEXT TO FIND ANOVA TABLE

SOURCES

OF

VARIABLES

SUM OF

SQUARED.O.F

MEAN SUM

OF SQUARE

VARIANCE

RATIO

Between

columnSSC=196

V1=C-1

V1=4

MSC=SSC\C-1

MSC=49

F=MSE\MSC

F=0.414Within samples SSE=406V2=N-C

V2=20

MSE=SSE\N-C

MSE=20.3

STEP: 7

The no. of D.O.F is (4,20)

The table value of f at 5% level T.V= 4.26

CONCLUSION:

Here, C.V < T.V so accept H0

Hence there is no significant relationship between the educational and the

promotional system.


91/103

CHAPTER IV

4.1 FINDINGS

40.90% of the respondents are in the age group of 31- 40 yrs

91.81% of respondents are male

33.63% of respondents are ITI

60% of respondent have above 10 yrs of experience

54.54% of respondent have income level of 20,001 30,000

89.09% of respondents are married

63.63% of respondents are satisfied towards the nature of work.

63.63% of respondents are satisfied towards working hours.

54.54% of respondents are satisfied dissatisfied towards the working

environment.

54.54% of respondents are satisfied towards promotion opportunity.

52.72% or respondents are satisfied towards the equitable promotion.

63.63% of respondents are satisfied towards the salary system.

61.81% of respondent are satisfied towards the incentive policy.

40.90% of respondents are satisfied towards bonus system.

52.72% of respondent are satisfied towards fair treatment of employees.

47.27% of respondent are satisfied towards relationship between colleagues.

49.11% of respondent are satisfied towards training program offered by the

company.

36.38% of respondent are satisfied towards the managers clear sense of

direction.

38.20% of respondent are satisfied towards frequency and period of training

program.

54.56% of respondents are satisfied towards the communication of

information of change.


92/103

63.63% of respondents are satisfied towards the leave policy offered by the

company.

63.63% of respondents are satisfied towards the safety policy offered by the

company.

63.63% of respondents are satisfied towards employees insurance policy

provided by the company.

50% of employees are satisfied towards canteen facility offered by the

company.

36.36% of respondents are satisfied towards recreation facility offered by

the company.

There is no relationship between education qualification and fairness

equitable of promotions

There is no significant variation between age and promotional opportunity.

There is no significant education qualification and bonus system provided

by the company


93/103

4.2 SUGGESTIONS

The following recommendations may be offered for improving the job

satisfaction of employees. This includes the recommendations offered by sample

respondents also.

The company may take necessary arrangement to make awareness about

the promotional opportunities to the employees.

The company may take the action to improve the relationship among the

supervisors, colleagues and management through programmes.

The company may make the employees improve the interest towards the

job through the job enrichment, job enlargement etc.

The company may also give additional opportunity and training program

for the workers if they prefer.

The companies bonus and increment policies to be clearly communicate

to the employees. The top management and supervisor can handle clear sense of direction

for the employees.

The company can improve recreation facilities offered to make the

employees to feel comfortable.


94/103

4.3 CONCLUSION

Job satisfaction plays major role in the company. A person with a high

level of job satisfaction holds positive attitudes about the job, while a person who

is dissatisfied with his/her job holds negative attitudes about the job. Satisfied

employees are producing more and more output in the production view for the

satisfaction of employees.

Through the study it is found that job satisfaction level of employees inSALEM STEEL PLANT is satisfactory. Still there is a room for improvement in

some areas Company has to do conduct some programs like proper training.

Company could clearly define the promotional opportunities. Company could

motivate the employees with timely incentives and increments. The relationship

between superior and subordinates may be improved by conducting some

programs and interactive sessions. All there thinks will benefit both employer and

employees


95/103

QUESTIONNAIRE

Name: grade:

1. Age:

a) Below 25 b)25- 30 years c)31-40 years

d)41-50 years e) Above 50 years

2. Gender

a)male b)female

3. Educational Qualification

a) UG b)PG c)diploma d)ITI e)others


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4. Experience

a) 0-2 years b)2-5yrs c)5-10yrs d) above 10 yrs

5.Income Level

a) below 10,000 b)10,001-20,000 c)20,001-30,000

d)30,001-40,000 e)above 40,000

6. Marital status

a) married b)unmarried


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RELATED TO STUDY:

Key:

HS- HIGHLY SATISFIED

SA-SATISFIED

NE-NEUTRAL

DS-DISSATISFIED

HD-HIGHLY DISSATISFIED

Indicate To the Extent to Which You Agree With the Following Statements That

Relate To Your Job

7. what is the level of satisfaction about your nature of work ?

A)HS B)SA C)NE D)DS E)HD

8.How Do You Feel About Your Working Hrs ?


9.How Do You Feel About Your Working Environment ?



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16. How do you feel about the good relationship among your colleagues ?


17. At which level you are satisfied about the training program provided by the

company?


18.How Do You Feel About The Frequency And Period Of The Training Program

Being Conducted?


19.At Which Level You Are Satisfied About Your Manager Communicate A

Clear Sense Of Direction ?


20. How do you feel about the communication of information about changes in

the organization?



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21. At which level you are satisfied with the leave policy of the company?



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22. At which level you are satisfied with the safety measures provided by the

company?


23. How Do You Feel About The Employees Insurance Policy Of The Company?


24. How do you feel about the canteen facility offered by the company?


25.How Do You Feel About The Relation Facilities Provided By The Company

Like Club Facility & Other Program ?

A)HS B) SA C) NE D)DS E)HD


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BIBLIOGRAPHY

REFERENCES:

STPHEN P. ROBBINS Organizational behavior eight edition,

prentice hall of India. (Page No.277)

KOTHARI C.R - Research methodology, New age international prakasm

publishers, second edition. (Page No.328)

RAO. V.S.P Human Resource Management. (Page No.117)

Performance management by Prem Chand Pub: McMillan India Ltd.,

Human Resource Management by Khanka (Page No.301)

Websites:

www.jobsatisfaction.com

www.informa.com

www.hrcite.com
http://www.jobsatisfaction.com/http://www.informa.com/http://www.jobsatisfaction.com/http://www.informa.com/


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