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“A STUDY ON JOB SATISFACTION OF THE EMPLOYEES
AT A-BOND STRANDS PVT.LTD.”
BY
A.CATHERINE SHYLA
REG No : 32009631007
Of
SRR Engineering College
A Project Report
(BA9211 - Summer Project report)
Submitted to the
FACULTY OF MANAGEMENT STUDIES
In Partial Fulfillment of the Requirements
For The Award of the Degree
Of
MASTER OF BUSINESS ADMINISTRATION
ANNA UNIVERSITY
CHENNAI-600025
AUGUST 2010
SRR ENGINEERING COLLEGE
PADUR, CHENNAI- 603103
DEPARTMENT OF MANAGEMENT STUDIES
CERTIFICATE
This is to certify that the project report on ‘A STUDY ON JOB SATISFACTION OF THE
EMPLOYEES AT A-BOND STRANDS PVT.LTD,’ is a bonafide Summer project work done
by A.CATHERINE SHYLA, a full time student of the department of management studies, SRR
Engineering College, in partial fulfillment of the requirements for the award of the degree of
Master of Business Administration of Anna University, during the year 2010 – 2011.
MS.E.RADHIKA Prof. G.DILEEP
Faculty Guide HOD
DECLARATION
I A.CATHERINE SHYLA hereby declare that the Summer Project work entitled “‘A
STUDY ON JOB SATISFACTION OF THE EMPLOYEES AT A-BOND STRANDS
PVT.LTD,’” submitted to the Anna University in partial fulfillment of the requirements for the
Degree in MASTER OF BUSINESS ADMINISTRATION is an authentic record of work
carried out by me under the guidance of MS.E.RADHIKA, Faculty, MBA Department, SRR
Engineering College and MR.VARADARAJAN, ASST.HR MANAGER, A-BOND
STRANDS PVT.LTD.
A.CATHERINE SHYLA
ACKNOWLEDGEMENT
I am in debt to our Honorable Chairman. Dr.JEPPIAR B.A, B.L, Ph.D. for providing excellent
environment and infrastructure in SRR Engineering College, Padur, Chennai for successfully
completing my MBA course.
I thank our Principal Dr.T.SASIKALA for providing all the required facilities for completing
the project work.
My sincere regards are also due to our beloved HOD Department of Management Studies,
Prof.G.Dileep for permitting me to do the project work in A-BOND STRANDS PVT.LTD; I
sincerely acknowledge the help extended by Mr.VARADARAJAN for allowing me to do the
project work in their esteemed organization.
Lastly and most importantly I thank my guide MS.E.RADHKIA, MBA faculty member, for the
successful completion of the summer project work.
TABLE OF CONTENTS
CHAPTER NO
CONTENTS PAGE NO
I INTRODUCTION
II COMPANY PROFILE
III PRODUCT PROFILE
IV REVIEW OF LITERATURE
V RESEARCH METHODOLOGY
5.1 Objectives of the study
5.2 Need for the study
5.3 Scope of the study
5.4 Limitation of the study
VI DATA ANALYSIS AND INTERPRETATION
VII STATISTICAL TOOLS
VIII FINDINGS
IX SUGGESTIONS
X CONCLUSION
X1 ANNEXURE
BIBLIOGRAPHY
QUESTIONNAIRE
LIST OF TABLES
S.NO CONTENT PAGE NO
1 Age of employees
2 Gender of employees
3 Marital status of employees
4 Job suits educational qualification5 Work experience of employees6 Performance linked with salary
7 Employees response towards their pay package
8 Employees response towards their bonus and incentives9 Employees opinion towards superior-subordinate relationship10 Employees response towards stress in job11 Employees satisfaction towards working condition12 Company provide flexible working hours13 Employees response towards non-monetary benefits extended by
the company14 Employees opinion about their job
15 Employees satisfaction level with their present position in the company
16 Employees response towards opportunity to use new technology
17 Employees are recognized as individual
18 Company clearly communicates its goals and strategies
19 Level of satisfaction with relation to their co-workers
20 Employees satisfaction level with overall job security
21 Evaluation of overall satisfaction with job
22 Welfare facilities of the employees
LIST OF CHARTSS.NO CONTENT PAGE NO
1 Age of employees
2 Gender of employees
3 Marital status of employees
4 Job suits educational qualification
5 Work experience of employees
6 Performance linked with salary
7 Employees response towards their pay package
8 Employees response towards their bonus and incentives
9 Employees opinion towards superior-subordinate relationship
10 Employees response towards stress in job
11 Employees satisfaction towards working condition
12 Company provide flexible working hours
13 Employees response towards non-monetary benefits extended by the company
14 Employees opinion about their job
15 Employees satisfaction level with their present position in the company
16 Employees response towards opportunity to use new technology
17 Employees are recognized as individual
18 Company clearly communicates its goals and strategies
19 Level of satisfaction with relation to their co-workers
20 Employees satisfaction level with overall job security
21 Evaluation of overall satisfaction with job
22 Welfare facilities of the employees
CHAPTER – I
INTRODUCTION
INTRODUCTION
Job satisfaction describes how content an individual is with his or her job. It is a relatively recent
term since in previous centuries the jobs available to a particular person were often
predetermined by the occupation of that person’s parent. There are a variety of factors that can
influence a person’s level of job satisfaction. Some of these factors include the level of pay and
benefits, the perceived fairness of the promotion system within a company, the quality of the
working conditions, the job itself (the variety of tasks involved, the interest and challenge the job
generates, and the clarity of the job description/requirements).
The happier people are within their job, the more satisfied they are said to be. Job satisfaction is
not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance methods include job rotation, job enlargement and job enrichment.
Other influences on satisfaction include the management style and culture, employee
involvement, empowerment and autonomous workgroups. Job satisfaction is a very important
attribute which is frequently measured by organizations. The most common way of measurement
is the use of rating scales where employees report their reactions to their jobs. Questions relate to
pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-
workers.
The study focuses on the job satisfaction of the employees in A-Bond Strands Pvt.Ltd. This
project emphasizes the satisfaction level of the employees to increase the productivity, reducing
employee turnover and absenteeism.
Primary data collection was done through structured questionnaire. Secondary data was collected
from company records and internet. Research design used in this study was descriptive research
study. Random sampling technique was followed. Conclusions were drawn based on the analysis
of data collected from the employees. Percentage analysis and statistical tools like chi-square,
ANOVA and Karl Pearson’s co-efficient of correlation are used in the study. Suggestions were
provided for co-ordination among employees, cordial relationship with supervisor and
coworkers, provide promotional opportunities throughout the company and acceptance of ideas
and suggestions given by the employees.
CHAPTER – II
COMPANY PROFILE
COMPANY PROFILE
Meeting Customer's Needs has been the philosophy of A-Bond Strands throughout its over two decades of operations. A-Bond Strands has been dedicated to satisfying the needs of its customers who form the core of Indian Industry. From its modest beginning in a small room, it has grown to its present stature employing 150 personnel. The group has been maintaining consistently 10% annual growth rate.
A-BOND STRANDS MANAGEMENT ...
Ramlinga Raya Reddy, Managing Director He is a Master of Business Administration (U.S.A). After an; academic in the U.S, he joined ABSP. He shoulders the portfolio of marketing and operational management of the company for the past 16 years.
Dr. G. Vivekanand, Director
A Member of Parliament in the 15th Lok Sabha, Managing Director of 550 crores M/s. Visaka Industries, a well –recognized captain of industry and lends management expertise and advice.
Ravindra Vikram, Director
He is a Chartered Accountant with rich experience in Finance and taxation. He was on the board of Indian Bank. He is the financial advisor to the company.
V. Ramakrishnan, CEO
A Graduate Electrical & Electronic Engineer from the University of Madras with Specialization in Protection & Switchgear and High Voltage Engineering. He started his career with M/s. English Electric Co. of India Ltd in 1970 and served in organizations like Macneill & Meiher Ltd, Universal Electrical Ltd etc. in Design, Development and Marketing of LV & HV Switchgears. He has more than 39 years of experience in the above spheres apart from complete Factory Management.
S.R. Subramanyam General Manager – Technical
He is a Mechanical Engineer from the Institution of Engineers, Calcutta with a basic degree in Science from Madras University. Has more than 30 years of experience with various reputed industries. Has specialized in Designing & Development of MV Breakers as well as EHV products. He has served M/s. S & S Power Switchgear, Chennai and Tenaga Switchgear, Malaysia for more than a decade.
He was instrumental in introducing new product variations in the above organizations of repute.
M. Venugopal NaiduGeneral Manager - Bangalore Operations
A Graduate Electrical Engineer from “Bangalore University” with specialization in Elec. Designs (Rotating machines). An Associate member of Indian Institute of Engineers. (AMIE). Joined NGEF Ltd. (CollaboratesM/s.AEG. Telefunken W.G) during 1972 and worked for more than 26 years in marketing, at H.O. central sales organization and various Regional Sales Office. (Kolkata, Chennai & Bangalore). Products well versed: MV/EHV. Breakers, HT/LT motors and transformers.
CHAPTER – III
PRODUCT PROFILE
PRODUCT PROFILE
A Bond-Strand is in the field of manufacture of various switchgear, insulation and power
cable products for more than two decades. Our facility has a full complement of high
precision machines to fabricate and manufacture various products and full-fledged
laboratories where we conduct relevant voltage withstand tests. The A Bond-Strands Group
is engaged in the design, manufacture and sale of products in the electrical, mining,
chemical, textile and other core industries. The Group has also developed products for
defence applications.
A Bond –Strands is multiproduct group consisting of following companies: A Bond –Strands Pvt. Ltd.
o Insulation Divisiono Switch Gear Division
A Bond –Strands – Cable Accessories.
Each of the above companies has been set up on product lines.
SWITCH GEAR:
Powe Power distribution/Switch gear-3.3 Kv-33 Kv isolators 12 Kv and 24 Kv load, break
switches manufactured under technical collaboration from EMO, Yugoslavia, (Original
design from Sprecher & Schuh Switzerland). Unitized and Package sub-stations. High
Voltage Motor control centers and Direct online starters. High Voltage Ring Main Units.
We manufacture HT On/Off Load Break Switches (isolators) up to 24Kv in collaboration with EMO, Yugoslavia who are pioneers in this field. Load break switches are extensively used in power plants and distribution networks. These have been tested for impulse and short time rating at Central Power Research Institute, Bangalore, and the recognized independent testing authority in India.
We have developed close partnering relationships with companies like Siemens', ABB, Alsthom and Bhel who are recognized names in the Industry
The range of products throws some light on the technology involved and the engineering capabilities of the group.
All products have been developed only with in -house research and no collaboration has been sought for any of the above except for the Load Break Switches. Today it is acknowledged that the quality and standard of the products manufactured by A.Bond~Strands compete with similar products manufactured elsewhere in the world. The group distributes its products by direct sale to original equipment manufacturers, service, providers and equipment users all over India. The group also undertakes projects on turnkey basis, on site locations throughout India.
We also export our products to Australia and U.S.A. The Middle East, Bangladesh and South East Asia.
INSULATION:
Large epoxy castings for bus duct and vacuum switchgear. Fiberglass cylinders for high voltage tap changers. 36Kv bushings for SF6 switchgear. Self-lubricated fiberglass cylinders for pneumatic. Valve actuators. Fiberglass shells for missiles. Pollution barriers for sea ports. Reactor core packets. Lapspools,picking sticks and other Accessories.
CABLE ACCESSORIES:
A Bond -Strands is in the field of manufacture of various switchgear and power
cable accessories for more than two decades. Our facility has a full complement of high precision
machines to fabricate and machine various cable accessories and full-fledged laboratories where
we conduct voltage withstand tests. We manufacture plugs and sockets, bolted half couplers and
adaptors for both high and low voltage ratings with provision for both power and control.
CHAPTER – IV
APPLICATIONS:
• Extending power cables • Mine power centers • Continuous Mining Cables • Conveyors • Cutters • Long wall Systems • Excavators • Welding Receptacles• Shovels Loaders • Portable Industrial • Equipment • Sectionalizing cables • Tunneling Transformer Kiosks• Tran switches • Turbine generators
ENGINEERING SERVICES:
Engineering services offered Infrastructure available Manpower
CLIENTS:
BY INSPECTION AUTHORITIES AND TECHNICAL CONSULTANTS:
• Birla Technical Services • Davy Power Gas • DESEIN • Development Consultants Ltd. • Engineering Projects(India) Ltd. • Engineers India Ltd. • Entech Consultancy Bureau • Ircon • Holtec • Howe(India) Ltd. • Humphreys & Glasgow • Indian Registrar of Shipping • Bureau Veritas
• ICB Ltd • IDEA • Mecon • M.N.Dastur & Co • Muse Consultants • P.D.I.L • RITES • Tata Consultancy Engineers • Technicaliya Consultants • UDHE India Ltd • Unique Engineering Services • Kvaerner Power gas • Rheinbraun Consultancy, Germany
REVIEW OF LITERATURE
REVIEW OF LITERATURE
A literature review is a body of text that aims to review the critical points of current knowledge
and or methodological approaches on a particular topic. Literature reviews are secondary
sources, and as such, do not report any new or original experimental work.
Job satisfaction of bank officers in Bangladesh- Nazrul Islam & Gour Chandra Saha
This study attempts to evaluate job satisfaction of bank officers in Bangladesh. It
focuses on the relative importance of job satisfaction factors and their impacts on the overall job
satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and
sex differences on the attitudes toward job Satisfaction.
The result shows that salary, efficiency in work, fringe supervision, and co-worker
relation are the most important factors contributing to job satisfaction. Private bank officers
have higher levels of job satisfaction than those from public sectors as they enjoy better
facilities and supportive work environment. Sex and age differences have relatively lower level
of impact on it. The overall job satisfaction of the bank officers is at the positive level.
A STUDY ON JOB SATISFACTION AMONG BANK OFFICERS IN STATE BANK OF
INDIA, JABALPUR- Mr. S. NAREND, 1990
The techniques used by the Researcher for analyzing the data were through questionnaire
method. The Researcher interviewed forty respondents on the basis of sex, age, educational
qualification, experience, monthly income, marital status and family income. The tools adopted
by the Researcher were average scoring and two-way table method to find out job satisfaction.
MILITARY MEDICAL UNIVERSITY, SCHOOL OF NURSING, SHANGHAI, PR
CHINA - GUI L, BARRIBALL KL, WHILE AE.
Job satisfaction among nurses is of concern throughout the world but the satisfaction of
nurse teachers has received less attention and no review of global research on the topic has been
published. A comprehensive literature review (1976-2007) was undertaken from an international
perspective (n=26 papers and 4 doctoral abstracts) to examine the state of knowledge about nurse
teachers' job satisfaction over time. Coverage over the last 30 years was selected to examine if
the level and contributing factors to nurse teachers' job satisfaction have changed during a time
which has seen considerable developments and reorganization of nurse education as well as the
role of nurse teachers.
The purpose of this Part I paper is to: (i) review the different measurements of job satisfaction,
(ii) report the job satisfaction levels of nurse teachers and, (iii) identify the components of job
satisfaction of nurse teachers. This paper provides the foundation for the Part II paper which
reviews the literature regarding the effects and related factors of nurse teachers' job satisfaction.
JAIN, JABEEN, (2007), A CASE STUDY OF INDIAN OIL
Job Satisfaction as Related to Organizational Climate and Occupational Stress:
A Case Study of Indian Oil “concluded that that there is no significant difference between
managers and engineers in terms of their job satisfaction and14 both the groups appeared almost
equally satisfied with their jobs. When the managers and engineers were compared on
organizational climate, it was found that both the groups differed significantly. Managers scored
significantly high on organizational climate scale than the engineers indicating that the managers
are more satisfied due to the empowerment given to them.
JOB ATTITUDE AND EMPLOYEES PERFORMANCE OF PUBLIC SECTOR
ORGANIZATIONS IN JAFFNA DISTRICT, SRI LANKA- VELNAMPY (2008)
Concluded that job satisfaction does have impact on future performance through the job
involvement, but higher performance also makes people feel more satisfied and committed. It is
a cycle of event that is clearly in keeping with the development perspective. Attitudes such as
satisfaction and involvement are important to the employees to have high levels of performance.
The results of the study revealed that attitudes namely satisfaction and involvement, and
performance are significantly correlated.
FACTORS AFFECTING JOB SATISFACTION AMONG ACADEMIC
PROFESSIONALS IN TERTIARY INSTITUTIONS IN ZIMBABWE-BY P.
CHIMANIKIRE, E. MUTANDWA,
C. T. GADZIRAYI, N. MUZONDO AND B. MUTANDWA
The broad objective of this study was to determine factors affecting job satisfaction
among academic professionals in tertiary institutions of Zimbabwe against the backdrop of high
brain drain in the sector. A total of eighty respondents were selected randomly from
departmental lists and interviewed using structured questionnaires.
The results of the study showed that a greater proportion of the academic staff was not satisfied
with their jobs. Reasons for dissatisfaction include high volume of work, inadequate salaries,
allowances, loans to facilities purchase of housing stands and cars
A STUDY ON JOB SATISFACTION OF TEA PLANTATION WORKERS WITH
SPECIAL REFERENCE TO SHEIKALMUDI ESTATE, VALPARAI -MR.K.MADHU,
1986
The techniques used by the Researcher for analyzing the data were through questionnaire
and personal interview method. The Researcher interviewed sixty respondents on the basis of
sex, age, educational qualification, experience, monthly income, marital status and family
income.
The tools adopted by the researcher were average scoring and two-way table method. The
hypothesis was tested through chi-squire test and correlation to find out job satisfaction.
The researcher had made previous study on job satisfaction in various areas.
SHAHU & GOLE (2008), IN THEIR STUDY "EFFECT OF JOB SATISFACTION ON
PERFORMANCE”
An Empirical Study" concluded that the companies that are lagging behind in certain
areas of job satisfaction & job stress need to be developed so that their employees show good
performance level, as it is provided that performance level lowers wit high satisfaction scores.
The awareness program pertaining to stress & satisfaction is to be taken up in the industries to
make them aware of the benefits of knowledge of stress and its relationship with
satisfaction and achievement of goal of industries.
CHAPTER – V
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research problem. It gives an idea
about various steps adopted by the researcher in a systematic manner with an objective to
determine various manners.
RESEARCH DESIGN
Research design in a plan to carry out the study in an orderly and systematic manner.
The research design may be exploratory, descriptive or experimental
For the present study descriptive research design is adopted.
The main aim of the present study is to understand the job satisfaction of employees of
the organization.
DESCRIPTIVE RESEARCH Descriptive research includes surveys and fact-finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs, as it exists at present. In social science and business research, we quite often use the term ex post facto research for descriptive research studies. The main characteristic of this method is that researcher has no control over the variables; he can only report what has happened or what is happening.In descriptive research design the researcher must be able to define clearly, what he wants to measure and must find adequate methods for measuring it along with clean cut definition of population, researcher wants to study, since the aim is to obtain complete and accurate information in the studies. In descriptive study, the researcher takes out samples and then wishes to make statements about the population on the basis of sample analysis. In descriptive study the first step to specify the objectives with sufficient perception to ensure that data collected are relevant. The data collected must be analyzed and processed. Thus this is clearly stated that the researcher has applied descriptive research design.
SAMPLE SIZE
The sample sizes of 50 respondents were selected for the study from the total population of 150.
SAMPLING TECHNIQUE
Since it is not possible to give equal importance to all the members in each department, the
samples are selected using random sampling method.
DATA COLLECTION TECHNIQUE
Data was collected from both primary and secondary source.
Primary Data
The primary data is the first hand source and collected through structured questionnaire. The
questionnaire consisted of 25 questions, with a combination of open – ended and close –ended
questions
Secondary Data
Secondary data is information that is collected for the purpose other than to solve the specific
problem under investigation. The secondary sources of data collection were information obtained
from books, magazines, websites and articles on the topic etc. In the study, the researcher would
use the secondary data to supplement the primary data.
STATISTICAL TOOLS USED FOR ANALYSISThe statistical tools used for analyzing the data collected are:
Chi Square
ANOVA
Correlation.
CHI-SQUARE TEST:
Chi-square test is applied to test the goodness of fit, to verify the distribution of observed data
with assumed theoretical distribution. Therefore it is a measure to study the divergence of actual
and expected frequencies; Karl Pearson’s has developed a method to test the difference between
the theoretical (hypothesis) & the observed value.
KARL PEARSON’S CO-EFFICIENT OF CORRELATION:
The relationship between the two variables is linear.
Cause and effect of the relationship exist between two variables.
5.1 OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE:To study about the job satisfaction of the employees in A-BOND STRANDS PVT.LTD.
SECONDARY OBJECTIVES: To identify the satisfaction level of the employees. To know the employees satisfaction towards the benefits provided by the company. To identify the factors which influences the job satisfaction of employees.
To determine the employees satisfaction towards the welfare facilities. To know the employees relationship with superior and co-workers.
5.2 NEED OF THE STUDY
This study is being done to analyze the degree of job satisfaction of employees with the
aim of reducing employee turnover and absenteeism and thereby increasing overall
productivity.
Organization is growing quickly, it is critical to find out how employees feel about their
jobs, the organization, and their fit and future within it.
A strong rumor mill is symptomatic of other problems in the organization. These can
include communications, trust, and fear. Only a survey can uncover the extent to which
any of these issues exists.
In a highly competitive industry, turnover minimization and productivity and creativity
maximization are keys to success. Staying in touch with employees is necessary to
facilitate continued competitiveness.
5.3 SCOPE OF THE STUDY
Employee satisfaction is supremely important in an organization because it is what productivity depends on. If your employees are satisfied they would produce superior quality performance in optimal time and lead to growing profits. Satisfied employees are also more likely to be creative and innovative and come up with breakthroughs that allow a company to grow and change positively with time and changing market conditions.
5.4 LIMITATIONS OF THE STUDY
The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy cannot be assured.
The research was carried out in a short span of time. Some of the respondents were reluctant to share the information. The study does not cover all the employees of the organization.
CHAPTER – VI
DATA ANALYSIS AND INTERPRETATIONS
DATA ANALYSIS AND INTERPRETATION
PERCENTAGE ANALYSIS:
It refers to special kind of ratio; percentages are used in making comparison between two or
more series of data, and used to describe the relation.
TABLE-1 AGE OF EMPLOYEES
AGE RESPONDENTS PERCENTAGE21-30years 12 2431-40years 25 5041-50years 6 12Above 51years 7 14TOTAL 50 100
CHART-1 AGE OF EMPLOYEES
21-30years 31-40years 41-50years Above 51years0
10
20
30
40
50
60
Age of employees
Perc
enta
ge
INTERPRETATION:The above table reveals that 24% of the respondents are between the age group of 21 to 30 years,
50% of the respondents are between the age group of 31 to 40 years, 12% are between the age
group of 41 to 50 years and 14% of the respondents are above 51 years.
TABLE-2 GENDER OF EMPLOYEES
GENDER RESPONDENTS PERCENTAGEMale 45 90Female 5 10TOTAL 50 100
CHART-2 GENDER OF EMPLOYEES
Male Female0
10
20
30
40
50
60
70
80
90
100
Gender
Perc
enta
ge
INTERPRETATION:The above table reveals that 90% of the respondents are male and 10% of the respondents are
female.
TABLE-3 MARTIAL STATUS OF EMPLOYEES
CHART-3 MARTIAL STATUS OF EMPLOYEES
MARITAL STATUS
RESPONDENTS
PERCENTAGE
Married 39 78Unmarried 11 22TOTAL 50 100
Married Unmarried0
10
20
30
40
50
60
70
80
90
Marital status
Perc
enta
ge
INTERPRETATION:
The above table reveals that 78% of the respondents are married and 22% of the respondents are
unmarried.
TABLE-4 JOB SUITS EDUCATIONAL QUALIFICATION
CHART-4 JOB SUITS EDUCATIONAL QUALIFICATION
JOB SUITS EDUCATIONAL QUALIFICATION
RESPONDENTS PERCENTAGE
Yes 17 34No 33 66TOTAL 50 100
Yes No0
10
20
30
40
50
60
70
Educational qualification
Perc
enta
ge
INTERPRETATION:
The above table reveals that 34% of the respondents say that the job suits their educational
qualification and 66% of the respondents say that the job does not suits their qualification.
TABLE-5 WORK EXPERIENCE OF EMPLOYEES
WORK EXPERIENCE
RESPONDENTS PERCENTAGE
Less than a year 4 81-5years 9 186-10years 19 38More than 10 years 18 36TOTAL 50 100
CHART-5 WORK EXPERIENCE OF EMPLOYEES
Less than a year 1-5years 6-10years More than a year0
5
10
15
20
25
30
35
40
Work experience
Perc
enta
ge
INTERPRETATION:
The above table reveals that 8% of the respondents have less than a year of experience, 18% of the respondents have 1-5 years of experience, 38% of the respondents have 6-10 years of experience and 36% of the respondents have more than 10 years of experience,
TABLE-6 PERFORMANCE LINKED WITH SALARY
SALARY RESPONDENTS PERCENTAGEYes 27 54No 23 46TOTAL 50 100
CHART-6 PERFORMANCE LINKED WITH SALARY
Yes No42
44
46
48
50
52
54
56
Salary
Perc
enta
ge
INTERPRETATION:
The above table reveals that 54% of the respondents say that the performance links their salary and 46% of the respondents say that the performance does not links their salary
TABLE-7 EMPLOYEES RESPONSE TOWARDS THEIR PAY PACKAGE
PAY PACKAGE RESPONDENTS
PERCENTAGE
Highly Satisfied 7 14Satisfied 16 32Neutral 18 36Dissatisfied 8 16Highly Dissatisfied
1 2
TOTAL 50 100
CHART-7 EMPLOYEES RESPONSE TOWARDS THEIR PAY PACKAGE
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Pay package
Perc
enta
ge
INTERPRETATION:
The above table reveals that 14% of the respondents are highly satisfied with their pay package,
32% are satisfied with their pay package, 36% are neutral with their pay package, 16% are
dissatisfied with their pay package and 2% of the respondents are highly dissatisfied with their
pay package.
TABLE-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES
BONUS AND INCENTIVES
RESPONDENTS PERCENTAGE
Highly Satisfied 15 30Satisfied 19 38Neutral 7 14Dissatisfied 5 10Highly Dissatisfied 4 8TOTAL 50 100
CHART-8 EMPLOYEES RESPONSE TOWARDS THEIR BONUS AND INCENTIVES
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Bonus and Incentives
Perc
enta
ge
INTERPRETATION:
The above table reveals that 30% of the respondents are highly satisfied with their bonus and
incentives, 38% are satisfied with their bonus and incentives, 14% are neutral with their bonus
and incentives, 10% are dissatisfied with their bonus and incentives and 8% of the respondents
are highly dissatisfied with their bonus and incentives.
TABLE-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE RELATIONSHIP
SUPERIOR-SUBORDINATE RELATIONSHIP
RESPONDENTS PERCENTAGE
Highly Satisfied 13 26Satisfied 14 28Neutral 14 28Dissatisfied 8 16Highly Dissatisfied 1 2TOTAL 50 100
CHART-9 EMPLOYEES OPINION TOWARDS SUPERIOR – SUBORDINATE RELATIONSHIP
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
Superior-subordinate relationship
Perc
enta
ge
INTERPRETATION:
The above table reveals that 26% of the respondents are highly satisfied with superior-
subordinate relationship, 28% are satisfied with superior-subordinate relationship, 28% are
neutral with superior-subordinate relationship, 16% are dissatisfied with superior-subordinate
relationship and 2% of the respondents are highly dissatisfied with superior-subordinate
relationship.
TABLE-10 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB
STRESS IN JOB
RESPONDENTS
PERCENTAGE
Yes 27 54No 23 46TOTAL 50 100
CHART-10 EMPLOYEES RESPONSE TOWARDS STRESS IN JOB
Yes No42
44
46
48
50
52
54
56
Stress in Job
Perc
enta
ge
INTERPRETATION:
The above table reveals that 54% of the respondents face stress in their job and 46% of the
respondents do not face stress in their job
TABLE-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION
WORKING CONDITION
RESPONDENTS PERCENTAGE
Highly Satisfied 2 4Satisfied 9 18Neutral 19 38Dissatisfied 9 18Highly Dissatisfied 11 22TOTAL 50 100
CHART-11 EMPLOYEES SATISFACTION TOWARDS WORKING CONDITION
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Working condition
Perc
enta
ge
INTERPRETATION:
The above table reveals 4% of the respondents are highly satisfied with the working condition,
18% are satisfied with the working condition, 38% are neutral with the working condition, 18%
are dissatisfied with the working condition and 22% of the respondents are highly dissatisfied
with the working condition.
TABLE-12 COMPANY PROVIDE FLEXIBLE WORKING HOURS
FLEXIBLE WORKING HOURS
RESPONDENTS PERCENTAGE
Yes 29 58No 21 42TOTAL 50 100
CHART-12 COMPANY PROVIDE FLEXIBLE WORKING HOURS
Yes No0
10
20
30
40
50
60
70
Working hours
Perc
enta
ge
INTERPRETATION:
The above table reveals that 58% of the respondents say that the company provides flexible
working hours and 42% of the respondents say that the company does not provide flexible
working hours
TABLE-13 EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS EXTENDED BY THE COMPANY
BENEFITS EXTENTEND BY COMPANY
RESPONDENTS PERCENTAGE
Fully Sufficient 16 32Sufficient 23 46Insufficient 11 22TOTAL 50 100
CHART-13 EMPLOYEES RESPONSE TOWARDS NON-MONETARY BENEFITS EXTENDED BY THE COMPANY
Fully Sufficient Sufficient Insufficient0
5
10
15
20
25
30
35
40
45
50
Non monetary benefits
Perc
enta
ge
INTERPRETATION:
The above table reveals that 32% of the respondents are fully sufficient with the benefits
extended by the company, 46% are sufficient, 22% of the respondents are insufficient towards
benefits extended by the company
TABLE-14 EMPLOYEES OPINION ABOUT JOB
TABLE-14 EMPLOYEES OPINION ABOUT JOB
OPINION RESPONDENTS PERCENTAGEChallenging 13 26Responsible 19 38Motivating 13 26Secured 5 10TOTAL 50 100
Challenging Responsible Motivating Secured0
5
10
15
20
25
30
35
40
Opinion about job
Perc
enta
ge
INTERPRETATION:
The above table reveals that 26% of the respondents view their job as challenging, 38% of the
respondents view their job as responsible, 26% of the respondents view their job as motivating
and 10% of the respondents view their job as secured.
TABLE-15 EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE COMPANY
PRESENT POSITION
RESPONDANTS PERCENTAGE
Highly Satisfied 10 20Satisfied 18 36Neutral 18 36Dissatisfied 4 8Highly Dissatisfied - -TOTAL 50 100
CHART-15 EMPLOYEES SATISFACTION LEVEL WITH THEIR PRESENT POSITION IN THE COMPANY
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Present position
Perc
enta
ge
INTERPRETATION:
20% of the respondents are highly satisfied with their present position, 36% are satisfied with
their present position, 36% are neutral with their present position and 8% of the respondents are
dissatisfied with their present position.
TABLE-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY
OPPORTUNITY TO USE NEW TECHNOLOGY
RESPONDENTS PERCENTAGE
Yes 25 50No 25 50TOTAL 50 100
CHART-16 EMPLOYEES RESPONSE TOWARDS OPPORTUNITY TO USE NEW TECHNOLOGY
Yes No0
10
20
30
40
50
60
Opportunity to use new technology
Perc
enta
ge
INTERPRETATION:
The above table reveals that 50% of the respondents say that they got opportunity to use new
technology and 50% of the respondents say that they do not get opportunity to use new
technology.
TABLE-17 EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS
CHART-17 EMPLOYEES ARE RECOGNIZED AS INDIVIDUALS
EMPLOYEES ARE RECONIZED AS INDIVIDUALS
RESPONDENTS PERCENTAGE
Yes 29 58No 21 42TOTAL 50 100
Yes No0
10
20
30
40
50
60
70
Employees recognized as individuals
Perc
enta
ge
INTERPRETATION:
The above table reveals that 58% of the respondents say that individual contribution is being
recognized and 42% of the respondents say that individual contribution is not being recognized.
TABLE-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES
CHART-18 COMPANY CLEARLY COMMUNICATES ITS GOALS AND STRATEGIES
Yes No46
47
48
49
50
51
52
53
Goals and strategies
Perc
enta
ge
INTERPRETATION:
The above table reveals that 52% of the respondents say that the company clearly communicates
its goals and strategies and 48% of the respondents say that the company does not communicates
its goals and strategies.
TABLE-19 LEVEL OF SATISFACTION WITH RELATION TO THEIR CO-WORKERS
GOALS AND STRATEGIES
RESPONDENTS PERCENTAGE
Yes 26 52No 24 48TOTAL 50 100
CHART-19 LEVEL OF SATISFACTION WITH RELATION TO THEIR CO-WORKERS
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Relationship with co-workers
Perc
enta
ge
INTERPRETATION:
The above table reveals that 32% of the respondents are highly satisfied with their relation to co-workers, 36% are satisfied with their relation to co-workers, 28% are neutral with their relation to co-workers and 2% of the respondents are dissatisfied and highly dissatisfied with relation to co-workers.
TABLE-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY
RELATION TO YOUR CO-WORKERS
RESPONDENTS PERCENTAGE
Highly Satisfied 16 32Satisfied 18 36Neutral 14 28Dissatisfied 1 2Highly Dissatisfied 1 2TOTAL 50 100
CHART-20 EMPLOYEES SATISFACTION LEVEL WITH OVERALL JOB SECURITY
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
Overall job security
Perc
enta
ge
INTERPRETATION:
The above table reveals that 32% of the respondents are highly satisfied with overall job security,
28% are satisfied with overall job security, 20% are neutral with overall job security, 8% are
dissatisfied with overall job security and 12% of the respondents are highly dissatisfied with
overall job security.
OVERALL JOB SECURITY
RESPONDENTS PERCENTAGE
Highly Satisfied 16 32Satisfied 14 28Neutral 10 20Dissatisfied 4 8Highly Dissatisfied 6 12TOTAL 50 100
TABLE-21 EVALUATION OF OVERALL SATISFACTION WITH JOB
CHART-21 EVALUATION OF OVERALL SATISFACTION WITH JOB
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
45
50
Overall satisfaction with job
Perc
enta
ge
INTERPRETATION:
The above table reveals that 8% of the respondents are highly satisfied with their job, 46% are
satisfied with their job, 24% are neutral with their job, 20% are dissatisfied with their job and 2%
of the respondents are highly dissatisfied with their job
TABLE-22 WELFARE FACILITIES OF THE EMPLOYEES
OVERALL SATISFACTION WITH JOB
RESPONDENTS PERCENTAGE
Highly Satisfied 4 8Satisfied 23 46Neutral 12 24Dissatisfied 10 20Highly Dissatisfied 1 2TOTAL 50 100
CHART-22 WELFARE FACILITIES OF THE EMPLOYEES
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied0
5
10
15
20
25
30
35
40
Welfare facilities
Perc
enta
ge
INTERPRETATION:
The above table reveals that 20% of the respondents are highly satisfied with the welfare facilities, 38% are satisfied with the welfare facilities, 28% are neutral with the welfare facilities, 10% are dissatisfied with the welfare facilities and 4% of the respondents are highly dissatisfied with the welfare facilities.
WELFARE FACILITIES
RESPONDENTS PERCENTAGE
Highly Satisfied 10 20Satisfied 19 38Neutral 14 28Dissatisfied 5 10Highly Dissatisfied 2 4TOTAL 50 100
CHAPTER – VII
STATISTICAL TOOLS
STATISTICAL TOOLS
CHI-SQUARE TEST:
Chi square, χ²= ∑ (O-E) ² / EWhere, O= observed frequencyE= expected frequency
Null Hypothesis (Ho):There is no significant relationship between the qualification and the pay package.
Alternative Hypothesis (H1):There is significant relationship between the qualification and the pay package.
YES NO TOTALHighly Satisfied 5 5 10Satisfied 5 8 13Neutral 6 11 17Dissatisfied 5 5 10TOTAL 21 29 50
OBSERVED FREQUENCY(O)
EXPECTED FREQUENCY(E)
(O-E) ^2 (O – E)^2 / E
5 4.2 0.64 0.15245 5.46 0.2116 0.03886 7.14 1.2996 0.1825 4.2 0.64 0.15245 5.8 0.64 0.11038 7.54 0.2116 0.028111 9.86 1.2996 0.13185 5.8 0.64 0.1103
0.9061
Degree of freedom=V=(r-1) (c-1) = (4-1) (2-1) =3Calculated value = 0.9061Table value = 7.815Calculated value < table valueTherefore null hypothesis is accepted
INFERENCE: Since the calculated value is less than the table value. The Null hypothesis is accepted. Hence, there is no significant relationship between qualification and pay package of the employees.
ANOVA:
Null Hypothesis (Ho):There is no significant difference between the factors influencing and level of satisfaction of the
employees.
Alternative Hypothesis (Ho):There is significant difference between the factors influencing and level of satisfaction of the
employees.
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
Dissatisfied
Total
Company
policies
8 15 10 7 10 50
Promotion
opportunities
7 14 16 7 6 50
Achievement 19 6 10 9 6 50
Responsibility 7 10 15 10 8 50
Training 8 10 15 8 9 50
Total 49 55 66 41 39 250
A B C D E TOTA
L
A^2 B^2 C^2 D^2 E^2
Company
policies
8 15 10 7 10 50 64 225 100 49 100
Promotion
opportunities
7 14 16 7 6 50 49 196 256 49 36
Achievement 19 6 10 9 6 50 361 36 100 81 36
Responsibility 7 10 15 10 8 50 49 100 225 100 64
Training 8 10 15 8 9 50 64 100 225 64 81
Total 49 55 66 41 39 250 587 657 906 343 317
Source of
variance
Sum of
squares
Degree of
freedom
Mean square F statistics
Factors
influence
SSC=97 V1=C-1
=4
MSC=SSC/ C-1
=24.3
FC=MSC/MSE
=1.83
3.01
Level of
satisfaction
SSR=0 V2=r-1
=4
MSR=SSR/ r-1
=0
FR=MSR/MSE
=0
3.01
Error SSE=213 V=(c-1)(r-1)
=16
MSE=13.3
Degree of freedom= (4, 16)Calculated value = 1.83Table value = 3.01Calculated value < table valueTherefore null hypothesis is accepted
INFERENCE: Since the calculated value is less than the table value. The Null hypothesis is
accepted. Hence, there is no significant difference between the factors influencing and level of
satisfaction of the employees.
KARL PEARSON’S CO-EFFICIENT OF CORRELATION:
x y dx=x-A
=x-8
dy=y-B
=y-11
dx^2 dy^2 dxdy
3 2 -5 -9 25 81 45
7 2 -1 -9 1 81 9
8 11 0 0 0 0 0
6 2 2 -9 4 81 -18
5 4 -3 -7 9 49 21
dx=-7 dy=-34 dx^2=39 dy^2=312 dxdy=93
Karl Pearson’s co-efficient of correlation=
n∑dxdy−(∑dx ) (∑dy )÷ √n∑d x2−(∑dx )2 √n∑d y2−(∑dy )2
=0.9347
INFERENCE: There is a positive correlation between working condition and flexible working
hours.
YES NO TOTAL
Highly Satisfied 3 2 5
Satisfied 7 2 9
Neutral 8 11 19
Dissatisfied 6 2 8
Highly Dissatisfied
5 4 9
TOTAL 29 21 50
CHAPTER – VIII
FINDINGS
FINDINGS
50% of them were in the age of 31-40 years and only 12% were in the age of 41-50
years.
90% of them we male and 10% are female.
78% of the workers are married and 22% are unmarried.
33% of the respondents say that the job suits their educational qualification.
32% of the respondents are satisfied with their package and 16% are dissatisfied.
38% of the respondents are satisfied with superior-subordinate relationship and 10%
are dissatisfied.
54% of the respondents face stress in their job and 46% does not face stress in their
job
18% of the respondents are satisfied with the working condition and 18% are
dissatisfied.
58% of the respondents say that the company provides flexible working hours.
32% of the respondents are sufficient with the benefits extended by the company and
22% of the respondents are insufficient.
26% of the respondents view their job as challenging and 38% view their job as
responsible.
36% of the respondents are satisfied with their present position and 8% are
dissatisfied with their present position.
50% of the respondents say that they get opportunity to use new technology.
58% of the respondents say that individual contribution is being recognized.
52% of the respondents say that the company clearly communicates its goals and
strategies.
36% of the respondents are satisfied with their relation to co-workers and 2% are
dissatisfied with their relation to co-workers.
54% of the respondents are highly satisfied with overall job security and 6% are
dissatisfied with overall job security.
46% of the respondents are highly satisfied with their job and 20% are dissatisfied
with their job.
There is no significant relationship between qualification and pay package of the employees.
There is no significant difference between the factors influencing and level of
satisfaction of the employees.
There is a positive correlation between working condition and flexible working hours.
CHAPTER – IX
SUGGESTIONS
SUGGESTIONS
Organization should try to adopt certain measures to enhance co-ordination among the
employees.
Management should have cordial relation with the employees.
Work should be assigned according to the qualification of the employees.
Promotional policy must provide for a uniform distribution of promotional opportunities
throughout the company.
The basis for promotion should be clearly specified. Due weightage should be given to
seniority, merit and future potential of an employee.
Detailed records of service and performance should be maintained for all employees.
The policy should be fair, impartial and consistent, i.e., it should be applied uniformly
irrespective of the person concerned.
A team can be established comprising all the departments who can deliver genuine
suggestions or ideas for the development of organization.
Encourage the ideas and suggestions from the employees or subordinates.
CHAPTER – X
CONCLUSION
CONCLUSION
From the study, the researcher has come to know that most of the respondents have job
satisfaction; the management has taken the best efforts to maintain cordial relationship with the
employees. The study also examined the Organization concern over the employees by the factor
like promotion opportunities to employees, satisfaction level of employees towards the working
condition, pay package and non-monetary benefits offered to employees. The researcher has
identified the factors causing dissatisfaction over factors including the co-ordination among
employees, cordial relationship with supervisor and co-workers, provide promotional
opportunities throughout the company and acceptance of ideas and suggestions given by the
employees.
To improve the level of satisfaction of employees the company has to improve working
condition, provide promotion opportunities, training program and pay according to their
qualification.
CHAPTER – XI
ANNEXURE
BIBLIOGRAPHY
1. Organizational behavior Stephen P Robbins
2. Human resource management L.M Prasad
3. Research Methodology Uma Sekran
WEBSITES
1. www.google.com
2. www.abondstrands.com
QUESTIONNAIRE
1) AGE: (a) 21-30years (b) 31-40years (c) 41-50years (d) above 51years
2) GENDER:
(a)Male (b) Female
3) MARITAL STATUS: (a)Married (b) Unmarried
4) DESIGNATION:
5) Do you feel that your job suits your educational qualification? (a) YES (b) NO6) How long are you working in the company? (a)LESS THAN A YEAR (b) 1-5 YEARS (c) 6-10 YEARS (d) MORE THAN 10 YEARS
7) Are you paid with a performance linked salary? (a) YES (b) NO
8) Are you satisfied with your pay package? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
9) Are you satisfied with the bonus and incentives provided by the company? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
10) What is your level of satisfaction regarding superior-subordinate relationship? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
11) Do you face any stress in your job? (a) YES (b) NO
12) What is your level of satisfaction regarding the working condition? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
13) Does the company provide you flexible working hours? (a) YES (b) NO
14) How do you feel about the non-monetary benefits provided by your company? (a) FULLY SUFFICIENT (b) SUFFICIENT (c) INSUFFICIENT
15) What is your opinion about your job? (a) CHALLENGING (b) RESPONSIBLE (c) MOTIVATING (d) SECURED
16) Are you satisfied with the present position in your company? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
17) Is there any opportunity for you to use new technology? (a) YES (b) NO
18) Do you feel that the employees are recognized as individuals? (a) YES (b) NO
19) Whether the company clearly communicates its goals and strategies to you? (a) YES (b) NO
20) What is your level of satisfaction with relation to your co-workers? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
21) How satisfied are you with your overall job security? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
22) Tick the level of satisfaction for the following:
HIGHLY SATISFIED
SATISFIED NEUTRAL DISSATISFIED HIGHLY DISSATISFIED
Company PoliciesPromotion opportunitiesAchievementResponsibilityTraining
23) How do you evaluate the overall satisfaction with your job? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
24) Does your company is concerned with the welfare facilities of the employees? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
25) Whether you’re superior recognizes your performance? (a) HIGHLY SATISFIED (b) SATISFIED (c) NETURAL (d) DISSATISFIED (e) HIGHLY DISSATISFIED
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